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Journal articles on the topic 'Fast Food Employee Turnover'

Author: Grafiati
Published: 4 June 2021
Last updated: 5 February 2022

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1

Kashif, Muhammad, Anna Zarkada, and Ramayah Thurasamy. "Customer aggression and organizational turnover among service employees." Personnel Review 46, no. 8 (2017): 1672–88. http://dx.doi.org/10.1108/pr-06-2016-0145.

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Purpose The episodes of customer rage with employees during service encounters are common and adversely affect the long-term commitment of employees with an organization. The service organizations, in an effort to control employee turnover, are striving hard but have failed. There are a wide variety of studies that address employee turnover but the research which encapsulates a combined effect of perceived justice and organizational pride to study exhaustion-turnover path are almost scant. The purpose of this paper is to explore the effects of customer aggression on the frontline food service
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2

Shriedeh, Fayez Bassam. "Employee Turnover in the Fast Food Restaurants: Investigating the Role of Human Resource Management Practices." International Journal of Human Resource Studies 9, no. 4 (2019): 205. http://dx.doi.org/10.5296/ijhrs.v9i4.15559.

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High Turnover (TO) rate among Fast Food Industry (FFI) employees is a critical issue faced by the Jordanian hospitality industry and be detrimental to the growth of the industry. Following that, is important to analyse the factors that lead to high TO rate among FFI employees. This study aims to examine the effect of Human Resource Management Practices (HRMP) and Intention to Leave (ITL) among FFI employees in Jordan. Five HRMP have been included in this study namely training, reward, benefit, performance appraisal and staffing. Using a sample of 245 FFI front-line employees working in Amman,
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Ehimen Abiodun Ulabor and Alegebe Ibiwunmi Bosede. "EMPLOYEE COMMITMENT AND ORGANIZATIONAL PERFORMANCE IN SELECTED FAST FOOD OUTLETS IN OSUN STATE." International Journal of Financial, Accounting, and Management 1, no. 1 (2019): 23–37. http://dx.doi.org/10.35912/ijfam.v1i1.55.

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Purpose: This study examined the effect of employee commitment on organization performance of selected fast food outlets in Osun State. It determined how employee commitment affects staff turnover and also examined factors that affect employee commitment
 Design/Research method: Primary data was used for this study; respondents were selected using convenient sampling method from the study area. Questionnaire was used to gather information. One hundred copies of questionnaire were administered to the selected respondents and ninety-six were retrieved and found useful for analysis. The data
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Mohammad, Abdel Rahman, Bashar Al Najdawi, Mohamed ElZoghbi, and Al Sayed Abdelhadi. "A Study of Some Factors Affecting Employee Turnover in Fast Food Restaurant in Amman." Journal of Association of Arab Universities for Tourism and Hospitality 11, no. 1 (2014): 71–80. http://dx.doi.org/10.21608/jaauth.2014.54022.

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Rana, Asif Mehmood, Muhammad Bilal, Muhammad Maroof Ajmal, Muhammad Asif Zaheer, and Muhammad Zia-ur-Rehman. "A design of turnover intention antecedents and their relation on work design for firms." Revista Amazonia Investiga 10, no. 37 (2021): 24–33. http://dx.doi.org/10.34069/ai/2021.37.01.2.

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Most of the time Employees turnover intentions has been examined with the level of Human Resource Practices (HRP) in previous studies. Present study added social and Job characteristic study of 214 employees and managers from a fast food – outlet of Pakistan retail food service. Employee’s turnover intention was significantly associated at firm level and individual level factors and demonstrates the upgrading of food quality and service in the chain. The regression analysis was used to measure the relationship and significance among the observed constructs using SPSS 26. Job characteristics ex
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Sinclair-Maragh, Gaunette, Noriel Jacobs-Gray, and Norene Brown-Roomes. "A case of talent management practices in motivating fast food service employees." Emerald Emerging Markets Case Studies 7, no. 3 (2017): 1–16. http://dx.doi.org/10.1108/eemcs-07-2016-0153.

