• Fashion & Textile Research Journal
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• v.15 no.5
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• pp.694-703
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• 2013

A variable dress design can be an alternative to satisfy a consumer need for diverse expression and self-realization at a lower cost factor. In the area of wedding dress, the change in the trend of wedding culture (which tends to demand more units of wedding dress) makes the cost factor more important in the purchase selection. A variable design has a clear advantage for wedding dresses and the wedding industry. This is the first research on a variable design that focuses on wedding dresses. This research develops a variable wedding design which respects consumer preferences independent of a variable wedding dress design that presents a new shape of silhouette or the development ofa new wedding dress materials. A survey on the supply side was conducted to examine market preferences by first browsing the Naver portal site and then checking the websites of major wedding dress suppliers. A questionnaire survey was conducted with a sample of 348 brides-to-be that inquired on wedding dress selection factors and purchase patterns. The survey shows that consumers prefer mermaid and A-line silhouettes, silk material, white-ivory color, and tube top necklines. The result conforms to the types commonly found in the designs of suppliers. We apply a detachable design to a basic mermaid silhouette and implemented change for 7 kinds of styles -based on the result of the survey. We suggest a variable wedding dress design as a new means to solve the cost concern and the customer need for diverse expression. The research represents a new life style for wedding culture and facilitates the development of the wedding industry.

• Fashion & Textile Research Journal
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• v.8 no.1
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• pp.55-63
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• 2006

The purpose of this study examines difference of cunsumer satisfaction by expected selection attribute of wedding dress and bride make-up. It is looking into influencing variables in consumer satisfaction, and is supplying real information to wedding market. The subjects of this study were 241 women getting married within one year of Daegu. The data were analyzed by using frequency, mean, the standard deviation, ANOVA, duncan test, correlation analysis, cross-analysis. Conclusion obtained from the results and discussions of the research are as follows: 1) In the attribution of expected selection according to occupation, blue-collar women are concerned about cost factor but they are low content with the perceptual satisfaction factor. 2) When selecting places for wedding dresses and wedding make-up, in the attribute of expected selection about the number of visiting the shop for wedding dresses and make-up, people who visit over 7 dress shops are highly interested in the appearance fancy degree, advertisements effect factors. But they are concerned with advertisements effect factor, cost factor in the perceptual satisfaction factor about wedding dress. Besides, the more they get chances to visit many dress shops, they are concerned with advertisements, cost factors, and satisfied with both the effect of advertisements and appearance factor degree in the attribution of expected selection about wedding make-up. 3) In the attribution of expected selection about the cost of wedding dresses and make-up, the lower the cost paid, people are interested in price factor. Furthermore, in the attribution of expected selection about the wedding dress and make-up cost, those who spent over 150 million Won are interested in quality, others influence factor, and the case of less than 120~150 million Won, people are highly interested in the appearance fancy degree, advertisements effect factor, and the women are satisfied with the advertisement effect factor in the perceptual satisfaction factor of wedding make-up.

• Journal of the Korean Society of Food Science and Nutrition
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• v.39 no.12
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• pp.1880-1892
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• 2010

The purposes of this study were to: a) provide evidence concerning the effects of emotional intelligence on job outcomes, b) examine the impacts of emotional intelligence on employee-related variables such as 'job satisfaction', 'organizational commitment', 'organizational performance', and 'turnover intention' c) identify the conceptual framework underlying emotional intelligence. A survey was conducted to collect data from foodservice managers (N=231). Statistical analyses were completed using SPSS Win (16.0) for descriptive analysis, reliability analysis, factor analysis, t-test, correlation analysis, cluster analysis and AMOS (16.0) for confirmatory factor analysis and structural equation modeling. The concept of emotional intelligence (EI) has been on the radar screens of many leaders and managers over the last several decades. The emotional intelligence is generally accepted to be a combination of emotional and interpersonal competencies that influence behavior, thinking and interaction with others. The main results of this study were as follows. The four EI (Emotional Intelligence) dimensions correlated significantly with age. The means of job satisfaction score were above the midpoint (3.04 point) scale. The organizational commitment score was above the midpoint (3.41 point) scale and was higher at 'loyalty' factor than 'commitment' factor. The means of organizational performance score were above the midpoint (3.34) scale. The correlations among the four EI (emotional intelligence) factors were significant with job satisfaction; organizational commitment, organizational performance and turnover intention. The test of hypothesis using structural equation modeling found that emotional intelligence produced positive effects on job attitude and job performance. Emotional intelligence enhanced organizational commitment, and in turn, managers' attitude produced positive effects on organizational performance; emotional intelligence also had a direct impact on organizational performance. This study has identified the effect of emotional intelligence on organizational performance and attitudes toward one's job.