Main Article Content
The current study explored structural relationships of ego-resilience, affect experience, meaning in life, and job satisfaction. Also, this study examined the moderating effects of transformational leadership between affect experience and meaning in life meaning. We collected data from 730 soldiers working at ROK Air Force air wing located at Gyeonggi-do. The results from mediation analysis showed that positive and negative affect mediated between ego-resilience and meaning in life, respectively. Also, meaning in life mediated between positive and negative affect, and job satisfaction, respectively. The results from regression analysis reported that transformational leadership moderated between positive and negative affect, and meaning in life, respectively. Additionally, transformational leadership moderated the mediation effects between positive and negative affect, and job satisfaction, respectively. In the discussion section, we discussed about theoretical and practical implications of this study.
This work is licensed under a Creative Commons Attribution 4.0 International License.
정구현, 강원, 강한수, 김은환, 김종년, 배성오, 신형원, 이민훈, 태원유, & 한창수 (2008). 한국의 기업 경영 20년. 삼성경제연구소.
한정화. (2009). 지난 20 년간 한국경제와 한국기업경영의 회고와 전망; 한국 기업경영 20 년의 회고와 전망. 텔코경영연구원(구 국제무역경영연구원), 15(2), 107-138.
Aiken, L. S., West, S. G., & Reno, R. R. (1991). Multiple regression: Testing and interpreting interactions. Sage.
Anderson, R. C., & Reeb, D. M. (2003). Founding‐family ownership and firm performance: Evidence from the S&P 500. The Journal of Finance, 58(3), 1301-1328. https://doi.org/10.1111/1540-6261.00567
Bae, J., & Lawler, J. J. (2000). Organizational and HRM strategies in Korea: Impact on firm performance in an emerging economy. Academy of Management Journal, 43(3), 502-517. https://doi.org/10.5465/1556407
Baldwin, T. T., & Ford, J. K. (1988). Transfer of training: A review and directions for future research. Personnel Psychology, 41(1), 63-105. https://doi.org/10.1111/j.1744-6570.1988.tb00632.x
Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120. https://doi.org/10.1177/014920639101700108
Barney, J. B., & Griffin, R. W. (1992). The management of organizations: Strategy, structure, behavior. Houghton Mifflin College Div.
Baron, J. N., Burton, M. D., & Hannan, M. T. (1996). The road taken: Origins and evolution of employment systems in emerging companies. Industrial and Corporate Change, 5(2), 239-275. https://doi.org/10.1093/icc/5.2.239
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173–1182. https://doi.org/10.1037/0022-35126.96.36.1993
Barrett, A., & O'Connell, P. J. (2001). Does training generally work? The returns to in-company training. ILR Review, 54(3), 647-662. https://doi.org/10.1177/001979390105400307
Bartel, A. P. (1994). Productivity gains from the implementation of employee training programs. Industrial Relations: A Journal of Economy and Society, 33(4), 411-425. https://doi.org/10.3386/w3893
Bartlett, K. R. (2001). The relationship between training and organizational commitment: A study in the health care field. Human Resource Development Quarterly, 12(4), 335-352. https://doi.org/10.1002/hrdq.1001
Becker, G. S. (2009). Human capital: A theoretical and empirical analysis with special reference to education. The University of Chicago Press.
Benner, M. J., & Tushman, M. (2002). Process management and technological innovation: A longitudinal study of the photography and paint industries. Administrative Science Quarterly, 47(4), 676-707. https://doi.org/10.2307/3094913
Beugelsdijk, S. (2008). Strategic human resource practices and product innovation. Organization Studies, 29(6), 821-847. https://doi.org/10.1177/0170840608090530
Black, S. E., & Lynch, L. M. (1996). Human-capital investments and productivity. The American Economic Review, 86(2), 263-267.
Bliese, P. D. (2000). Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis. In K. J. Klein & S. W. J. Kozlowski (Eds.), Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions (pp. 349-381). San Francisco, CA, US: Jossey-Bass.