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Subject area Food service management, human resource management, hospitality strategic management and, international business and management. Study level/applicability Graduate students. Case overview The purpose of this case study is to determine whether the practice of talent management serves to motivate fast food service employees. It aims to determine employees’ perceived level of awareness and importance of talent management practices; current practice of talent management within the fast food service sector; and to assess the level of motivation of employees from talent management pract
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7

Poulston, Jill M. "An interesting insight into hospitality work." Hospitality Insights 2, no. 1 (2018): 13–14. http://dx.doi.org/10.24135/hi.v2i1.17.

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Turnover is such a persistent characteristic of the hospitality industry, it has the qualities of a legend. The Lawson Williams Staff Turnover Report [1] recently calculated turnover in the hospitality and fast food industry as 41.7%, the highest of any industry surveyed. Such high turnover set against a constant stream of willing newcomers to the industry warrants investigation. This study therefore examined not so much the nature of the industry, but more the act of hospitality in terms of motives and rewards.
 The study interviewed 12 people in Auckland, including some who had never wo
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8

Brandmeir, Karl, and Seyhmus Baloglu. "Linking Employee Turnover to Casino Restaurant Performance." Journal of Foodservice Business Research 7, no. 2 (2005): 25–39. http://dx.doi.org/10.1300/j369v07n02_03.

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9

Gede, I. Komang, and Milla Permata Sunny. "PENGARUH LEADER MEMBER EXCHANGE, EMPOWERMENT, TALENT MANAGEMENT TERHADAP TURNOVER INTENTION." WIDYA MANAJEMEN 1, no. 2 (2019): 113–37. http://dx.doi.org/10.32795/widyamanajemen.v1i2.359.

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The purpose of this study to examine the influence of leader member exchange, empowerment, talent management to turnover intention on employees of PT Bank BRI Cabang Gatot Subroto. Sample used as many as 55 people with census method (total sampling), the analysis technique used is multiple linear regression. The result of analysis is known that member exchange leader has positive and significant impact to employee intention turnover at PT Bank BRI Cabang Gatot Subroto. Empowerment has a negative and significant effect on employee intention turnover at PT Bank BRI Cabang Gatot Subroto. Talent m
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10

Chante’ Miller, Olivia Patrice, and Regina Banks-Hall. "Human Capital Strategies to Reduce Employee Turnover in the Food Service and Automotive Industries." International Journal of Business and Management Research 8, no. 3 (2020): 84–90. http://dx.doi.org/10.37391/ijbmr.080304.

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High voluntary employee turnover in service industries often exceeds 60%, negatively affecting profitability due to employee replacement costs. In studies conducted with multinational corporate leaders, they acknowledged a lack of business direction resulting in a 68% failure to implement organizational strategies. Through a multiple case study, we aimed to explore the human capital strategies utilized in the automotive and food service industries to reduce voluntary employee turnover. We analyzed the responses of twenty-four service leaders in the Eastern and Midwest regions of the United Sta
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11

M. Gould, Anthony. "Fast Food Work." Articles 64, no. 3 (2009): 376–98. http://dx.doi.org/10.7202/038549ar.

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Summary The McDonald’s labour management strategy is widespread in the fast food industry. Literature that is critical of the approach often portrays the work as low paid, unchallenging and uninteresting. Others argue that industry jobs provide an enhanced resume, training opportunities, and the possibility of a career. Rather than being inherently disadvantageous or beneficial, it is possible that fast food employment addresses the needs and aspirations of some more than others. This article proposes such a view in relation to teenagers. It poses the question: what are the characteristics of
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Asweni Krishnan and Sanil S Hishan. "Impact of motivation and job satisfaction on turnover: A case study of food additives producer Company." Journal of Management Info 8, no. 2 (2021): 166–82. http://dx.doi.org/10.31580/jmi.v8i2.2068.

