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ISSN : 1229-0696
The present study was designed to replicate and to investigate the generalizability of the two-factor theory of consumer satisfaction/dissatisfaction suggested by Swan and Comb(1976) and Maddox(1981). For these purposes, the critical accident method of Herzberg(1957) was used and the objects were extended by adopting a service(restaurant) besides products(shose and clothing). The satisfaction/dissatisfaction experiences were collected from the 287 students with the critical accident method. The results show that some factors had strong relation to satisfaction, but other factors had relation to both satisfaction and dissatisfaction. The hypothsis that the different factors determine consumer satisfaction and dissatisfaction was partly supported. We interpreted these results as "the physical/primary factors affecting both satisfaction and dissatisfaction, but the psychological/secondary factors having no direct effects on dissatisfaction".
The purpose of the present study was to investigate the perceptual difference on images of managers in the medium size enterprises and was intended to suggest the norms of action program which could be applied for the purpose of organizational development. To adjust the environmental and organizational change, organizations should try to accomplish organizational development. Bales(1979) developed a new theory and methodology 'SYMLOG'(A System for the Multiple Level Observation of Groups), which could be applied for the purpose of organizational diagnosis and OD. 356 subjects selected from managers and employees in the medium size enterprises in Taegu and Kyongbuk areas rated MEM/LEM image on SYMLOG General Behavior Rating Forms. The present study employed 2(organizational traits : high performance vs. low performance) × 2(position : manager vs. employee) completely randomized factorial design. The data were analyzed by the SYMLOG Field Diagram and Bargraph. The results were as follows: 1. In the perceptions of MEM image, U-D and F-B dimensions showed significant difference in organizational traits(high performance vs. low performance). P-N dimension revealed significant difference in the variable of position(manager vs. employee). 2. The interaction effect(organizational traits × position) was found significantly in the U-D dimension. P-N dimension showed significant difference in organizational traits. F-B dimension revealed significant difference in position. Besides SYMLOG 3 dimensional analysis by field diagram, SYMLOG Bargraph analysis was used in order to study EME/LEM norms. The norms of MEM/LEM were discussed as criteria of organizational development.
This study investigated job satisfaction and its correlates for a sample of 417 Korean workers. A korean version of the revised JDI (R-JDI), eleven demographic and 2 job variables were developed and put into a questionnaire form. The results suggested that the R-JDI scales appeared to generalize, in reliability and factor structure, to the korean sample. Also, job satisfaction was related to workers statements concerning their intentions to stay on the job but not related to performance(self-rated). Significant correlations were found between jod satisfaction and a variety of background variables and these were consistent with findings for American workers.
For the purpose of the empirical study on the measurement and related variables of the job satisfaction, and its demographic variable's effects, it was surveyed for the job satisfaction scales and value orientation scales. The subjects were 429 employeed in a large scale textile production company. The major findings are follows. 1) Through the factor analysis, the dimensions of job satisfaction are leadership, company policies, salaries, promotion, working condition, benefits, and co-workers. These results are similiar with established researches. The construct validity of the job satisfaction scale adopted in this study is considered as moderate. 2) The facet or factor satisfaction correlations with overall satisfaction are relevant coefficients(from r=.19 to r=.38). 3) The general value have no significant effect on the job satisfaction. 4) The demographic variables effects of the job satisfaction have similiar tendency with the established researches.
The present study was to explore the perceived saliences of reasons underlying consumer's product selections by adopting a macro level(i, e., product) perspective as opposed to the micro level(i, e., brand) as the units of analysis. In pursuing this issue, this study argued that consumption phenomena might be sought in the types of wants that consumers attempt to satisfy and related reasons for selecting one product version over mother, then developed a typology of want-based reasons and assessed the role of the wants and reaons for purchasing. The data were collected from the sample of 53 Korean housewives on 45 product categories. The application of multidimensional scaling techniques to these data reflected the wants typology by distinguishing meaningfully among products bought for various reasons, as indicated by the position of the relevant reason vector. These results would be useful basis for meaningful conceptualisation or classification of buying reasons as well as some important implications for advertising and marketing strategies.
In this study, I tested the hypothesis of equity theory that variations in individual contributions led to an equitable allocation of reward, and examined the effects of allocator, computational complexity, sex, and allocator's inputs on reward allocation. The results provided strong support for the equity hypothesis. As predicted by hypothesis 1, those who contributed more received more money than those who contributed less. And consistent with hypothesis 2, supervisors preferred the equity principle and corecipients preferred the equity principle. Effects of computational complexity were not obvious and sex differences according to allocator's inputs were opposed to hypothesis. The implications of this study were discussed, and some further researches were recommended.
The present study is a part of a series of studies which explore the dimensions of semantic judgement of consumer on advertising and make a korean adjective scale which can be used for measuring the attitude and response profiles about advertising. 801 korean adjectives were collected and 189 words survived as a result of relevancy evaluation. 10 TV-CFs and 10 print ads were rated with the 189 adjectives. The data were dealt with Principal Component Factor Analysis and the results could be summerized as follows. 1) The negative side of 'evaluation' factor was differentiated and formed an independant negative factor. 2) The factors identified were similar to the results of some foreign studies, but the 'personal relevancy' factor, which was reported consistently, wasn't identified in this study. 3) A unique factor that wasn't reported by other foreign studies was discovered. Because of the need for further studies, we didn't make any conclusion based on our results.
The relationship between job stress and job satisfaction has been puzzling the field of organizational psychology. Two opposing viewpoints exist about the concept of job stress. A traditional view regards job stress exerting negative effects on almost every aspcet of job, especially on job satisfaction. According to this view, the more job stress, the less job satisfaction and vice versa. A more recent view considers job stress not necessarily negative. According to this, certain amount of job stress can motivate workers to perform better and, as a consequence, may provide greater satisfaction. That is, a job stressor may be a positive stresstr to certain extent and may turn into a negative stressor beyond that extent. To clarify the nature of the relationship, the present study surveyed 599 workers consisting of 280 white collars and 319 bole collars with two measures. The measure of job satisfaction, previously developed by Kim, Joon-Gon, is composed of eight subdimensions. A measure of job stressors was developed by our team for each class workers; the measure for blue collars has 13 subdimensions and the one for white collars has 15 subdimensions. Examinations of the correlational nature between the two constructs reveal firm support far the traditional viewpoint. The major findings are; 1, The relationship between job stressors and satisfaction is direct and negative. 2, No job stressors exert positive influence on job satisfaction. 3, Regardless of its level, job stressors always are negatively correlated with job satisfaction.