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.

The purpose of this study was to identify the competing values leadership of restaurant general managers and to investigate the impact of their competing values leadership on employee job satisfaction and turnover intention. A sample of full-time restaurant employees (n=360, 36% response) completed an e-mail survey. The results showed that among the eight sub-dimensions of competing values leadership roles, the monitor (4.04), producer (4.01), and director (3.99) roles were perceived as the most frequently used leadership styles of managers compared to broker (3.78), innovator (3.83), and mentor (3.91) roles (p <0.001). Additional T-test results suggested that an employees’ gender had an influence on how he/ she perceived the leadership style of their manager. Male employees were more likely to perceive that the director and mentor roles (4.19) were performed very well by their managers, while female employees perceived that their managers concentrated more on monitor (3.98) and producer (3.96) roles rather than on broker (3.73) and innovator (3.79) roles (p< 0.05). It was found that manager competing values leadership had a significant correlation with employee job satisfaction, and the mentor, coordinator, and innovator manager roles explained the relationship with 42.1% based on multiple regression analysis (p<0.001). In further findings, the manager competing values leadership roles had an effect on employee turnover intention. The results of the data were as follows: mentor and facilitator roles promoted a decrease in employee turnover intention and the director role caused employee turnover intention to increase. Ultimately, this study will be useful for restaurant managers to guide the application of appropriate competing values leadership roles in order to strengthen employee job satisfaction and to reduce turnover intention.