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In the current working environment, employee turnover focused as the main issue found in almost many organizations. Employees are the key to a company's productions and services. When employees are taken good care of by focusing on their needs, they will bring up the company’s performance. However, the increasing percentage of employee turnover makes the company pay more attention to motivation and job satisfaction. Thus, an organization strongly thinks that employee motivation and job satisfaction should reduce the employee turnover rate. This action research was conducted to analyze the curr
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13

Murphy, M., C. Bednar, J. Kwon, and M. Rew. "Employee Incentive Programs and Labor Turnover in Hospital Foodservice." Journal of the American Dietetic Association 108, no. 9 (2008): A69. http://dx.doi.org/10.1016/j.jada.2008.06.175.

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14

Santhanam, Nivethitha, Kamalanabhan T.J., Lata Dyaram, and Hans Ziegler. "Impact of human resource management practices on employee turnover intentions." Journal of Indian Business Research 9, no. 3 (2017): 212–28. http://dx.doi.org/10.1108/jibr-10-2016-0116.

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Purpose This paper aims to explore the relationship between human resource management practices, breach of psychological contract and employee turnover intentions among hotel frontline employees, considering the scant research attention to frontline employee’s perspectives in Indian hospitality industry. Design/methodology/approach A survey design was used to collect responses from 294 frontline employees (front-office and food and beverage services). Multiple regression analyses have been used to test the hypothesized relationships. Findings Selection, training and compensation practices were
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15

Friday Ogbu Edeh, Joy Nonyelum Ugwu, Isaac Monday Ikpor, Anthony Chukwuma Nwali, and Chimeziem C. Gabriela Udeze. "Organisational Culture Dimensions And Employee Performance In Nigerian Fast Food Restaurants." GIS Business 14, no. 6 (2020): 1070–96. http://dx.doi.org/10.26643/gis.v14i6.16857.

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This study investigates the effect of organisational culture dimensions on employee performance in Nigerian fast food restaurants using cross-sectional survey. Forty fast food restaurants were selected using simple random sampling. Nine hundred and twenty five employees were surveyed. Sample size of two hundred and seventy two was ascertained with Krejcie and Morgan. Method for data collection is questionnaire. Two hundred and thirty nine copies of questionnaire were retrieved out of two hundred and seventy two copies administered. Simple linear regression was used to analyse the hypotheses wi
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Parsa, H. G., Dana Tesone, and Amanda Templeton. "All Employees Are Not Created Equal: An Alternative Method of Assessing Employee Turnover." Journal of Foodservice Business Research 12, no. 4 (2009): 317–30. http://dx.doi.org/10.1080/15378020903344265.

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17

Sanjeewani Dasanayaka, Rasika, and Ravindra Hewa Kuruppuge. "Staff Turnover as a Strategy of Knowledge Management: Empirical Evidence from Information Technology Industry in Sri Lanka." Journal of Intercultural Management 7, no. 2 (2015): 151–63. http://dx.doi.org/10.1515/joim-2015-0016.

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AbstractInformation Technology (IT) industry in Sri Lanka can be considered as one of the fast growing industrial sectors in current competitive, technological oriented and rapidly changing business environment. Generally, IT industry performance depends on knowledge management (KM) in firms in the industry. The concept of staff turnover (ST) has become as more important aspect in the context of knowledge management. As limited research studies are shown in literature about staff turnover and knowledge management in IT industry in Sri Lanka, this research explore the impact of staff turnover o
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Naru, Arslan Shoaib, and Anam Rehman. "Impact of Job Insecurity and Work Overload on Employee Performance With the Mediating Role of Employee Stress: A Case of Pakistan’s Fast-food Industry." International Journal of Human Resource Studies 10, no. 1 (2020): 305. http://dx.doi.org/10.5296/ijhrs.v10i1.15741.

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The fast-food industry is one of the booming industries in Pakistan with rapidly developing human resources. However, quick growth has become impeded by numerous human resource management challenges. The purpose of this study is to investigate factors/variables that cause stress among employees in the workplace which consequently affect their performance. Pakistan’s fast-food sector has been taken into account and a comprehensive study has been carried out to find out which variables result in employee stress and affect their overall job performance. Primary data was collected through three hu
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19

Hackes, B. L., and F. L. Hamouz. "College and University Foodservice Perceptions of Employee Training on Productivity and Turnover." Journal of the American Dietetic Association 95, no. 9 (1995): A41. http://dx.doi.org/10.1016/s0002-8223(95)00500-5.

