https://journal.ksiop.or.kr/index.php/KJIOP/issue/feed Korean Journal of Industrial and Organizational Psychology 2019-08-18T00:01:24+00:00 Editorial Committee (편집위원회) journal@ksiop.or.kr Open Journal Systems <p><img src="https://www.ksiop.or.kr/wp-content/uploads/2019/04/Open_Access_PLoS.svg" width="225" height="90">&nbsp;</p> <p><strong>Note:&nbsp;Please use Firefox or Chrome to best view</strong></p> <p>&nbsp;</p> <p><strong>Korean Journal of Industrial and Organizational Psychology (Korean J. Ind. Organ. Psychol.)</strong></p> <p><a href="https://search.crossref.org/?q=+1229-0696&amp;container-title=Korean+Journal+of+Industrial+and+Organizational+Psychology" target="_blank" rel="noopener">pISSN: 1229-0696</a></p> <p><a href="https://search.crossref.org/?q=2671-4345" target="_blank" rel="noopener">eISSN:&nbsp;2671-4345</a></p> <p>&nbsp;</p> <p><strong>Aim</strong></p> <p>Published since 1988, <em>Korean Journal of Industrial and Organizational Psychology</em> (KJIOP) is a quarterly publication (February, May, August, September, November) on behalf of the Korean Society for Industrial and Organizational Psychology. The journal is devoted to apply the insights of industrial and organizational psychology research to various problems of organizations with innovative approach and novel analytical methods. For this aim, the journal adopts a blind review process and requires strict scholarly ethics.</p> <p>『한국심리학회지: 산업 및 조직』은 1988년 5월에 발간을 시작하여 30년 간 지속된 학회지로 연4회(2월 28일, 5월 31일, 8월 31일, 11월 30일) 발행되고 있습니다. 본 학술지는 일터 및 조직에서 발생하는 문제에 대해 혁신적인 접근과 새로운 분석방법을 토대로 산업 및 조직심리학의 연구의 학문적 발전 및 연구활성화에 기여하는데 그 목적을 두고 있으며, 이중맹검동료 평가를 적용하고 있다.</p> <p>&nbsp;</p> <p><strong>Scope</strong></p> <p>The journal is open to and welcomes the use of diverse approaches for empirical, investigative, and theoretical papers dealing with scientific studies and practices in the areas of industrial and organizational psychology. Manuscripts to be considered for publication include high quality empirical research, meta-analysis, systematic review, brief research report, and case study reporting professional practices.</p> <p>The non-exhausive list of topics for the KJIOP includes:</p> <p>individual differences in abilities, personality, and other characteristics, personal selection, performance management, work motivation, job attitudes and emotions, leadership, work stress/ health / well-being, work systems, creativity / innovation, organizational culture and climate, organizational design and change, and many other issues related to human behaviors at work place.</p> <p>『한국심리학회지: 산업 및 조직』은 실증적, 탐색적, 이론적 논문을 위한 다양한 연구접근을 환영하며 산업 및 조직심리학 관련 광범위한 주제를 포함한다.</p> <p>: 개인차(능력, 성격, 특성), 선발, 성과관리, 직무동기, 직무태도, 리더십, 직무스트레스 / 건강, 작업시스템, 창의성 / 혁신, 조직문화 및 풍토, 조직설계 및 변화, 새로운 상황 내 인간행동 관련 이슈 (예: 4차산업혁명, 스마트워크, 스마트팩토리 등)</p> https://journal.ksiop.or.kr/index.php/KJIOP/article/view/110 A study of salary peak laborer’s retirement perception 2019-08-18T00:00:05+00:00 SuGyeong Lee antirose@naver.com Hyunjoo Min newrules@kgui.ac.kr <p>This study researches retirement awareness by wage peak workers in the public sector, where the growth of older workers is faster than the private sector and the employment of human resources is relatively rigid. To that end, this study used qualitative research methods to select ○○ company considering wage peak system, aging workforce, and salary peak employee size. The main results of the in-depth analysis at ○○ company are as follows: First, this study shows that wage peak workers experience retirement from outlier to outsider, the 60th birthday at their workplace, and not retirement but resign. Second, through in-depth interviews, three topics were 󰡔the retirement age at the age of sixty󰡕, 󰡔face retirement󰡕, 󰡔prepare for retirement󰡕. The following was analyzed that 󰡔the retirement age at the age of sixty󰡕 is babyboom-generation, my job-public enterprises, salary-peak system and aged friendly personnel system, 󰡔face retirement󰡕 is old age and relax, new start and forced frustration, 󰡔prepare for retirement󰡕 is family, relation, health, finance and housing, work, leisure and service Based on the above research results, The wage peak system, which was introduced exclusively for the aged society, should be implemented in conjunction with the aging-friendly personnel system, such as welfare support, education training, transfer support system and job relocation, rather than the design of simple wage adjustment system, and the need to provide support for the formation and management of an organization culture in which senior citizens and young workers can work together in an aging society.