The Effect of Major, Education, and Skill Match on Job Satisfaction and Turnover Intention among Culinary Arts Graduates

Abstract

This study aims to investigate the impact of job match on turnover intention and job satisfaction within the culinary industry. To achieve this purpose, the study analyzes data from 264 graduates of culinary-related programs who participated in the Graduate Occupational Mobility Survey (GOMS). The findings revealed that the better the match between a graduate’s major and their job, the more significantly turnover intention decreases and job satisfaction increases. In contrast, skill and educational matches were found to have no statistically significant impact on these outcomes. Additionally, the primary reasons for turnover include low salaries, inadequate job match, and uncertainty about future opportunities within the organization. Therefore, to ensure that culinary graduates can smoothly transition into the culinary field after graduation, educational institutions and the industry must continuously develop HR systems and programs that reflect the values of these graduates.

1. Introduction

The excess supply of skilled labor resulting from South Korea’s high university enrollment rate has led to a mismatch in demand between private and public sector organizations. Consequently, job turnover has become a common phenomenon among young people, with the rate of job mismatch steadily increasing [1]. In the first half of 2024, data from the National Statistical Office’s KOSIS indicated that 4.013 thousand individuals with a college degree or higher (including junior colleges) were economically inactive despite their qualifications. While the overall economically inactive population has been declining for three consecutive years since 2022, the number of highly educated individuals in this group has been increasing, with their share surpassing 25% for the first time this year [2]. Additionally, the May 2024 Youth Supplementary Survey on Economically Active Population by the National Statistical Office revealed that of 8.173 thousand youths (ages 15–29), approximately half, or 4.341 thousand, were unemployed [3]. Among employed youths, more than half reported working in jobs unrelated to their major.

Job match, which refers to the extent to which an individual’s work aligns with their academic background and training, is a particularly critical factor for culinary majors. Historically, the culinary field has seen high turnover rates, with many workers transitioning to unrelated occupations or changing careers by their mid-30s due to the relatively high physical demands, unique working conditions, and low wages compared to other fields [4,5,6,7]. The proportion of long-term and experienced employees in the culinary industry is declining [8]. Moon et al. [4] found that young chefs, despite performing long hours of intense labor from the early stages of their careers, often suffer from physical and mental burnout, social isolation, and relative deprivation due to the lack of adequate rest and time off. Mohd Shariff et al. [9] critically examined the phenomenon of many new graduates of culinary arts programs in Malaysia not pursuing careers in the hotel industry after completing their studies. Recent studies have emphasized that the fit between an organization and its employees has a significant impact on their turnover intentions. Dalgiç [10] found that higher person–job fit and person–organization fit, particularly when combined with high job resourcefulness, significantly reduce turnover intentions among hotel employees. Jeon [11] emphasized the need to improve organizational culture and work environments to enhance the person–environment fit for MZ-generation chefs. Therefore, a thorough analysis is required to understand why culinary graduates frequently change jobs and avoid employment in their field of study, and why job match is crucial.

Job match should be discussed as a significant qualitative indicator for assessing the labor market outcomes of culinary graduates. Culinary workers are often placed in positions that do not match their educational or skill levels. Moon et al. observed that young chefs were willing to accept relatively low economic rewards and poor working conditions in their search for opportunities to exercise creative autonomy. Previous studies of culinary majors have primarily focused on the cognitive and emotional factors that influence career decisions and employment among current students [6,12,13]. In Korea, some studies [14,15,16] have analyzed labor market transition outcomes, such as employment status and job match, among college graduates majoring in culinary arts or hospitality. However, despite the importance of job match in influencing job satisfaction and turnover intention, research on job match at the individual level among culinary graduates is relatively scarce. Therefore, it is necessary to analyze the impact of job match, encompassing majors, education, and skill levels, on turnover and job satisfaction among culinary graduates.

