• 한국의류산업학회지
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• 제13권5호
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• pp.705-716
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• 2011

The purpose of this study was to investigate salesperson's perception of fashion company in the middle management system of department store. This study was conducted by a qualitative research method. An in-depth interview was managed to 14 fashion shop managers and salesperson who have three or more years of work experience at the department store. Interview details were classified three categories: relations with fashion company and others, concern with products supply, concern with products sales. First, the positive factors on relations with fashion company are mutual trust, stability of fashion company, coordination and consideration for shop, communication with fashion company, methodical IT system, methodical education, and social gathering support. The negative factors are unilateral breach of contract from fashion company, communication problem, gap between sales status in shop and product design in fashion company, lack of professional education, difficulty of participating in education, and inadequate employee benefits. Second, the positive factor on products supply is priority of products supply. The negative factors are lack of main items, product procurement lacking rapidity, and problem of securing a supply. Third, the positive factors on products sales are brand pride, display and information support about products, and free gift support. The negative factors are unfair selling commission policy, sales pressure, and excessive responsibility.

• 패션비즈니스
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• 제14권2호
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• pp.27-41
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• 2010

The purpose of this study is to investigate the relationship between service orientation of fashion organization and employee's customer orientation. For this study, salespersons in clothing stores were selected as the subjects. We used 4 factors SERV*OR Scale: service leadership, human resource management, employee's empowerment, service system as an organizational service orientation. The results are as follows: First, Service Orientation of the company in fashion field affects the employee's customer orientation. In other words, a fashion company with a higher service orientation will have employees with a higher customer orientation. Second service orientation factors revealed differences depending on the store. Department stores had no effect on factors such as employee's empowerment, service system, but agency stores and outlet stores had effects on all factors. This influential factor is created due to the difference in fashion distribution. Human resource management especially seemed to carry weight among the factors in all stores. So, first and foremost fashion companies should make efforts on education, training of employee.

• 한국의류산업학회지
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• 제14권2호
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• pp.230-241
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• 2012

The purpose of this study was to examine the effect of power sources of department store and fashion company, and salesperson's job consciousness on job satisfaction in the middle management system of department store. Questionnaire data from 193 salespeople in the middle management of department store were analyzed by reliability analysis, factor analysis, correlation analysis, multiple regression analysis, hierarchical regression analysis. The results of this study were as follows: First, coercive power, informational and expert power, and referent power of department store had significant effects on job satisfaction. The coercive power of department store had a negative influence on job satisfaction, while informational and expert power, and referent power of department store had a positive influence on job satisfaction. Second, referent power, expert power, reward power, coercive power of fashion company had a positive influence on job satisfaction. Third, referent power of department store had a greater influence on job satisfaction than other power sources. Fourth, job commitment and pride, prospect awareness had a positive influence on job satisfaction, while professional self-awareness had no effect on job satisfaction.

• 한국유통학회지:유통연구
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• 제10권2호
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• pp.73-97
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• 2005

오늘날 시장에서는 제품 미학, 브랜딩 전략, 서비스 품질과 같은 감성적 요소들의 중요성이 점점 증대되고 있으며, 특히 패션제품의 경우 구매 시점에서의 감성적 요소들은 주로 인적 판매와 관련된다. 이처럼 패션 판매원의 역할이 중요해짐에 따라 판매원이 갖추어야 할 직무적합성에 대한 검토가 필요하다. 본 연구에서는 (1) 패션 판매원의 직무적합성을 구성하는 요인을 규명하고, (2) 인구통계 특성과 직업 통계 특성 및 의복관여, 유형혁신성, 지속적 정보탐색, 직무만족과 직무적합성의 관계를 알아보았다. 연구 결과에서 패션 판매원의 직무적합성은 제품지식, 직업의식, 현 직장 관여, 마케팅 협력자로서의 자질, 고객지향성, 자기관리의 6개 요인으로 규명되었다. 패션 판매원들의 전반적인 의복관여와 유행혁신성은 높게 나타났으며, 직무적합성 요인들 중에서는 마케팅 협력자로서의 자질과 제품지식 요인에 대한 점수가 상대적으로 낮은 편이었으므로 통합적 패션 마케팅을 구현하기 위해서는 섬유와 패션 관련 제품지식과 판매 정보의 전략적 활용을 포함한 판매원 교육이 필요함을 알 수 있다. 패션 판매원의 직무적합성은 의복관여, 유행혁신성, 지속적 정보탐색, 직무만족과 정적 상관관계를 보였다. 본 연구에서 직무적합성과 유의한 관계를 보인 척도들은 패션 유통 업체들의 판매원 관리에 직무적합성 검증을 위한 지표로 사용될 수 있을 것이다.