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20

VERRILL, L., M. BOYER, L. WILLIAMS, et al. "Hand Washing Observations in Fast-Food and Full-Service Restaurants: Results from the 2014 U.S. Food and Drug Administration Retail Food Risk Factors Study." Journal of Food Protection 84, no. 6 (2021): 1016–22. http://dx.doi.org/10.4315/jfp-20-412.

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ABSTRACT Properly executed hand washing by food service employees can greatly minimize the risk of transmitting foodborne pathogens to food and food contact surfaces in restaurants. However, food service employee hand washing is often not done correctly or does not occur as often as it should. The purpose of this study was to assess the relative impact of (i) the convenience and accessibility of hand washing facilities; (ii) the maintenance of hand washing supplies, (iii) multiunit status, (iv) having a certified food protection manager, and (v) having a food safety management system for compl
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21

Thiruvattal, Eappen, and Arun Prasad. "Determinants of turnover intentions among marketing and sales representatives in the UAE." International Conference on Advances in Business, Management and Law (ICABML) 2017 1, no. 1 (2017): 411–18. http://dx.doi.org/10.30585/icabml-cp.v1i1.35.

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This article identifies four determinants of turnover intentions among the marketing executives and sales representatives (reps). Influence of these dimensions on such employees is investigated in an emerging market’s Fast Moving Consumer Goods (FMCG) distribution environment.
 Extensive review of the current literature on employee turnover intentions and specific review of turnover intentions among reps and marketing executives are conducted
 This study identifies four dimensions of determinants of turnover intentions among marketing and sales representatives of FMCG in an emerging
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22

Živković, Ana, Jelena Franjković, and Davor Dujak. "The role of organizational commitment in employee turnover in logistics activities of food supply chain." Logforum 17, no. 1 (2021): 25–36. http://dx.doi.org/10.17270/j.log.2021.536.

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23

Lilianti, Emma, and Reva Maria Valianti. "ANALISIS PENGARUH WORKING CAPITAL TURNOVER, FIRM SIZE, GROWTH OPPORTUNITY DAN PROFITABILITAS TERHADAP STRUKTUR MODAL PERUSAHAAN PT FAST FOOD INDONESIA TBK." Jurnal Ecoment Global 4, no. 2 (2019): 17. http://dx.doi.org/10.35908/jeg.v4i2.752.

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This research purpose to analyze the effect of Working Capital Turnover, Firm Size, Growth Opportunity, Profitability on the Capital Structure of the Company PT Fast Food Indonesia Tbk. The year of observation for 5 years is 2014 at 2018, with the object of PT. Fast Food Indonesia Tbk. The method of analysis uses quantitative descriptive method. The results showed that the working capital turnover of the company> 3 times the efficiency of the company's working capital turnover in 2014 d. 2018 efficiency. The size of a good company can be seen from the company's total asset value quite w
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Zeb, Farhan, Nida Zehra, and Aqsa Waqil. "Determining the Contact of Selected Human Resource Practices on Employee Job Retention in Pizza Max, Karachi." Annals of Contemporary Developments in Management & HR 3, no. 2 (2021): 51–57. http://dx.doi.org/10.33166/acdmhr.2021.02.005.

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Fast food visage amplified challenges with the retention of employees. A newly established fast-food brand in a very short time since its commencement in 2009, Pizza Max has become the top brand name in Karachi even though facing tough and irresistible competition. Due to its extraordinary standards and exceptional service, Pizza Max already has a loyal customer base, and the brand is expanding each day with 8 branches across Karachi already. It also opened its branches in other cities of Pakistan. This research study is intended to getting an understandable and translucent view about employee
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Santos, Angelo R., Shaira Mei F. Villas, Enrico B. Cabral, Margarita C. Villar, and Carla Marie S. Angeles. "Perceptions of Employers on Employee ethics of fast food industry in Nueva Ecija." International Journal of Advanced Engineering Research and Science 7, no. 3 (2020): 155–58. http://dx.doi.org/10.22161/ijaers.73.26.