Moreover, understanding why culinary graduates transition to unrelated fields or fail to maintain long-term employment in their study area could provide valuable insights into the challenges and needs they face. This would also contribute to a better understanding of how job matches affect job satisfaction and turnover intention. The purpose of this study is to analyze the impact of job match on job satisfaction and turnover intentions among university graduates from culinary-related programs and to explore the reasons why culinary graduates considering job change are planning this. This study aims to provide foundational data to support the development of systematic strategies that enable culinary graduates to build stable and fulfilling careers in their fields of study.

2. Theoretical Background

2.1. Job Match

The concept of job match has been defined from various perspectives, depending on the field of study [17]. In the field of education, job match is often understood from the perspective of human capital theory, which defines it as the degree to which human capital accumulated through educational investment aligns with job requirements [18]. Gu and Kim [19] defined job match as the extent to which an individual’s competencies match job demands. Similarly, Jeong and Kim [17] defined job match as ‘the degree to which an individual’s accumulated qualifications or skills align with the qualifications or skills required by their job.’ Jeon and Rhie [20] describe job match as the opposite of job mismatch, defining it as the extent to which an individual’s competencies align with the actual job content.

Job match is classified into three types: educational, skill, and subject match. Educational match refers to the alignment between an employee’s level of education and the educational training required for the job [20]. Sánchez-Cubo et al. [21] examined educational mismatch in the Spanish hospitality industry, revealing that overeducation is significantly influenced by factors such as experience, tenure, and skill level. Skill match is defined as the degree to which an individual’s skills and proficiency levels align with the skills and proficiency levels required by the job [17,22]. Given that the match between skills and job significantly impacts job performance and satisfaction, it is crucial for graduates to effectively utilize the skills acquired during their education in their jobs [23]. Major match refers to the alignment between an employee’s major field of study and the content of their job [17,24] and is sometimes referred to as ‘major fit’ [25]. Varra et al. [26] explored employer preferences in the accommodation sector and found that specialized skills and aligned academic programs significantly impact recruitment decisions. The General Occupational and Mobility Survey (GOMS) uses four items to assess job match. The first item measures educational match by asking about ‘the degree of alignment between the educational level required by the current job and the employee’s education level’. The second item assesses skill match by asking about ‘the degree of alignment between the skill level required by the current job and the employee’s skill level’. The third and fourth items assess subject match by asking about ‘the degree of alignment between the content of the current job and the employee’s major (primary major) at the time of admission’ and ‘the degree of alignment between the content of the current job and the employee’s second major’, respectively [27]. In this study, we aim to assess the job match of culinary majors who are university graduates by focusing on three of these items, excluding the item related to the alignment between the job and a second major.

2.2. Job Match and Turnover Intention

Turnover refers to the act of leaving one’s current job and moving to another workplace [28]. High turnover rates in the hospitality industry lead to both direct and indirect costs, such as expenses related to recruiting and training new employees, loss of organizational knowledge, and erosion of a cohesive workplace culture [29]. In today’s labor market, the phenomenon of turnover among college graduates due to job mismatches is common, and graduates often consider turnover a method to secure their desired job [28]. Consequently, many continue to engage in various job search activities while remaining employed in their current positions.

These turnover intentions are generally influenced by demographic, personal, job-related, organizational, and structural factors [30]. A review of domestic research shows the following. Bae and Park [31] found that major job matches negatively impact turnover intention. Using data from the 2017 GOMS, Gu and Kim [28] revealed that among job match factors, college graduates who perceived themselves as overeducated for their current job were more likely to engage in turnover activities than those who perceived their education level as appropriate or underutilized. Similarly, using data from the 2019 GOMS, Jeon and Nam [1] found that a high degree of job match reduces turnover intention, with educational, skill, and major match all exerting a negative effect on turnover intention. Conversely, using data from the Korean Education and Employment Panel (KEEP) of the Korea Research Institute for Vocational Education and Training, Lim and Lee [32] found that among the components of job match, major match, educational match, and skill match, only educational match reduced turnover intention. A review of international research shows the following. Allen and Van der Velden [33] found that educational mismatch, or the discrepancy between one’s educational level and the level required for the job, does not increase the likelihood of seeking alternative employment. However, skill mismatch was found to have a significant effect on job search behavior. Marchante et al. [34] concluded that educational mismatch does not significantly impact labor mobility in the hospitality industry, but other factors influence turnover. Among the determinants of turnover intention, job match has been identified as one of the most significant factors influencing employees’ decisions to leave [1]. Chavadi et al. [35] found that job mismatch positively influences turnover intentions among millennial employees in Bengaluru, while job satisfaction negatively impacts turnover intentions. Their study also demonstrated that job satisfaction partially mediates the relationship between job mismatch and turnover intention. Saleem et al. [36], in their study of frontline employees in the hotel industry, found that person–organization (P-O) fit and person–job (P-J) fit have a negative impact on turnover intention, with employee engagement playing a mediating role in these relationships. The results of previous studies suggest that the extent to which individuals perceive alignment with their major, education, and skills has varying effects on turnover intention depending on the country and occupation. Therefore, this study proposes the following hypotheses to examine the aspects of job match that influence culinary graduates’ turnover intentions:

