The Research Journal of the Costume Culture (복식문화연구)

The Costume Culture Association (복식문화학회)
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The effects of salesperson's self-determination, shared value, and communication satisfaction on job satisfaction, organizational commitment, and turnover intention in fashion companies

패션업체 판매원의 자기결정성, 공유가치 및 커뮤니케이션 만족이 직무만족, 조직몰입 및 이직의도에 미치는 영향

  • Ju, Seong-rae (Dept. of Clothing and Textiles/Human Ecology Research Institute, Chonnam National University) ;
  • Chung, Myung-sun (Dept. of Clothing and Textiles/Human Ecology Research Institute, Chonnam National University)
  • 주성래 (전남대학교 의류학과/전남대학교 생활과학연구소) ;
  • 정명선 (전남대학교 의류학과/전남대학교 생활과학연구소)
  • Received : 2016.10.27
  • Accepted : 2016.12.19
  • Published : 2016.12.31
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Abstract

The purpose of this study was to empirically examine the effects of salespeople's self-determination, shared value; and communication satisfaction on their job satisfaction, organizational commitment, and turnover intention in a fashion company. Questionnaires were administered to 475 salespeople who worked in fashion shop at the time of the study. The data was analyzed via factor analysis, correlation analysis, and a structural equation model. The results indicated that self-determination was extracted as autonomy, competence, and relatedness. Only the relatedness of self-determination factors was positively correlated with formal and informal communication satisfaction. In addition, recognizing hared value was positively correlated with formal and informal communication satisfaction; whereas, the practice of shared value was positively correlated with formal, but not informal communication satisfaction. Formal communication satisfaction was significantly correlated with job satisfaction and organizational commitment. Conversely, informal communication satisfaction was significantly correlated with job satisfaction, but was not related to organizational commitment. Finally, job satisfaction was significantly correlated with organizational commitment and negatively correlated with turnover intention. Moreover, organizational commitment was negatively correlated with turnover intention. The implications of this research for human resources management within fashion companies are discussed in the concluding section of this paper.

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References

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