• Journal of Distribution Science
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• v.14 no.12
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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.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.35 no.3
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• pp.70-76
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• 2012

This research tested how the perceived risk and the trust affect the usage intention of the cloud computing. To this end, this research setups a research model and tests it with the statistic tools. In order to build the model, TAM (Technology Acceptance Model) and UTAUT (Unified Theory of Acceptance and Use of Technology) were employed and, the factors such as the perceived risk, the trust and the intention of the cloud computing use were derived. This research finds that the perceived risk does not affect the intention of usage. Also the perceived risk has the negative effect for the trust. Thus this research has the following suggestions.

• Journal of the Korean Home Economics Association
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• v.40 no.12
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• pp.49-61
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• 2002

The purpose of this study was to investigate the effect of clothing involvement on the perceived risk in internet shopping and store selection criteria. The subjects used for the study were 210 male and 338 female college students. The clothing involvement consisted of pleasure, symbolism, and selection difficulty factors. The perceived risk consisted of size/defect risk, social psychological risk, privacy risk, delivery risk, and price risk. The store selection criteria had security/service, entertainment/variety, price/convenience factors. The results showed that consumers were segmented by four groups based on clothing involvement factors: clothing pleasure group, symbolism group, confidence group, and low clothing involvement group. The four segmented groups differed in regard to the perceived risk, store selection criteria, and demographics. For example, clothing pleasure group perceived the size/defect risk and social psychological risk higher than did the other groups. Also, the clothing pleasure group considered entertainment/variety more important and had younger female consumers.

• Journal of Information Technology Applications and Management
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• v.13 no.2
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• pp.67-86
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• 2006

Based on literature relating to the TAM (technology acceptance model) and TPB (theory of planned behavior), this study extends the TAM in a mobile banking context. The extended model was tested using LISREL analysis on the sample of 222 users who have experience with the banking service. The model was partially supported in a mobile banking context, accounting for 49% of the variance in the usage intention. The results showed that the perceived usefulness, the perceived credibility, and the perceived financial cost play a significant role in influencing the usage intention of the mobile banking service. In addition, instant connectivity and perceived credibility were found to influence the perceived usefulness, and self-efficacy and instant connectivity were found to influence the perceived ease of use. Implications of these findings are discussed for researchers and practitioners.

• Journal of the Korean Home Economics Association
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• v.41 no.11
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• pp.49-60
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• 2003

The purposes of this study were (1) to assess the perceived evaluation of family financial risk safeguards and (2) to identify demographic variables, financial security and financial communication which were an influence on the perceived evaluation of family financial risk safeguards. The data were collected from 598 housewives using an on-line survey. The major findings of this study were as follows: first, the perceived evaluation of financial risk safeguards was lower than the median(2.80). Especially, the perceived evaluation of financial risk safeguard for children's education had the highest score. Second, the variables which were an influence on the financial communication of husbands and wives were‘financial security’ and ‘years which they have been married’. Third, the perceived evaluation of financial risk safeguards was significantly different according to financial security and the financial communication of husbands and wives.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.26 no.1
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• pp.40-46
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• 2003

The employees in information system organization are highly exposed to stress. However, there is little theoretical or empirical study on the effects of job stress on IS organizations. A major reason is because few researchers consider consequences of job stress. The major purpose of this study is to verify negative effects of job stress for IS organization. This study have three purposes : to investigate the relationship between job stressors and perceived job stress; to understand the effect of perceived job stress and job attitude - job satisfaction, job involvement; to examine the role of moderators such as social support and personality in the relationship between job stressors and perceived job stress in information system organizations. The results of this study suggest that job stressors such as role overload and role ambiguity are significantly related to perceived job stress, the higher the perceived job stress is the lower the job attitudes such as job satisfaction and job involvement, and the employees' personality has moderating effects between the job stressor and perceived job stress.

