ISSN : 1229-0696
This study was designed to test that the amount of attention drawn to an advertisement mediates the effect of advertising. The first experiment manipulated the amount of attention to an advertisement and found this have an impact on the importance of the attribute. The second experiment manipulated the relevance of the ad`s picture, the type of statement, and the number of repetitions of the ad, and found that repetitions of the ad attracted more attention, but the attention was not related to the importance of attribute.
The present study first investigated the conceptual discrimination of organizational identification from both organizational commitment and organizational internalization. Organizational identification was conceptualized as perceptions of common fate between the individual and the organization, as suggested by the social identity theory. Responses to the self-administered questionnaire measuring organizational identification, organizational commitment, and organizational internalization were collected from 513 white-collar workers of the Korean large corporations, and analyzed by an exploratory factor analysis. All items in questionnaire consisted of 7-point Likert-type scales. Results supported three factor solutions as proposed. The second survey was conducted to confirm the three factor structure from 701 white-collar workers of the Korean large corporations. Thus organizational identification was identified as a distinct concept from both organizational commitment and organizational, internalization.
This paper is about organizational change and its strategic management. Reviewing theoretical views and empirical research, the author presented a framework to intergrate macro process and micro process of organizational change. Then, the detailed process of planned change is discussed in its temporal order. While presenting strategic issues of change management, the author argued that GOMUD strategy is a viable alternative of change management. He also argued that learning organization should be an ideal model of organizational change in Korea.
The present research was intended to examine the individual preference of allocation principle and the relationship among equity perception, job satisfaction, and turnover intention. For these purpose, a wide variety of measures of inputs and outcomes were listed and then classified into four categories, respectively. This research was conducted in a field setting. Participants of the research were 591 company workers. Workers preferred an equality allocation the most in a case of regular salary, an equity allocation the most in a case of allowance, and a compromise allocation the most in a case of bonus. For bonus, male workers preferred the equity allocation while female workers preferred the equality allcation. Workers with high inputs preferred the equity allocation. The result of multiple regression analysis and path analysis supported the mediating role of job satisfaction in explaining the relationship between equity perception and turnover intention. Although this research had a limitation of generalizability, it provided the basis of applicability of equity theory in field settings by considering the relative importance of a variety of input and outcome measures.
The p value as an index of "important", "meaningful", and "scientific" results has long been used in empirical studies. This study suggested the need of reporting measures of association strength in addition to statistical significance(p value) in order to enhance understanding of study results. Different measures of association strength and their relations to each other were presented using a hypothetical example. The twenty-one articles using ANOVA in three refereed journals(Journal of Applied Psychology, Personnel Psychology, and Organizational Behavior and Human Decision Processes) published in 1988 and 1989 were reviewed to examine the number of articles reporting measures of association strength in addition to statistical significance. In these articles, the fashion of reporting and interpreting results was also examined. It was found that eleven articles among them did not report the measures of association strength and still interpreted the results by only the p value. Continued heavy reliance on the p value, the misinterpretation of the p value, the need of reporting the measures of association strength in the future studies, and the need of considering practical importance of study result were discussed.
Understanding how organizational members perceive the information relevant to the environmental change is important to the understanding the major issue in the study of organizational behavior. However, not much studies were done about what sort of variables are related to the perception and interpretation of the environmental change. This study of 90 organizational members of a profit organization was to investigate the effect of individual characteristics(locus of control, tolerance of ambiguity career background, etc) and familiarity of the situation on the perception of the environmental change. By the method of simulation using the scenarioes representing environmental change, findings indicated that locus of control and tolerance of ambiguity were significantly correlated with the perception of the environmental change and that the career background was also related to the perception. Additional results indicated that familiarity could be the boundary condition in the threat bias phenomenon which was found in the Dutton & Jackson(1988)'s study.
Career development is regarded as one of the most important subjects to consider that organization needs to adjust to a rapidly changing environment. This article was intended to review the definition of career development and its history and introduce various career development interventions used within organizations. The necessity of career development in Korean organizations and various considerations in implementing it were also discussed.