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The coronavirus has caused unprecedented damage to the hospitality industry that cannot be compared to those caused by previous global crises. This study hypothesized that employee burnout and turnover intent can vary depending on their perceptions of workaholism, with the assumption that workaholism’s negative impact differs across generations. This study demonstrated that workaholism among hotel employees tends to increase their burnout and turnover intent. The examination of the intergenerational moderating role in the relationship between the influence of workaholism on burnout and turnover intent revealed that compared to Generations X and Y, Generation Z has a stronger negative relationship with workaholism.

PurposeThis study identified essential drivers of competitive productivity (CP) within the restaurant context at the meso-micro levels. Following evidence from previous research, this paper aims to discover if the relationships between the proposed drivers and restaurant competitive productivity (RCP) would differ based upon years in operations as a restaurant business (startup vs established).Design/methodology/approachData analysis was conducted using responses obtained from US restaurant managers. Structural equation modeling assessed the hypothesized relationships. Additionally, multi-group analyses were conducted to test the proposed moderating roles of restaurant firm age within the proposed model.FindingsResults documented that competitive personality, development and motivation were positively associated with employee competitive productivity (ECP) at the micro-level. Also, ECP, employee training, resource rareness, brand image and organizational culture were significantly and positively related to RCP at the meso-level. Additionally, the positive relationships between ECP and organizational culture, and RCP were greater in the established restaurant group compared with the startup group. However, the relationship between brand image and RCP was greater in the restaurant startup group than in the established group.Practical implicationsThis study offered empirical evidence regarding a combination of meso and micro level drivers and their roles in improving RCP. Findings can be adopted to develop effective operational strategies to improve RCP.Originality/valueAlthough RCP is critical and is proposed to be created by a comprehensive set of drivers considering organizational (meso-) and individual (micro-) situations, no literature has yet to adopt this comprehensive approach to assess RCP. This study focused on firm age and offered new knowledge about the need for developing specific strategies to improve RCP.

본 연구에서는 O2O 외식 배달 앱의 서비스 품질이 고객만족도와 행동의도에 미치는 영향력을 검증하고, 이러한 인과관계에서 고객의 미각추구형과 편의추구형 식생활 라이프스타일에 따른 조절적 역할을 검증하였다. O2O 외식 배달 앱을 한번 이상 사용해본 총 293부의 표본으로부터 자료를 수집하였으며, 이를 바탕으로 AMOS를 활용하여 총 4개의 가설을 검증하였다. 분석 결과는 다음과 같다. 첫째, 외식 배달 앱의 온라인 서비스 품질 중에서 유용성과 정보성은 고객만족도에 정(+)의 영향을 주는 것으로 나타났으며, 둘째, 외식 배달 앱의 오프라인 서비스 품질 중에서 음식 품질은 고객만족도에 정(+)의 영향을 주는 것으로 조사되었다. 셋째, 외식 배달 앱의 고객만족도는 행동의도에 정(+)의 영향을 주었으며, 넷째, 외식 배달 앱의 서비스 품질이 고객만족도에 미치는 영향력은 미각추구형과 편의추구형 식생활 라이프 집단 사이에서 유의미한 차이가 발견되지 않았다. 따라서 외식 배달 앱을 이용한 고객의 만족도와 이를 통한 행동의도를 증가시키기 위해서는 유용성과 정보성, 음식 품질 측면의 서비스 품질을 증가시키기 위한 전략적인 방안이 모색되어야 할 것으로 판단된다.

The caspase10 encodes an initiating caspase that plays an important role in the maintaining the cellular homeostasis by regulating the steps involved in the immune response and cell death. We investigated the expression of caspase10 during the different developmental stages and in olive flounder tissues. Caspase10 increased in the late stage of the formation of immune tissue, and high expression was observed in the gills, kidney, skin, and spleen. The current study analyzed the expressional changes of caspase10 in olive flounder infected with viral hemorrhagic septicemia virus (VHSV). One of the major causes of mass mortality, VHSV infection in olive flounder attributes to significant expression of caspase10 in the gills, spleen, skin, and kidneys. The results indicate a close association of caspase10 expression with the immune response to VHSV infection in olive flounder. The observations could form the basis data for exploration of other fish immune system.