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26

Hollinger, Richard C., Karen B. Slora, and William Terris. "Deviance in the fast‐food restaurant: Correlates of employee theft, altruism, and counterproductivity." Deviant Behavior 13, no. 2 (1992): 155–84. http://dx.doi.org/10.1080/01639625.1992.9967906.

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27

Athar, Mahmood. "Employee Stock Option Plans: A Meta-Analysis (Understanding Impact of Esops Through Literature)." Studies in Business and Economics 15, no. 1 (2020): 100–114. http://dx.doi.org/10.2478/sbe-2020-0009.

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AbstractThe usage of psychological ownership as an HR practice has been of a relatively recent origin. It is fast being recognized as a useful tool in the area of human resource management. Employee Stock Option Plans are being used as a technique to propagate psychological ownership and gain many advantages including a competitive edge. This paper explores the available literature on psychological ownership in general and Employee Stock Option plans in particular over a thirty year period from 1988 till 2018. An attempt has been made to integrate all matter into a theoretical model indicating
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Thomas, Anitha. "Psychological Contract and its Relevance in Fast-Food Industry." Journal of Economics and Behavioral Studies 3, no. 6 (2011): 337–44. http://dx.doi.org/10.22610/jebs.v3i6.288.

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Psychological contracts are defined as the beliefs individuals hold regarding the terms and conditions of the exchange agreement between themselves and their organizations. The study aims at understanding the depth of Psychological contracts at Western Ahmedabad fast- food joints and its relation with employee’s commitment. It was indeed a challenge to understand Psychological contracts in this particular sector as its growing at a fast pace and evolving a cutthroat competition. Three Psychological Contract Variables- Relational, Balanced and Transactional were employed on 60 crew member fro
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Frincu, Cristina Stefania, and Andreea Negruti. "Because Individual Determinants Matter: A Theoretical Extension of Peterson’s Organizational Employee Persistence Model." International Journal of Human Resource Studies 5, no. 4 (2015): 1. http://dx.doi.org/10.5296/ijhrs.v5i4.8507.

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The world is changing rapidly and the need to adapt and develop presses individuals in a tremendous way to make fast personal and professional decisions in order to face the new challenges. The constant evolution at a global level inevitably translates into changes in the organizational environment, where employees need to develop their authentic professional story, need to define their goals and become competent in the decision making process regarding their career paths.The self-perceived performance analysis, the relationships with co-workers, the employees’ interest about their career grow
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Chukwu, B. A. "The Influence of Staff Promotion on Employee Turnover Intention in Food and Beverage Industry in Nigeria." Journal of Asian Business Strategy 9, no. 2 (2019): 66–81. http://dx.doi.org/10.18488/journal.1006.2019.92.66.81.

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Chukwu, B. A., A. N. Ezeabogu, and S. M. Aguwamba. "The Influence of Staff Compensation on Employee Turnover Intention in Food and Beverage Industry in Nigeria." International Journal of Economics, Business and Management Studies 6, no. 2 (2019): 338–54. http://dx.doi.org/10.20448/802.62.338.354.

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32

Septania, Sovi. "PERILAKU GRIT BERDASARKAN DEMOGRAFI KARYAWAN FOOD MANUFACTURING CONSUMER GOODS (FMCG) DI BANDAR LAMPUNG." ANFUSINA: Journal of Psychology 2, no. 1 (2019): 1–18. http://dx.doi.org/10.24042/ajp.v2i1.4152.