Blume, B. D., Ford, J. K., Baldwin, T. T., & Huang, J. L. (2010). Transfer of training: A meta-analytic review. Journal of Management, 36(4), 1065-1105. https://doi.org/10.1177/0149206309352880
Bowen, D. E., & Ostroff, C. (2004). Understanding HRM–firm performance linkages: The role of the “strength” of the HRM system. Academy of Management Review, 29(2), 203-221. https://doi.org/10.2307/20159029
Choi, J. N., & Chang, J. Y. (2009). Innovation implementation in the public sector: An integration of institutional and collective dynamics. Journal of Applied Psychology, 94(1), 245. https://doi.org/10.1037/a0012994
Clark, K. D., Smith, K. G., & Oliver, C. (2003). Top management team social networks and organizational innovation: An information theory explanation of TMT value creation. Administrative Science Quarterly, 26.
Cohen, W. M., & Levinthal, D. A. (2000). Absorptive capacity: A new perspective on learning and innovation. In R. L. Cross, Jr & S. B. Israelit (Eds.), Strategic Learning in a Knowledge Economy (pp. 39-67), Butterworth- Heinemann. https://doi.org/10.1016/b978-0-7506-7223-8.50005-8
Collins, C. J., & Smith, K. G. (2006). Knowledge exchange and combination: The role of human resource practices in the performance of high-technology firms. Academy of Management Journal, 49(3), 544-560. https://doi.org/10.5465/amj.2006.21794671
Damanpour, F. (1991). Organizational innovation: A meta-analysis of effects of determinants and moderators. Academy of Management Journal, 34(3), 555-590. https://doi.org/10.5465/256406
Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39(4), 802-835. https://doi.org/10.5465/256713
Demsetz, H., & Lehn, K. (1985). The structure of corporate ownership: Causes and consequences. Journal of Political Economy, 93(6), 1155-1177. https://doi.org/10.1086/261354
Dhamodharan, V., Daniel, B. J. C., & Ambuli, M. T. (2010). An empirical study on assessing trainees’ expectations and their perceptions. International Business Research, 3(2), 174. https://doi.org/10.5539/ibr.v3n2p174
Drucker, P. F. (1985). Innovation and entrepreneurship practices and principles. AMACON.
Elenkov, D. S., Judge, W., & Wright, P. (2005). Strategic leadership and executive innovation influence: an international multi cluster comparative study. Strategic Management Journal, 26(7), 665-682. https://doi.org/10.1002/smj.469
Ferris, G. R., & Kacmar, K. M. (1992). Perceptions of organizational politics. Journal of Management, 18(1), 93-116. https://doi.org/10.1037/t08748-000
George, J. M., & Bettenhausen, K. (1990). Understanding prosocial behavior, sales performance, and turnover: A group-level analysis in a service context. Journal of Applied Psychology, 75(6), 698–709. https://doi.org/10.1037/0021-9010.75.6.698
Geyskens, I., Steenkamp, J.-B. E. M., & Kumar, N. (2006). Make, Buy, or Ally: A Transaction Cost Theory Meta-Analysis. Academy of Management Journal, 49(3), 519–543. https://doi.org/10.5465/amj.2006.21794670
Goldstein, I. L. (1980). Training in work organizations. Annual Review of Psychology, 31(1), 229-272. https://doi.org/10.1146/annurev.ps.31.020180.001305
Gospel, H., & Pendleton, A. (2003). Finance, corporate governance and the management of labour: A conceptual and comparative analysis. British Journal of Industrial Relations, 41(3), 557-582. https://doi.org/10.1111/1467-8543.00287
Grossman, S. J., & Hart, O. D. (1986). The costs and benefits of ownership: A theory of vertical and lateral integration. Journal of Political Economy, 94(4), 691-719. https://doi.org/10.1086/261404
Gubbins, C., Garavan, T. N., Hogan, C., & Woodlock, M. (2006). Enhancing the role of the HRD function: The case of a health services organisation. Irish Journal of Management, 27(1), 171-206.