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.

Purpose The purpose of this study is to evaluate the recognition of sexual harassment (SH); to describe the relationships among SH, employees’ burnout, customer-oriented boundary-spanning behaviors (COBSB); and to verify the moderating effect of employees’ psychological safety (PS), all within deluxe hotels in South Korea. Design/methodology/approach Prior to verifying the hypotheses, reliability and confirmatory factor analysis were managed, and correlation analysis was used to confirm the directionality between the hypotheses. The hypotheses were analyzed using a structural equation model and multi-group analysis was used to analyze the moderating effect. Findings Perceived SH was significantly related to employees’ burnout and COBSB. Also, the employees’ burnout was significantly related to COBSB. The moderating effect was significant; low PS greatly increased relative to the effects of SH on COBSB. Originality/value All types of companies consider unethical behaviors, such as SH in the workplace, as crucial problems that degrade the individual quality of life, and some firms have devised active measures to prevent and relieve damages. Companies should implement employee-centered policies that enable employees, the victims, to formally report and testify to what they have suffered from without revenge from their assailants. All the factors that contribute to the institutional control of SH within the working environment should be taken into consideration, and strict standards should be applied on a company level by criminalizing such behaviors. Employees should be trained on how to effectively cope with diverse types of SH.

This study examined consumers’ emotions and needs related to dining-out experiences before and during the COVID-19 crisis. This study identifies words closely associated with the keyword “dining-out” based on big data gleaned from social media and investigates consumers’ perceptions of dining-out and related issues before and after COVID-19. The research findings can be summarized as follows: In 2019, frequently appearing dining-related words were dining-out, family, famous restaurant, recommend, and dinner. In 2020, they were dining-out, family, famous restaurant, and Corona. The analysis results for the dining-out sentimental network based on 2019 data revealed discourses revolving around delicious, nice, and easily. For the 2020 data, discourses revolved around struggling, and, cautious. The analysis of consumers’ dining-out demand network for 2019 data showed discourses centered around reservation, famous restaurant, meal, order, and coffee. However, for 2020 data, discourses were formed around delivery, price, order, take-out, and social distance. In short, with the outbreak of the pandemic, delivery, takeout, and social distance emerged as new search words. In addition, compared with before the COVID-19 pandemic, a weakening trend in positive emotions and an increasing trend in negative emotions were detected after the outbreak of the COVID-19 pandemic, specifically, fear was found to be the fear emotion.

This study examined the effects of workplace flexibility at deluxe hotels on work engagement, satisfaction, and commitment, to determine the moderating effect of generational characteristics (Generation X, Y, and Z). A total of 277 deluxe hotel employees in South Korea participated in the research. The results confirmed the positive effects of workplace flexibility on the engagement and satisfaction of deluxe hotel employees, second, employees’ work engagement had a positive effect on their satisfaction, third, employees’ satisfaction had a positive impact on employees’ commitment, and fourth, the influence of workplace flexibility on engagement did not differ by generation. However, Generation Z showed the largest increase in employee engagement resulting from work flexibility. This result signifies that, when compared to other generations, Generation Z places great importance on workplace flexibility. This study suggests that deluxe hotels should create flexible policies and organizational climates to increase employees’ work engagement, satisfaction, and commitment. The paper also discusses limitations and future research directions.

Purpose Drawing on social identity theory, the purpose of this paper is to examine whether social undermining significantly influences employee voice (or silence) and organizational deviant behavior in the hotel industry regarding three types of social undermining: by supervisor, coworker and customer. Design/methodology/approach The study provided a self-administered questionnaire to 344 five-star hotel employees in South Korea. SPSS (version 22.0) and AMOS (version 20.0) were used to analyze the data. Findings Being undermined by customers negatively affects employee voice and positively affects employee silence. Supervisor and coworker undermining also negatively affects employee voice and positively affects employee silence. Employee voice does not significantly affect organizational deviant behavior, but employee silence significantly affects deviant employee behavior. This was also verified by the potential mediating effect of supervisor undermining on silence as a form of deviant employee behavior. Originality/value This study contributes to the development of long-term manager-centered measures to combat the effect of social undermining among frontline employees in the hotel industry. It can be difficult to differentiate clearly between the conflicts and stress experienced by employees at the service frontline and the social undermining they experience during diverse social interactions. In confirming the effects of social undermining on employees at a five-star hotel, the study also found no clear organizational provisions or legal recourse for victims. The findings suggest that hotel employees are easily exposed to social undermining as a result of the industry culture and socialization process.

