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The Effects of Sales Services and Organizational Member Relationships of Fashion Brand Salesperson on Job Performance and Job Satisfaction (패션브랜드 판매원의 판매서비스와 조직구성원 관계가 직무성과와 직무만족에 미치는 영향 연구)

  • Kim, Jie-Yurn;Oh, Hyun Jeong
    • Human Ecology Research
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    • v.60 no.1
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    • pp.131-145
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    • 2022
  • The purpose of this study was to reveal the effects of sales services and organizational member relationships of fashion brand salespersons on job performance and job satisfaction, as well as how job performance, job satisfaction, salesperson services, and organizational member relationships differ according to the sales career and job position. The data were collected by administering a questionnaire to fashion brand salespeople in Gwangju from September to October 2020. Using 235 responses, the data were analyzed with SPSS 27.0 for frequency analysis, reliability analysis, t-test, factor analysis, and regression analysis. The research results were as follows. First, the basic services of the salesperson comprised factors such as 'consideration and convenience', 'appearance and dress', and 'kindness and greeting', which are considered better variables to explain job performance than job satisfaction. Second, the salesperson's professional service consisted of 'fashion product knowledge', 'professional self-management', and 'store display technology' factors, which are good variables to predict job performance. Third, the relationship between the members of a salesperson's organization consists of factors such as 'headquarters relations', 'colleague relations', and 'emotional labor', which was better for explaining job satisfaction than job performance. Fourth, depending on the position, professional salespeople exhibited significantly higher values in job performance, basic and professional services of salespersons, and 'headquarters relations' factors, whereas there were no significant differences in job satisfaction, 'colleague relations' and 'emotional labor'. Lastly, the more sales career, the higher the job performance, and the basic services, professional services, and 'headquarters relations' factors of salespeople were also good.

A Study on the Job Stress and Job Satisfaction of Rehabilitation-Counselors in Sheltered Workshop (장애인보호작업장 종사자의 직무스트레스와 직무만족의 관계연구)

  • Kim, Jong-Ok;Na, Woon Hwan;Kim, Jimin
    • 재활복지
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    • v.15 no.2
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    • pp.249-274
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    • 2011
  • The purpose of the present study was to provide fundamental information to improve job satisfaction of rehabilitation-counselors and the service in sheltered workshop. The researcher conducted the nationwide survey of rehabilitation-counselors in sheltered workshop. The results of this study were summarized as follows. First, job stress of rehabilitationcounselors in sheltered workshop was in low level, but job satisfaction was relatively in high level. The factor of conflict in their role and over-roaded role reached serious level. And the promotion and salary of a job made their job satisfaction lower. Second, there was significant correlation between job stress and their career. Third, job satisfaction according to general characteristics of rehabilitation-counselors differed from their age. Fourth, there was significant correlation between job stress and job satisfaction. It showed that the higher job stress, the lower job satisfaction. Therefore, policy improvement was needed to enhance job satisfaction. In addition, continuous research and individual efforts were needed to lower the level of job stress for rehabilitation counselors in sheltered workshop.

A Study on the Relationship between Franchise Firm's Supervisors Job Insecurity and Organizational Effectiveness: The Moderating Effect of Self-Efficacy and Trust in Manager (슈퍼바이저의 고용불안정성이 조직유효성에 미치는 영향에 관한 연구: 자기효능감과 신뢰의 조절효과)

