• Journal of Distribution Research
• /
• v.9 no.2
• /
• pp.45-73
• /
• 2004

The goal of this study is to broaden our understanding about the antecedents for job turnover intention of salesforces. In addition to the previously studied antecedents such as job performance, satisfaction, organizational commitment, in this study we are particularly interested in the variable of alternative attractiveness which is often studied in social exchange theory, Thus, we suggest a model with a new antecedent for job turnover intention by introducing alternative attractiveness. We collected and analyzed the data from the survey on the 178 salespeople at the life insurance companies. We find the alternative attractiveness as an significant antecedent for the turnover intention. Specifically, the more attractive the alternative the greater the intention of turnover. However, we also find that the salesforces are less attracted to the alternative if they are satisfied with their works, Therefore, we believed this research can be a seminary work with the relational perspective for the studies of salesforce management.

• Journal of the Korea Convergence Society
• /
• v.11 no.10
• /
• pp.257-266
• /
• 2020

The purpose of this experimental study was to examine the effects of attitude similarity and ingroup/outgroup membership on interpersonal attraction. 2(Attitude similarity: Similar/Dissimilar) × 2(Group membership: Ingroup/Outgroup) between-subject design was used. The results revealed the significant main effect of attitude similarity. That is, participants preferred a person who had similar attitude with him/herself compared to the person who had dissimilar attitude. Furthermore, the significant 2-way interaction effect revealed that attitude similarity produced greater attraction for ingroup than for outgroup members and attitude dissimilarity produced stronger repulsion effects for ingroup than for outgroup members. These results could contribute to workplaces and organizations by suggesting that considering attitude similarity between team members could be a way to improve organizational productivity. The necessity for expanding these results to research on work-team performance and improvement of organizational productivity was discussed.

• Proceedings of the Korean Association for Survey Research Conference
• /
• 2005.12a
• /
• pp.221-245
• /
• 2005

This research introduced the concept of 'alternative attractiveness' derived from the social exchange theory to the research model predicting turnover intention among salesforce. By doing so, we tried to broaden the understandings of relationship between salesperson job attitude and salesperson behavior. We collected and analysed the data from the survey on the 178 salespeople employed at the life insurance companies. We found the alternative attractiveness to be a significant antecedent of the turnover intention. Specifically, the more attractive the alternative the greater the intention of turnover. However, we also found that the salesforces are less attracted to the alternative if they are more satisfied with their jobs. Finally, this research can be a seminary work with the relational perspective for the studies of salesforce management.

• Science of Emotion and Sensibility
• /
• v.26 no.2
• /
• pp.67-84
• /
• 2023

Gender diversity policies aim to reduce institutional discrimination in a male-dominated society and the underutilization of women in terms of the economy. Extant gender diversity literature has focused on gender diversity policies premised on women being treated as a minority. However, since women-centered occupational groups do exist, women cannot be considered an absolute minority. Therefore, we explored the gender difference in job seekers' reactions to a diversity policy favorable to men. The experiment divided participants into 2 (Gender: Male, Female) × 2 (Diversity: Favorable, Unfavorable), canvassing 329 college students (156 male, 173 female). Participants evaluated the organizational justice and organizational attractiveness of the virtual company by looking at the diversity cues presented in the job posting seeking new employees. As a result, it was confirmed that if the diversity cues presented in the job posting were favorable (vs. unfavorable) to the individual, the organization's distribution justice and procedural justice perceptions were generated differently according to the gender of the job seeker. Moreover, female job seekers perceived distribution justice and procedural justice as higher than male job seekers when they encountered diversity cues that were favorable (vs. unfavorable) to them. In addition, the relationship between diversity cues and organizational attractiveness was mediated by the perception of organizational justice, and this mediating effect was moderated by gender. For women, on the one hand, the mediating effect through the perception of distributive justice and procedural justice was significant in the relationship between diversity cues and organizational attractiveness. On the other hand, the mediating effect alone through the perception of procedural justice was significant for men. Our findings suggest that identical diversity managements are distinguished by individuals' social status or affiliation and may even result in differentiated behaviors.

• Korean Journal of Culture and Social Issue
• /
• v.30 no.2
• /
• pp.101-120
• /
• 2024

Due to the expanding roles of corporations, the significance of Corporate Social Responsibility (CSR) has escalated, fostering continued efforts for organizations to integrate CSR into the context of recruitment. Additionally, demand for CSR authenticity is increasing. Damaged CSR authenticity can give rise to negative consequences, but research on the CSR authenticity is lacking, particularly within the realms of job search and recruitment. Consequently, this study aimed to investigate whether organizational attractiveness varies with CSR authenticity (high CSR authenticity, low CSR authenticity, and control conditions) through a scenario design. Additionally, the study examined the mediating effects of value congruence, as well as the moderating effect of moral identity in this relationship. Conducted among 300 undergraduate students, the results indicated that the organizational attractiveness was highest in the high CSR authenticity condition, followed by the control condition, and the lowest in the low CSR authenticity condition. However, the difference between the high CSR authenticity condition and the control condition was not statistically significant. PROCESS macro was employed to analyze the mediating model of value congruence. The results revealed that the mediating effect of value congruence was significant across all conditions. In sequence, examining the moderating effect and the moderated mediating effect of moral identity, it was found that these effects were significant in the high CSR authenticity condition in comparison to the other conditions. The findings of this study suggest the importance of considering CSR authenticity in the context of job search and recruitment and also, provides an insight into the mechanism through which CSR authenticity influences organizational attractiveness.