Emotional contagion is important in predicting employees’ behaviors and organizational performance, as people are inevitably affected by emotions. This study examines the effects of emotional contagion among deluxe hotel employees on burnout and collective commitment. It also studies the moderating impact of employees’ coworker exchange and leader–member exchange on the relationships between emotional contagion, burnout, and collective commitment. A survey was carried out among 281 employees in Food & Beverage departments at 10 deluxe hotels in Seoul, South Korea. A confirmatory factor analysis was performed to evaluate the reliability and validity of the measured items, and a structural equation modeling was utilized to verify that the proposed hypotheses were correct. The analysis showed that the employees with higher emotional contagion showed a high level of burnout. When the employees’ level of burnout was higher, their collective commitment decreased. In addition, emotional contagion was found to have a significantly indirect negative effect on collective commitment via burnout. When the degree of interaction with superiors and coworkers was low, the negative influence of burnout on commitment was maximized. Limitations and future research directions are also discussed.

Conflict within an organization is inescapable. However when frontline hotel employees can overcome conflicts their levels of engagement can increase and innovative behavior may emerge. The purpose of this study was to verify that the conflict management, as perceived by frontline employees, significantly affects their levels of engagement and innovative behavior. The results support this notion. Further, in the sample of 383, those employees expressing a high level of engagement were more likely to engage in innovative behavior. Also, employee engagement fully mediated the relationship between conflict management climate and innovative behavior. These findings have important implications for managing conflict management in the hospitality industry. Finally, limitations and future research directions are also discussed.

Complete mitochondrial genomes of two Pleuronectid species, Clidoderma asperrimum and Verasper variegatus (Teleostei: Pleuronectiformes: Pleuronectidae) were analysed using the primer walking method. Their mitogenomes were 17,632 and 17,273 bp in total length, respectively and comprised 13 protein-coding genes, 2 ribosomal RNA genes, and 22 transfer RNA genes. Their gene contents and orders were similar to those of typical vertebrates. All Pleuronectid species were subdivided into three clades in the phylogenetic tree, and the two Pleuronectid species analysed in this study formed a strong monophyletic group comprising species belonging to three genera, Hippoglossus, Reinhardtius, and Verasper.

This study was aimed at establishing whether loneliness among hotel employees in the workplace affects their psychological and emotional experiences by empirically investigating their perceptions of negative situations. A self-administered questionnaire was distributed to 300 hotel employees, after which confirmatory factor analysis was conducted to reassess the reliability and validity of the measured questionnaire items. A model of workplace loneliness, psychological detachment, and emotional exhaustion was developed and examined through structural equation modeling. The results showed that the hotel employees experienced workplace loneliness and expressed a desire to be psychologically detached from their jobs for recovery. Workplace loneliness also contributed to emotional exhaustion. Theoretical and practical implications, as well as limitations and future research directions, are discussed.

Today, organizations face risky legal and financial consequences stemming from a single sexual harassment event. The purpose of this study was to verify that the sexual harassment, as perceived by female employees, significantly affects their levels of psychological distress and workplace deviant behavior to investigate the moderating role of organizational silence and psychological detachment in the causal relationship. First, this study found that perceived sexual harassment has a negative impact on the female employees&rsquo, psychological distress and workplace deviant behavior. This study&rsquo, s results also demonstrated that psychological distress has a positive impact on workplace deviant behavior. Additionally, the influence of perceived sexual harassment on psychological distress increased when the employees&rsquo, psychological detachment was weak. Finally, limitations and future research directions are also discussed.

With the aim of providing insights to scholars, administrators, and managers on how an employee&rsquo, s romantic involvement influences job engagement and performance, this study examined workplace romance as a psychological mechanism for determining job performance. A total of 224 deluxe hotel employees in South Korea participated in the research. The results indicate that workplace romance significantly affects employees&rsquo, job engagement and performance. Employees who sustain a favorable and positive relationship with others in their organization eventually exhibit increased work effectiveness, which then exerts a constructive effect on hotel services and performance. Moreover, workplace romance experience can significantly improve the effect of workplace romance on job engagement. The paper also discusses limitations and future research directions.