Hambrick, D. C., & Mason, P. A. (1984). Upper echelons: The organization as a reflection of its top managers. Academy of Management Review, 9(2), 193-206. https://doi.org/10.5465/ambpp.1982.4976402
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635-672. https://doi.org/10.2307/256741
Ireland, R. D., & Webb, J. W. (2007). A multi-theoretic perspective on trust and power in strategic supply chains. Journal of Operations Management, 25(2), 482-497. https://doi.org/10.1016/j.jom.2006.05.004
Jackson, S. E., & Schuler, R. S. (1995). Understanding human resource management in the context of organizations and their environments. Annual Review of Psychology, 46(1), 237-264. https://doi.org/10.1146/ annurev.psych.46.1.237
James, H. S. (1999). Owner as manager, extended horizons and the family firm. International Journal of the Economics of Business, 6(1), 41-55. https://doi.org/10.1080/13571519984304
James, L. R., Demaree, R. G., & Wolf, G. (1993). r-sub(wg): An assessment of within-group interrater agreement. Journal of Applied Psychology, 78(2), 306–309. https://doi.org/10.1037/0021-9010.78.2.306
Kang, S., & Yoon, H. (2009). Contextual fit for the use and effects of high performance work system. Korean Journal of Management, 17(4), 125-168.
Katou, A. A., & Budhwar, P. S. (2007). The effect of human resource management policies on organizational performance in Greek manufacturing firms. Thunderbird International Business Review, 49(1), 1-35. https://doi.org/10.1002/tie.20129
Kim, A. K. (2008). The effects of corporate governance on human resources - with a focus on the difference between human resources management and human resources development. Korean Journal of Industrial Relations, 18(2), 121-139.
Kirkpatrick, D. L. (1975). Evaluating Training Programs. Tata McGraw-Hill Education.
Klein, K. J., & Kozlowski, S. W. (2000). Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions. Jossey-Bass.
Knight, K. E. (1967). A descriptive model of the intra-firm innovation process. The Journal of Business, 40(4), 478-496. https://doi.org/10.1086/295013
Kraiger, K. (2003). Perspectives on training and development. Handbook of psychology.
Lado, A. A., & Wilson, M. C. (1994). Human resource systems and sustained competitive advantage: A competency-based perspective. Academy of Management Review, 19(4), 699-727. https://doi.org/10.5465/amr.1994.9412190216
Latham, G. P. (1988). Human resource training and development. Annual Review of Psychology, 39(1), 545-582.
Laursen, K., & Foss, N. J. (2003). New human resource management practices, complementarities and the impact on innovation performance. Cambridge Journal of Economics, 27(2), 243-263. https://doi.org/10.1093/cje/27.2.243
Lawler, E. E., Mohrman, S. A., & Ledford, G. E. (1998). Strategies for high performance organizations: Employee involvement, TQM, and reengineering programs in Fortune 1,000 corporations. San Francisco: Josey-Bass.
Li, Y., Zhao, Y., & Liu, Y. (2006). The relationship between HRM, technology innovation and performance in China. International Journal of Manpower, 27(7), 679-697. https://doi.org/10.1108/01437720610708284
Liao, H., Toya, K., Lepak, D. P., & Hong, Y. (2009). Do they see eye to eye? Management and employee perspectives of high-performance work systems and influence processes on service quality. Journal of Applied Psychology, 94(2), 371–391. https://doi.org/10.1037/a0013504
Liebermann, S., & Hoffmann, S. (2008). The impact of practical relevance on training transfer: Evidence from a service quality training program for German bank clerks. International Journal of Training and Development, 12(2), 74-86. https://doi.org/10.1111/j.1468-2419.2008.00296.x
Lyon, D. W., & Ferrier, W. J. (2002). Enhancing performance with product-market innovation: The influence of the top management team. Journal of Managerial Issues, 452-469.
Martocchio, J. J., & Baldwin, T. T. (1997). The evolution of strategic organizational training: New objectives and research agenda. Research in Personnel and Human Resources Management, 15, 1-46.