• Culinary science and hospitality research
• /
• v.16 no.1
• /
• pp.112-126
• /
• 2010

The purpose of this study is to understand the effect of employees' physical attractiveness in foodservice companies on interpersonal relationship, job satisfaction and organizational citizenship behavior and the moderating effect of gender and company types. Based on total 553 samples obtained from the empirical research, this study reviewed reliability and the fitness of a research model and verified total 3 hypotheses using the Amos program. The hypothesized relationships in the model were tested simultaneously by using a structural equation model(SEM). The proposed model provided an adequate fit to the data, $x^2$(df 179)=627.230, p<0.01, CMIN/DF 3.504, RMR 0.228, GFI 0.903, AGFI 0.875, NFI 0.935, CFI 0.953, RMSEA 0.067. SEM resulted that the employees' physical attractiveness(face attractiveness: $\beta=0.213$; body attractiveness: $\beta=0.111$) showed a significant effect on interpersonal relationship, and interpersonal relationship($\beta=0.375$) had a significant effect on job satisfaction. Also, job satisfaction($\beta=0.756$) had a significant effect on organizational citizenship behavior. As a result of analyzing the moderating role, the effect of the employees' physical attractiveness in foodservice companies on interpersonal relationship, job satisfaction and organizational citizenship behavior was moderated by both of gender and company types. Limitations and future research directions are also discussed.

• The Journal of the Korea Contents Association
• /
• v.21 no.9
• /
• pp.209-220
• /
• 2021

The purpose of this study is to examine the effect of donation campaigns ambassador model in non-profit organizations. To analyze the research hypothesis, the independent variables (high awareness-high expertise, high awareness-low expertise, low awareness-expertise, low awareness-low expertise) and the dependent variables (source credibility, message credibility, attitude toward the organization, and donation intention) were measured. Interaction effect was found on the source credibility, message credibility, and donation intention. The interaction effect showed that public perceived positively if the ambassador has high cognition level on the condition of low expertise. However, the attitude toward the organization according to the PR ambassador type was not significant. The study suggested that the non profit organization would better use the ambassador of high cognition rather than expertise.

• JOURNAL OF ELECTRICAL WORLD
• /
• s.399
• /
• pp.82-89
• /
• 2010

'1초 경영' EQUAL 임인배(효택전기안전공사 사장) 이 같은 등식이 자연스럽게 연상되고, 성립될 만큼 '1초 경영'의 효과는 전기안전공사 조직문화와 전 사업분야에서 메가톤급 영향력을 발휘하며, 괄목할만한 성과를 창출해 내고 있다. 임인배 사장이 안전공사 CEO에 부임한지 1년 6개월이 넘어선 현 시점에서 '1초 경영'은 전기안전공사 영역을 뛰어넘어 대학, 중소기업에서도 강연이 쇄도하는 등 가히 폭발적이고 혁신적인 전이(轉移)상황이 도처에서 연출되고 있다. 뚝심 있는 강한 승부사의 모습과 귀공자 타입의 모던한 멋이 혼재된 듯한 묘한 매력을 발산하며, 인터뷰에 응한 한국전기안전공사의 임인배 CEO를 명일동 본사 사옥 3층 사장 접견실에서 만났다.

• Journal of Korean Academy of Nursing Administration
• /
• v.19 no.2
• /
• pp.207-216
• /
• 2013

연구목적: 본 연구는 병원간호사에게 보다 편안하고 건강한 업무환경을 제공하는 것의 중요성을 병원관리행정가, 교육가, 간호관리자에게 알려주는데 필요한 기초 자료를 제공하고자 수행하였다. 연구방법: 연구진행에 동의한 5개의 종합병원을 선정하여 구조화된 설문지를 이용하여 2010년 7월에 자료를 수집하였다. 연구결과: 직무만족도에 가장 큰 영향을 미치는 요인으로는 간호실무환경으로 긍정적인 영향을 미치는 것으로 나타났으며, 그 다음은 업무-가족 갈등으로 부정적 영향을 미치는 것으로 나타났다. 설명변수는 직무만족도를 39% 설명하는 것으로 나타났다. 결론: 본 연구의 결과 간호실무환경과 업무-가족 갈등이 간호조직에서의 성과인 직무만족도에 중요한 요인으로 나타났다. 따라서 업무환경을 더 매력적으로 만들고, 업무-가족 갈등을 감소시키는 전략은 경력간호사의 보유와 질적 간호를 향상시키는데 도움이 될 것이다.

• Fashion & Textile Research Journal
• /
• v.13 no.1
• /
• pp.107-115
• /
• 2011

This study analyzes how the person-environment fit on organization attractiveness, commitment, and job satisfaction in TV home shopping companies. The survey was conducted from May 3 to 31 in 2010, and 350 responses were used in the data analysis. The statistical analysis methods were frequency analysis, factor analysis, reliability analysis, and multiple regression analysis. The results show that person-environment fit of TV home shopping companies is composed of person-job fit, person-supervisor fit, and person-organization fit. The person-job fit, person-supervisor fit, and person-organization fit of TV home shopping companies influence the organization attractiveness and commitment. The organization attractiveness and commitment affect the job satisfaction in TV home shopping companies.