• 유통과학연구
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• 제20권1호
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• pp.87-98
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• 2022

Purpose: This research investigates whether the existence of preannouncing price discount before purchase has an effect on after regret about purchasing and price fairness perception. Moreover, this paper examines whether the preannouncing effects on regret (or price fairness perception) are moderated by motive inference type (or brand trust). Research design, data and methodology: This experimental design consisted of total 8 between-subjects full factorial, which is completed by 2 (preannouncing price discount before purchase) × 2 (motive inference type) × 2 (consumer's brand trust level). Results: First, regret (or price fairness) differs depending on the presence/absence of preannouncing price discount before purchase and price discount motive inference type. Second, interaction effect of preannouncing price discount presence/absence before purchase and price discount motive inference type on regret (or price fairness) after purchase differs depending on motive inference type (or brand trust). Conclusions: Preannouncing external cue could decrease the possibility of consumers to regret and prevent consumers perceiving price change as unfair. Thus, corporations should sufficiently explain to consumers about preannouncing and specific reason of price fall in order to decrease regret caused by price fall and to increase price fairness perception from preannouncing effect.

• 유통과학연구
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• 제19권10호
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• pp.65-74
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• 2021

Purpose: The purpose of this study is to identify the maximum organizational effectiveness of compensation systems in the distribution industry. It is to identify the relationship between structural compensation and organizational effectiveness. It also aims to clarify whether distributive justice plays as a controlling variable between two variables. Research design, data and methodology: This study was conducted on distribution industry employees. The questionnaire was collected through self-subscription. A total of 209 questionnaires were collected during the month of April 2021, of which 203 were used as valid samples. Results: Structural compensation have been shown to have a positive impact on two sub-factors of organizational effectiveness. In the verification of the controlling effect of distributive justice, perceived fairness has a control effect on the relationship between extrinsic compensation and organizational effectiveness but it does not show a controlling effect on the relationship between intrinsic compensation and organizational effectiveness. Conclusions: Structural compensation has a positive effect on organizational effectiveness. The distribution industry should aware of the compensation and the perceived fairness. The fairness of distribution plays a role in identifying the recognition of compensation and organizational feasibility, identifying motivations of employees, and mediating proper strategies to enhance job satisfaction.

• 한국유통학회지:유통연구
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• 제13권1호
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• pp.35-60
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• 2008

본 연구의 목적은 프랜차이즈시스템에서 가맹점의 공정성에 영향을 미치는 선행요인과 결과요인에 관해 규명하는 것이다. 선행요인으로는 지원, 보상, 의사소통을 결과요인으로는 결속, 수익성을 살펴보았다. 국내 대표적인 외식업체인 N프랜차이즈 가맹점 120곳을 대상으로 설문조사를 수행한 뒤, 공변량 구조분석을 실시한 결과, 프랜차이즈 본부의 운영전략 중 지원과 보상은 가맹점의 공정성 지각 중 분배공정성에는 정(正)의 영향을 미치는 것으로 나타났으나, 절차공정성에는 영향을 미치지 않았다. 의사소통은 분배공정성, 절차공정성 모두 영향을 미치는 것으로 나타났다. 또한 가맹점의 공정성 지각 중 분배공정성과 절차공정성은 프랜차이즈시스템 관제성과 변수인 결속에는 모두 정(正)의 영향을 미치는 것으로 나타났으나, 수익성에는 분배공정성만 영향을 미치는 것으로 나타났다.

• 한국관광식음료학회지:관광식음료경영연구
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• 제13권2호
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• pp.71-89
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• 2002

To investigate effect of organization justice on organizational commitment, I surveyed the concept of organization justice, organizational commitment and organizational citizenship behavior and then I reviewed what formative factors of organization justice increased organizational commitment or what formative factors of organization justice and organizational commitment increased organizational citizenship behavior. The result of this study proved that organization justice and organizational commitment influenced organizational citizenship behavior a lot and the purpose of this study was carried out like following ; The formative factors of organization justice, that is, procedure fairness and distribution fairness come out by theoretical study influenced organization commitment and the formative factors of organization commitment, commitment about company and turnover influenced organizational citizenship behavior. In addition, the hypothesis that the higher the organization justice is, the higher the organizational commitment was positive. Therefore, in position control of restaurant employees, giving employees the motive of organization commitment as procedure fairness and distribution fairness control strictly enable employees to have citizenship about organization and enable employers to control employees effectively.

• 한국관광식음료학회:학술대회논문집
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• 한국관광식음료학회 2002년도 학술논문발표회
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• pp.31-46
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• 2002

To investigate effect of organization justice on organizational commitment, I surveyed the concept of organization justice, organizational commitment and organizational citizenship behavior and then I reviewed what formative factors of organization justice increased organizational commitment or what formative factors of organization justice and organizational commitment increased organizational citizenship behavior. The result of this study proved that organization justice and organizational commitment influenced organizational citizenship behavior a lot and the purpose of this study was carried out like following; The formative factors of organization justice, that is, procedure fairness and distribution fairness come out by theoretical study influenced organization commitment and the formative factors of organization commitment, commitment about company and turnover influenced organizational citizenship behavior. In addition, the hypothesis that the higher the organization justice is, the higher the organizational commitment was positive. Therefore, in position control of restaurant employees, giving employees the motive of organization commitment as procedure fairness and distribution fairness control strictly enable employees to have citizenship about organization and enable employers to control employees effectively.

