• The Journal of Industrial Distribution & Business
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• v.10 no.7
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• pp.29-37
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• 2019

Purpose - The purpose of this paper is to find out a range of cues that trigger employees to willingly make efforts for corporate development in small and medium enterprises. This was determined by assessing the effects of employees' value inclination on their job satisfaction and organizational citizenship behavior as well as how they perceived their organizational support. Research design, data, and methodology - A total of 126 valid questionnaire sheets collected from SME employees were analyzed with SPSS 24.0 and AMOS 24.0 involving simple regression analysis, multiple regression analysis, hierarchical moderated regression analysis and 3-step mediated regression analysis. Results - The analyses highlighted employees' personal value inclination had positive effects on their job satisfaction, which in turn enhanced their organizational citizenship behavior. Meanwhile, individualist and collectivist inclination exerted greater effects on job satisfaction and organizational citizenship behavior, respectively. The study also revealed that perceived organizational support moderated the relationship between job satisfaction and organizational citizenship behavior. Conclusion - Hence, CEOs in SMEs should avert any dichotomous analysis of their employees' value inclination, respect their personal value inclinations and also apply factors that could raise their job satisfaction. Likewise, it was shown that SME employees need to make personal efforts for organizational development.

• Asian Journal of Business Environment
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• v.5 no.4
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• pp.13-18
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• 2015

Purpose - Based on previous studies, this study extends current research and investigates whether the sub-factors of emotional intelligence increase job satisfaction or employee intrinsic and extrinsic motivation and perceived organizational support. Research design, data, and methodology - This study categorizes service employees' (consultants) emotional intelligence into four sub-factors: regulation of emotion, appraisal of emotion, utilization of emotion, and expression of emotion. The study then investigates the sub-factor effects on job satisfaction. A total of 353 valid questionnaires were collected. Results - The results of the path analysis showed that appraisal, utilization, and expression of emotion had a positive effect on intrinsic motivation, and utilization of emotion had a positive effect on extrinsic motivation. Extrinsic motivation had a positive effect on perceived organizational support and job satisfaction, and perceived organizational support had a positive effect on job satisfaction. Conclusion - As consultants' utilization of emotion is rendered as the ability to use emotion to improve performance, the conclusion is that such factors as monetary performance incentives are important in order to boost job satisfaction of the consultants.

• The Journal of Industrial Distribution & Business
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• v.12 no.1
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• pp.7-13
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• 2021

Purpose: Unemployment in its general form is a result stemming from the decisions of workers to search for a new and better paying job. In this study, the view that unemployed workers were not simply desiring any job, but one that would maximize their expected future outcome, was examined. Research design, data, and methodology: In order for collection of data and analysis, the panel dates of individual applications for job openings on job search websites were utilized to examine search effort and period for individuals. Results: It was found that the number of applications sent by a job seeker declined over their period of job searching, and that job seekers over a long duration of time tend to send relatively more applications per week throughout their entire search period. The latter finding contradicts the implications of the standard labor search effort models. Conclusions: It can be observed that these job search models fail to capture several key elements in search efforts, and that the search time for an offer is not entirely predetermined by the labor market conditions and socio-economic (individual) characteristics of the searcher. It can be shortened as he or she intensifies their job search efforts.

• Journal of Distribution Science
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• v.13 no.8
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• pp.49-59
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• 2015

Purpose - This purpose of this research is to verify the influence of the care workers' environment on their job satisfaction and on their voluntary behavior. Research design, data, and methodology - Data were collected from care workers at elderly medical and home care facilities in Korea in Seoul and Kyung-ki. Of 367 total respondents, 285 responses were used. This study performed exploratory factor analysis in order to verify the validity and credibility of the data. Regression analysis was conducted to verify the influence of the working environment, which encompasses the worker's relationship with the agency and with the elderly, on job satisfaction. Results - The hypothesis results were: First, from analyzing the influence of the working environment on the worker's job satisfaction, both relationship with the agency (p<.001) and relationship with the elderly (p<.05) positively affect job satisfaction; second, the exploratory analysis verifies the influence or the working environment on job satisfaction. Conclusions - The results indicate that the relationship with the agency (p<.001) and relationship with the elderly (p<.001) both positively affect the voluntary behavior of the workers.