  • Cho, Joon-Sang
    • Journal of Distribution Science
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    • v.13 no.1
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    • pp.35-46
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    • 2015
  • Purpose - This paper attempted to investigate the relationships among the perception of job insecurity and organizational effectiveness, and it examines these relationships while considering the moderating effect of trust in the manager and self-efficacy. Job insecurity is an independent variable, organizational effectiveness aspects (job satisfaction, organizational commitment, and turnover intention) are dependent variables, and trust and self-efficacy are moderators. Research design, data, and methodology - Regression analysis was used to verify the effects. The measurement items were already deemed as reliable and valid in the previous study, but for this purpose, some modifications were made. To examine the model, this study relied on the samples chosen from Korean employees in the six franchise business firms. The survey was conducted on 288 workers. Each question is based on a 5-point Likert type scale. The data were analyzed using SPSS 18.0. Results - The results of the study are summarized as follows. First, job insecurity has an influence on organizational effectiveness aspects (negatively on job satisfaction, negatively on organizational commitment, and positively on turnover intention). Second, analyzing the moderating effect of trust, trust in manager is mediated between job insecurity and organizational effectiveness aspects (on organizational commitment and on turnover intention). However, employees' trust in manager had no significant moderating effect on the job insecurity-job satisfaction relationship. Third, self-efficacy is mediated between job insecurity and organizational effectiveness aspects (on job satisfaction, on organizational commitment, and on turnover intention). Conclusions - First, it is necessary to be aware of the seriousness of employees' job insecurity in franchise firms, which have played a pivotal role in national economic growth, and to create a detailed plan for reducing insecurity and actively implementing it. To this end, the franchise companies should implement efficiency efforts such as obtaining an appropriate capacity of equipped personnel and a training program. Second, there are moderating effects of self-efficacy and trust in the relationship between job insecurity and organizational effectiveness. Depending on business conditions, stability and instability can only be experienced in the organizations of franchise companies. This can give rise to instability in employment. Therefore, it is necessary to develop and utilize a system that can be minimized with a change in the new awareness of employment instability. After all, a good leader (manager) must accumulate personal trust and build up a core competence that is necessary to become competent in the field himself. Even if you lack the material resources to improve performance, if the leader with the core competencies (e.g., technical/management /organization/marketing/design) can gain the trust of the supervisor, you can get a good organizational performance. Therefore, you should foster a healthy organizational culture through education such as leadership training and employee training to be built on trust between the leaders and the employees. In addition, you need to focus on HRD&M training in order to increase the self-efficacy of the supervisor.

A Simultaneous Analysis on the Relationship Between Household Productivity and Market Productivity (가정생산성과 시장생산성의 관계분석을 통한 경제위기 대응력 증진을 위한 연구)

  • 정순희;최혜경
    • Journal of Families and Better Life
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    • v.18 no.2
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    • pp.45-60
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    • 2000
  • The purpose of this study was to examine the relationship between household productivity and market productivity of the married men in their early adulthood. Proxy variables of the household productivity were housework time, family cohesion·adaptability and family economic resource. Also proxy variables of the market productivity were job performance, job satisfaction and wage. The main result were as follows: First, men's housework time is insignificantly related to men's job performance, job satisfaction, and wage. But men's housework time is reduced as men's wage. Second, family cohesion·adaptability is significantly and positively related to the married men's job performance. The married men's job performance is significantly and positively related to the family cohesion·adaptability.

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Job Stress and Neuropeptide Response Contributing to Food Intake Regulation

  • Kim, Ki-Woong;Won, Yong Lim;Ko, Kyung Sun;Kang, Seong-Kyu
    • Toxicological Research
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    • v.31 no.4
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    • pp.415-420
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    • 2015
  • The purpose of the present study is to investigate the correlations between food intake behavior and job stress level and neuropeptide hormone concentrations. Job strain and food intake behavior were first identified using a self-reported questionnaire, concentrations of neuropeptide hormones (adiponectin, brain derived neurotrophic factor [BDNF], leptin, and ghrelin) were determined, and the correlations were analyzed. In the results, job strain showed significant correlations with adiponectin (odds ratio [OR], 1.220; 95% confidence interval [CI], 1.001~1.498; p < 0.05) and BDNF (OR, 0.793; 95% CI, 0.646~0.974; p < 0.05), and ghrelin exhibited a significant correlation with food intake score (OR, 0.911; 95% CI, 0.842~0.985, p < 0.05). These results suggest that job stress affects food intake regulation by altering the physiological concentrations of neuropeptide hormones as well as emotional status.

The Impacts of Working in the Hospital Empowerment, Job Satisfaction and Organizational Commitment Turnover Intention (의료기관 종사자들의 임파워먼트와 직무만족 및 조직몰입이 이직의도에 미치는 영향)

  • Jang, Hyo-Kang
    • The Korean Journal of Health Service Management
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    • v.6 no.1
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    • pp.65-75
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    • 2012
  • The purpose of this study is to provide information to Efficient utilization of human resources management by studying the factors influencing the turnover intention of employees working in the Hospital. The study, the area of medical institutions located in more than 30 hospital-grade medical workers engaged in the collection of data aimed at the September 2010 and October 1 days and 1, 794 were used for the analysis, data processing and analysis package, SPSS 18.0 was used. The findings are as follows: First, the study found that age, job position had a significant and negative effect on turnover intentions. The turnover intention rates were highest among nursing staffs, followed by medical technicians and healthcare supporters and then administrators. Secondly, high degree of autonomy, job skills recognition and less job satisfaction in a positions have been identified to affect the significant. It also has turned out that job suitability and emotional commitment have influenced the turnover intentions.