H1. 

Job match among culinary graduates will affect turnover intention.

H1-1. 

Major match among culinary graduates negatively (-) affects turnover intention.

H1-2. 

Education match among culinary graduates negatively (-) affects turnover intention.

H1-3. 

Skill match among culinary graduates negatively (-) affects turnover intention.

2.3. Job Match and Job Satisfaction

Job satisfaction is utilized as a significant qualitative indicator for measuring outcomes in the labor market [37,38]. Kong et al. [39] defined job satisfaction as the general positive attitude that employees have toward their jobs. Heimerl et al. [40] concluded that various antecedents, such as leadership, management, professional development, working hours, non-monetary conditions, and work atmosphere, significantly influence job satisfaction among hospitality industry employees. Research related to job match has primarily focused on its relationship with organizational effectiveness variables, such as job satisfaction and organizational commitment [20].

According to a study by Bae and Park [31], which examined employees in various occupations based on the major categories of job competencies in the Korean Standard Classification of Occupations, major–job match was found to have a positive impact on job satisfaction. Based on the Korean Education and Employment Panel (KEEP) and focusing on the youth population, Park and Kim [41] found that the impact of major–job alignment on job satisfaction is greater through direct effects than through indirect effects mediated by wages. Similarly, Kwon and Kim [22], in a study of participants from the 2016 GOMS, who were four-year university graduates, reported that job match positively affects job satisfaction. Another study by Lee [27], focusing on graduates from tourism-related departments using data from the 2018 GOMS, also found that job match positively influences job satisfaction. Furthermore, using data from the 2019 GOMS, Jeon and Nam [1] demonstrated that educational, skill, and major match have a positive (+) effect on job satisfaction. However, using data from the 2012 Youth Panel Survey by the Korea Employment Information Service, Seo et al. [42] found, for junior college graduates, that educational level alignment negatively impacted overall job satisfaction, distinguishing them from other groups. Ha [43] found that overeducation and over-skilling within job matches negatively impact job satisfaction, and these factors, mediated by job satisfaction, also have a statistically significant effect on turnover intention. A review of international research shows the following. Allen and Van der Velden [33] found that the mismatch between an individual’s available skills and the skills required for the job has a strong negative impact on job satisfaction. González et al. [44] found no significant relationship between educational level and job satisfaction in the hospitality industry but observed that lower educational levels were associated with higher organizational commitment among employees. Heriyanto et al. [45] studied employees in an information technology services company in West Jakarta and found that job mismatch does not significantly impact job satisfaction. In their study of Russian workers, Varshavskaya and Podverbnykh [46] found that educational mismatch did not reduce satisfaction with wages or job responsibilities. However, their findings suggest that overeducation negatively impacts non-monetary aspects of job satisfaction, such as job security, working conditions, work schedule, professional satisfaction, and moral satisfaction.

Based on the results of previous studies, it can be inferred that the more individuals perceive alignment with their majors, education, and skills, the more likely they are to experience a satisfying work life. However, these results may vary depending on the occupation and region. Therefore, this study proposes the following hypotheses to examine which aspects of job match improve job satisfaction among culinary graduates:

H2. 