The purpose of this study is to investigate how foodservice employees&rsquo, perceptions of their leader&rsquo, s integrity affect their work engagement and organizational citizenship behaviors, with the aim of moderating empirical evidence of generational differences. This study was administered to 218 foodservice employees using a self-administered questionnaire. The validity and reliability of the measured items were reviewed using a confirmatory factor analysis (CFA), and they were verified using structural equation modeling (SEM). The study results showed that leader integrity had a significant positive effect on employees&rsquo, work engagement, and organizational citizenship behaviors, while employee engagement induced by leader integrity increased organizational citizenship behaviors (OCBs). Also, the results found that the effects of leader integrity on OCBs were stronger for Generation Y workers than for Generation X workers. Limitations and future research directions are also discussed.

The purpose of this study was to determine if social undermining as perceived by frontline employees significantly affects their emotional exhaustion and procrastination behavior and to clarify the moderating role of positive psychological capital. A total of 310 deluxe hotel employees in South Korea participated in this study by completing a self-administered questionnaire. The study results showed that social undermining perceived by deluxe hotel employees positively influenced their emotional exhaustion. In addition, when emotional exhaustion became severe, employees’ procrastination behavior, which harmed their organizations, increased. Additionally, the findings suggest a mediating effect, thereby indicating that employees’ procrastination behaviors may increase when they experience emotional exhaustion resulting from social undermining. When employees perform their jobs with a positive attitude in a work situation, the negative influence of social undermining and emotional exhaustion may be partially offset. Limitations and future research directions are also discussed.

Recently, workplace harassment in the form of superiors abusing their power over subordinates has emerged as a social problem. In the deluxe hotel work environment, dealing with this issue ...

This study aimed to clarify the effects of consumers’ corporate association (commercial expertise association and social responsibility association) on consumer citizenship behavior. In addition, the study examines the moderating effects of consumer trust and industry type on consumers’ perceptions of corporate association. The sample consisted of 633 consumers in South Korea. The results showed that the consumers’ perceptions of corporate association had a significant and positive effect on consumer citizenship behavior. In particular, commercial expertise association had a greater effect than social responsibility association. In addition, the moderating effects of consumer trust and industry type in the causal relationship between corporate association and consumer citizenship behavior were verified. The results revealed no moderating effect on the path between social responsibility association and consumer citizenship behavior. However, according to consumer trust and industry type, a significant moderating effect was found on the relationship between commercial expertise association and consumer citizenship behavior.

Purpose This study aims to investigate the effects of workplace bullying on the coping strategies (responses) and counterproductive behavior of hospitality employees. Design/methodology/approach The sample consisted of 284 luxury hotel employees in the Korean hospitality industry. SPSS and AMOS were the statistical programs used to verify the hypotheses of the present study. Confirmatory factor analysis and reliability analysis were conducted to verify the validity and reliability of the measured items. Before verification of the hypotheses, directivity between factors derived through correlation analysis was verified, and causal relationships with regard to the three hypotheses were verified through the structural equation model. Findings Organizational and work-related bullying had a significant effect on task coping, whereas personal bullying had a significant effect on emotional and avoidance coping. The results also showed that positive task coping did not significantly affect counterproductive behavior, but negative coping, such as emotional and avoidance responses, significantly affected employees’ counterproductive behavior. Originality/value The present study verified that coping responses in work situations can differ depending on the type of workplace bullying that occurs. Task coping, a positive coping strategy, was affected by organizational and work-related bullying, whereas emotional and avoidance coping, negative coping strategies, were negatively affected by personal bullying. Consequently, the possibility of harmful actions against organizations varies depending on the coping strategies chosen by employees who are exposed to bullying. Therefore, appropriate education should be offered to employees to use positive and proactive work-oriented coping strategies when dealing with bullying rather than negative methods such as emotional or avoidance coping.

This study investigated the quality characteristics of baked rice cake using dry and wet rice flour. The moisture contents, color values, texture and sensory evaluation(attribute difference and acceptance) for the samples were tested. The moisture content of baked rice cake was the highest in rice c...

