Salesperson behavior with respect to selling orientation-customer satisfaction(SOCO) is shown to influence customer satisfaction with the salesperson, dealer, product and manufacturer in of new car purchasers. The influence of selling behaviors on product satisfaction has significant implications for manufacturers in their efforts to enhance market acceptance. Strategies to enhance product satisfaction via salesperson behaviors are discussed.

This paper deals with the sequencing problem in the operation of the manufacturing systems with the constraint of buffer capacity. Some of studies for this theme have been progressed for several years. And then most of them considered only one objective, such as maximum lateness, machine utilization, makespan, mean flowtime and so on. This study deal with two objectives of the delivery for customers and the idle time of machines for producers. For the decision of sequence, the utility function is used. The developed heuristic algorithm presents a good solution. Through a numerical example, the procedures of the job sequencing is explained.

environmental has given rise to a world where consumer persue satisfaction in quality and quantity of products. From this point of view, a study of the impact of logo design on brand association and consumer emotions is very important and useful. For this study, we investigate on the basis of preceding studies. Finally, it is thought that it will be necessary to conduct a more specific study on the relation between brand association and consumer emotions.

The purpose of this study verifies: the relationships between self-leadership (behavioral-focused strategies, natural reward strategies, constructive thought pattern strategies) and job satisfaction, and mediator effect of the organizational commitment. In order to verify the relationships and mediator effect, data obtained from 140 employees working in business office in Ulsan Metropolitan City were analyzed by using SPSS 12.0. The findings are as follows: First, the relationship between the self-leadership and the organizational commitment is positively related. Second, There was also a positive correlation between the organizational commitment and job satisfaction. finally, the organizational commitment played as a partial mediator on the relationship between self-leadership and job satisfaction. Based on these findings, the implication and the limitations of the study were presented including some directions for future studies.

The 420 employees as subject for emprical analysis were selected in Banwol & Sihwa Industrial Complex in Ansan area. This study shows the followings; 1. In the group where the task is unstructured and the subordinate's ability is high, the achievement - oriented and participative leader behavior have positive impact on the subordinate's expectancy. 2. In the group where the task is unstructured and the subordinate's ability is low, the directive leader behavior has no significant impact on the subordinate's expectancy. 3. In the group where the task is structured and the subordinate's ability is high, the supportive leader behavior has positive impact on the subordinate's expectancy. 4. In the group where the task is structured and the subordinate's ability is low, only supportive leader behavior has positive impact on the subordinate's expectancy, and the directive leader behavior has on significant impact. Finally this study indicates the implication for future theoretical and empirical delelopment.

The purposes of this paper are to investigate mismatch in labor supply and demand on small and medium industries in Suwon region by conducting surveys to potential employees and employers, and to suggest alternative policy means to eliminate those mismatch conditions. Reasons of occupation change, difference in terms desired in occupation between potential employee and employer, understanding in mismatch, and measure of labor shortage by firms are analyzed in this paper. The report's recommendations to eliminate labor mismatch in small and medium industry are categorized into two groups: working conditions and occupation competence. Narrowing the working conditions gap, utilization of idle workers, establishment of flexible wage system are suggested to eliminate labor condition mismatch. In addition, potential employees need to meet working requirements by building up both wide use ability, occupation specific ability, and industry specific ability.