Job match among culinary graduates positively (+) affects job satisfaction.

H2-1. 

Major match among culinary graduates positively (+) affects job satisfaction.

H2-2. 

Education matching among culinary graduates positively (+) affects job satisfaction.

H2-3. 

Skill matching among culinary graduates positively (+) affects job satisfaction.

3. Research Methodology

3.1. Subject of Analysis

This study utilized data from South Korea’s GOMS to analyze the impact of job match on turnover intention and job satisfaction among university graduates majoring in culinary studies. The GOMS is one of the most reliable sources for analyzing the occupational mobility of graduates in South Korea, as it includes a wide range of job-related data collected from a large sample, making it well suited for the purpose of this study. Based on GOMS data from the most recent three years, 383 individuals who majored in culinary studies were selected. This group included both wage workers and non-wage workers. Wage workers are classified into regular, temporary, and daily employees. In contrast, non-wage workers are categorized as self-employed with employees, self-employed without employees, and unpaid family workers. After excluding 99 individuals who did not belong to either the wage or non-wage worker categories, the data of 264 individuals were used for the analysis, excluding an additional 20 individuals who were aged 30 and above. In the GOMS, both wage workers and non-wage workers responded to questions on job match, turnover intention, and job satisfaction.

3.2. Measurement Tools

The measurement tools and coding methods are shown in

Table 1. Survey questions and recoding method.

Variable		Item	Measurement Scale	Variable Processing
Job match	Education match	How does the level of work in your current job compare to your educational level?	1 = The work level is very low 2 = The work level is low 3 = The work level is appropriate 4 = The work level is high 5 = The work level is very high	Responses of 1, 2, 4, and 5 were recoded as 0 to indicate mismatch, a response of 3 was recoded as 1 to indicate a match
	Skill match	How does the skill level required for the work you are doing in your current job compare to your skill level?
	Major match	How well do you think the content of the work you are doing in your current job matches your major (primary major) at the time of transfer or enrollment?	1 = Not matched at all	-
			2 = Not well matched
			3 = Neutral
			4 = Well matched
			5 = Very well matched
Job satisfaction		How satisfied are you overall with your current job (workplace)?	1 = Very dissatisfied 2 = Dissatisfied 3 = Neutral 4 = Satisfied 5 = Very satisfied	Arithmetic mean of two measured items
		How satisfied are you overall with your main work (duties)?
Turnover intention		Are you currently preparing to change jobs (transfer)?	1 = Yes 2 = No	-

. To measure job match, job satisfaction, and turnover intention among culinary graduates, this study employed the survey items used in GOMS. First, to measure job match, this study utilized responses from three items in the GOMS that inquire about the match between current job duties and education, skills, and majors. The items measuring educational and skill match asked respondents to rate the level of work from 1 (“The work level is very low”) to 5 (“The work level is very high”). Responses indicating very low or high work levels were recoded as 0 to indicate a mismatch, while responses indicating an appropriate work level were recoded as 1 to indicate a match. The item on major match used a 5-point Likert scale (1 = “Not matched at all” to 5 = “Very well matched”) and was used without recoding.

To measure job satisfaction among culinary graduates, this study used two items from the GOMS that asked about satisfaction with their current job (workplace) and main work (duties). Both items were measured using a 5-point Likert scale, and their mean was calculated for use in this study.

Finally, to measure turnover intention among culinary graduates, this study utilized a GOMS item that asks wageworkers whether they are currently preparing to change jobs (transfer). This item was measured on a binary scale (1 = Yes, 2 = No).

3.3. Analysis Method

Data analysis was conducted using IBM SPSS Statistics for Windows version 27. The specific analysis methods were as follows: Cross-tabulation analysis was conducted to examine the relationship between demographic characteristics, educational match, skill match, and turnover intention. Independent sample t-tests were used to analyze differences in job satisfaction and major match employment based on turnover intention. Logistic regression analysis was employed to assess the impact of job match on turnover intention, while multiple regression analysis was used to evaluate the effect of job match on job satisfaction. Finally, a multiple response analysis was conducted to examine the key considerations when choosing a current job and the reasons for intending to change jobs among respondents with turnover intention.

