트레할로스 첨가량과 저장시간에 따른 양갱의 품질 특성

정효선,이종석,윤혜현 동아시아식생활학회 2014 동아시아식생활학회 학술발표대회논문집 Vol.2014 No.5

Convict Cichlid Amatitlania nigrofasciata의 난발생

정효선,고민균,이효빈,노재구,김동수 한국수산과학회 2018 한국수산과학회지 Vol.51 No.4

We characterized egg development and investigated the effects of temperature on embryonic development time, in the convict cichlid Amatitlania nigrofasciata. Fertilized eggs of this species have an ovoid shape (horizontal axis, 1.56±0.02 mm; vertical axis, 1.26±0.04 mm) and smooth translucent chorion surrounded by a layer of mucous secretion. At 27±0.5℃, the first cleavage, blastula, gastrula and 16-somite stages of A. nigrofasciata eggs began at 1.5, 4.83, 14 and 40 hours after fertilization, respectively. We measured the development rate of embryos at 12-33℃ and found that the time period from fertilization to hatching was 94 hours at 24℃, 64 hours at 27℃ and 50 hours at 30℃. At temperatures of 12-21℃, all fertilized eggs died before hatching and those incubated at 33℃ died immediately after hatching.

특급 호텔 종사원이 지각하는 조직 평판이 종사원의 조직동일시와 조직시민행동에 미치는 영향 분석

정효선,윤혜현 동아시아식생활학회 2021 동아시아식생활학회 학술발표대회논문집 Vol.2021 No.11

조직의 평판이란 특정 조직의 과거 행동이나 성과에 기반하여 형성된 그 조직에 연관되어 있는 이해관계자들의 인식으로써 종사원의 긍정적인 행동을 유발하는데 강력한 영향력을 가지고 있다고 하겠다. 그러나 그동안 특급 호텔 종사원을 대상으로 조직의 평판을 다룬 연구는 희소하였으며, 기 수행된 연구의 대부분은 구성원의 열의나 몰입 등으로 한정된 연구들이 대부분이었다. 따라서 본 연구에서는 특급 호텔 종사원을 표본으로 자신의 조직에 대해 인지하고 있는 평판이 종사원의 조직에 대한 동일시와 조직시민행동에 미치는 영향관계를 고찰하고자 계획되었다. 본 연구를 수행하기 위해 조직 평판 8문항, 조직동일시 4문항, 조직시민행동 5문항 등 총 20문항을 리커드 7점 척도로 측정하였으며, 종사원의 인구통계적 특성 4문항은 명목척도와 서열척도로 측정하였다. 총 148부의 설문지를 서울과 부산, 제주지역 특급 호텔 종사원으로부터 수집하였으며, 이러한 자료를 바탕으로 확인적요인분석, 신뢰도분석, 상관분석 및 구조방정식모형분석을 실시하여 총 3개의 가설을 검증하였다. 확인적요인분석과 신뢰도분석을 통해 측정항목의 타당성과 신뢰성은 충분히 검토되었다. 이를 바탕으로 구조방정식 모형 분석 결과, 모형의 적합도 지수는 Chi-square=232.770, df=116, CMIN/DF=2.007, RMR=0.070, GFI=0.833, NFI=0.933, CFI=0.965 등으로 나타나 비교적 적합한 수준이었다. 특급 호텔 종사원이 지각하는 조직에 대한 평판은 종사원의 조직에 대한 동일시(Beta=0.675, t-value=9.155, p<0.001)와 조직시민행동(Beta=0.170, t-value=2.455, p<0.05)을 증가시키는 것으로 나타나 가설 1과 2는 채택되었다. 또한 종사원의 조직에 대한 동일시는 조직시민행동(Beta=0.726, t-value=9.069, p<0.001)을 증가시키는 것으로 조사되어 가설 3도 채택되었다. 이러한 결과를 통해 특급 호텔 종사원이 지각하는 조직에 대한 평판이 높을수록 종사원이 조직과 자신을 공동운명체로 생각하는 경향이 높았으며, 이를 통해 조직을 위해 자발적인 행동을 할 가능성도 높아졌으므로, 조직 차원에서 조직의 평판을 증가시킬 수 있는 정책적인 방안을 모색해야 할 것으로 판단된다.