Impact of Cognition of Mission Statement of Hospitals on the Job Satisfaction (병원의 설립이념 인식이 직무만족에 미치는 영향)

  • Ryu, Hwang-Gun;Jang, Hyo-Kang
    • Korea Journal of Hospital Management
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    • v.8 no.4
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    • pp.111-120
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    • 2003
  • The purpose of study is to research employees cognizing their hospital mission statement impact on their job satisfaction. Survey was conducted with 100 employees as samples, totaling 400 samples from four of religious general hospitals located in Busan, Gyeongsang Namdo and Gyeongsang Bukdo. The survey data was statistically analyzed by t-test, ANOVA, Pearson correlation analysis. Summary of study results are as follows: First, the degree of cognizance of mission statement showed significant differences by age, education, religion, job categories and experience of employees. Second, the degree of job satisfaction showed significant differences by age, education and experience of employees. Finally, significant correlation existed between employees' cognition of mission statement and their job satisfaction.

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Relation between the DISC Behavior, Coping Type and Level of Stress and Job Satisfaction, Organizational Committment of Hospital Employees (병원 종사자의 DISC 행동유형 및 스트레스 대처유형과 직무만족, 직무몰입 간의 관계)

  • Bang, Kih-Hyeon;Jang, Hyo-Kang;Jung, Yong-Mo
    • Korea Journal of Hospital Management
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    • v.15 no.3
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    • pp.17-32
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    • 2010
  • The purpose of this study is to analyze the influence of DISC behavior pattern, stress-managing method, and the stress level on job attitude of hospital Employees, and to provide suggestions for effective human resources management in hospital settings. First, the research suggested emotional or aversive stress-managing method had significant influence to the stress level, whereas DISC behavior patterns did not. Second, to the job satisfaction, Influence, Compliance and Steadiness of DISC behavior patterns, challenging or aversive stress-managing method, and the stress level showed immediate meaningful effect. Third, for the system immersion, challenging or emotional ress-managing method as well as the job satisfaction showed direct influence. Especially, the challenging method had not only a direct but an indirect effect through mediating job satisfaction.

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The Effect of Organizational Characteristics on Job Satisfactionand Organizational Commitment in Hotel Regular & Non-regular Employees (호텔 정규직과 비정규직 종사원의 조직 특성요인이 직무 만족 및 조직 몰입에 미치는 영향)

  • Kim, Jin-Kang
    • Culinary science and hospitality research
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    • v.13 no.3
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    • pp.278-292
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    • 2007
  • This study is intended to identify how the organizational factors of hotel employees influence their job satisfaction and organizational commitment by the type of employment. Samples used for data analysis are 452 workers working for hotel companies including 276 regular employees and 176 non-regular employees. The results are as follows: first, the job satisfaction of regular employees is generally higher than that of non-regular employees. Second, the degree of affective and continuous commitment showed significant difference by the type of employment, but normative commitment did not. Third, according to the result of how job satisfaction influences organizational commitment, the job satisfaction of non-regular employees alone is not affected by the relationship of senior officers and coworkers.

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The Relationship between Job Burnout, Social Support and Knowledge Creation and Sharing (직무소진, 사회적 지원과 지식창출, 공유와의 관계)

  • Cho, Yoonhyung;Moon, Myung
    • Knowledge Management Research
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    • v.15 no.1
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    • pp.21-43
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    • 2014
  • This paper investigate relationship between job burnout, social support and knowledge creation, sharing. also, social support are moderate on the relationship between job burnout and knowledge creation, sharing. We build up main effect and moderating effect hypothesis. To test hypothesis, survey method are performed. The results are as follows. first, emotional exhaustion and low personal accomplishment have negative effects on knowledge creation, but haven't effect on knowledge sharing. second, social support significant positively impact on knowledge creation and sharing. third, both of supervisor' support and coworker's support partially moderate the relationship between job burnout and knowledge creation, sharing. especially, emotional exhaustion reduce supervisor' support to knowledge creation, sharing and low personal accomplishment reduce co-worker' support to knowledge sharing, which means although job burnout preceded, if employees perceived high level of social support that have buffering effects on the relationships.

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