4. Analysis Results

4.1. The Relationship between Demographic Characteristics, Job Match, and Turnover Intention

The results of the cross-tabulation analysis conducted to examine the relationship between turnover intention and demographic characteristics, as well as job match employment, among culinary graduates of wageworkers are presented in

Table 2. Results of cross-tabulation analysis between turnover intention, demographic characteristics, and job match.

Category		Turnover Intention		Total	χ2
		Yes	No
Gender	Male	38 (24.8%)	115 (75.2%)	153	0.526
	Female	32 (28.8%)	79 (71.2%)	111
Age	Under 25 years old	47 (29.2%)	114 (70.8%)	161	1.518
	25 years old and above	23 (22.3%)	80 (77.7%)	103
School Type	2–3 year college	48 (25.0%)	144 (75.0%)	192	0.829
	4-year college	22 (30.6%)	50 (69.4%)	72
Location	Seoul	3 (75.0%)	1 (25.0%)	4	7.715
	Gyeonggi	27 (29.0%)	66 (71.0%)	93
	Chungcheong	14 (31.8%)	30 (68.2%)	44
	Gyeongsang	20 (22.0%)	71 (78.0%)	91
	Jeolla	6 (18.8%)	26 (81.3%)	32
Education and job	Mismatch	33 (34.0%)	64 (66.0%)	97	4.433 *
	Match	37 (22.2%)	130 (77.8%)	167
Skills and job	Mismatch	34 (35.8%)	61 (64.2%)	95	6.551 *
	Match	36 (21.3%)	133 (78.7%)	169
Total		70 (26.5%)	194 (73.5%)	264

Note: * p < 0.05.

.

First, educational and skill matches were found to have a significant relationship with the turnover intention of culinary graduates. Among those whose current job level did not match their educational level, 34.0% expressed turnover intention, which was higher than the 22.2% observed among those whose job level matched their education level (chi-square value = 4.433, p-value = 0.035). Similarly, 35.8% of those whose current job skill levels did not match their own reported turnover intentions, compared to 21.3% of those whose job and skill levels were congruent (chi-square value = 6.551, p-value = 0.011).

However, no statistically significant relationships were found between turnover intention and demographic variables such as gender, age, type of university, and university location.

4.2. Analysis of Mean Differences in Job Satisfaction and Major Match Based on Turnover Intention

The results of the independent sample t-tests conducted to analyze the differences in job satisfaction and major match based on turnover intention are presented in

Table 3. Analysis of mean differences in job satisfaction and major match by turnover intention.

		Job Satisfaction		Major Match
		Mean ± SD	t	Mean ± SD	t
Turnover intention	Yes	3.24 ± 0.67	−4.9291 **	3.06 ± 1.40	−2.597 *
	No	3.74 ± 0.75		3.51 ± 1.19

Note: * p < 0.05, ** p < 0.001.

. The analysis indicates that the job satisfaction of graduates without turnover intention (m = 3.74, SD = 0.75) is higher than that of graduates with turnover intention (m = 3.24, SD = 0.67) (t = −4.929, p < 0.001). Additionally, the major match of graduates without turnover intention (m = 3.51, SD = 1.19) is higher than that of graduates with turnover intention (m = 3.06, SD = 1.40) (t = −2.597, p < 0.01).

4.3. The Impact of Major, Educational, and Skill Match on Turnover Intention

The results of the logistic regression analysis conducted to examine the impact of job match employment on turnover intention among culinary graduates are presented in

Table 4. The effects of major, education, and skill matches on turnover intention.

Variable	B	S.E.	Wald	df	exp(β)	95% Confidence Interval for exp(β)
						Lower Limit	Upper Limit
Major Match	0.224	0.111	4.051 *	1	1.251	1.006	1.555
Education Match	0.203	0.369	0.303	1	1.225	0.594	2.528
Skill Match	0.472	0.372	1.613	1	1.604	0.774	3.324
Constant	−0.125	0.394	0.100	1	0.883

Note: −2LL = 294.499; chi-square = 10.884 (df = 3, p = 0.012); Hosmer–Lemeshow = 3.775 (df = 7, p = 0.805); Cox and Snell R² = 0.04; Nagelkerke R² = 0.059; classification accuracy = 73.5%; * p < 0.05, exp(β) = exponentiated regression coefficient.