IPA를 이용한 외식 기업의 사회적 책임 활동에 대한 탐색적 연구 -서울지역 대학생을 중심으로-

정효선,윤혜연 한국외식경영학회 2008 외식경영연구 Vol.11 No.3

The purpose of this study was to measure and compare the importance and performance of the social responsibility in foodservice corporation. Self-administrated questionnaires were completed by 305 university students and data were analysed by frequency, paired-samples t-test and IPA. As a result, the average perceived values of importance and performance on the social responsibility activities in foodservice corporation were 4.10±0.47 and 2.94±0.34, respectively. University students evaluated that the consumer rights protection and environmental activity were the most important social activity in foodservice corporation. Also they recognized that foodservice corporation performed protection activity of consumer rights relatively well. As a result of IPA, the environmental activity was included in the first quadrant of high importance with low performance value. Also, it was indicated that economic activity, legal activity, ethical activity and consumer right protection were included in the second quadrant of high importance and performance than both mean values. The purpose of this study was to measure and compare the importance and performance of the social responsibility in foodservice corporation. Self-administrated questionnaires were completed by 305 university students and data were analysed by frequency, paired-samples t-test and IPA. As a result, the average perceived values of importance and performance on the social responsibility activities in foodservice corporation were 4.10±0.47 and 2.94±0.34, respectively. University students evaluated that the consumer rights protection and environmental activity were the most important social activity in foodservice corporation. Also they recognized that foodservice corporation performed protection activity of consumer rights relatively well. As a result of IPA, the environmental activity was included in the first quadrant of high importance with low performance value. Also, it was indicated that economic activity, legal activity, ethical activity and consumer right protection were included in the second quadrant of high importance and performance than both mean values.

Understanding Abusive Supervision: The Impacts of Abusive Supervision on Employees’ Engagement and Organizational Commitment in the Deluxe Hotel

정효선,김기쁨,윤혜현 (사)한국조리학회 2018 한국조리학회지 Vol.24 No.2

This study examines the effect of abusive supervision on employees’ engagement and commitment in the deluxe hotel. Based on total 272 hotel employees obtained from the empirical research, this study verified total 3 hypotheses. The hypothesized relationships in the model were tested simultaneously by using structural equation modelling. Abusive supervision perceived by employees had negative effect on engagement and employees’ engagement had positive effect on organizational commitment. Also, abusive supervision perceived by employees did not have a significant effect on organizational commitment, full mediation effect through engagement existed. The study results are expected to be used as data for searching for effective responding ways at an organizational level and find practical ways to further increase employees’ positive organizational behavior.