• 패션비즈니스
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• 제13권5호
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• pp.66-80
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• 2009

The main purpose of this research is to investigate the present circumstances of internal marketing in domestic apparel-import company and study if the internal marketing activities in import apparel company have a significant effect on salespersons' job satisfaction. As a preliminary investigation, the interviews with 6 expert salespersons of imported apparel company were taken to develop a practical measuring tool. As a result, 21 categories which effect on internal marketing and 6 factors which influence on job satisfaction were extracted. Next, a survey with the salespersons who work in apparel-import company was taken, and 186 collected data were used in this study. To analyze the data, factor analysis, frequency analysis, and multiple regression analysis are executed by a statistics package, SPSS v12.0. The results are as follows. First, five factors which effect on internal marketing activities in have been identified as welfare, incentives, employment & training, communication, empowerment. Among them, four factors of welfare, incentives, employment & training, and communication have been come out as statistically significant factors which influenced on salesperson's job satisfaction. Second, the internal marketing activities of import apparel company according to salesperson's demographic factors - payment, working periods, and marriage have been demonstrated significant difference on salespersons' job satisfaction. When the marriage is examined, the job satisfaction of the single mostly depends on incentives while that of the married does on welfare. On the consideration of working periods, the less does the group have working experience, the more does it have a dependence on incentives. On the other hand, the group which has much payment and experience mostly relies on welfare. The middle class show to be dependent on communication and employment&training as well as welfare and incentives.

• 복식문화연구
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• 제24권6호
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• pp.825-838
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• 2016

The purpose of this study was to empirically examine the effects of salespeople's self-determination, shared value; and communication satisfaction on their job satisfaction, organizational commitment, and turnover intention in a fashion company. Questionnaires were administered to 475 salespeople who worked in fashion shop at the time of the study. The data was analyzed via factor analysis, correlation analysis, and a structural equation model. The results indicated that self-determination was extracted as autonomy, competence, and relatedness. Only the relatedness of self-determination factors was positively correlated with formal and informal communication satisfaction. In addition, recognizing hared value was positively correlated with formal and informal communication satisfaction; whereas, the practice of shared value was positively correlated with formal, but not informal communication satisfaction. Formal communication satisfaction was significantly correlated with job satisfaction and organizational commitment. Conversely, informal communication satisfaction was significantly correlated with job satisfaction, but was not related to organizational commitment. Finally, job satisfaction was significantly correlated with organizational commitment and negatively correlated with turnover intention. Moreover, organizational commitment was negatively correlated with turnover intention. The implications of this research for human resources management within fashion companies are discussed in the concluding section of this paper.

• 한국유통학회지:유통연구
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• 제13권1호
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• pp.61-77
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• 2008

본 연구는 소비자가 처음으로 접하는 신규 패션 브랜드에 대해 적용시키는 평가기준을 밝히는데 그 목적이 있다. 브랜드 평가기준에 대한 연구로서 다음의 세가지 논점을 강조함으로써 선행연구와 구별되는 차별점을 가진다. 첫 번째로는 본 연구가 개별 제품이나 점포를 포함하는 패션브랜드 수준에 대한 통합적인 평가기준을 밝힌다는 점이다. 두 번째로는 이미 형성된 태도에 의해 영향을 받는 기존 브랜드에 대한 평가기준이 아닌 새로운 브랜드에 대한 최초의 평가기준을 밝히며 본 연구에서의 "신규 브랜드"는 소비자가 처음으로 점포내를 둘러보고 충분한 직접적 정보를 바탕으로 평가를 한다는 점에서 소비자의 관점에서의 새로운 브랜드로 조작적 정의가 되고 있다는 점이다. 마지막으로 전국적으로 유통되는 대부분의 패션 브랜드가 백화점 내에 입점되는 국내의 현실을 고려하여 소비자가 지각하는 백화점과의 관제의 질과 입점되어 있는 신규 패션 브랜드 평가와의 관련성을 분석하였다 오백 삼십 칠 명의 여성 소비자에 대한 온라인 조사를 통해 신규 패션브랜드를 평가하는 평가기준 요인 (상품 파워, 점포 내 커뮤니케이션, 브랜드 및 회사 이미지, 판매원, VMD, 구색의 다양성)을 도출하고 이들이 브랜드 태도에 미치는 영향을 회귀모형을 통해 검증하였다. 또한 백화점 관제질의 차이에 따른 신규브랜드 평가 기준과 브랜드 태도의 관련성도 분석하였다.