. The model fit of logistic regression is typically assessed using the −2 log likelihood (−2LL) value and the Hosmer–Lemeshow test. First, the −2LL value was 294.499, and the chi-square value was 10.884 (df = 3, p = 0.012), indicating that the model was statistically significant. This result means that the model with added variables for major, education, and skill match explains turnover intention much better than the basic model. Additionally, the p-value of the Hosmer–Lemeshow test was 0.805, which is greater than 0.05. This result means that the research hypothesis is rejected, which suggests that the model including the variables for major, education, and skill match does not adequately explain turnover intention. The null hypothesis, indicating that the model is appropriate, is accepted. Although the model’s explanatory power, as indicated by the Cox and Snell R² value of 0.04 and the Nagelkerke R² value of 0.059, was somewhat low, the classification accuracy was 73.5%. This result means that using the variables of major, education, and skill match, the model could accurately predict whether culinary arts graduates were likely to leave or not in 73.5% of the cases.

The results show that the major match employment variable has a statistically significant impact on turnover intention (Wald = 4.051, p = 0.044). In logistic regression, the exp(β) value should be interpreted for variables that show statistical significance. Exp(β) indicates how the dependent variable’s probability (or odds ratio) changes when the independent variable increases by one unit. Specifically, for every 1-unit increase in major match employment, the likelihood of not leaving the job increases by 1.251 times. Therefore, Hypothesis 1-1 was supported. By contrast, educational match employment (Wald = 0.303, p = 0.582) and skill match employment (Wald = 1.613, p = 0.204) did not significantly affect turnover intention, leading to rejecting Hypotheses 1-2 and 1-3.

4.4. The Impact of Major, Educational, and Skill Match on Job Satisfaction

The results of the multiple regression analysis conducted to examine the impact of major-, education-, and skill-matched employment on job satisfaction among culinary graduates are presented in

Table 5. The effects of major, education, and skill matches on job satisfaction.

Model	Unstandardized Coefficients		Standardized Coefficients	t	Collinearity Statistics
	B	S.E.	Beta		Tolerance	VIF
(Constant)	2.974	0.134		22.147 *
Major match	0.194	0.036	0.322	5.350 *	0.953	1.050
Education match	−0.106	0.118	−0.067	−0.894	0.610	1.640
Skill match	0.063	0.120	0.040	0.525	0.599	1.670

Note: R = 0.323; R² = 0.104; adjusted R² = 0.094; F = 10.112; p < 0.001. * p < 0.001.

. First, the model’s fit was evaluated, and the coefficient of determination (R) was found to be 0.323, with an adjusted R² of 0.094. This indicates that the overall model explains approximately 9.4% of the variance in job satisfaction. Additionally, the F-test results showed that the F value was 10.112 and the p-value was less than 0.001, indicating that the overall model is statistically significant.

Examining the relationship between the independent variables and job satisfaction, major match employment was found to have a positive effect on job satisfaction (B = 0.194, t = 5.35, p < 0.001). This means that the better the major match, the higher the job satisfaction. Therefore, Hypothesis 2-1 was supported. In contrast, education-matched employment (B = −0.106, t = −0.894, p > 0.05) and skill-matched employment (B = 0.063, t = 0.525, p > 0.05) did not significantly affect job satisfaction, leading to rejecting Hypotheses 2-2 and 2-3.

4.5. Multiple Response Analysis of Key Considerations When Choosing the Current Job

The results of the multiple response analysis of the key factors considered by culinary graduates who indicated an intention to change jobs when choosing their current job are presented in

Table 6. Analysis of multiple responses for major considerations when choosing current job.