특급 호텔 조직에서의 프랜드쉽이 종사원의 직무열의와 조직몰입에 미치는 영향: 직무부서의 조절적 역할을 중심으로

정효선,정윤식,윤혜현 한국관광연구학회 2020 관광연구저널 Vol.34 No.9

본 연구에서는 특급 호텔 종사원이 지각하는 조직의 프랜드쉽이 종사원의 직무열의와 조직몰입에 미치는 영향을 검증하고, 이러한 인과관계에서 직무부서에 따른 조절적 역할을 검증하였다. 총 253부의 표본을 특급호텔 F & B 종사원으로부터 수집하였으며, 이를 바탕으로 4개의 가설을 검증하였다. 분석 결과는 다음과 같다. 첫째, 조직의 프랜드쉽은 종사원의 직무열의와 조직몰입에 정(+)의 영향을 주는 것으로 나타났으며, 둘째, 인지된 직무열의는 조직몰입에 정(+)의 영향을 주었다. 셋째, 조직의 프랜드쉽이 종사원의 조직몰입에 미치는 긍정적인 영향력은 종사원의 부서에 따라 상이하였는데, FOH부서 보다 BOH 부서에서 상대적으로 높았다. 결과적으로 본 연구를 통해 조직의 프랜드쉽이 종사원의 열의와 몰입에 미치는 긍정적인 영향력을 확인함으로써 종사원의 열의와 몰입을 증가시키는 프랜드쉽의 중요성에 대해 환기할 수 있는 실질적인 기회를 제공하였다. 이는 결국 향후 조직의 프랜드쉽을 좀 더 심도있게 고찰할 수 있는 추가적인 연구의 기본적인 토대로 작용할 수 있을 것이다. 따라서 조직 차원에서 종사원의 열의와 몰입을 증가시키기 위한 전략으로써 조직의 프랜드쉽을 활용하는 것이 필요할 것으로 여겨진다.

Why is supervisor leadership important? The effects of leadership styles on work engagement and innovative behavior among flight attendant

정효선,윤혜현 한국관광연구학회 2020 관광연구저널 Vol.34 No.4

In service- and people-oriented industries, such as the airline industry, organizational performance is determined mainly by employee psychological well-being and attitudes, which are influenced by supervisor attitudes. The purpose of this study was to investigate the influence of flight attendants’ perceptions of three leadership styles (inclusive, paternalistic, and ethical leadership) on their engagement and innovative behavior. A self-administered questionnaire was completed by 278 flight attendants. The empirical results indicated that supervisors’ leadership style positively influenced their job engagement and innovative behavior. In more detail, inclusive leadership, paternalistic leadership, and ethical leadership significantly affected employees’ engagement. In addition, employee engagement had a positive effect on innovative behavior. Also, inclusive leadership and paternalistic leadership significantly affected employees’ innovative behavior whereas ethical leadership did not. The research limitations and suggestions for future research directions are discussed.

The Effects of Employees’ Person-Environment Fit in the Foodservice Industry on Organization Citizenship Behavior, Organizational Commitment and Turnover Intent

정효선,윤혜현 동아시아식생활학회 2013 동아시아식생활학회지 Vol.23 No.6

The purpose of this study is to assess the associations among person–environment fit, organizational citizenship behavior, organizational commitment and turnover intent in the foodservice industry. The study was administered to 306 Korean employees. The results indicated a positive relationship between person–environment fit, employees’ organizational citizenship behavior and organizational commitment. However, person–environment fit did not have a significant, direct impact on their turnover intent. Thus, this study found an indirect influence via organizational citizenship behavior and organizational commitment. In addition, organizational citizenship behavior and organizational commitment were negatively associated with employees’ intention to leave the organization. Limitations and future research directions are also discussed.

특급 호텔 종사원이 지각하는 조직의 미덕(도덕성)이 종사원의 열의와 몰입에 미치는 영향에 관한 연구

정효선,윤혜현 동아시아식생활학회 2019 동아시아식생활학회 학술발표대회논문집 Vol.2019 No.10

특급 호텔 종사원이 지각하는 조직에서의 즐거움이 개인조직 적합성과 조직몰입에 미치는 영향

정효선,윤혜현 (사)한국조리학회 2019 한국조리학회지 Vol.25 No.12

The present study is to investigate the effect of workplace fun on employees’ person-organization fit and organizational commitment intent. Data was collected from 205 F&B employees in deluxe hotels. SPSS and AMOS statistical programs were used to verify the hypotheses in current study. The results of SEM showed that workplace fun had a positive effect on employees’ person-organization fit and organizational commitment. Employees’ person-organization fit also had a positive effect on organizational commitment. This study examined the effect of organizational pleasure perceived by the luxury hotel employees on their personal organizational fitness and organizational commitment as positive behaviors, and thses results will contribute to provide meaningful implications for deluxe hotel F&B employess. Limitations and future research directions are also discussed.