This study aimed to investigate interrelationships among organizational error management culture (EMC), job satisfaction, and turnover intent among food and beverage in a deluxe hotel. This study also investigated the mediating effects of employees’ job satisfaction on the relationships between organizational EMC and turnover intent. A total of 321 food and beverage employees in South Korea participated in the study using a self-administered questionnaire. Confirmatory factor analysis and structural equation modeling were used to examine the hypothesized relationships between the constructs. The results showed a positive relationship between organizational EMC and employee job satisfaction. An employees’ job satisfaction reduces his or her turnover intent. Another important finding of this study was that job satisfaction appears to play a mediating role between organizational EMC and turnover intent. These findings have important implications for controlling and facilitating EMC in the hotel industry. This study implies that active EMC can be an important variable that can effectively manage turnover intent. It is important to build a system that can facilitate communication in the case of error occurrence and prevent the recurrence of the same error by sharing experience of and knowledge about errors. Moreover, a system that can instantly respond to and analyze an error situation should be developed and implemented. It is important to systematically manage errors as part of a firm’s culture through the appropriate use of EMC. Thus, it might be useful to identify and prioritize EMC specifically in the hotel industry, which could lead to higher job satisfaction, lower turnover intent, and higher profitability.

This study aims to examine the effect of workplace loneliness on work engagement and organizational commitment and the moderating role of social relationships between an employee and his or her superior and coworkers in such mechanisms. Workplace loneliness decreased employees&rsquo, engagement with their jobs and, as such, decreased engagement had a positive relationship with organizational commitment. Also, the negative influence of workplace loneliness on work engagement was found to be moderated by coworker exchange, and employees&rsquo, maintenance of positive social exchange relationships with their coworkers was verified to be a major factor for relieving the negative influence of workplace loneliness.

We investigated the characteristics and rate of development of allotriploid embryos derived from a cross between female olive flounder Paralichthys olivaceus and male starry flounder Platichthys stellatus. The allotriploidy was induced by cold shocking fertilized eggs three minutes post-fertilization at 3°C for 45 minutes. The average cellular DNA content of the allotriploid embryos was 2.06±0.03 pg/cell, which is equal to the sum of the cellular DNA content of a diploid olive flounder (1.42 pg/cell) and a haploid starry flounder (0.66 pg/haploid cell). The first cleavage, mid-blastula, gastrula and Kupffer`s vesicle appearance stages of the allotriploid eggs began at 1.5, 8, 13 and 26 hours after cold shocking at 18°C, respectively. The developmental rate of allotriploid eggs was equivalent to that of diploid and triploid olive flounder eggs at 10, 14 and 18°C. However, the hatching times of allotriploid eggs, 7 h at 10°C, 5 h at 14°C and 4 h at 18°C, were earlier than those of diploid and triploid olive flounder.

Purpose The purpose of this study is to examine the effects of hospitality employees’ emotional intelligence (EI) on their stress-coping styles and job satisfaction. Design/methodology/approach The sample consisted of 366 food and beverage employees in the Korean hospitality industry. The validity and reliability of the respondents’ replies regarding EI, stress-coping styles and job satisfaction were tested through exploratory factor analysis, reliability analysis and confirmatory factor analysis. Once the measure was validated, a structural equation model was used to test the validity of the proposed model and hypotheses. Findings The results showed that the elements of EI (i.e. self-emotion appraisal [SEA], use of emotion [UOE], regulation of emotion [ROE] and others’ emotion appraisal [OEA]) had a significant, positive effect on the cognitive-appraisal coping style, whereas only SEA and UOE had a significant, positive effect on the problem-solving coping style. Meanwhile, SEA had a significant, negative effect on the emotion-focused coping style. In addition, employees’ problem-solving and cognitive-appraisal stress-coping styles showed a significant, positive effect on their job satisfaction. Employees’ UOE and ROE demonstrated a significant, positive effect on job satisfaction. Research limitations/implications The generalizability and, therefore, implications are limited to the Korean hotels and family restaurants. Future research needs to closely examine models and variables which may become the causes of individual traits, relationship traits and leadership. Originality/value Strategies to cope with stress and job satisfaction used by family restaurant employees showed more sensitive effects of control than hotel employees did in the organic causal relationships between EI and strategies to cope with stress/job satisfaction. The results of this study, which indicate that hospitality companies can increase employees’ job satisfaction by enhancing their employees’ EI, suggest detailed and practical alternatives to human resource management, as employees with higher degrees of EI can bring positive outcomes to both organizations and employees. Hospitality employees’ EI is significant in terms of organizational performance.

