• Fashion & Textile Research Journal
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• v.12 no.3
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• pp.338-346
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• 2010

The primary purpose of this study was to investigate consumers' narcissistic orientation group and apparel products benefits sought. The data were collected from 272 female consumers in Pusan, Daegu and Ulsan. The aforementioned were analyzed utilizing frequency, factor analysis, cluster analysis, MANOVA using SPSS Win 12.0. The results were as follows. First, cluster analysis on narcissism orientation identified four groups such as non-narcissism group, high narcissism group, privilege conscious group and achievable desire conscious group. Second, the groups related to their apparel products benefits sought were high narcissism group and privilege conscious group. There were significantly differences between the groups and apparel products benefits sought such as social prestige, impressive improvement and personality.

• Asia-Pacific Journal of Business
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• v.4 no.1
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• pp.43-51
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• 2013

The research is done with reference to insurance industry. Three companies are taken for the study, first one is LIC, second is ICICI Prudential and third one is ING Vysya life insurance. The impact of advertising message was seen on the brand image of these companies. Six print ads were taken for each company and data was collected from five hundred and forty respondents and forming a sample size of thirty. Three questionnaires were prepared one for brand image before showing ad; second one for advertising message and third one for brand image after showing ads. Through this study these three companies were also compared on the ground of which company has the effect on its brand image by showing ads of that company before and after.

• Journal of Korean Institute of Industrial Engineers
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• v.4 no.1
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• pp.57-63
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• 1978

Hourly earnings of the employed U. S. women are regressed upon a set of independent variables, separately for white and nonwhite women. In support of the human capitalist's point of view higher hourly earnings are positively associated with number of years of education completed, attainment of vocational training either at the company or/and non company training. In addition to education one's obtainments of certain occupational certificate and one's assignment of occupation in the order of the Duncan prestige index and years of work experience since leaving school are also significantly related to hourly earnings. Women workers employed at the government sector or employed in an industry where proportion of female is smaller than average earn more than those at private sector or at industries of high female composition.

• Journal of the Korean Society of Clothing and Textiles
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• v.23 no.2
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• pp.230-241
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• 1999

The purpose of this study was to investigate the purchasing behavior of adolescent consumer groups divided by their brand orientation. Questionnaires were administered to 507 middle and high school students who resided in Kwang-ju between September 22-27 1997. Data were analyzed by factor analysis cluster analysis ANOVA Duncan-test frequency and {{{{ chi ^2 }}-test. The results were as follows : 1. Adolescent consumers were classified by three groups ; brand attached groups : brand attached group (Group I) brand interest group (Group II) and brand indifference group (Group III) according to their brand orientation. 2. There were significant differences among groups in using information sources : Group II used more sources of information than the other two groups. 3. As evaluating attributes of product Group I considered brand prestige most important Group II considered design fashionablity imfortant orderly and Group III considered pricemost important. 4. Group I patronised expensive brand chain stores Group II patronseied department stores and Group III prefered independently owned cheaper priced retailers. 5. The apparel purchasing price range was higher for Group I and became lower for Group II Group III.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2009.06a
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• pp.13-14
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• 2009

Needs of Large Oil Recovery Vessels will be checked by Hebei Spirit Oil Spill in Korea in 2007, Nakhodka Oil Spill in Japan in 1997, Prestige Oil Spill in Spain in 2002. and offer a efficient proposals for practical use besides Catastrophic Oil Spill Response.

• Proceedings of the Safety Management and Science Conference
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• 2008.11a
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• pp.579-582
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• 2008

The wave of 4PL added to strategic consulting based on new IT techniques, for example RFID, with logistics outsourcing through existing 3PL service is a great issue. It is also worthy of notice that EPCglobal network strengthen the role of 4PL. In conclusion, the 4PL system based on EPCglobal network will result in a good success, so it will raise a prestige of air cargo in Korea to a higher position. This study deals with the new logistics system, air cargo logistics system based on u-4PL system, RFID and EPCglobal network, that will bring many advantages.

• International Journal of Computer Science & Network Security
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• v.22 no.8
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• pp.304-322
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• 2022

This study investigated a case of a gifted Saudi student, X, who was early detected through Mawhiba (The Saudi Institution of Gifted) when he was eight years old. Then, the journey continued until he became a Tamayuz member and received a scholarship in 2022 to pursue his bachelor's at one of the prestige, high-ranking universities in the USA to study Mathematics and Economics. Lack of information about the status of Saudi verbal gifted maked X case a model to explore the roles of Mawhiba's programs in supporting Saudi verbal giftedness in general and particularly in learning the English language, plus seeking the opportunities Mawhiba provided for Saudi verbal gifted to enrich their giftedness in the English language through providing extended social networking and finally stating the sample's perspective about the opportunities and services Mawhiba provided him. The three core instruments to accumulate elaboration and interpret qualitative and quantitative data were academic records, writing samples, family observation, and a written interview.

• Asia Marketing Journal
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• v.9 no.1
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• pp.1-22
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• 2007

The issue of enhancing salespersons' performance by introducing the concept of organizational identification has been addressed. This empirical study focuses on how salespersons' performance is influenced by organizational identification. Salespersons' performance is the main outcome variable. Organizational identification may also affect performance through internalization. This study also examines how several antecedents influence organizational identification. Three important antecedents in this study are (1) tenure with the organization, (2) the organization's perceived prestige and (3) perceived interorganizational competition. Among six hypotheses formulated based on the conceptual framework, five are found accepted based on a structural equation model. Several theoretical and managerial implications are presented.

