• 한국유통학회지:유통연구
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• 제9권2호
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• pp.45-73
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• 2004

이 연구는 영업사원 이직의도에 영향을 미치는 선행변수들의 영향력 과정에 대한 이해의 폭을 넓혀보고자 하는 것을 목표로 한다 이 연구에서 기존 연구들에서 제시하고 있는 영업사원 이직의도의 선행변수인 직무성과, 만족, 조직몰입 이외에 사회교환이론에서 제시하고 있는 대안의 매력도라는 개념을 추가한 연구모형을 제시한다. 생명보험업계에 종사하고 있는 178명의 영업사원들로부터 자료를 수집하여 실증분석 한 결과, 이직의도에는 대안의 매력도가 직접적으로 긍정적인 영향을 미치는 것으로 나타났으며, 직무성과와 만족은 부정적인 영향을 미치는 것으로 나타났다. 하지만 직무성과 및 만족과 이직의도의 사이에서 중요한 매개변수 역할을 한다고 밝혀져 왔던 조직몰입의 영향력은 본 연구에서는 지지되지 않았다. 대안의 매력도와 조직몰입에는 직무만족만이 유의한 영향을 미치는 것으로 드러났다. 이 연구는 이직의도의 직접적인 선행요소로서 대안의 매력도의 역할을 규명했음에 그 첫 번째 공헌점이 있다. 두 번째로, 대안매력도 평가에 직무만족이 부정적인 영향을 미친다는 사실을 확인하였다. 세 번째는, 영업사원관리의 관계론적 관점에 대한 국내 연구자들의 관심을 촉진하는 계기가 될 수 있을 것이다.

• 유통과학연구
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• 제18권12호
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• pp.79-90
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• 2020

Purpose: This study aims to explore the service improvement and marketing strategy to measure the effect of the DISC (dominance, influence, steadiness, conscientiousness) behavior type of hair salon workers on service quality and marketing. Research design, data and methodology: 236 responses were analyzed by distributing questionnaires to hair salon workers through SNS. Factor analysis and reliability analysis were applied and the influence of job factors on work satisfaction and turnover intention, and the statistical significance of the DISC behavioral type adjustment effect verified. Results: First, among the general characteristics of the survey subjects, the most common respondents were women and interns in their twenties, with less than four years of experience and less than three years of work experience on site. Second, the working environment, employee relations and compensation policies caused by work-related factors have shown a major influence on work satisfaction. Third, the working environment and human relationships among the job factors have an impact on turnover intention. Conclusions: The working environment, human relations, and compensation system derived as job factors had a crucial effect in service quality and marketing on job satisfaction, and among job factors, working environment and human relations had a significant influence on turnover intention.

• 유통과학연구
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• 제12권10호
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• pp.109-121
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• 2014

Purpose - Most studies related to emotional labor have been conducted in the low-contact service industry rather than the high-contact service industry. Since the subjects of this study were golf service assistants, working in an industry in which the interaction and contact between customers and employees are considerable and the degree of customization is high, this study is significant. Thus, we would like to focus on the relationship between the humor style of golf service assistants and emotional labor. Humor style was divided into two styles-adaptive humor and maladaptive humor. Emotional labor was divided into two dimensions-surface acting and deep acting. In addition, we identify the relationship between emotional labor, job satisfaction, and turnover intention. Research design, data, & methodology - This study focuses on the humor styles in the golf service industry, among golf service assistants, on their emotion labor, and verifies the relationship between emotion labor and work satisfaction or job turnover intention. Based on the outcome, a total of four hypotheses were set up. To verify the hypotheses, surveys were conducted on the golf service assistants working in two golf fields in the region of Busan as well as its neighboring area. A total of 250 copies of the questionnaire were distributed. Subsequently, a total of 227 valid questionnaire copies, after excluding improper responses, were used in the analysis. After verifying the reliability and feasibility of variances, Amos 18.0 was used to implement the structure method so as to verify the study hypotheses. As a result of this analysis, the suitability of the entire model was considerably appropriate to the standard value, and the level is adequate to accommodate the study model completely. Results - First, it was found that the adaptive humor of golf service assistants had a positive effect on deep acting and maladaptive humor had a positive effect on surface acting. Second, It was found that employees' satisfaction with their job was reduced through surface acting, and those employees who experienced positive emotional labor in the form of deep acting were more satisfied with their job. Third, surface acting among employees increased turnover intention, but deep acting reduced it. Finally, the relationship between job satisfaction and the turnover intention of golf service assistants in the golf service industry was examined. Conclusions - First, the adaptive humor of the golf assistants in the golf service industry had a positive effect on their expression behavior. Second, deep acting increased their job satisfaction while their surface acting had a noticeably negative effect on their job satisfaction. Third, the surface acting of the emotion labor dimensions that the golf service assistants experience increases their turnover intention while their deep acting decreases their turnover intention. Finally, when analyzing the relationship between job satisfaction and turnover intention of the golf service assistants, it was found that the turnover intention decreased when their job satisfaction is increased.

