Typescript (photocopy). / Digitized by Kansas Correctional Industries

Typescript (photocopy). / Digitized by Kansas Correctional Industries

Typescript (photocopy). / Digitized by Kansas Correctional Industries

Digitized by Kansas Correctional Industries

This thesis focuses on investigating learning occurring in a web-based community of foodservice professionals, which is informally structured and based on voluntary participation, using concepts from the "communities of practice" (CoP) (Wenger, 1998) paradigm. As an informal learning environment, the web-based community was investigated based on three planes (Rogoff, 1998): Community (i.e., how does learning occur in the web-based community?), Interpersonal (i.e., how does learning occur between participants of the web-based community?), and Individual (i.e., how does individual learning occur through participating in the web-based community?). / Under the umbrella of the online ethnographic approach, I applied mixed-method research combining multiple data sources (i.e., discussion transcripts, online survey, online interviews, ethnographic observation, and other documents) and analytical methods (i.e., descriptive framework for CoP, content analysis, transcript analysis, and descriptive statistics). / In terms of the community plane, the web-based community was explored by applying the descriptive framework for communities of practice consisting of observable and measurable indicators in terms of organization, participation, and outcome. With regard to the interpersonal plane, I explored how learning occurs between participants of the WBC: How do participants interact with each other and what do they share through their interactions? To do that, the processes of interaction and learning were examined according to the size of threads (i.e., small, medium, and large sizes). For the individual plane, I examined (a) individuals' epistemological beliefs and (b) individuals' change of roles in relation to the degree of participation. Based on the results investigated in each plane, I discussed general characteristics of this web-based community as informal learning environment, effective features fostering interaction and learning in this web based community, and possible trajectories of the web-based community evolving for a community of practice. / The importance of this study lies in its contributions to the conceptual framework (i.e., descriptive framework for communities of practice) and the methodological approach (i.e., multi-layered analytical approach) developed and applied in this thesis. The descriptive framework enables us to identify some defining features that distinguish communities of practice from other structures and hence to establish guidelines for monitoring how communities of practice evolve and what makes them evolve in successful ways. In addition, this study offers useful implications for designing and supporting web-based communities even in formal and non-formal learning environments. Because this study employed an exploratory, interpretive approach and concentrated on the breadth of learning in a web-based community through different planes, the results offer broader aspects of learning rather than specific, intensive issues of learning in this web-based community. Therefore, further studies are suggested along with the issues derived from this thesis.

Thesis (Ph. D.)--University of Missouri-Columbia, 1997. / Typescript. Vita. Includes bibliographical references (leaves 93-97). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 1997. / Typescript. Vita. Includes bibliographical references (leaves 93-97). Also available on the Internet.

The thesis which follows is a study of recruiting and developing skilled workers for Hotel Food Service Operations in the Miami area. The aim of the study is to bring to the attention of personnel management the role of recruiting and training in providing the skilled people needed for their operation in the short and long run as well. The study was done as a case study of the medium and large size hotels which have a minimum of 250 units each in the Miami area. However, the study has been generalized where it is possible, and when data permitted. The primary data was collected by the use of the questionnaire survey method composed of key questions about recruiting, training and sources of skilled people, turnover reasons, etc. Eight tables have been constructed, analyzed and interpreted. A personal opinion was mentioned in the interpretation of each table's data. It was found that personnel management should provide a better recruiting and developing procedures in order to attract more qualified people, particularly among the youngsters who are potential skilled workers for the future. It was concluded that the quality of work life, the benefits, and the opportunities for advancement in the food and beverage operations play a significant role in an employee's decision to stay with a particular job, and to acquire the necessary skills.

The relationship between the work attitudes, job satisfaction and organizational commitment has been demonstrated to influence turnover/retirement. This relationship is important due to changing demographic patterns in the 0.3. A food service labor shortage has potential for retarding the long-term growth of the food service industry. However, recruitment and retention of older workers could be a factor in controlling this problem. Therefore the major purpose of this research was to obtain information from current older food service employees to permit the determination of how various aspects of their jobs affect job satisfaction and organizational commitment, and thus intention to remain on the job. The major independent variables in this research postulated to effect the dependent variable, turnover/retirement intention included, intrinsic and extrinsic satisfaction, organizational commitment, working conditions, level of pay, and financial security. The sample population consisted of older workers employed in hospital and college/university food services. Data were collected via questionnaire. A 61 % response rate ( N=243) was obtained. The results indicate that older workers demonstrate moderate levels of work satisfaction and relatively high levels of organizational commitment. However a practically meaningful relationship between work satisfaction (measured by the Minnesota Satisfaction Questionnaire) and organizational commitment ( measured by the Organizational Commitment Questionnaire), as correlated with turnover/retirement intention was not found. Although not considered meaningful , a week but statistically significant relationship was found (r=.15, p< .02) between intrinsic satisfaction and turnover/retirement intention. Older workers in this study are generally less satisfied with the chance for advancement in their jobs, and with the pay for the amount of work done. These two items are extrinsic measures of satisfaction. Regression analysis revealed that older worker perceptions of the physical demands of the job (r=.3?), working conditions (r=.33}, and employer communication of retirement options (r=.2l) predicted 39% of the variance in the dependent variable, organizational commitment. Fifty-three percent of older workers in this study would recommend their jobs to others, and 54% of older workers state they would delay retirement past the age they now plan to retire if they could work part—time. The food service industry will see increases in the number of older workers in the near future. This research provides a foundation from which other research involving older workers can emerge. / Ph. D. / incomplete_metadata

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