The purpose of this study was to understand the influence of employees' commitment (affective, normative, continuous) in the food & beverage departments of deluxe hotels upon job satisfaction and analyze the moderating effects of the leader-member exchange on the relationship between organizational commitment and job satisfaction. Based on a total of 403 food & beverage employees, this study reviewed the reliability and fitness of the research model and verified two hypotheses. The hypothesized relationships in the model were tested simultaneously by using SEM. The proposed model provided an adequate fit to the data, (p; normative: ; continuous: ) showed a positive significant influence on job satisfaction. However, the findings demonstrate that the leader-member exchange did not moderate the relationship between organizational commitment and job satisfaction. Limitations and future research directions are also discussed.

What is work? Why is it important? People frequently say that they work to make a living, but many who have enough money on which to live feel unhappy when they have no work to do. Humans can find personal significance through work, and in this respect, work can be said to be the foundation and center of human life. Motivated by these questions, this study was aimed at considering the meaning of work held by hospitality employees and its multiple dimensions in order to determine which dimension employees feel makes their work's meaning and encourages them to be engaged in their jobs and to commit to the organization. Data were collected from a questionnaire distributed to employees of family-style restaurants and 5-star hotels in South Korea. A total of 352 hospitality employees participated. The empirical results indicate that employees’ meaning of work positively influences their job engagement and organizational commitment. In more detail, work centrality, interpersonal relations, economic orientation, and obligation norms significantly affect employees’ job engagement whereas entitlement norms and expressive orientation did not. Also, work centrality, obligation norms, economic orientation, interpersonal relations, and expressive orientation—among meaning of work—significantly influence employees’ commitment. Additionally, employees’ engagement positively affects organizational commitment.

Highlights • COVID-19 has caused an unprecedented crisis to all industries around the world. • The perceptions of job insecurity had negative effects on the engagement of deluxe hotel employees caused by COVID-19. • The employees who do not have high job engagement, enthusiasm, and focus on the job have increased turnover intent. • Job insecurity caused by COVID-19 is a considerable and significant factor in decreasing job engagement for Generation Y., COVID-19 has caused an unprecedented crisis in all industries around the world. This study sought to verify that job insecurity, as perceived by deluxe hotel employees, significantly affects their job engagement and turnover intent and to determine the moderating effect of generational characteristics. The finding showed that perceptions of job insecurity had negative effects on the engagement of deluxe hotel employees. Also, employees’ job engagement can decrease turnover intent. The engagement of employees fully mediated the relationship between perceptions of job insecurity and turnover intent, and job insecurity caused by COVID-19 had a greater influence on Generation Y than Generation X in reducing job engagement, indicating that the negative impact of job insecurity is higher in Generation Y.

Complete mitochondrial genomes of two Pleuronectid species, Clidoderma asperrimum and Verasper variegatus (Teleostei: Pleuronectiformes: Pleuronectidae) were analysed using the primer walking metho...