Maxwell, G., & Farquharson, L. (2008). Senior managers' perceptions of the practice of human resource management. Employee Relations, 30(3), 304-322. https://doi.org/10.1108/01425450810866550
Munoz Castellanos, R. M., & Salinero Martín, M. Y. (2011). Training as a source of competitive advantage: Performance impact and the role of firm strategy, the Spanish case. The International Journal of Human Resource Management, 22(3), 574-594. https://doi.org/10.1080/09585192.2011.543635
Nishii, L. H., Lepak, D. P., & Schneider, B. (2008). Employee attributions of the “why” of HR practices: Their effects on employee attitudes and behaviors, and customer satisfaction. Personnel Psychology, 61(3), 503-545. https://doi.org/10.1111/j.1744-6570.2008.00121.x
Noe, R. A., Tews, M. J., & Dachner, A. M. (2010). Learner engagement: A new perspective for enhancing our understanding of learner motivation and workplace learning. Academy of Management Annals, 4(1), 279-315. https://doi.org/10.5465/19416520.2010.493286
Ostroff, C., & Bowen, D. E. (2000). Moving HR to a higher level: HR practices and organizational effectiveness. In K. J. Klein & S. W. J. Kozlowski (Eds.), Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions (pp. 211-266). San Francisco, CA, US: Jossey-Bass.
Park, W., & Yoo, G. (2001). Paradigm shift and changing role of HRM in Korea: Analysis of the HRM experts’ opinions and implications. Journal of Organization and Management, 25(1), 347-369.
Pfeffer, J. (1998). The human equation: Building profits by putting people first. Harvard Business Press.
Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903. https://doi.org/10.1037/0021-9010.88.5.879
Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000). Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26(3), 513-563. https://doi.org/10.1177/014920630002600307
Quinn, J. B. (1985). Innovation and corporate strategy: Managed chaos. Technology in Society, 7(2-3), 263-279.
Rigby, D. K. (1994). Managing the management tools. Planning Review, 22(5), 20-24.
Salas, E., & Cannon-Bowers, J. A. (2001). The science of training: A decade of progress. Annual Review of Psychology, 52(1), 471-499. https://doi.org/10.1146/annurev.psych.52.1.471
Schoonhoven, C. B., Eisenhardt, K. M., & Lyman, K. (1990). Speeding products to market: Waiting time to first product introduction in new firms. Administrative Science Quarterly, 177-207. https://doi.org/10.2307/2393555
Schultz, T. W. (1961). Investment in human capital. The American Economic Review, 51(1), 1-17.
Schumpeter, J. A. (1934). The theory of economic development. Cambridge, Mass.: Harvard University Press.
Shipton, H., West, M. A., Dawson, J., Birdi, K., & Patterson, M. (2006). HRM as a predictor of innovation. Human Resource Management Journal, 16(1), 3-27. https://doi.org/10.1111/j.1748-8583.2006.00002.x
Stein, J. C. (1989). Efficient capital markets, inefficient firms: A model of myopic corporate behavior. The Quarterly Journal of Economics, 104(4), 655-669. https://doi.org/10.2307/2937861
Tharenou, P., & Burke, E. (2002). Training and organizational effectiveness (Doctoral dissertation). John Wiley and Sons.
Tharenou, P., Saks, A. M., & Moore, C. (2007). A review and critique of research on training and organizational-level outcomes. Human Resource Management Review, 17(3), 251-273. https://doi.org/10.1016/j.hrmr.2007.07.004
Tsai, W. (2001). Knowledge transfer in intraorganizational networks: Effects of network position and absorptive capacity on business unit innovation and performance. Academy of Management Journal, 44(5), 996-1004. https://doi.org/10.2307/3069443
Ulrich, D. (1998). A new mandate for human resources. Harvard Business Review, 76, 124-135.
Wang, X., Bruning, N. S., & Peng, S. (2007). Western high-performance HR practices in China: A comparison among public-owned, private and foreign-invested enterprises. The International Journal of Human Resource Management, 18(4), 684-701. https://doi.org/10.1080/09585190601179610
Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18(2), 295-320. https://doi.org/10.1177/014920639201800205
Wright, P. M., Gardner, T. M., Moynihan, L. M., & Allen, M. R. (2005). The relationship between HR practices and firm performance: Examining causal order. Personnel Psychology, 58(2), 409-446. https://doi.org/10.1111/j.1744-6570.2005.00487.x
Yoo, G., & Park, W. (2007). Determinants of organizational effectiveness of performance- based human resource management. Korean Journal of Management, 15(3), 187-224.
Youndt, M. A., Snell, S. A., Dean, J. W., & Lepak, D. P. (1996). Human resource management, manufacturing strategy, and firm performance. Academy of Management Journal, 39(4), 836-866. https://doi.org/10.2307/256714