본고는 식당 종업원 호칭에 대한 선행연구의 조사자료 및 그들 간의 의미를 재고한 뒤, 그 것을 토대로, 한 중 교재 속에 반영된 일반 식당 상황 하의 호칭어 사용 양상을 양적인 측면 에서 고찰하고 교육적 함의를 찾는 데 목적이 있다. 이를 위해, 본고는 우선 선행연구의 설문 결과 중에서 “여/저기요”와 “帥哥/美女”를 중심으로 시간에 따른 사용 변화 양상을 메타적 관점에서 관찰한다. 관찰에는 시대 흐름별 차이와 더불어 격식 유무별 차이 등이 포함된다. 그 로부터 얻은 결과를 기초로, 한 중 교재 속 식당 장면에서 사용되는 호칭들이 선행연구에서 보여준 사용 결과와 부합하는지 그리고 그 점에서 한 중 교재 간에는 어떤 공통점과 차이점 이 있는지를 양적 측면에서 살펴본다.

This study was conducted to establish basic data to improve the service quality of the Korean food service industry by evaluating the experience that Chinese tourists have at Korean restaurants. To accomplish this, we analyzed the common dining out style of Chinese tourists and how their expectations were influenced by the Korean culture and movies and dramas. We then compared the customer satisfaction of Chinese tourists before and after visiting Korean restaurants. The results of this study suggest that advertising of the Korean culture and movies and dramas to Chinese who dine out on a regular basis should be accelerated. In addition, the Korean food industry must develop distinct marketing strategies and improve the food menu and service to satisfy Chinese tourists who visit Korea often.

This research is to examine the structural relationships between transformational/transactional leadership, empowerment, relationship quality, and organizational commitment in Chinese restaurant context. In order to empirically investigate the proposed model, the data were collected from 188 respondents randomly selected from among the managers who work in 188 Chinese restaurants in Seoul and Kyonggi-do, which registered in Korean Food Central Association, korean foodservice management Association, Menupan.com We choose to limit our investigation to luxury Chinese restaurants where the average check is above 12,000 won. The survey was executed during two-week period in the autumn of 2004. The findings and discussion are as follows: First, intellectual stimulus behavior of transformational leadership had a positive effect on empowerment. Second, contingent reward leadership had a positive effect on empowerment. Third, empowerment had a positive effect on affective organizational commitment. Fourth, empower had a negative effect on continuous organizational commitment. Fifth, intellectural stimulus behavior of transformation leadership had a positive effect on affective organizational commitment indirectly and had a negative effect on continuous organizational commitment indirectly through mediating role of empowerment. Finally, contingent reward leadership had a positive effect on affective organizational commitment indirectly and had a negative effect on continuous organizational commitment indirectly through mediating role of empowerment. At the end of this paper, managerial implications, discussions, and limitations and future research directions are presented.