The effect of continuous learning activity on organizational commitment and work engagement The mediating effect of self-perceived employability
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Feb 28, 2013
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Abstract
The first purpose of this study was to examine the effect of continuous learning activity on organizational commitment and work engagement. The second purpose was to testify the mediating effect of self-perceived employability in the relationship between continuous learning activity and organizational commitment/work engagement. The third purpose was to examine the moderating effect of informal networking of employees in the relationship between continuous learning activity and self-perceived employability. The fourth purpose was to examine the moderating effect of distributive justice in the relationship between self-perceived employability and organizational commitment, and the final purpose was to testify the moderating effect of growth needs in the relationship between self-perceived employability and work engagement. Data were gathered from 264 employee who were working in various organizations in Korea. As results, continuous learning activity had positive relationships with organizational commitment and work engagement. Self-perceived employability had mediation effect in the relationship between continuous learning activity and organizational commitment/work engagement. Informal networking of employees had moderating effect in the relationship continuous learning activity and self-perceived employability because the relationship was more positive when informal networking of employees was high than low. Distributive justice had moderating effect in the relationship self-perceived employability and organizational commitment because the relationship was more positive when distributive justice was high than low. Also growth needs had moderating effect in the relationship self-perceived employability and work engagement because the relationship was more positive when growth needs was high than low. The implications for research and practice, limitations, and future research tasks were discussed.
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Lee, S., & Yoo, T. (2013). The effect of continuous learning activity on organizational commitment and work engagement: The mediating effect of self-perceived employability. Korean Journal of Industrial and Organizational Psychology, 26(1), 47–72. https://doi.org/10.24230/kjiop.v26i1.47-72
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Empirical Articles
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유태용 역 (2012). 산업 및 조직 심리학(10판). 시그마프레스.
유태용, 현희정 (2003). 개인과 조직성격간 부합, 개인과 직무특성간 부합이 조직과 직무에 대한 태도 및 행동에 미치는 영향. 한국심리학회지: 산업 및 조직, 16, 201- 222.
윤수민, 이재식 (2010). 고용경쟁력과 조직시민 행동 사이의 관계: 직무 불안정성과 조직불안 및 직무열의의 이중 매개효과. 한국심리학회지: 산업 및 조직, 23, 297-315.
이규만 (1999). 문화적 가치관과 개인적 특성이 상사-부하 간 교환관계 및 조직행동 유형에 미치는 영향에 관한 연구. 서강대학교 대학원 박사학위논문.
이철희, 신강현, 허창구 (2012). 변혁적 리더십과 거래적 리더십이 직무열의에 미치는 영향: 심리적 자본의 매개효과를 중심으로. 한국심리학회: 산업 및 조직, 25, 147- 169.
인재경영 (2011). 경력개발 기회가 성과에 어떠한 영향을 미치는가, 11, 69-71.
장은주 (2003). 주관적 경력성공의 영향요인에 관한 연구: 금융기관 종사자를 대상으로. 서강대학교 대학원 박사학위 청구논문.
정범구, 이상석 (1999). 조직공정성과 조직후원 인식의 관계에 관한 연구. 경영논집, 13, 127-150.
조국행 (2001). 공정성이 조직몰입, 직무만족, 조직유효성에 미치는 영향에 관한 실증적 연구. 호서대학교 대학원 박사학위 청구논문.
Aiken, L. S., & West, S. G. (1991). Multiple regression: testing and interpreting interactions. Newbury Park, CA: Sage.
Alas, R., & Sharifi, S. (2002). Organizational learning and resistance to change in Estonian companies. Human Resource Development International, 5, 313-331.
Arneson, S. (2006). Continuous learning and workforce engagement. Chief Learning Officer, 5, 24-27
Arthur, M. B., & Rousseau, D. M. (1996). The boundaryless career. a new employment principle for a new organizational era. NY: Oxford University Press.
Benson, G. S., (2006). Employee development, commitment and intention to turnover: a test of 'employability' policies in action. Human Resource Management Journal, 16, 173-192.
Berntson, E., & Marklund S. (2007). The relationship between perceived employability and subsequent health. Work & Stress, 21, 279-292.
Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt & W. C. Borman (Eds.), Personnel selection in organization(pp.71-98). San Francisco: CA: Jossey-Bass.
Browne, M. W., & Cudeck, R. (1993). Alternative ways of assessing model fit. In K. A. Bollen & J. S. Long(Eds.), Testing structural equation model(pp.136-162). Newsbury Park, CA: Sage.
Campbell, J. P. (1999). The definition and management of performance in the new age. In D. R. Ilgen. E. D. Pulakos (Eds.), The changing nature of performance(pp.366-397). San Fransisco. CA: Jossey-Bass.
