| Summary: | 碩士 === 正修科技大學 === 經營管理研究所 === 105 === This study focuses on the relationship between the organizational culture and the education training and job performance of the food and beverage sector in the catering industry while exploring the differences and mutual influences between them. In this study, the middle managers of Mos Burger are studied. The questionnaire survey is a total of 200 questionnaires. 185 are recycled. The questionnaire recovery rate is 92.5%, of which there is a total of 183 valid questionnaires. Effective recovery questionnaires were at 98.92%.
Data analysis, using SPSS 18.0 for Windows, was used for the descriptive analysis, t-Test analysis, and the single factor analysis of variance and regression. The conclusions are summarized as follows:
1.In the hierarchical aspects of the organizational culture, restaurant industry practitioners of the company encourage their staff to participate in cohesion, unity, and cooperation. They confidently strive to achieve the goal, but it is relative to the organization of the management in the job distribution. Power and responsibility are still somewhat different, as opinion exists.
2.In the innovative aspects of the organizational culture, restaurant industry practitioners will encourage employees to express personal ideas and opinions, if the degree of recognition is high. However, the organization immediately under the director will easily to accept new ideas and things, which emphasizes that innovation is more important than experience. In regards to the degree of recognition, some different views still exist.
3.The organizational of cultural support is arranged so that employees learn that the wrong degree of recognition is the highest. However, because this only pertains to the enterprise's security, the issue remains to be further explored.
4.In the education training of professionals, the restaurant industry practitioners' task in education and training courses helps to improve their work skills. However, it is relative to the education and training content simulation. The fact that the situation is in line with demand, and contributes to the practical application, makes it less confident.
5.In regards to work attitude, the restaurant industry practitioners recognize that training is the positive route to progress. However the education and training time can not match, and will weaken the attitude of self-learning that is there. The arrangements for training exist in the appropriate aspects of training. There is still some views and recognition that exists.
6.In regards to the organization's support, the restaurant industry practitioners in training are actively looking for progress if the method of recognition is high. However, when the organization is assigned to the task, the degree of recognition in learning knowledge and new skills can be found and it is more inconsistent. There is a contradiction between the identity of the catering industry practitioners, and it is necessary for them to take a more active approach to effectively plan personal work.
7.In the context of work performance, keeping the work site clean yields a high degree of attention. However in the planning of personal work, direction and progress is disturbed.
8.In regards to job performance, the work process will note that the safety and health issues are of the highest degree of recognition. However the efficiency of the workers is more confident.
9.The performance of the team, for a significant business, will be subjected to particularly increased attention. However, the expectations of a challenging job is expected to be low, indicating to the research practitioners that the degree of recognition is high in the importance of a major task. However being faced with the fact that they're being arranged for a challenging job is not confident.
|
|---|
