Assessment of Accidents Occurrence and Cuisine Employees' Awareness of Workplace Safety in Contract Foodservice Management Company

The study was conducted in two phase. In phase I, workplace safety accidents were investigated that happened from 2004 to 2008 in 52 medium-sized contract managed foodservice companies located in Seoul. In phase II, a survey was conducted to examine the cuisine employees' awareness of workplace safety. The survey was administered to the same foodservice management companies from April 12 to April 20, 2009. The final response rate was 84% (N=336), and the data were analyzed using SPSS Windows (ver. 12.0). The analysis showed that more accidents occurred in the age groups of 51~60 and 41~50 and among women. Forty-four percents of the accidents were reported by the employees who had been engaged in foodservice for 1~4 years. The majority of the safety accidents occurred in May~June of the year and the injuries were related to the 'hands and arms'. Approximately 38.5% of the injuries happened during 'movement and transportation'. More than half of the accidents were not managed as 'industrial accidents'. By type of injuries, 28.6% of the accidents were 'fractures'. In terms of the companies' actions, 44% of the accidents were dealt by companies' paying medical bills. The results of this study could be useful to develop evaluation indicators for safety education programs, decrease cuisine employees' safety accidents, protect assets, and prevent various worker and industrial accidents to create a pleasant work environment.

A study on the factors affecting the foodservice management contract perceived by salesperson of the foodservice company

The purposes of this study were to investigate the importance level on factors affecting the foodservice management contract perceived by the salespersons in the foodservice company. To get the data on the perceived importance level on the affecting the foodservice management contract, the questionnaires were developed by the delphi technique and modified by the pilot test. The questionnaires consisted of 4 categories and 19 items on the factors affecting the foodservice management contract and the importance level on the factors were measured by 5-likert scale. From March 12 to April 13 in 2003, the self-administrative questionnaires were mailed to the 60 salespersons. The questionnaires were responded from the 48 salespersons(respondent rate : 77 %). As a result, the salesperson' perceived importance level of 'the sales ability' was higher than those of the other categories in the private contract and the salesperson' perceived importance level of 'the evaluation of the foodservice company' was higher than those of the other categories in the competitive bid. The importance of the 'the evaluation of the foodservice company' between the private contract and the competitive bid was significantly different(p<.05), and the importance of 'the sales ability' of the competitive bid was significantly higher than that of the private contract(p<.001).

A study on the factors affecting the foodservice management contract perceived by salesperson of the foodservice company

The purposes of this study were to investigate the importance level on factors affecting the foodservice management contract perceived by the salespersons in the foodservice company. To get the data on the perceived importance level on the affecting the foodservice management contract, the questionnaires were developed by the delphi technique and modified by the pilot test. The questionnaires consisted of 4 categories and 19 items on the factors affecting the foodservice management contract and the importance level on the factors were measured by 5-likert scale. From March 12 to April 13 in 2003, the self-administrative questionnaires were mailed to the 60 salespersons. The questionnaires were responded from the 48 salespersons(respondent rate : 77 %). As a result, the salesperson' perceived importance level of 'the sales ability' was higher than those of the other categories in the private contract and the salesperson' perceived importance level of 'the evaluation of the foodservice company' was higher than those of the other categories in the competitive bid. The importance of the 'the evaluation of the foodservice company' between the private contract and the competitive bid was significantly different(p<.05), and the importance of 'the sales ability' of the competitive bid was significantly higher than that of the private contract(p<.001).

Analysis on job specification characteristics of dietitians in self-operated vs. contracted employee foodservice

The purpose of this study were to investigate the job analysis questionnaire was mailed to 250 dietitians who are members of The Korean dietic association practice group in self-operated foodservices(hereafter group A)and 250 dietitians who are employed in contracted foodservice companies(hereafter group B). Completed questionnaires were received from 285 dietitians(121 in self-operated, 164 in contracted) ; a response rate of 57%. Statistical data analysis was completed using the SAS/win packages for descriptive analysis, t-test, chi-square-test, The results of this study can be summarized as follows. 1. The dietic training or internship experiences were significantly different between the two sample group(p<.001), but the perceptions of needs for training or internship were not different between and they thought one to six month training would be needed for the job. 2. The question about the time needed in order to perform an expert job was answered significantly differently(p<.001) 3. Group A usually took part in obligatory continuing education and short-term training courses, and group B usually took part in obligatory continuing education and on-the-job trainings, respectively. However both group perceived all three types of educations would be needed for performing the job better. 4. As for the physical demands of the job, a certain degree of accuracy and dexterity for physical tasks and equipment operations was needed for the job. Concerning the mental demands, they answered that their job needs considerable creativity and judgement for planing and performing their tasks was needed. 5. As for responsibilities, group B's responsibilities were heavier than group A's(p<.001) and need for confidentiality was also greater for group B than for group A(p<.001). 6. As for the supervising role differences, group A rarely received supervision from others and they were given directions only in essential situations, whereas group B was usually supervised when planing and performing their job and tasks, showing significant difference in positions between the two sample groups(p<.001). But each group supervised co-workers and employees in their department. 7. With regard to personal contact, both groups frequently contacted people in their department and other departments at the company and sometimes people outside the company. 8. Concerning the work environment, there were some risks and discomforts in the physical environment and there was no significant difference between the two sample groups.