반수체(haploid)는 세포당 하나의 유전체 또는 염색체조가 존 재하는 것으로, 자성발생성이배체(gynogenesis diploid) 또는 웅성발생성이배체(androgenesis diploid) 유도 기술에 의해서 생산되어 왔다. 이들은 자외선에 의해서 유전물질이 불활성화 된 정자 또는 난자를 이용하여 유도됨으로써, 오로지 난자 또는 정자의 유전물질만으로 발생하게 된다(Tanaka et al., 2004; Yi et al., 2009). 경골어류의 반수체에 대한 연구는 금붕어(goldfish, Carassius auratus), 송사리(medaka, Oryzias latipes) 및 제브라피 쉬(zebrafish, Danio rerio)에서 보고된 바 있다(Walker, 1999; Araki, 2001; Luo and Li, 2003). 이들의 연구 결과 경골어류 의 반수체는 일반적으로 해로운 열성치사 유전자 존재 또는 유 전자 산물의 부족 때문에 부종(edema), 왜소증(dwarfism), 소 두증(microcephaly) 및 소안구(microphthalmia) 등과 같은 이 형적인 특징이 관찰되었고, 부화 전후 또는 난황 흡수 후 모두 사망하는 것으로 보고되어 왔으며(Felip et al., 1999; Luo and Li, 2003), 이러한 반수체의 특이적인 이상발생 현상은 반수 체 증후군(haploid syndrome)으로 명명되어 왔다(Tvedt et al., 2006). 그러나 반수체는 한 개의 염색체조만을 가짐으로써 우 성 유전자형 또는 열성 유전자형에 대한 표현형을 모두 관찰할 수 있기 때문에 효율적인 유전자 분석 및 검색의 방법론으로 이 용되고 있다(Yi et al., 2009). 이에 제브라피쉬는 반수체 배아의 반수체 넙치(Paralichthys olivaceus)의 발생학적 특성 분석

This study considers the influence of the job satisfaction of employees at deluxe hotels and family restaurants on turnover intent, and seeks to analyze the moderating effects of company type (deluxe hotel and family restaurant) on the relationship between job dissatisfaction and turnover intent. Based on a total of 408 employees, this study reviewed the reliability and validity of the results obtained from empirical research using the Amos program. The hypothesized relationships in the model were tested simultaneously using structural equation modeling (SEM). The major findings are as follows. Job dissatisfaction was separated into five factors: the work itself, promotion, pay and benefits, supervision, and co-workers. The empirical results indicate that job dissatisfaction positively influences the turnover intent of employees. More specifically, the work itself (β=0.346, p

This study considered network quotient (NQ) of deluxe hotel employees and schematized characteristic attributes of being selected by employees with image through correspondence analysis in terms of cognition degree. Self-administrated questionnaires were completed by employees (292 samples) and data were analysed by frequency, t-test, one-way ANOVA, reliability and correspondence analysis. First, the hotel employees indicated the high average value in "participating in special education or seminar for improving ability (). Second, as a result of analyzing difference according to gender, the average value in men was higher than in women. It was indicated that the higher age and career lead to a rise even in the average value of relationship index. Third, in consequence of carrying out correspondence analysis in order to prepare image map according to cognition level on relationship index in hotel employees, the measurement item that is placed in the closest distance to the response as saying of not so very was the response as saying of "having a lunch (dinner) engagement twice or three times a week." On the other hand, the response as saying of "tending to have many acquaintances compared to coworkers" was schematized in the close distance to the response as saying of very so.

Purpose – This paper aims to explain the relationships among employees’ positive psychological capital (PPC) (hope, self-efficacy, resilience and optimism), job satisfaction (JS) and organizational citizenship behaviors (OCBs) in deluxe hotels. This study also seeks to analyze the effect of JS on the employees’ OCBs. In an era of global competition when the speed of change is increasing, companies’ competitiveness depends on how well they adapt. To respond flexibly to changes, knowing how to use intangible resources is crucial. Design/methodology/approach – This study was administered to 324 deluxe hotel employees using a self-administered questionnaire. Following Anderson and Gerbing’s (1988) two-step approach, confirmatory factor analysis was first undertaken to assess the overall fit of the three-factor model, structural equation model which was used to examine the hypothesized relationships between the constructs. Findings – The findings showed that employees’ hope and optimism among PPC have a significant effect on their JS; their hope and resilience affect OCBs. Employees’ satisfaction was positively associated with their OCBs. Practical implications – It was verified that PPC was an important performance factor that could improve hotel employees’ attitudes and organization’s effectiveness. Employees with high PPC were high in satisfaction with job, positively helped coworkers or superiors, and had high possibility of doing devotional action for organization. Accordingly, there will be a need of forming favorable working atmosphere so that employees can perform job with positive psychology, and of seeking diverse support programs such as counseling program or leisure activity. Originality/value – Most previous studies have examined PPC mainly in general industries; however, this study focused on hotels as a hospitality industry. This study will have significance as the initial research of having considered that the hotel employees’ PPC formation has significant influence upon the JS and OCBs. It is predicted that positive psychology of hotel employees in a job situation leads to various efforts to develop their organization and their own development, thereby creating performance and strengthening management power.