• 유통과학연구
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• 제9권2호
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• pp.61-72
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• 2011

본 연구의 목적은 중소공급업체의 공정성 지각의 선행요인과 결과요인의 규명을 통하여 대기업과 중소기업간의 상생을 위한 요인을 파악하고자 하였다. 중소공급업체 공정성 지각의 선행요인으로는 수직적 조정, 협력지원, 정보공유, 법계약적지배의 네가지 변수를, 결과요인으로는 공급체인의존성과 공급체인유연성으로 가정하여 분석을 시도하였다. 첫째, 대형구매업체의 수직적 조정은 중소공급업체의 분배공정성 지각과 절차공정성 지각에 정(正)의 영향을 미치는 것으로 나타났다. 둘째, 대형구매업체의 협력지원은 중소공급업체의 분배공정성 지각과 절차공정성 지각에 영향을 미치지 않는 것으로 나타났다. 이는 대형구매업체가 중소공급업체에 더 큰 요구를 하는 경우가 많기 때문에 이런 결과가 나온 것으로 추정된다. 셋째, 대형구매업체의 정보공유는 중소공급업체의 분배공정성 지각에는 정(正)의 영향을 미치고 절차공정성 지각에는 직접영향은 주지 않는 것으로 나타났다. 넷째, 대형구매업체의 법계약적지배는 중소공급업체의 분배공정성 지각에 부(負)의 영향을 미치는 것으로 나타나고, 절차공정성 지각에 부(負)의 영향의 방향성은 나타났다. 다섯째, 절차공정성은 공급체인의존성에 직접영향을 미치지 못하는 것으로 나타났지만 공정성은 공급체인 의존성 및 공급체인 유연성에 직접, 간접적으로 영향을 미치는 것으로 나타났다.

• 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.

• 한국식품조리과학회지
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• 제27권2호
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• pp.97-110
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• 2011

The purpose of this study was to investigate the influence of a cook's understanding about organizational fairness on job satisfaction and business performance at family restaurants in Seoul. Frequency analysis, reliability analysis, factor analysis, and SEM were applied to analyze the data. First, a confirmatory reliability analysis indicated that organizational fairness, job satisfaction, and business performance were sufficient to be used in this investigation. Organizational fairness, job satisfaction and business performance had generally significant relationships by implementing SEM. According to the results, distributive fairness (p< 0.001), procedural fairness (p< 0.05) and interactive fairness (p< 0.05) had positive influence on cook's job satisfaction. Job satisfaction had a positive influence on financial (p< 0.05) and non-financial performance (p< 0.001). Therefore, for the purposes of food-service companies' continuous increases in business performance and competition are generally necessary to suitably manage the fairness of various policies such as job stability, promotions, impartial distribution of salary, bonus and welfare work, and internal marketing.

• 한국콘텐츠학회논문지
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• 제9권3호
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• pp.288-295
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• 2009

본 연구는 세무공무원들의 조직공정성에 대한 인식이 임파워먼트와 종업원노력에 영향을 미치는지를 실증적으로 분석하였다. 분석결과, 직무공정성 중 절차공정성을 제외한 분배공정성과 상호작용공정성은 임파워먼트에 유의한 영향을 미치며, 임파워먼트는 종업원노력에 유의한 영향을 미치는 것으로 분석되었다. 이는 세무공무원들이 업무수행과정에서 인식하는 조직공정성이 높을수록 임파워먼트가 높으며, 임파워먼트가 높을수록 종업원노력수준이 높아져 과세업무수행의 효율성을 높일 수 있음을 확인 할 수 있었다. 따라서 임파워먼트를 실시하여 종업원이 노력할 수 있는 권한이 하부로 이양되는 것은 세무조직관리자가 부하직원의 잠재력을 개발하도록 인식하고 실행하는 것이므로 세무조직에서 필요할 것으로 판단된다.

• 유통과학연구
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• 제15권1호
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• pp.71-81
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• 2017

Purpose - Consumers heuristically have a specific stereotype on the price level of individual retail format because each format provides them with a different level of purchase satisfaction and emotional benefits. However, if price image which is consumers' overall impression of the aggregate price level of a retailer does not match with their expectations, its price level would be perceived as unfair. It will eventually lead to dissatisfaction and decreased revisit intention. Focused on department store and discount store, this study was designed to verify whether the price fairness plays a role of mediating effect on two influential relationships between price image and post-purchase satisfaction, and price image and repatronage intention. Research design, data, and methodology - A main survey was conducted to 140 students and 128 effective responses were used for the related analysis. T-test, factor analysis, reliability test, and mediated regression analysis were performed. Six hypotheses were developed to examine the mediating effect of price fairness on the two influential relationships between price image and post-purchase satisfaction, and price image and repatronage intention. It was also examined whether the price image of two different retail format is formed differently or not. Results - People perceived the price images of the two retail formats differently. Overall price level of department store is much higher than that of discount store. Analysis results showed that price image did not solely have a significant influence on post-purchase satisfaction unless price fairness as a mediating variable is added. Price fairness turned out to be having a significant influence on relationship between price image and repatronage intention. It influences on repatronage intention directly and also via price fairness. Conclusions - Post-purchase satisfaction can be achieved only if people perceive the price image as fair no matter how the price level is high or low according to traits of retail formats. If they think it's not fair, they would disapprove of the rightness for the price image, and also express their dissatisfaction with it. Consumers willingly make repeated visits to a store if they are convinced of appropriate price level which is perceived as fair, and if they experienced a satisfaction with overall benefits a particular store offered.