| Summary: | 碩士 === 世新大學 === 觀光學研究所(含碩專班) === 97 === The economic scale of tourism worldwide is expanding, which enlarges the demand of the tourist hotel industry. Facing the challenge from foreign competitors, tourist hotel industry in Taiwan must improves it’s service quality, especially in the food and beverage department, in order to maintain it’s competitiveness.
The main purpose of this study is to establish the hospitality professional competency index in tourist hotels, and further discusses whether significant differences exist in the viewpoints of F&B managers toward the professional competency index of the F&B staffs. This study mainly uses literature review as a foundation to establish the professional competency index. The study also uses Delphi method, which experts ware invited to review the index, and asked to identify the index into three sections (common attribute, competencies for staffs who work in the back of the house, and competencies for staffs who work in the fornt of the house.) These experts were also asked to evaluate the importance of the index.
After administrating the Delphi method and the pre-test, the study found out that there are 48 items addressing the professional competency with common attribute aspect, 9 items for the professional competencies to staffs who work in the front of the office, and 12 items for the professional competencies of staffs who work in the back of the office. The study received 68 questionnaires, and the reliability test was employed to exam the instrument’s reliability.
The main findings of the study are as follows: 1) the professional competencies in common attribute for the F&B managers were differed according to gender, department sector, seniority, level of education, and age; 2) for the professional competencies to staffs who work in the back of the house, the F&B managers were differed according to department sector, and seniority toward these abilities; 3) for the professional competencies to staffs who work in the front of the house, the F&B managers were differed according to gender, department sector, and seniority toward these abilities.
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