• Journal of Distribution Science
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• v.18 no.4
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• pp.27-37
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• 2020

Purpose: This exploratory research is to give managerial implication to sales personal management. This study focused on antecedents of job satisfaction and organizational commitment specially in HRD programs and system by participation and effect toward job. Research design, data and methodology: This research focuses on relationship analysis among job satisfaction, organizational commitment and HRD programs of logistics and sales personnel in Korea. HRD program consider two parts one is participation and other is effect toward job. And three HRD program is included education & training, system and self-directed Learning. This study used 7th HCCP data from KRIVET and 748 employee data is analyzed. SPSS18 is used and frequency, reliability, correlation and regression analysis are conducted. Results: Result shows that job satisfaction is positively affected by education & training participation, HRD system participation and HRD system effect toward job. Organizational commitment is positively affected by education & training participation, HRD system participation, education & training effect toward job and HRD system effect toward job. However self-directed Learning participation negatively affect organizational commitment. Lastly job satisfaction partially mediates between HRD and organizational commitment. Conclusions: Based on the results, this paper provide implication to academic, practical HRD and suggest feature research.

• Journal of Distribution Science
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• v.14 no.8
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• pp.23-33
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• 2016

Purpose - The purpose of this study was to analyze the effects of education & training and organizational culture on job satisfaction and organizational commitment and then examine the difference that would appear depending on the job title in the case of Korean employees in the manufacturing industry. Research design, data, and methodology - Our sample consisted of 1,013 administrative employees in the manufacturing industry with data extracted from the 4th Human Capital Corporate Panel (2011) survey. Descriptive statistics and multiple regression analysis were conducted. Results - Results showed that education & training had positive effect only on job satisfaction while organizational culture had positive effect on both job satisfaction and organizational commitment. Components under education & training (duration of the formal learning, efficacy of formal learning and efficacy of informal learning) and organizational culture (equity, communication, talent recognition, innovation) that were found to be affecting job satisfaction and organizational commitment revealed to be different depending on the hierarchical position of the employee. Conclusions - Different approach and policy for each group of job title could be considered in order to increase job satisfaction and enhance organizational commitment of the employees.

• Journal of Distribution Research
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• v.2 no.2
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• pp.63-106
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• 1997

This study is conducted to examine the relationship between salespeople's job consciousness, their competencies of practical business and their turnover intention in department stores. The data was collected from 1961 department stores salespeople in Seoul and Sungnam. And a survey was conducted by questionnaire. Mean, Scheffe-test, Cronbach's ${\alpha}$, Perason's correlation, factor analysis, regression analysis, path analysis are used for the analysis of data. Major findings are as follows : 1) Job consciousness of salespeople is relatively strong, the level of competencies of practical business and turnover intention are somewhat low. 2) Job consciousness of salespeople and their competencies of practical business are related to their turnover intention. The more strongly they have job consciousness, the more highly they have the level of competencies of practical business, and the lower their turnover intention becomes. 3) Among related variables, their perception of distributive education shows the strongest effect on job consciousness of salespeople. Their job consciousness shows the strongest effect on competencies of practical business. Their job consciousness and competencies of practical business show the strongest effect on turnover intention of salespeople. 4) Turnover intention of salespeople is affected by the job consciousness directly or indirectly, and by competencies of practical business directly. Among related variable, age, experience degree on distribution education, period of work, educational level, marital status, jobs, the motive of choosing their occupation and sex show only indirect effects on their turnover intention through job consciousness and competencies of practical business of salespeople. The motive of choosing their occupation, importance degree on distributive education, sections of department stores(Clothing), perception degree on job specialization and selling experience show only direct and indirect effects on their turnover intention. Thus, job consciousness and competencies of practical business of salespeople are the major intervening variables which have strong negative effects on their turnover intention.