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Achieving long-term goals is the main focus of every company as a manifestationof a firm sustainability. Employees as the backbone of the company need positive behavior and a strong desire to achieve this long-term goal. This positive character with long-term assurance is called grit. The current problem is the high level of turnover of company employees which is one indicator of the lack of attachment of employees in achieving the company's long-term goals. Grit is predicted to be able to support the achievement of the company's long-term goals and empirically able to reduce turnover rates. T
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Islam, Nazrul, Ekhtear Ahmed Zeesan, Debanik Chakraborty, et al. "Relationship between Job Stress and the Turnover Intention of Private Sector Bank Employees in Bangladesh." International Business Research 12, no. 8 (2019): 133. http://dx.doi.org/10.5539/ibr.v12n8p133.

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Private sector banks are important segments of the economy of Bangladesh. This sector has already been recognized as a significant industry for achieving the Sustainable Development Goals (SDG) of Bangladesh. However, managing private organizations has become very challenging due to highly competitive market and higher level of employee turnover especially in the private banking sector. It is observed that to attain the competitive advantage, private bank employees are undertaking heavy workload that leads to higher level of stress at work and is increasing turnover intention among the employe
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34

Turkoglu, Hande, Lorraine Brown, and Philippa Hudson. "The workplace meal: a migrant workers' perspective." International Journal of Workplace Health Management 13, no. 4 (2020): 361–75. http://dx.doi.org/10.1108/ijwhm-12-2018-0155.

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PurposeEmployees eat at least one meal per day in the workplace on a regular basis, carrying implications for their physical and emotional well-being. For migrants, this can be challenging, owing to food culture differences. This study explores migrant workers’ perceptions of the food eaten in the hospitality workplace.Design/methodology/approachEleven in-depth, face-to-face, semi-structured interviews were carried out with migrant workers in three- and four-star hotels in the southwest of England.FindingsThe findings show that the food eaten in the workplace is perceived as unhealthy and fatt
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Singh, Dilbag, and Amandeep. "IMPACT OF EMPLOYEE TURNOVER ON HOTEL INDUSTRY- A STUDY OF SELECTED HOTELS OF NEW DELHI." International Journal of Research -GRANTHAALAYAH 5, no. 4 (2017): 153–58. http://dx.doi.org/10.29121/granthaalayah.v5.i4.2017.1807.

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Hotel industry is a part of Tourism Industry which is flourishing in India than ever before, according to 2017 report of World Economic Forum India has reached the 40th rank in the world from 52 during 2015. This has been result of immense efforts of the Government and the Industry positive steps in boosting its appeal as a tourist and hospitality destination on the globe. There are various International hotel chains already in India which are expanding their room inventory at a fast pace to meet the future demands of accommodation and leisure services. But with every success there comes some
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Van Heerden, C. N., A. N. Schreuder, and M. Gouverneur. "Factors that determine the corporate image of South African fast food restaurants." South African Journal of Economic and Management Sciences 3, no. 1 (2000): 125–42. http://dx.doi.org/10.4102/sajems.v3i1.2603.

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Current operating practices of small businesses indicate that more time is devoted to the cosmetic side of corporate identity than managing service delivery. The main argument pursued in this paper is based on the view that both visual and behavioural corporate identity cues create impressions in the minds of corporate publics to form an overall corporate image. A set of bipolar adjectives was therefore used to test various visual, behavioural and core product elements of restaurant corporate image. A key finding was made that the joint customer service and employee dimension, was rated as the
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Gravelle, Michael D., Sally M. Cohen, Ann M. Bisantz, and Karen S. Wilson. "May I take your Order? Human Factors Field Studies in the Fast Food Environment." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 40, no. 7 (1996): 424–28. http://dx.doi.org/10.1177/154193129604000711.

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While applied human factors research is frequently conducted in technology-rich advanced environments (e.g., aircraft, nuclear power plants, and marine vessels), this paper describes a successful applied human factors field study in a complex, dynamic, and highly demanding commercial environment—your local fast food restaurant. The primary study objective was to gain a comprehensive understanding of fast food store operations and employee activities in an effort to conceptualize and to develop design guidelines for next-generation technology in this industry. The findings suggested that the cu
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Yang, Qi, Warren Goodsir, and Jill Poulston. "Automation of the fast-food industry: Gen Z perspectives of self-service kiosks versus employee service." Hospitality Insights 3, no. 2 (2019): 7–8. http://dx.doi.org/10.24135/hi.v3i2.66.

