open access
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open access
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ISSN : 1229-0696
The purpose of this study was to investigate the effects of personal values on impulsive purchase. Difference of impulsive purchase according to the importance of pleasure-oriented general value was tested by 434 participants, difference of impulsive purchase according to the importance of aesthetics oriented consumption value was examined by 524 participants. In whole, the importance of personal value influences upon impulsive purchase. The more pleasure oriented general value is important, the more impulsive purchase does. The more aesthetics oriented consumption value is important, the more impulsive purchase does. The results suggest that impulsive purchase is not irrational, but at least rational in the experiential perspective.
This paper examined the effects of the representative information and motivational factor on the evaluation and selection of the products. In present study, since the ratio of positive and negative characteristics of the two products which served as the stimuli was equal, the product with more positive characteristics also had more negative characteristics than the other product. However, people evaluated more positively and selected more frequently the one which had both many positive and negative characteristics when the majority of information representing the product was positive characteristics. This tendency occurred even when the subjects knew the exact ratio of positive and negative characteristics of the products. Therefore, one can infer that the tendency to evaluate the products based on their representative information is due to one's information processing features, not the bias in the memory. Lastly, the effect of the representative information was lessened when the personal relevance of the information was high (Experiment 1), or when the product was durable (Experiment 2).
In this study, 360 degree appraisal of the 46 R & D managers, including self, supervisor, peer and subordinates was conducted through the use of rating scales which were based on the competing values model(Quinn, 1988). In the t-test which was done to see if there were any systematic differences among raters, self-rating was higher than the other ratings, except two leadership role dimensions. Especially, self-rating was significantly higher than the supervisor-rating in most leadership role dimensions. However, self-rating was not significantly higher than the subordinate-rating except one dimension(Study 1). In study 2, performance criteria(performance rating and promotion) of the 42 R & D managers were collected, and the correlation analysis was done to see if there were any relationship between 360 degree rating and performance criteria, and if the congruence between self-rating and other ratings would affect the performance criteria. The results showed that there were different relationships in six leadership dimensions. The results of this study was discussed with perceptual or attributional bias.
The interview as a part of college admission procedure has not been fully developed, although it is adopted in almost of the colleges in Korea. They are forced to administer the interview although they are not prepared with systems of professional quality. It is not surprising that school authorities have somewhat resentment and they argue for abolishing the interview system in the admission procedure. However, we need to develop interview practices to collect relevant information for the applicants that cannot be covered in the scholastic aptitude test, school record of student life, and essay exam. The criteria of selecting students are now being diversified, which require a development of procedures to measure their qualification. We present an integrated view on the functions of interview and discuss the technical issues of admission interview in Korea. Functions of interview are presented as it serves primary purposes and future-oriented purposes. Also technical aspects of measurement domain, different interview methods, and combining scores are discussed.
The purpose of this study was to make a critical review of the dimensions measured in performance appraisal in Korean companies. The review of the appraisal systems in Korean businesses revealed that the dimensions evaluated were ill-defined, overlapped, and/or confounded, which may give a good chance for an appraiser to a faulty evaluation by impression. It was found that the performance determinants that should be measured in the context of selection were errorneously embraced in performance appraisal. They do not often take into account various chance as well as constraint factors that may influence performance outcomes. It was also indicated that job performance process has not been considered seriously. Few job analyses have not been done to find and utilize performance dimensions or performance determinants in Korean companies. Finally it was suggested that employees must participate in choosing the dimensions and determinants of job performance that are included in a performance appraisal system.
The purpose of this study was to empirically examine the relation of Holland's six interest dimensions to five robust dimensions of personality. Two samples was used to generalize the results of the study: one is a randomly stratified national sample, and the other a college undergraduate student sample. The results based on the samples indicated that the interest test and the two personality used for this study have construct validities to a satisfactory degree. It was found that the dimensions of interest and personality was interrelated to some extent. The resulting correlations of the dimensions revealed, however, that the constructs of interest and personality still have their own unique variances to a larger degree, which are not explained by each other. It suggests that in order to obtain more exact information about an individual, especially in the context of vocational counseling, a personality test be used in addition to a interest test.
