ISSN : 1229-0696
The present study was intended to test whether averaging models describe the information integration of Korean consumers. Data from American consumers was used for comperison. The results show that an averaging process describes the quality judgments for both Korean and American consumers in evaluating nondurable, durable products, and consumer services. Similar results were observed for the pattern of overall responses as well as the separate attribute weights. The present findings suggest that the quality of the information used to promote a product is more important than the quantity of information.
The purpose of this study was to examine the buffering effects of "WE-NESS" on the influence of job stress upon the unsafe behavior. The Ss of this research were 342 employees working in the field, were asked questionaire consisting 39 items to answer. The job stress factor consisted of 5 sub-factors(self-respect damage, production pressure, a sense of alienation, supervisor, and dishonor/accident witnessing) and the we-ness factor consisted of 4 sub-factors(intimacy, constraining force, thoughtful consideration, and affection). The dependent variable was unsafe behavior, such as badness or omision of assembling, wiring etc. A relationship among variables was identified by the correlation coefficient. A proposed model was confirmde by path analysis. In general, findings of the study were as follow. The cofirmed paths were 「job stress→unsafe behavior」and 「we-ness→unsafe behavior.」 More specifically, the intimacy and thoughtful factors of we-ness showed buffer effects on stress influence.
An analysis of covariance structure was conducted to propose a theoretical causal model of explaining job performance and compare its fit with those of other alternative models. A theoretical model was obtained by the results of regression analyses of Hahn, Hahn, Kim, & Sung(1989)'s study. It was hypothesized that job performance caused by motivation and ability, that motivation caused by organizational commitment, morale, satisfaction of cognitive need, and leader's understanding of subordinates, and that ability caused by satisfaction of cognitive need. Motivation and ability were hypothesized to be in a reciprocal relation. Based on the results of LISREL analysis of this model, four alternative models were developed and compared. Data were obtained from 462 blue collar wokers in an electronic company. The total sample was divided into two samples for cross-validation. The results obtained from the sample 1 showed that model 4 appears to be a better model in terms of parsimony. This model hypothesized that job performance caused by motivation and ability, that motivation caused by organizational commitment and morale, and that ability caused by motivation. The above results were found to be cross-validation sample. Finally, future study is discussed.
Like individuals, organizations are different in terms of size, structure, character, and so on. This article introduced Organizational Character Index(Bridges, 1992) and its classification scheme for 16 different organizational characters. This classification scheme is an application of MBTI's classification for human personality based on Jung's psychological adaptation to the change was also described. The difference between the organizational Character and the organizational culture, the validation of the Organizational Character Index (OCI), and the applicability of the OCI to the area of personnel and organizational psychology were briefly discussed.
This study was intendd to investigate the effects of consumer self-concept(CSC), price reduction rate(PRR), and source credibility(SC), on involvement(perceived risk and perceived importance) and purchase intention(PI) respectively, Also, it was examined how PPR and SC are affected by the level of SCS, Subjects were 96 college students and 2×2×2 ANOVA was conducted to analyzed the data. The results were as followed : when SC is low, perceived risk is greater : when CSC was low, subjects in the high SC condition had leas perceived risk than those in the low SC condition : when PPR was low, there is no significant difference among four groups, but when PPR is high significant difference is found : when CSC is high, SC is high, and PRR is low, perceived importance was greater : subjects in the high SC condition had greater PI than those in Sc ; subjects in the low CSC condition had greater PI than those in high CSC condition ; When PRR was high, subjects in the high CSC condition had greater PI than those in the low CSC condition ; when PRR was low, subjects in the high SC condition had greater PI than those in the low SC condition.