open access
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open access
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ISSN : 1229-0696
The purpose of this review article was to identify the any dispute, and to suggest the themes for the future research about the trust in the organization. Three issues concerned with the topic are as follows: First, how to define the trust including various disciplinary view of it. It might be generally admitted to define trust as psychological state which is comprised of cognition, affect, and behavioral aspect. And also, it is important to recognize the conditions of risk and interdependence which make the trust salient. Second, the issue is to identify the basis of trust, forms of trust, and antecedents of trust. To classify trust into cognition-based trust, affect-based trust, and institution-based trust were suggested by most researchers, but only personal propensity, ability, integrity, and benevolence were verified as the antecedents of trust. To identify the missing conceptual antecedents of affect-based and institution-based trust remains for the future research. Finally, there is a dispute about the relationship between trust and distrust. Whether the two are the opposites of one dimension, or the two are related but may simultaneously exist with the assumption of multidimensionality. Suggestions fur the issues above, and the applicable future research themes were discussed.
The present study investigated the effects of interpersonal affect on the cognitive processes in performance appraisal. This study examined the biased influence of interpersonal affect in more clear way and, whether social affect, not directly related job performance, and job-related affect influence performance information processing and performance appraisal in the same way. The results showed that the affect formed in connection with not directly related to job performance makes as equally biased performance information processing and performance appraisal as in affect formed in connection with job performance. That is to say, in both job-related affect condition and social affect condition, the rater makes more positive appraisal, and more positive interpretation of the razee, provided with the same number and same level of performance informations, in case of having positive affect towards the razee than in case of having negative affect, and, the rater retrieves more the ratee's good perfermance than his/her poor performance. In differentiated processing of affect-consistent information and affect-inconsistent information, when the rater has positive affect towards the razee, selective processing of affect-consistent information appeared clearly, but in case the rater has negative affect towards the razee, selective processing of affect-consistent information did not occur in both affect conditions. These results suggested that regardless of how affect is formed, once the rater likes or dislikes the razee, the interpretation of the ratee's performance, retrieval/recognition of his/her performance, and performance appraisal are biased.
The purpose of the present study was to analyze and evaluate drivers' various front-to-rear-end collision avoidance behavior using a driving simulation. Two experiments were conducted. In Experiment I, where driving speeds and headways were systematically varied, drivers' response types and response characteristics were analyzed in terms of quality of collision avoidance behavior. In Experiment II, divided-attention task was imposed. The results of the two experiments are as followings. First, more frequent collisions were observed in faster driving speed condition. Second, better collision avoidance performance was found when the drivers' operated brake or both brake and steering wheel than when they operated steering wheel only. Third, one of the most important factors affecting collision avoidance behavior appeared to the degree of swiftness of response. Fourth, various criteria of drivers' collision avoidance performance were greatly impaired when driver's attention was visually divided. Finally, implications of the study was discussed.
Generally, many researches related to accident tendency have been studied with only one human factor until now. This study examined 9 human factors, selected from previous studies, and identified which of these factors were related to accident-drivers and the degree of discriminant effectivity and relative contribution when was performed discriminant analysis by the 9 human factors. The result identified 4 human factors ranked in order of safety climate, safety locus of control, work attitude and anxiety. The effectiveness was 14.12%, when the drivers were classified into the accident and non-accident groups by discriminant analysis.
The first purpose of this study was intended to investigate the antecedent and outcome variables of service climate. For antecedent variables, service education, service reward, service equipment, service leadership, service orient, and consumer feedback were included in this study. Service performance, organizational commitment, and job satisfaction were included for outcome variables. Data were obtained from 333 hospital employees across 11 general hospitals. Means of service-related variables were generally not high, indicating that service climate of general hospitals were not strong. Results of correlational analyses showed that among antecedents service education, service reward, service equipment, service orient, consumer feedback, and service leadership were significantly related to service climate. Service climate was significantly related to service performance, organizational commitment, and job satisfaction. The second purpose of this study was to investigate the antecedent variables of service performance. Besides the six service-related variables, big-five personality traits(extroversion, agreeableness, emotional stability, conscientiousness, and intellect) were also inclued fur the antecedent variables. Results of correlational analysis showed that except for service reward, service equipment, and emotional stability, all the variables were significantly related to service performance. Also, results of stepwise and hierarchical regression analyses showed that personality traits contributed more to explain service performance relative to service-related variables. Finally, the limitations and implications of this study were discussed.
The main objective of this study was to identify relationship between service encounter quality and customer satisfaction. In total, 430 customer participated in the survey 220 cases were used in exploratory common factor analysis and 210 cases were used in the cross-validation. By common factor analysis, it was found that there were six main factors of service encounters. To identify the antecedents of customer satisfaction, covariance structure analysis was conducted. Results from covariance structure modeling indicated that investment counciling, receiving and paying, and physical setting factors among service encounter factors affected customer satisfaction directly, and customer satisfaction affected word of mouth and repeated trading intention directly. Results from cross-validation analysis revealed that the proposed model was well-fitted to the data. The implication, some possible limits, and the future directions of the present research were discussed.