Carson, K. D., & Bedeian, A. G. (1994). Career commitment: construction of measurement and examination of its psychometric properties. Journal of Vocational Behavior, 44, 237-262.
Cheung, G. W., & Lau, R. S. (2008). Testing mediation and suppression effects of latent variables: bootstrapping with structural equation models. Organizational Research Methods, 11, 296-325.
Csikszentmihalyi, M. (1990). Flow: The psychology of optimal experience. New York: Harper Collins.
De Cuyper, N., Bernhard-Oettel, C., Berntson, E., De Witte, H., & Alarco, B. (2008). Employability and employee's well-being: mediation by job insecurity. Applied Psychology: An International Review, 57, 488-509.
De Cuyper, D., Nobelaers, G., & De Witte, H. (2009), Job insecurity and employability in fixed-term contractors, agency workers, and permanent workers: associations with job satisfaction and affective organizational commitment. Journal of Occupational Health Psychology, 14, 193-205.
Drucker, P. F. (1995). Managing in a time of great change. New York Truman Valley.
Dweck, C. S., & Leggett, E. L. (1988). A social- cognitive approach to motivation and personality. Psychological Review, 95, 256-273.
Farrell, M. A. (1999). Antecedents and consequences of a learning orientation. Marketing Bulletin, 10, 38-51.
Folger, R. & Konovsky, M. A. (1989). Effects of procedural and distributive justice on reactions to pay raise decision. Academy of Management Journal, 32, 115-130.
Fugate, M. (2006). Employability. In J. Greenhous & G. Callanan (Eds.), Encyclopedia of career development(Vol. 1, pp.267-271). Thousand Oaks, Ca: Sage.
Fugate, M., Kinicki, A. J., & Ashforth, B. E. (2004). Employability: a psycho-social construct, its dimensions and applications. Journal of Vocational behavior, 65, 14-38.
Goldstein, I. L. (1993). Training in organizations(3rd ed.). Pacific Grove, CA: Brooks-Cole.
Greenberg, J. (1994). Using socially fair treatment to promote acceptance of a work site smoking ban. Journal of Applied Psychology, 79, 288-297.
Griffeth, R. W., Steel, R. P., Allen, D. G., & Bryan, N. (2005). The development of a multidimensional measure of job market cognitions: The employment opportunity index(EOI). Journal of Applied Psychology, 90, 335-349.
Groot, W., & De Brink, H. M. V. (2000). Education, training and employability. Applied Economics, 32, 573-581.
Hackman, J. R., & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60, 159-170.
Han, T. Y. (2003). Multilevel approach to individual and team adaptive performance. Unpublished Doctoral Dissertation, State University of New York.
Hogan, R., Chamorro-Premuzic, T., & Kaiser, R. B. (2012). Employability and career success: bridging the gap between theory and reality. Industrial and Organizational Psychology: Perspectives on Science and Practice, 6, in press.
Howard, A., & Bray D. W. (1990). Predictions of managerial success over long periods of time lessons for the management progress study. In K. E. Clark & M. B. Clark(Eds.), Measures of leadership. West Orange, NJ: Leadership Library of America.
Hoyle, R. H. (1995). The structural equation modeling approach: Basic concepts and fundamental issues. In R. H. Hoyle(Ed.), Structural equation modeling: Concepts, issues, and application.. Thousand Oaks, CA: Sage
Hurley, R. F., & Hult, T. M. (1998). Innovation, market orientation, and organizational learning: an integration and empirical examination. Journal of marketing, 57, 53-70.
Hurtz, G. M. (2002). Attitudinal and motivational antecedents of participation in employee development activities. Doctoral dissertation submitted to SUNY at Albany.
Johnson, C. D. (2001). In search of traditional and contemporary career success. GA: The University of Georgia.
Judge, T. A., Cable, D. M., Boudreau, J. W., & Bertz, R. D. (1995). An empirical investigation of the prediction of executive career success. Personnel Psychology, 48, 485- 519.
Kaplan, R. E (1984). Trade route: the manager's network of relationship. Organizational Dynamics, 12, 37-52.
Kim, y., & Rhee, M. (2010). The contingent effect of social networks on organizational commitment: a comparison of instrumental and expressive ties in a multinational high-technology company. Sociological Perspectives, 53, 479-502.
Konovsky, M. A. & Cropanzano, R. (1991). Perceived Fairness of employee drug testing as a predictor of employee attitudes and job performance. Journal of Applied Psychology, 76, 698-707.
London, M., & Mone, E. M. (1999). Continuous learning. In D. R. Ilgen & E. D. Pulakos (Eds.), The changing nature of performance: Implications for staffing, motivation, and development. San Francisco: Jossey-Bass.
Marquardt, M. J. (1996). Building the learning organization. New York: McGraw-Hill.
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