• International Journal of Advanced Culture Technology
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• v.8 no.2
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• pp.129-138
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• 2020

Recently the wearable technologies market has diversified to the point where even the leading fashion brands have adopted prototypes. For this reason, consumer- and fashion-centric perspectives on the consumption of wearable technologies are needed for a better understanding of the market. The author tests the effect of design aesthetics of a fictitious smartwatch (i.e., the wearable technology) as a key factor of non-functional hedonic consumption on consumer-perceived product value. The results of an online survey of 233 U.S. shoppers indicate a strong, positive effect of design aesthetics on both the perceived utilitarian and hedonic values of wearable technologies. Furthermore, the hypothesized moderation of gender is statistically confirmed in the mechanism of design aesthetics toward perceived utilitarian value, but gender is found to not moderate the effect of design aesthetics for the smartwatch on hedonic value. Male shoppers are found to be more positively influenced by perceived design aesthetics. Theoretical and managerial implications and study limitations are further discussed.

• Journal of the Korea Society of Computer and Information
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• v.24 no.10
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• pp.139-147
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• 2019

In this paper, we propose to explore ways to create internal motivation to enhance the job disposition of Korean and Chinese employees. In order to achieve this goal, we would like to select parameters that may trigger an increasing number of internal motivations for interest in recent years: perceived organisational support, perceived provider support, and perceived peer support, and to explore the impact on job embeddedness. I would like to find out the effect of job embodiedness on involved beauty. The process also seeks to verify that China and South Korea are different. To verify the research theory of this research, we will use a questionnaire to researchers of automotive companies using VR technology in Gyeonggi-do, Korea and Hadong-seong, China, and conducted a survey. A total of 200 pairs of questionnaires were distributed to the study subjects, 195 of which were retrieved, 191 of which eliminated unfaithful responses were used for the final analysis. The collected data were used for frequency analysis, exploratory factor analysis, reliability analysis, confirmatory factor analysis, correlation analysis, structural equation analysis. The results of this study, identified through empirical analysis, can be summarized as follows: First, Perceived Organizational Support, Perceived Supervisor Support will have a positive impact on Job Embeddedness. Second, Job Embeddedness will have a positive influence on the Innovative Beehivior. Third, Perceived Organizational Support, Perceived Supervisor Support will have a partial positive effect on Innovative Behavior. Fourth, the formation process and influence of Job Embeddedness of corporate employees in Korea and China are partly different, the report showed.

• The Korean Journal of Community Living Science
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• v.11 no.1
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• pp.27-38
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• 2000

This study investigated the relationship of children´s perceived competences and the home environment stimulation. The subjects of this study were 120 boys and girls enrolled in grade 3 and their mothers from three elementary schools. Instruments included the inventory of home stimulation(HOME) for elementary school children and the perceived competence scale for children. The main results obtained from this study were as follows; The degree of children´s perceived competence differed according to children´s sex, birth order, mother´s education, father´s education, mother´s employment satisfaction, income of the family, type of the family. And the children´s perceived competence and the home environment stimulation were a positive correlation.

• International Commerce and Information Review
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• v.9 no.4
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• pp.289-306
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• 2007

The purpose of this study is to find out the relationship between perceived organizational justice(distributive, procedural, interactional), job satisfaction, organizational commitment, and turnover intention information technology firm. I made the theoretical proposed model to explain these relationships between the constructs, identify the operational definitions and 5 hypotheses(6 sub-hypotheses) was established. The research came to the conclusions as follows: First, perceived justice had the positive effect to the job satisfaction and organizational commitment empirically. Second, I found the relationship between job satisfaction and organizational commitment was positive. Third, job satisfaction had not the positive effect directly, but indirect effect via organizational commitment was identified in turnover intention by empirical test. Finally, perceived organizational justice, job satisfaction, organizational commitment, and turnover intention was significantly related and to decrease the turnover intention, varieties of methods and ways would be developed that raise the perceived organizational justice, job satisfaction, organizational commitment.