Hye Kyoung Kim, Ung Hee Lee and Young Hyung Kim
The purpose of this paper is to, first, examine gender differences in response to the presence of diversity management and in the level of organizational commitment, second, to…
Abstract
Purpose
The purpose of this paper is to, first, examine gender differences in response to the presence of diversity management and in the level of organizational commitment, second, to investigate the influence of diversity management practices on organizational commitment, and third, to examine the relationships among gender, diversity management, organizational commitment, and job performance in a more highly male-dominated culture.
Design/methodology/approach
Based on a review of the literature, this empirical study uses a survey and statistical analysis, including t-tests and regressions, to test the hypotheses.
Findings
The major findings are as follows: first, female workers reported a more favorable perception of diversity management practices than did male workers. However, there was no difference between female and male workers in organizational commitment. Second, diversity management was positively and significantly related to organizational commitment. Finally, the results show that gender was not related to in-role performance, while diversity management and organizational commitment were positively related to in-role performance.
Originality/value
The significance of this study lies in its investigation of the effect of diversity management on employees’ attitude and behavior and the gender differences in the perception of diversity management and organizational commitment in a highly male-dominated society. In addition, since Korean companies have become more performance oriented (House et al., 2004), finding the positive relationship between diversity management practices and job performance can also suggest one way for all organizations to increase their employees’ task performance for their continuous development.
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Wooyoung Jeong, Minyoung Park and Jung Ung Min
This paper presents a case study of Renault Samsung Motors (RSM) that recently encounters dynamic changes unveiling various opportunities and challenges due to increasing…
Abstract
This paper presents a case study of Renault Samsung Motors (RSM) that recently encounters dynamic changes unveiling various opportunities and challenges due to increasing complexity of the supply network with growing sales volume, diversifying models, and intensifying global competition. Such competitive environment puts constant pressure on the logistics operations to reduce supply costs and lead time, but the RSM has not been paying much attention to aligning interests of supply chain partners. In 2007, RSM’s effort to build partnership with new 3PLs turned abortive due to their unexpected default on the contract throwing RSM into confusion and disruptions. In this study, the problem was investigated by examining route planning process and incentive scheme of 3PL, and an optimization model was constructed to evaluate the performance of existing 3PL operation. The results indicate that transportation cost can be reduced by relocating consolidation centers, utilizing regional terminal and redesigning routing sequence. However, the research found that the key to successful implementation of the optimized solutions is in designing effective incentive system that induces partners to participate in continuous improvement initiatives.
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Taegoo Terry Kim, Osman M. Karatepe and Ung Young Chung
The purpose of this study is to propose a research model in which political skill (PS) exerts a direct effect on role stress, job tension, work engagement and service performance…
Abstract
Purpose
The purpose of this study is to propose a research model in which political skill (PS) exerts a direct effect on role stress, job tension, work engagement and service performance and buffers the deleterious impact of role stress on job tension. The model also investigates the interrelationships of role stress, job tension, work engagement and service performance.
Design/methodology/approach
The sample was drawn from 261 customer-contact employees in 15 casual restaurants in South Korea. Structural equation modeling was used to assess the aforementioned relationships.
Findings
The findings illustrate that PS alleviates role stress and job tension, while it fosters work engagement and service performance. PS is a panacea to the deleterious impact of role stress on job tension. As expected, role stress heightens job tension, while job tension mitigates work engagement. The findings further reveal that work engagement exerts a positive impact on service performance.
Practical implications
Training interventions can be used to develop employees’ PS. Management should hire the individuals with high PS because such employees can work in harmony with the organizational culture and experience lower role stress and job tension.
Originality/value
The extant hospitality research implicitly demonstrates that very little is known about the outcomes of PS and its moderating role on the relationship between role stress and job tension. The current work set out to fill in this gap.