• 유통과학연구
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• 제14권12호
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• pp.141-151
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• 2016

Purpose - Salesperson perceptions of the fairness and accuracy of a performance evaluation system were examined by managerial and professional employees of large organization. The performance evaluation process is central to many personal decisions such as attitude for job and sales performance. This study investigates the relationship between perceived evaluation fairness, job satisfaction, organizational commitment, and sales performance. The main purpose of this study is to develop and empirically test a comprehensive model of salespersons' perceived evaluation fairness on sales performance. For this purpose, we identified the structural relationship between perceived evaluation fairness, job satisfaction, organizational commitment, and sales performance. Also we investigate the mediating effects on job satisfaction and organizational commitment between perceived evaluation fairness and sales performance. Research design, data, and methodology - To empirically test these relationships, data were collected by in-depth interviews from sales managers and questionnaire surveys from 300 salespersons who work for sales area (credit card company, insurance company). Demographically, the overall sample was 91.6% female, 77.9% 30s and 40s, and 34% college educated, with an average tenure with their present organizations of 4 years. The questionnaire was composed of total 20 items dealing with frequency, quality, and consequences of perceived evaluation fairness, job satisfaction, organizational commitment, and sales performance. To test the research hypotheses, collected data analyzed by confirmatory factor analysis (CFA) and structure equation model (SEM). Results - Through extensive and rigorous literature review process of related literature(Perceived evaluation fairness, Job satisfaction, Organizational commitment, Sales performance), research model and research hypothesis was set up. This study obtains the following research results. First, perceived evaluation fairness has a positive effect on job satisfaction, whereas the effects of perceived evaluation fairness on organizational commitment and sales performance did not show statistically significant result. Second, job satisfaction and organizational commitment have complete mediating roles to the relationship between perceived evaluation fairness and organizational commitment, and relationship between perceived evaluation fairness and sales performance. Conclusions - Based on the results, salespersons' perceived evaluation fairness is one of the key independent variable for making high job satisfaction, organizational commitment, and sales performance. Finally the theoretical, managerial implication and research limitations are mentioned in the discussion.

• The Journal of Asian Finance, Economics and Business
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• 제3권1호
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• pp.43-48
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• 2016

The objective of this study is to investigate the effect of HR practices such as (Recruitment, empowerment, working condition and compensation) on Job satisfaction in the prospects of Hotel Industry of Pakistan. The sample size for this study was 100 employees who were selected through convenience sampling techniques. This study was restricted to 10 Hotels of Peshawar. Hypotheses of the study were tested through correlation and regression analysis to inspect the employee's satisfaction. The findings investigates that there is significant relationship between HR practices and job satisfaction. Moreover Recruitment and selection, empowerment and working condition have positive effect on job satisfaction, while compensation has negative effect on job satisfaction, which indicates that most of employees are not satisfied from payment of employer. Empirical findings concluded that best HR practices have significant and positive effect on employees job satisfaction. Therefore, it is suggested for HR manager to understand and implement the HR practices correctly to take good work from their employees.

• The Journal of Asian Finance, Economics and Business
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• 제6권4호
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• pp.213-225
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• 2019

As the recent tendency of career management has changed, companies have supported progressive career management and development of their employees internally. And strengthening job crafting is an effective activity not only to improve the work efficiency of the organizations but also to improve the job satisfaction and wellbeing of their employees. In these backgrounds, this paper aims to explore the components of job crafting for the multinational employees in order to emphasize the importance of job crafting and empirically analyze the influential relationship in terms of career success through career commitment and career attitude. Based on literature review the job crafting was defined with three components; task crafting, relation crafting, and cognitive crafting. A total of 336 survey data were analyzed for a total of 27 multinational corporations. As the analysis result the task crafting and cognitive crafting of multinational employees were shown to have an influence on career attitude, but relation crafting did not have any impact on career. It can be interpreted that the employees have self-directed career attitude through a method of showing visible performance based on their given jobs rather than having individual career management attitude through relationships between departments, organizational members, and supervisors.