Consideration	1st Priority		2nd Priority		Weighted Sum (a + b)	Rank
	n (%)	Weighted Score (a)	n (%)	Weighted Score (b)
Salary	29 (41.4%)	5800	7 (10%)	700	6500	1
Working hours	8 (11.4%)	1600	24 (34.3%)	2400	4000	2
Personal aptitude and interest	8 (11.4%)	1600	12 (17.1%)	1200	2800	3
Relevance to major studied	11 (15.7%)	2200	4 (5.7%)	400	2600	4
Workload	1 (1.4%)	200	4 (5.7%)	400	600	7
Working environment	3 (4.3%)	600	6 (8.6%)	600	1200	5
Promotion opportunities	3 (4.3%)	600	0 (0%)	0	600	7
Commute distance	5 (7.1%)	1000	1 (1.4%)	100	1100	6
Job’s social reputation	1 (1.4%)	200	1 (1.4%)	100	200	11
Other	1 (1.4%)	200	0 (0%)	0	200	11
Task difficulty	0 (0%)	0	4 (5.7%)	400	400	10
Personal development potential	2 (2.9%)	400	0 (0%)	0	200	11
Job stability	0 (0%)	0	5 (7.1%)	500	500	9
Company size	1 (1.4%)	200	0 (0%)	0	100	14
Total	70 (100%)		70 (100%)

Note: The first priority was assigned a weight of 200 and the second priority was assigned a weight of 100.

. The analysis revealed that income (weighted sum = 6500) was the most frequently considered factor. This was followed by working hours (weighted sum = 4000), personal aptitude and interests (weighted sum = 2800), relevance to the major field of study (weighted sum = 2600), and work environment (weighted sum = 1200).

Company size (weighted sum = 100) was the least considered factor, followed by job social reputation (weighted sum = 200), personal growth potential (weighted sum = 200), other factors (weighted sum = 200), and task difficulty (weighted sum = 400).

4.6. Multiple Response Analysis of Reasons for Intending to Change the Current Job

The results of the multiple response analysis of the reasons culinary graduates who indicated an intention to change jobs considered leaving their current positions are presented in

Table 7. Analysis of multiple responses for reasons for considering leaving current job.

Reason for Leaving	1st Priority		2nd Priority		Weighted Sum (a + b)	Rank
	n (%)	Weighted Score (a)	n (%)	Weighted Score (b)
Low salary	21 (30.0)	4200	11 (15.7)	1100	5300	1
Lack of prospects	13 (18.6)	2600	15 (21.4)	1500	4100	2
Poor working conditions	6 (8.6)	1200	5 (7.1)	500	1700	4
Work doesn’t match my aptitude	4 (5.7)	800	7 (10.0)	700	1500	5
Job insecurity or contract termination	5 (7.1)	1000	3 (4.3)	300	1300	6
Potential restructuring	1 (1.4)	200	2 (2.9)	200	400	12
Mismatch of skills or competency levels	2 (2.9)	400	5 (7.1)	500	900	9
Mismatch with major studied	2 (2.9)	400	3 (4.3)	300	700	10
Conflicts with colleagues or supervisors	3 (4.3)	600	5 (7.1)	500	1100	7
Lack of fulfillment in current job	6 (8.6)	1200	8 (11.4)	800	2000	3
Long commuting times	1 (1.4)	200	1 (1.4)	100	300	13
Family circumstances (including childcare, household burdens, etc.)	2 (2.9)	400	1 (1.4)	100	500	11
Other	4 (5.7)	800	3 (4.3)	300	1100	7
None	-	-	1 (1.4)	100	100	14
Total	70 (100.0)		70 (100.0)

Note. The first priority was assigned a weight of 200 and the second priority was assigned a weight of 100.

. The analysis revealed that the most significant reason for the intention to leave was low salary (weighted sum = 5300). This was followed by a lack of future prospects (weighted sum = 4100), lack of fulfillment in the current job (weighted sum = 2000), poor working conditions (weighted sum = 1700), and a mismatch between job and personal aptitude (weighted sum = 1500).

The least significant reason was long commuting hours (weighted sum = 300), followed by concerns about being targeted for or anticipating layoffs (weighted sum = 400), personal circumstances, such as family responsibilities (including childcare and household duties) (weighted sum = 500), and a mismatch between the job and what was learned in school (weighted sum = 700).

