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아파트 브랜드 자산의 선행요인과 구성요소 간의 인과관계 모델
지성구,김덕수,Ji, Seong-Goo,Kim, Duk-Su 한국주거학회 2009 한국주거학회 논문집 Vol.20 No.4
A well-managed brand name (eg., Xi, the #, and I-Park) becomes brand equity. Brand equity affects the name value of brand in question and revenues. Elaborated researches regarding causes and effects forming brand equity, however, are hardly found. This research aims at: (1) examining the relationships among antecedents of apartment brand equity, brand equity components, and brand preference; and (2) proposing marketing strategies for strengthening apartment brand equity. The research method utilized is a survey. The research procedure consists of four steps as follows: (1) literature review; (2) hypotheses construction regarding antecedents and consequences of apartment brand equity; (3) measurement of apartment brand equity; and (4) covariance structure analysis of relationships between antecedents and consequences. This study found following positive relationships. First, the corporate image and apartment advertisement have a positive influence on brand-name recognition/image and perceived quality, consisting of apartment brand equity. Second, brandname recognition/image, perceived quality, and brand-name preference, consisting of apartment brand equity, have a positive influence on a brand affinity. Thus it is concluded that apartment brand equity is strengthened by means of: (1) the distinction of major factors, forming brand equity and enforcing it; and (2) the establishment and implementation of integrated marketing communication (IMC) strategies.
리더십, 공정성이 네트워크 사업가의 사업 열의와 조직 동일시에 미치는 영향
지성구(Seong Goo Ji),권항구(Hang Gu Kwon) 한국유통학회 2013 流通硏究 Vol.18 No.4
이 연구는 네트워크 사업가의 사업 열의에 영향을 미치는 선행변수와 사업 열의, 조직 동일시와의 관계를 규명하였다. 네트워크 사업가를 대상으로 한 연구결과, 변혁적 리더십, 분배 공정성은 사업 열의에 유의한 정의 효과를 미쳤으나, 거래적 리더십은 부의 영향을 미쳤다. 이들 변수는 사업 열의를 매개하여 조직 동일시에 정의 영향을 미쳤다. 반면, 절차적 공정성은 조직 동일시에 직접적인 정의 영향을 미쳤다. 이러한 연구결과를 바탕으로 시사점을 제공하고, 연구의 미래방향을 제시하였다.
조직혁신 냉소주의가 이탈, 발언, 충성, 그리고 태만행동에 미치는 영향
지성구(Seong Goo Ji),설홍수(Hong Soo Seol) 한국경영학회 2006 經營學硏究 Vol.35 No.1
This study was intended to reveal the negative effect of cynicism about organizational innovation during organizational innovation. It has been suggested that cynicism about organizational innovation be key element of organizational innovation failure. It has been analysed that cynicism about organizational innovation affect job satisfaction. organizational commitment. and organizational citizenship behavior negatively in a few previous researches.But. It was not revealed which paths could be possible with the relation organizational innovation failure and cynicism about organizational innovation. 80. this study was intended to reveal the relationship cynicism about organizational innovation and EVLN considering mediating role of resistance to organizational innovation.Meanwhile. It was selected to exit. voice. loyalty. and neglect behavior(EVLN) as performance indicators of organizational innovation. EVLN has been analysed that it would be a result of job dissatisfaction. psychological contract. But. EVLN could be important indicators of organizational innovation whether success or failure.Thus. it was hypothesized that EVLN would be affected by cynicism about organizational innovation via resistance to organizational innovation.Data was collected by questionnaires from Korea companies that organizational innovation has been completed. or is progressing. Hypotheses was verified by structural equation methods using these data. In result. it was revealed that exit and neglect be positively affected by cynicism about organizational innovation via resistance to organizational innovation. voice and loyalty negatively. Interestingly. the relationship of cynicism about organizational innovation andvoice was mediated by resistance to organizationa1 change both fully and partially.This study has severa1 important implications to academics as well as practitioners. The academic contributions are as follows: First. it was about the resu1t of cynicism about organizationa1 innovation. It can be suggested that cynicism about organizational innovation wou1d be cause about organizationa1 innovation failure through organizational members uncooperative behavior. 8econd. it was mediating ro1e of resistance to organizationa1 innovation in the re1ationship of cynicism aboutorganizationa1 innovation and EVLN. It was because of resistance to organizationa1 innovation that the effect of cynicism about organizationa1 innovation toward EVLN was negative. Third. this study expanded with the study of EVLN revealing its another cause. As for practica1 implications. it was perceptions of emp10yee’s cynicism most of a11.Emp10yees cynicism cou1d be core cause of organizationa1 innovation failure. It was tended to decide organizationa1 innovation against the sight of emp10yee of innovation. It will be resu1ted to organizationa1 innovation failure. However. this study has some limitations. This study has not been performed 10ngitudinally. considered the effect of demographic characteristics. and revea1ed the construct of EVLN separate1y. 80. the future researches will be considered for these problems.