• 디지털융복합연구
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• 제11권3호
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• pp.221-232
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• 2013

본 연구는 중소기업을 대상으로 조직공정성, 경영자특성을 독립변수로 설정하였고, 직무만족을 종속변수로 그리고 신뢰를 매개변수로 설정하여 독립변수와 종속변수 간에 어떠한 영향을 미치는지 실증적으로 규명하고자 하였다. 연구의 결과는 조직공정성의 분배공정성, 절차공정성, 상호작용공정성 모두 직무만족에 대해 정(+)의 영향을 미치며, 경영자특성의 리더십특성, 역량특성, 심리적 특성 모두 직무만족에 정적(+) 영향이 있어 종업원이 지각하는 신뢰를 통한 매개 효과도 있는 것으로 확인되었다. 즉, 종업원들의 직무만족 증진으로 업무의 효율과 능률을 제고시켜 결과적으로 기업의 생산성을 높여줄 것이고 장기적으로 기업의 수익성이 향상하게 될 것이다.

• The Journal of Asian Finance, Economics and Business
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• 제7권8호
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• pp.577-588
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• 2020

The study investigates by empirical methods the effect of motivation, leadership, and organizational culture on job satisfaction, and employee performance at Wahana Resources Ltd North Seram District, Central Maluku Regency, Indonesia. This examination intends to be a critical review for academics researching the field of human resources management (HRM). The study's sample consisted of 155 employees who were selected using the Proportionate Stratified Random Sampling method. At the same time, data were collected using a questionnaire and then analyzed using the Structural Equation Modeling on Amos. The results of data analysis showed that work motivation and organizational culture had a positive and significant effect on performance, but did not significantly influence employee job satisfaction. While leadership has a substantial impact on employee job satisfaction, it does not affect performance. The results of testing the coefficient of determination show that job satisfaction is influenced for 57.4% by motivation, leadership, and culture variables, while employee performance variables are influenced for 73.5% by motivation, leadership, culture, and job satisfaction variables. Other factors outside this study influence the rest. Motivation, leadership, and organizational culture of employees need to be improved to increase job satisfaction. Invariably, if employee job satisfaction increases, employee performance will also increase.

• The Journal of Asian Finance, Economics and Business
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• 제7권11호
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• pp.999-1007
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• 2020

This study aimed to investigate the influence of spiritual leadership on innovative work behavior and the effect of knowledge sharing on job crafting. Furthermore, the roles of knowledge sharing as a mediator for the impact of spiritual leadership on innovative work behavior, and job crafting as a mediator for the relationship between variables, were also examined. This research employed quantitative analysis, including the PLS-SEM approach; SMART-PLS, a measurement and structural equation model was employed to explain the relationship between variables, and the effect of mediation. The population study consisted of all lecturers at the Faculty of Economics and Faculty of Economics and Business at the PTKIN in East Java, Indonesia, comprising 220 randomly-selected samples. The result showed spiritual leadership does not directly influence innovative work behavior, while knowledge sharing directly affects job crafting. The findings indicated knowledge sharing mediates the impact of spiritual leadership on innovative work behavior, and the role of job crafting as a mediator for the relationship between variables was accepted. Therefore, this research confirms a positive influence of knowledge sharing on job crafting, and indicates both factors play an important role in mediating between variables, and are important for lecturers' innovative work behavior.

• The Journal of Asian Finance, Economics and Business
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• 제7권10호
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• pp.377-389
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• 2020

This research focuses on identifying and measuring key personality factors affecting the job performance of salesperson working in the machinery industry in Vietnam. A total number of 218 salesperson working in machinery industry were surveyed. After evaluating Cronbach's Alpha and using the regression analysis technique, the results show the impact level of personality trait factors affecting the job performance of salesperson working in machinery industry. Ordered from the highest to the lowest effects on job performance, these factors are: agreeableness, openness to experience, conscientiousness, extraversion, and neuroticism. Five research hypotheses are accepted. Specifically, openness to experience, conscientiousness, extraversion, and agreeableness have positive impacts on job performance of salesperson working in machinery industry in Vietnam. However, neuroticism has a negative impact on job performance of salesperson. This research results indicate the level of impact of personality traits on the sales staff performance in machinery industry. Many people apply to this profession as a career choice. Each occupation is suitable for certain personality trait, which changes very little during adulthood. Research also shows that each personality trait always has its strengths and weaknesses. The educational environment should create conditions for learners to develop their character in a natural way.