• Journal of Distribution Science
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• v.19 no.11
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• pp.91-98
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• 2021

Purpose: With the interest and ability in recruitment, it is totally worthy to discover how is labor market developed in Vietnam since the existence of the Internet. Considering employers as well as recruiters similar to jobseekers in term of technology adoption of job distribution, they should be treated fairly while performing their scopes of work. This paper aims to explore how employers perceive online recruiting platform as a supportive system, and this is to find out contributions of external factors regarding Job Boards behavioral intention to use. Research design, data and methodology: Conceptual framework tests the hypotheses involving in recruitment websites. Results: The results suggest that Board of Directors (BoD) or direct middle managers need to pay more attention on how their workforce performs through various channels of recruitment - both formal and informal, such as Linkedin or Facebook rather than a few compulsory job boards - no longer being accessed with high performance expectancy. However, the technology adaptation of recruitment is still a controversial issue due to its access to privacy of users. Conclusion: Therefore, employers should be more careful on how their personal contacts are going to be delivering without consent. Secondly, keeping systems up to date and "connected" is essential for both employees and employers.

• Journal of Distribution Science
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• v.15 no.9
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• pp.17-26
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• 2017

Purpose - This study aims to present ways to secure capable employees by examining key factors of internal marketing applicable to the jewelry distribution business and analyzing the relations among organizational commitment, job satisfaction, and turnover intentions among employees who play important roles in jewelry distributors. Research Design, data, and methodology - To examine these research models, samples were collected from 210 individuals working in jewelry distribution companies. The analysis was conducted by the use of a questionnaire method among employees in jewelry distribution companies. SPSS 18.0 were utilized for data analysis. Results - Among internal marketing components of jewelry distribution companies, the two factors - management support and reward system - have positive (+) effect on organizational commitment and while internal communication and education/training have negative (-) effect on employees' turnover intention. Jewelry distribution company employees' job satisfaction and organizational commitment have negative (-) effect on their turnover intention. Conclusions - This is an exploratory study that aims to find out ways to prevent employee turnover in the perspective of jewelry distribution companies' organizational measure - internal marketing. The future study needs to present more sophisticated strategies of internal marketing based on in-depth analysis of specific causes that make employees at jewelry distribution companies leave the occupations.

• Journal of Distribution Science
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• v.15 no.2
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• pp.111-120
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• 2017

Purpose - Service employees who work at airline check-in counters in airport are typically employed to undergo emotional labor. Emotional labor of airport service employees is an important managerial issue that must be solved. This study attempts to examine the underlying mechanism of emotional labor on turnover intention. It focuses on the consequences of emotional labor of service employees. The purpose of this study is to examine and empirically test how the two-types of emotional labor(deep-acting & surface-acting) of service employees differently affect the level of their job satisfaction and job stress. It also investigates the relationship between job satisfaction, job stress, and turnover intention. For this purpose, first, this study identified the structural relationship between emotional labor, job satisfaction, job stress, and turnover intention. Second, it investigated the mediating effects of job satisfaction between deep-acting and turnover intention. Research design, data, and methodology - To empirically test these structural relationships among research variables, data were collected by a interview from service manager of domestic airline companies and survey from 179 service employees who are working at single domestic airline check-in counters in airports in Korea using a self-rating questionnaire with total 19 items dealing with emotional labor, job satisfaction, job stress, and turnover intention. To test the research hypotheses, collected data were analyzed by confirmatory factor analysis (CFA) and structure equation model (SEM). Results - This study obtains meaningful research results. The results from this study are as follows. First, deep-acting has a positive effect on job satisfaction, whereas, deep-acting has a negative effect on job satisfaction. Second, surface-acting has a positive effect on job stress, whereas, the effects of surface-acting on job satisfaction did not show statistically significant result. Also, job satisfaction has partial mediating roles to the relationship between deep-acting and turnover intention. Conclusions - Based on the results of this empirical study, emotional labor of service employees is one of the key factors influencing their job satisfaction and job stress. In particular, deep-acting is the important factor in emotional labor to increase job satisfaction and reduce job stress. Finally, theoretical, managerial implications, and research limitations are mentioned in discussion parts.