금융시장에서 영업사원의 지각된 평가 공정성과 직무성과 간의 구조적 관계
Structural Relationship between Salesperson’s Perceived Evaluation Fairness and Job Performance in the Financial Market
0
조회
0
다운로드
3
인용
0
참고문헌
키워드
초록
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.
Abstract
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.
참고문헌 (34)
- Allen, N. J., "The measurement and antecedents of affective, continuance and normative commitment to the organization", Journal of Occupational Psychology, 63, pp.1~18 (1990)
- Bagozzi, R. P., "On the Evaluation of Structural Models", Journal of Academy of Marketing Science, 16(1), pp.74~94 (1988)
- Bateman, T. S., "A Longitudinal Analysis of the Antecedents Organizational Commitment", Academy of Management Journal, 27, pp.95~112 (1984)
- Benkhoff, B., "Ignoring Commitment Is Costly : New Approaches Establish the Missing Link between Commitment and Performance", Human Relations, 50(6), pp.701~726 (1997)
- Bettencourt, L. A., "Contact Employees : Relationships among Workplace Fairness, Job Satisfaction and Prosocial Service Behaviors", Journal of Retailing, 73(1), pp.39~61 (1997)
- Brashear, T. G., "Distributive and procedural justice in a sales force context Scale development and validation", Journal of Business Research, 57(1), pp.86~93 (2004)
- 최아령, "외식기업 종사원의 조직공정성이 직무만족과 조직몰입에 미치는 영향에 관한 연구", 관광연구저널, 29(7), pp.253~264 (2015), 한국관광연구학회
- Cohen-Charash, Y., "The role of justice in organization : A meta-analysis", Behavior and Human Decision Processes, 86(2), pp.278~321 (2001)
- Cravens, D. W., "Behavior-based and outcome-based salesforce control systems", The Journal of Marketing, 57(4), pp.47~59 (1993)
- Deutsch, M., "Equity, Equality, and Need : What Determines Which Value Will Be Used as the Basis of Distributive Justice?", Journal of Social Issues, 32, pp.137~150 (1975)
- Field, D., "Distributive and Procedural Justice as Predictors of Employee Outcomes in Hong Kong", Journal of Organizational Behavior, 21, pp.547~562 (2000)
- Greenberg, J, "Organizational Justice : Yesterday, Today, and Tomorrow", Journal of Management, 16(3), pp.399~432 (1990)
- Hegtvedt, K. A., "Advances in group processes (Vol. 10)" (1993), JAI Press
- Hong, Se-Hee, "The Criteria for Selecting Appropriate Fit Indices in Structural Equation Modeling and Their Rationales", Korean Journal of Clinical Psychology, 19(1), pp.161~177 (2000)
- 허찬영, "조직구성원의 공정성 지각이 조직유효성에 미치는 영향과 조직지원인식 및 LMX의 조절효과 - 군대조직을 중심으로 -", 인적자원관리연구, 19(4), pp.177~204 (2012), 한국인적자원관리학회
- 정희용, "항공사 객실승무원의 상호작용공정성과 감성지능이 직무만족과 조직몰입에 미치는 영향", 인적자원개발연구, 18(2), pp.143~165 (2015), 한국인적자원개발학회
- Lau, C. M., "Behavioral effects of fairness in performance measurement and evaluation systems: Empirical evidence from France", Advances in Accounting, incorporating Advances in International Accounting, 28, pp.323~332 (2012)
- 이희태, "지방정부의 성과중심적 인사관리의 공정성이 공무원의 직무만족, 조직몰입, 직무성과에 미치는 영향: 부산을 중심으로", 지방정부연구, 19(3), pp.53~75 (2015), 한국지방정부학회
- 이종완, "성과급제에 대한 공정성 지각이 조직시민행동과 고객지향성에 미치는 영향 및 조직지원인식의 조절효과에 대한 연구: 금융투자회사 영업직원을 대상으로", 경영교육연구, 29(4), pp.56~88 (2014), 한국경영교육학회
- LePine, J. A., "The nature of dimensionality of organizational citizenship behavior : A critical review and meta-analysis", Journal of Applied Psychology, 87, pp.52~65 (2002)
- Masterson, S. S., "Integrating Justice and Social Exchange : The Differing Effects of Fair Procedures and Treatment on Work Relationship", Academy of Management Journal, 43(4), pp.738~748 (2000)
- "Missing Link between Commitment and Performance", Human Relations, 50(6), pp.701~726
- Moorman, R. H., "Relationship between organizational justice and organizational citizenship behaviors : Do fairness perceptions influence employee citizenship?", Journal of Applied Psychology, 76, pp.845~855 (1991)
- 남승하, "공정성 및 평가에 대한 조직구성원의 인식과조직의 구조적 특성이 조직몰입과직무만족에 미치는 영향", GRI연구논총, 15(3), pp.309~335 (2013), 경기개발연구원
- Nunnally, J. C., "Psychometric Theory" (1978), McGraw-Hill
- 박진영, "특급호텔의 인사평가 공정성이 신뢰 및 조직몰입에 미치는 영향", 관광연구, 26(2), pp.145~161 (2011), 대한관광경영학회
- Petty, M. M., "A meta-analysis of the relationships between individual job satisfaction and individual performance", Academy of management review, 9(4), pp.712~721 (1984)
- Piercy, N. F., "Driving organizational citizenship behaviors and salesperson in-role behavior performance : The role of management control and perceived organizational support", Journal of the Academy of Marketing Science, 34, pp.244~262 (2006)
- Porter, L. W., "Organizational commitment, job satisfaction, and turnover among psychiatric technicians", Journal of Applied Psychology, 59, pp.603~609 (1974)
- Steers, R. M., "Introduction to Organizational Behavior" (1984), Forresman &Co
- Tan, S. L. C., "The Impact of Performance Measures on Employee Fairness Perceptions, Job Satisfaction and Organizational Commitment", JMAR, 10(2), pp.57~72 (2012)
- Tett, R. P., "Job satisfaction, organizational commitment, turnover intention, and turnover : Path analyses based on meta-analytic findings", Journal of Personnel Psychology, 46, pp.259~293 (1993)
- Vandenberg, R. J., "Examining the causal order of job satisfaction and organizational commitment", Journal of Management, 18(1), pp.153~167 (1992)
- Williams, L. G., "Antecedents and Consequences of Satisfaction and Commitment in Turnover Models : A Reanalysis Using Latent Variable Structural Equation Methods", Journal of Applied Psychology, 71(2), pp.219~231 (1986)