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학제간연구 과학기술학 뇌인지과학 기술정책 기타 복합학

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논문 기본 정보

자료유형
학술저널
저자정보
저널정보
한국유통과학회 유통과학연구 유통과학연구 제14권 제12호
발행연도
2016.1
수록면
141 - 151 (11page)

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Purpose – Salesperson perceptions of the fairness and accuracy of a performance evaluation system were examined by managerial and professional employees of large organization. The performance evaluation process is central to many personal decisions such as attitude for job and sales performance. This study investigates the relationship between perceived evaluation fairness, job satisfaction, organizational commitment, and sales performance. The main purpose of this study is to develop and empirically test a comprehensive model of salespersons’ perceived evaluation fairness on sales performance. For this purpose, we identified the structural relationship between perceived evaluation fairness, job satisfaction, organizational commitment, and sales performance. Also we investigate the mediating effects on job satisfaction and organizational commitment between perceived evaluation fairness and sales performance. Research design, data, and methodology - To empirically test these relationships, data were collected by in-depth interviews from sales managers and questionnaire surveys from 300 salespersons who work for sales area (credit card company, insurance company). Demographically, the overall sample was 91.6% female, 77.9% 30s and 40s, and 34% college educated, with an average tenure with their present organizations of 4 years. The questionnaire was composed of total 20 items dealing with frequency, quality, and consequences of perceived evaluation fairness, job satisfaction, organizational commitment, and sales performance. To test the research hypotheses, collected data analyzed by confirmatory factor analysis (CFA) and structure equation model (SEM). Results – Through extensive and rigorous literature review process of related literature(Perceived evaluation fairness, Job satisfaction, Organizational commitment, Sales performance), research model and research hypothesis was set up. This study obtains the following research results. First, perceived evaluation fairness has a positive effect on job satisfaction, whereas the effects of perceived evaluation fairness on organizational commitment and sales performance did not show statistically significant result. Second, job satisfaction and organizational commitment have complete mediating roles to the relationship between perceived evaluation fairness and organizational commitment, and relationship between perceived evaluation fairness and sales performance. Conclusions – Based on the results, salespersons’ perceived evaluation fairness is one of the key independent variable for making high job satisfaction, organizational commitment, and sales performance. Finally the theoretical, managerial implication and research limitations are mentioned in the discussion.
#Perceived Evaluation Fairness #Job Satisfaction #Organizational Commitment #Sales Performance.

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참고문헌 (34)

참고문헌 신청
Allen, N. J. / 1990 / The measurement and antecedents of affective, continuance and normative commitment to the organization / Journal of Occupational Psychology 63:1~18 google schola Bagozzi, R. P. / 1988 / On the Evaluation of Structural Models / Journal of Academy of Marketing Science 16(1):74~94 google schola Bateman, T. S. / 1984 / A Longitudinal Analysis of the Antecedents Organizational Commitment / Academy of Management Journal 27:95~112 google schola Benkhoff, B. / 1997 / Ignoring Commitment Is Costly : New Approaches Establish the Missing Link between Commitment and Performance / Human Relations 50(6):701~726 google schola Bettencourt, L. A. / 1997 / Contact Employees : Relationships among Workplace Fairness, Job Satisfaction and Prosocial Service Behaviors / Journal of Retailing 73(1):39~61 google schola

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