• Journal of the East Asian Society of Dietary Life
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• v.21 no.1
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• pp.134-145
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• 2011

The purpose of this study was to examine the work values of undergraduate-level foodservice major students. In order to assess work values of the participating students, this study adopted 'Maryland Work Values Inventory'. Data from a total of 290 surveys were collected. The participants consisted of 146 commercial foodservice major students and 144 institutional foodservice major students. Among the seven work values, both groups ranked 'job advancement' as the most important work value. Commercial foodservice major students rated 'altruism' as the least important work value, whereas it was 'stimulation' for institutional foodservice major students. 'Need for work' was evaluated statistically higher by junior and senior students compared to sophomore students of commercial foodservice major (p<0.05). In both foodservice majors, a positive relationship was found between work value scores and grade levels. All work value scores tended to be higher for students in higher grades. This tendency was especially statistically clear for the value 'need for work' for commercial foodservice major students and 'money and prestige' for institutional foodservice major students (p<0.05). There were some gaps in the work values between students with different career field choices. For the commercial foodservice majors, those interested in fine dining perceived 'satisfaction and accomplishment' and 'altruism' as more important [4.33 (p<0.05) and 4.05 (p<0.01), respectively] compared to students who had interests in fast food restaurants (4.06 and 3.67 respectively). Scores for 'satisfaction & accomplishment' (p<0.05), 'money & prestige' (p<0.001), and 'stimulation' (p<0.001) were significantly different among institutional foodservice major students. In addition, students more interested in industrial foodservice field regarded 'money & prestige' and 'stimulation' as less important as indicated by noticeably lower scores (3.74, 3.55 respectively) in comparison to the other group (p<0.001). The results of this study, which explored foodservice major students' work values, suggest that there is an increased need for the students to build up their work values as well as for the foodservice industry to offer appropriate work values to future foodservice employees.

• Journal of Korean Academy of Nursing Administration
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• v.3 no.2
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• pp.41-59
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• 1997

This study surveyed nurses' value of reward and recognition level of organizational reward, and measured the fit of both. It also looked into the relationship between the reward fit and attitude of nurses toward their job and organization (job involvement${\cdot}$organizational commitment). It was planned to suggest the alternative of a future reward system. The sample consisted of 625 nurses of 8 private University Hospitals. Data for this study was collected from Mar. 25 to Apr. 17 by structured questionnaire. This study examined the differences of nurses' value of reward by their demographic characteristics, and looked into the relationship between the reward fit and job involvement${\cdot}$organizational commitment. Four instruments and a demographic questionnair were used to collect the data. Developed for myself and repaired by panel of judges, the value of reward scale and organizational reward scale consisted of 34 items on five points Likert-type scale. Developed by Kanungo and repaired by panel of judges, the job involvement scale measured overall job involvement on 7 items. The organizational commitment scale was developed by Mowday et al and repaired by panel of judges on 10 items. The data was analyzed by frequency, percentage, ranking, one-way ANOVA, Pearson's correlation coefficient, Chronbach alpha coefficient, t-test, SNK test, factor analysis with SPSS/PC+ progra,.Major findings are as follows 1. The mean of nurses' value of reward is 4.2435 and job content rewards are seen as the most important(M=4.5532). The following orders are seen as follows; financial rewards(M=4.4181), human realtion rewards(M=4.4130), establishment ${\cdot}$ facilities rewards(M=4.1632), professional rewards(M=4.1117), social status or prestige rewards(M=3.9228), career rewards(M=3.8816). Of 34 indivisual reward factors, the retainment allowance is seen to be thought of as the most important thing. 2. The mean of nurses' actual reward is 2.6035. The actual reward responded to the most extremely offered is job content rewards. The following orders are seen as follows ; human relation rewards(M=2.9420), financial rewards(M=2.7682), professional rewards(M=2.4601), social status or prestige rewards(M=2.3696), career rewards(M=2.3466), establishment ${\cdot}$ facilities rewards(M=1.9364). Of 34 indivisual reward factors, medical insurance benefits are felt to be most extremely offered. 3. The mean of fit of reward is -1.6874 and that means actual reward doesn't egual the value of the reward. What is offered mostly to nurses' value of reward is human relation rewards. The following orders are seen as follows; job content rewards(M=-1.5938), career rewards(M=-1.6381), social status of prestige rewards(M=-1.6382), financial rewards(M=-1.6836), professional rewards(M=-1.6854), establishment${\cdot}$facilities rewards(M=-2.3130). Of 34 indivisual factors, the item of fered most closely to nurses' value of reward is seen as the participation in educational programs at the nursing department of the hospital. 4. The mean of nurses' job involvement is 3.1987 and SD is 0.5667. 5. The mean of murses' organizational commitment is 2.9348 and SD is 0.6124, that is seen as a little lower than job involvement. 6. Significant value of reward differences were found among nurses by their demographic characteristics such as married status, tenure, academic career. 7. The fit of reward was significant related to job involvement and organizational commitment. When generalizing the result of this study, the value of reward, which nurses consider important and appropriate offers a reward that corresponds to the nurses' value of reward. This increases nurses' job and organization devotion further, as well as hospital effectiveness. It appears that nurses have recognized that the present reward offered in hospitals doesn't come up to their expectations so I think it is urgent to plan and perform the new reward system which is in accord with the nurses' reward fit.