The purpose of this study was to develop the scale for measuring the type of organizational personality using 16 different types like the Myers-Briggs Type Indicator(MBTI)'s classification scheme. For this purpose, first of all, 56 preliminary items were written according to Bridges(1992)'s framework to classify organizational personality into 16 types. Three hundreds and sixty-six employees belonged to a variety of organizations rated their own organizational personality. By a common factor analysis, six factors were extracted to measure four dimensions: Extraversion-Introversion, Sensing-Intuition, Thinking-Feeling, and Judging-Perceiving. Thirty-one items satisfying both conceptual and statistical conditions were selected as the final items for Organizational Personality Type Indicator(OPTI). Then a confirmatory factor analysis was performed by LISREL 8 to confirm the factor structure of the OPTI using 367 employees. The result of the confirmatory factor analysis indicated the measurement model consisted of the six factors was well fitted to the data. For the purpose of investigating the usability of the OPTI, it was examined whether the organizational personality types classified by the OPTI are different across the goal and function of the diffrent organizations. It was found the organizational personality type was different by the unique function of the organization. Also it was examined whether the fit between individual personality type and organizational personality type is related to organizational effectiveness, organizational commitment, organizational satisfaction, and turnover intention. The degree of fit was positively related to the perceived organizational effectiveness, organizational commitment, and organizational satisfaction, and was negatively related to turnover intention. Based on these findings, it was concluded the OPTI is reliable and valid to measue the type of organizational personality, and the OPTI can be used in the area of organizational diagnosis and development as well as the area of personnel psychology. Lastly future research directions and implications were discussed.
This study was conducted to compare the stability of validity between two scale construction methods(empirical keying versus factorial scaling) of biographical data. In addition to the relative validity of weighting systems, biographical and job performance data from 300 saleswomen were collected. 194 cases were used in item analyses and 106 cases were used in the cross-validation. After a series of item analyses were conducted, 23 items among 114 biographical items which had been developed by Owens(1976) were included to the validation study. 5 factors of 23 biographical items were observed by common factor analysis. The results showed that the validity of empirical keyed biodata was higher than that of the factorial scaling method, but that significant validity shrinkage was observed in empirical keyed biodata. Regression-weighting and equal-weighting methods were superior to other weighting systems. The implications, some possible limits and the future directions of the present research were discussed.
The present study attempted to (1) identify the contents of psychological contract (PC) in Korean companies, and (2) investigate the effects of the violation of PC on organizational commitment, intention to turn over, and perception of organizational fairness. 27 white collar workers participated in the individual interviews and 165 ones in the survey questionnaire study. It was found that Korean workers had several unique components of PC: In the part of organization obligation, pay parallel to other comparable companies, broad range of fringe benefits, management by positive reward rather than exception, family-like organizational climate and fair performance evaluation and task assignment were identified, while in the part of employee obligation, harmonious interpersonal relations, task-focused support for other members, and employee's self development were included. With regard to position, the higher position employees held, the less perceived violation of organization obligations they tended to experience, whereas there existed no significant difference among the positions in the perceived violation of employee obligation. Organizational commitment, intention to turn over and organizational fairness were significantly related to the violation of organization obligation, but not to that of employee obligation. Finally. The theoretical and practical implications of the findings and several directions for future research were discussed.
Goal-setting theory has shown that difficult goals improve task performance. However, a goal can differ not only in terms of its difficulty level, but also in terms of how its meaningfulness is cognitively represented. The present paper conceptualizes the goal identification level to explain its effects on task performance. As suggested by an action identification theory, the goal identities are assumed to be structured by hierarchical levels. It is hypothesized that the higher the goal identification level, the greater the performance improvement, and there would be an interaction effect of goal identification level and goal difficulty. Ninety subjects participated in 2 (high, low goal identification) × 3 (high, medium, low goal difficulty) completely randomized factorial experiment. Results showed that subjects with high goal identification performed better than those with low goal identification. Also, goal difficulty effects were observed only in law goal identification condition, whereas subjects in high identification condition maintained high performance level regardless of goal difficulty. These results imply that goal identification level can be a useful concept as a moderating variable, and high goal identification level is related to individuals/ ideal self-image or desirable self-concept.
Recently, the flow construct has been proposed as important for understanding consumer behavior on the cyber space. The object of the present study is threefold: (1) review definitions and models of flow, (2) evaluate Novak, Hoffman and Yung' causal model of flow, and (3) propose and test a more comprehensive model of flow which includes the consumer behavior variable as the final consequence of flow. On-line research is performed for 1880 web users, and the analysis of covariance structure is performed two stages. The result of this study support the model of flow as a complex multidimensional construct characterized by direct relationships among twelve unidimensional constructs and two Internet usage variables. In addition, information vividness and anxiety are shown to correlate in predicted ways with flow antecedent variables. The result also demonstrates empirically that flow relates to measures of EC consumer behavior, specifically purchase intention through EC. In other words, the comprehensive new model of flow proposed in this study is largely supported. The theoretical as well as practical implications of these findings, limitations of this study, and the direction of future research are discussed.