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With the development of technology, self-service kiosks (kiosks) are increasingly being adopted by service providers such as hotels, restaurants, airports and banks [1, 2]. However, with the increasing search for more efficiency, calculability and control by replacing people with non-human technology, service quality and a sense of hospitality can be adversely impacted [3]. Nevertheless, many seem willing to use kiosks in fast-food restaurants [4], suggesting that these provide considerable value for some segments of the hospitality industry. Consequently, this study [5] explores young people’
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Royle, Tony. "Realism or idealism? Corporate social responsibility and the employee stakeholder in the global fast-food industry." Business Ethics: A European Review 14, no. 1 (2005): 42–55. http://dx.doi.org/10.1111/j.1467-8608.2005.00385.x.

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Kim, Yonghan. "A Study on Effects of Interpersonal Stress of Food Service Employee on Turnover Intention: Mediating Effect of Job Burnout." Journal of Tourism Management Research 23, no. 4 (2019): 601–19. http://dx.doi.org/10.18604/tmro.2019.23.4.28.

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Wongsunopparat, Sumas, and Pranee Jaroensuk. "Suitable Leadership Style for Service Industry in Bangkok." International Journal of Learning and Development 11, no. 1 (2021): 39. http://dx.doi.org/10.5296/ijld.v11i1.18144.

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The main research question for this study “which leadership style is the most suitable for hotel industry in Thailand”. This study adopted a case study of Centara hotel & Resorts hotel chain. Study was conducted using anonymous online questionnaire. The Structural Equation Modeling (SEM) was used to test structural relationship in the model between various variables in the study. The finding of this study suggested that there is a significant relationship between autocratic relationship, high turnover intention, and low job satisfaction. In addition, the study found significant correlation
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Stoyanov, Michal. "Measuring Key Performance Indicators in Retail Trade." Izvestiya Journal of the University of Economics - Varna 65, no. 2 (2021): 161–75. http://dx.doi.org/10.36997/ijuev2021.65.2.161.

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IThe tendency of business entities to cope with the challenges of the environment in which they operate is determined by the state and development of a complex system of evaluation indicators describing the condition and performance of the company and their time dynamics. They serve to objectively measure the extent to which the individual economic operator meets the conditions by which to be assigned to the group of successful business agents. In traditional retail trade, the most significant indicators for business evaluation are: gross (profit) margin, operating margin, turnover of inventor
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Mohsin, Asad, and Jorge Lengler. "Exploring the Antecedents of Staff Turnover Within the Fast-Food Industry: The Case of Hamilton, New Zealand." Journal of Human Resources in Hospitality & Tourism 14, no. 1 (2014): 1–24. http://dx.doi.org/10.1080/15332845.2014.904169.

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Kwate, Naa Oyo A., and Ji Meng Loh. "Fast food and liquor store density, co-tenancy, and turnover: Vice store operations in Chicago, 1995–2008." Applied Geography 67 (February 2016): 1–13. http://dx.doi.org/10.1016/j.apgeog.2015.11.021.

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Carvalho, Ana Cristina Marques de, Priscila Cristina Da Silva, and Letícia Maia Do Nascimento. "CAUSAS E CONSEQUÊNCIAS DA ROTATIVIDADE DE PESSOAS: ESTUDO DE CASO EM UMA MULTINACIONAL DE FAST FOOD." Pensar Acadêmico 17, no. 2 (2019): 138–60. http://dx.doi.org/10.21576/rpa.2019v17i2.607.