The purpose of this study is to measure the pay satisfaction of employees who work in deluxe hotels, and to explain the relationships among employees’ pay satisfaction (pay level, pay raise, benefits, and pay structure), job engagement and withdrawal. A total of 314 employees in South Korea participated. The results showed that employees’ benefits (β = .305), pay level (β = .232), and pay structure (β = .174) had a significant effect on employees’ job engagement, while employees’ pay structure (β = −.333), pay level (β = −.232), pay raise (β = −.158), and benefits (β = −.134) affected employees’ job withdrawal. Limitations and future research directions were also discussed.

This study considered the intake patterns and realities of consumptions at bakeries in Korea. Based on a total of 442 customers obtained from empirical research, and self-administrated questionnaires were collected and analyzed by using frequency, chi-square, and one-way ANOVA. Satisfaction with the preferred bakery was shown to be in the order of taste, service, product, and price. A most considered factor in selecting the bakery was taste. The visiting frequency was shown to be the highest for 1~2 times a week. The expense per visit was shown to be ￦5,100~10,000 on average. The purchase of refreshment was shown to be the most frequent propose of visiting. The product that was mainly being purchased was the sweet dough bread. It was answered to be difficult because of failing to know to contained materials when purchasing product at bakery. Limitations and future research directions are also discussed in this st udy.Key words: bakery, consumer satisfaction, purchase behavior, intake pattern

Purpose – The aim of the study was to examine whether five-star hotel employees’ promotion focus significantly influences their task-coping style, and whether their prevention focus has a significant effect on their emotion- and avoidance-coping styles. This study also investigates the moderating impact of employees’ tenure on the relationships between stress-coping styles and turnover intent. Design/methodology/approach – A total of 342 five-star hotel employees in South Korea participated in the study using a self-administered questionnaire. Confirmatory factor analysis and structural equation modeling were used to examine the hypothesized relationships between the constructs. Findings – Hotel employees’ turnover intent decreases when they are motivated by strategies corresponding to their regulatory focus. This study found that hotel employees’ promotion focus had a significant positive effect on their task-coping style, whereas prevention focus had a significant negative effect on the emotion- and avoidance-coping style. In addition, employees’ task-coping style negatively affected their intent to leave the organization, while their emotion-coping and avoidance-coping styles positively affected turnover intent. Finally, moderating effects were related to tenure in the causal relationships among stress-coping styles and turnover intent. Thus, one can infer that the emotion-coping style has a greater effect on turnover intent in employees with a relatively short tenure than in those with a long tenure. Practical implications – This study verified that hotel employees’ regulatory focus plays an important role in employee behavior within organizations just as individual characteristics such as personality or values do. Thus, a substantial application plan for employees’ regulatory focus was proposed for the organizational dimension. In addition, diverse plans were presented for employees’ flexible coping with stress, based on differing turnover intent, depending on employees’ stress-coping styles. Through this, a plan for reducing employee turnover intent was pursued. Originality/value – This study associated employees’ stress-coping styles, which had been dealt with in the human resources management area, with their regulatory focus and showed that different stress-coping styles might be derived using such regulatory focus; the resulting turnover intent might also be different. The study results can provide a theoretical basis for understanding relationships among regulatory focus, stress-copying styles and turnover intent as such research is relatively lacking. Finally, this study is meaningful in that it applied the regulatory focus theory centered on customer behaviors to employees and verified the moderating effect of employees’ tenure between stress-coping styles and turnover intent.

This study explores the influence of social intelligence (SI) and emotional intelligence (EI) on employees’ job engagement and organizational commitment in deluxe (five-star) hotels in Korea, and seeks to analyze the mediating effects of employees’ job engagement on the relationship between SI, EI, and employees’ commitment. The sample for the survey was collected from 419 F & B employees. The results of structural equation modeling show that employees’ SI had a positive effect on job engagement and organizational commitment. EI also had a positive effect on job engagement but not on organizational commitment. In addition, the findings demonstrate that employees’ job engagement mediated the effect of EI on organizational commitment. SI and EI are crucial requirements among hotel employees who depend on cooperation between colleagues.