5. Discussion

This study aimed to analyze the impact of job match on turnover intention and job satisfaction among culinary graduates. Using data from the GOMS, the analysis included 264 culinary graduates. The goal was to derive insights that could contribute to reducing turnover rates and improving job satisfaction. The results of the analysis are summarized as follows.

First, the study confirmed that the better the match between major and job, the lower the turnover intention (Wald = 4.051, p = 0.044, exp(β) = 1.251). This finding is consistent with the findings of Gu and Kim [28] and Jeon and Nam [1].

Second, the primary reasons for considering turnover were low salaries, lack of job fit, and uncertainty about future prospects within the organization. These results align with the findings of previous studies [47,48], which also indicate that job security and income significantly impact the job satisfaction of hospitality industry graduates. This finding suggests that employees who perceive a poor match with their jobs find it difficult to feel a sense of accomplishment in their current positions.

Third, job satisfaction was closely related to job match, with a higher match between major and job leading to increased job satisfaction (B = 0.194, t = 5.35, p < 0.001). This result aligns with the findings of Bae and Park [31] and Jeon and Nam [1], who reported that sub-factors of job match positively affect job satisfaction.

Based on these findings, the following academic and practical implications can be proposed. This study conducted a practical analysis of the impact of major–job match on turnover intention and job satisfaction among culinary graduates. By specifically identifying the challenges faced by chefs when there is a lack of alignment between their major and job, the study offers new perspectives on turnover intention and job satisfaction. In particular, it provides important academic evidence for job placement and career management in the culinary field by highlighting the issue of job mismatch and causes of turnover that have not been fully addressed in previous research.

The practical implications are as follows. First, the analysis indicates that turnover intention increases when culinary graduates perceive a mismatch between their majors and jobs. This reflects the reality that many culinary workers are placed in positions that do not align with their abilities or backgrounds. Therefore, improving job placement strategies through collaboration between educational institutions and industries is crucial. Ensuring workers are suited to their qualifications could help reduce turnover rates and increase job satisfaction.

Second, culinary graduates who do not find jobs aligned with their major may experience lower job satisfaction, so focusing on career exploration support and enhanced collaboration with educational institutions is particularly important. To help culinary students understand the connection between their major and job choices, educational institutions and companies should collaborate to offer various career exploration programs and mentoring opportunities within the culinary field. In this way, culinary graduates can bridge the gap between their expectations and the realities of their jobs, leading to increased job satisfaction. This approach can enhance the likelihood of culinary graduates entering roles that match their major, ultimately improving their long-term job satisfaction and career stability.

Third, in practice, the primary reasons for turnover among workers in the culinary field were low salaries, lack of personal fit, and lack of interest in the job. Companies should establish more competitive compensation structures and provide job placements and career development opportunities that reflect employees’ aptitudes and interests. In this way, companies can create a more satisfying work environment where employees feel valued and motivated, ultimately reducing turnover intentions and enhancing overall job satisfaction.

Despite the meaningful implications of this study, it has several limitations. First, the study is limited to graduates of culinary arts programs. This limitation makes it difficult to compare results with graduates from other academic disciplines, thus hindering the generalizability of the findings. In addition, the study did not examine differences between graduates of two-year and four-year culinary programs. Future research should focus on comparative studies across different fields of study and educational institutions (two-year and four-year programs) to explore how educational background affects the relationship between job–major fit, job satisfaction, and turnover intentions. Second, this study did not distinguish between wage workers and non-wage workers. As a result, it may have failed to differentiate the effects of job match on job satisfaction and turnover intention based on employment status. Future research should thoroughly explore these differences in employment types to provide a more comprehensive and practical analysis of the relationships between job match, job satisfaction, and turnover intention. Third, while this study focused on the relationship between job match, turnover intention, and job satisfaction, it did not fully consider other factors within organizations, such as organizational culture or relationships with supervisors, that may also impact job satisfaction. Further research incorporating these multidimensional factors should be conducted.