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Este artigo tem como propósito apresentar os resultados do estudo destinado a investigar causas e consequências da rotatividade de pessoal em uma empresa multinacional do setor de alimentos. Adotou-se uma metodologia de pesquisa aplicada, descritiva, quantitativa e qualitativa, utilizando-se o método de estudo de caso. A comparação dos dados coletados junto à gerência de recursos humanos e uma amostra de ex-funcionários permitiu identificar algumas incongruências de opiniões entre os públicos amostrados, referindo-se às diferenças em suas percepções sobre os fatores de motivaçã
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Cornish, I., and T. W. Moon. "Glucose and lactate kinetics in American eel Anguilla rostrata." American Journal of Physiology-Regulatory, Integrative and Comparative Physiology 249, no. 1 (1985): R67—R72. http://dx.doi.org/10.1152/ajpregu.1985.249.1.r67.

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Simultaneous infusion of [6-3H]glucose and [U-14C]lactate was used to calculate the turnover rate of glucose, the irreversible replacement rate of lactate, and the rates of the exchange of carbon atoms between glucose and lactate in free-swimming American eels (Anguilla rostrata) fed or food deprived for 6, 15, and 36 (maturing) mo. The mean turnover rate of glucose in fed animals averaged 1.0 mg X min-1 X 100 g-1, while the lactate irreversible replacement rate was approximately 4.0 micrograms X min-1 X 100 g-1. The conversion of 35% of lactate carbon to glucose implied a substantial Cori cyc
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Kim, Dongjin, and Hyoungchul Shin. "Awareness of Food Service Employee at Five-Star Hotel on Job Rotation and its Influence on Job Satisfaction and Turnover Intention." Journal of Tourism Management Research 22, no. 3 (2018): 159–75. http://dx.doi.org/10.18604/tmro.2018.22.3.8.

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Trisnawati, Liza. "RANCANGAN SISTEM REKRUTMEN KARYAWAN BERBASIS WEB." Rabit : Jurnal Teknologi dan Sistem Informasi Univrab 1, no. 1 (2016): 25–30. http://dx.doi.org/10.36341/rabit.v1i1.12.

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The system designed is a new employee recruitment system in the company of PT. Fast food Indonesia Pekanbaru Region. With the implementation of this new employee recruitment system, those who will apply for jobs can easily access and provide information without having to come directly to the company. In addition, this recruitment system can also provide convenience if the company requires information about applicants if needed employees to occupy the position to be occupied. The system is made using the SDLC approach and aims to make it easier for applicants when submitting the desired applica
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Talbott, Shawn M., and Sue A. Shapses. "Fasting and Energy Intake Influence Bone Turnover in Lightweight Male Rowers." International Journal of Sport Nutrition 8, no. 4 (1998): 377–87. http://dx.doi.org/10.1123/ijsn.8.4.377.

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The purpose of this study was to investigate the influence of an acute 24-hr fast versus usual 24-hr dietary intake on markers of bone turnover in collegiate lightweight male rowers. Bone turnover was measured by serum osteocalcin (OC) and urinary excretion of pyridinium cross-links (pyridinoline [PYD] and deoxypyridinoline [DPD]). Fasting subjects (F) (n = 14) reduced body weight by 1.7 ± 0.5 kg but there was no significant change among nonfasting subjects (NF) (n = 13). Following 24 hr of fasting, PYD and DPD were lower in F (14.1 ± 2.2 and 5.2 ± 0.7 nmol/mmol creatinine, respectively) compa
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Bakar, Robiah Abu, Rokiah Ishak, and Hasnah Kamardin. "Intellectual Capital Reporting: Evidence from Malaysian Companies." GATR Global Journal of Business Social Sciences Review 1, no. 2 (2013): 100–112. http://dx.doi.org/10.35609/gjbssr.2013.1.2(11).

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Objective- This study aims to examine the extent, nature and form of IC disclosure in the annual reports of 70 largest Malaysian companies listed in Bursa Malaysia based on market capitalization in year 2006. Methodology/Technique -The study adopts classification of IC disclosure by Huang et al. (2007) with three broad IC categories namely human capital, structural capital and relational capital in forty-five items. Content analysis was used to collect the IC data in the annual reports. This paper contributes to the understanding about the importance of food allergy awareness among public. Fin
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