</p> 2019-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/108 The relationships between person-environment fit and job-related variables 2019-08-18T00:00:06+00:00 JongDae Ahn fire121@naver.com DongYun Lee sounion@hanmail.net <p>The purpose of this study is to meta-analyze the relationship between person-environment fit(person- organization fit and person-job fit) and job-related variables(organizational commitment, job satisfaction and turnover intention), and to investigate whether the relationship is moderated by organizational typology(public organization and private organization). A total of 15,589 employees from 51 samples were included and meta-analyzed using Hunter and Schmidt(2004)’s procedure. Based on Hunter and Schmidt(2004)’s procedure, we corrected sampling errors as well as measurement errors of individual studies to estimate true mean correlations between person-environment fit and job-related variables. The results suggest that there are positive correlations between person-environment fit and organizational commitment, job satisfaction, but negative correlations between person-environment fit and turnover intention. In addition, the subgroups analysis results indicate that the correlations between person-environment fit and job-related variables tend to be stronger for private organization. We discussed this results as compared to existing research studies using foreign samples and suggested implications, direction for future research and limitations.</p> 2019-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/109 The effects of mindfulness on burnout 2019-08-18T00:00:05+00:00 YoungMi Song bird6425@naver.com WanSuk Gim wsgimajou@gmail.com <p>The purpose of this study is to test how emotional labor is affected by the tow emotional labor strategies for burnout. To do this, the parallel mediating effects of surface acting and deep acting are verified in relation to mindfulness and burnout on survey data of 235 care-givers. The result shows that not only direct effects of mindfulness reducing burnout, but also indirect effects through differential mediation to increase deep acting and reduce surface acting. While mindfulness is reducing the burnout, the decrease in surface acting is found to have a greater effect than the increase in deep acting. In addition, we examine the relative influence of attention and attitude factors of mindfulness on the emotional labor strategies and burnout, and discuss the proposal for mindfulness meditation training and future research directions.</p> 2019-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/112 The effect of smartphone use during off-job time on emotional exhaustion and job engagement 2019-08-18T00:00:03+00:00 DaYun Kim jenny2781@naver.com ChangGoo Heo ckhur@cu.ac.kr <p>The aim of this study was to identify the psychological mechanism between smartphone use during off-job time (smartphone use) and job attitudes (emotional exhaustion, job engagement). For this purpose, a questionnaire survey was conducted for 381 employees. The results of this study showed that smartphone use had a positive indirect effect on emotional exhaustion through emotional rumination and had a positive indirect effect on job engagement through problem-solving pondering. And the indirect effects of emotional rumination were relatively strong. In addition, the indirect effect of emotional rumination was found to increase more as the segmentation preference of the worker increased. Considering the work environment in which the segmentation preference of the worker is expected to increase as work-life balance is emphasized gradually, the effect of smartphone use through emotional ruminations on emotional exhaustion or job engagement will be increase. Based on these results, the implications of the study were discussed and future research directions were suggested.</p> 2019-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/111 The effect of person-job fit and age on service attitude toward bad customers 2019-08-18T00:00:04+00:00 Yewon Son yewon318@gmail.com Heakyung Ro rrhhkk@gmail.com <p>This study investigated the effect of personal-job fit and age on service attitude toward bad customers and mediating effect of emotional competency. Data were gathered from 175 coffee shop employees by questionnaires. First, correlation analysis revealed significantly positive relationship between person-job fit and emotional competency. Also, there was significantly positive relationship between emotional competency and service attitude toward bad customers. Second, there was significantly positive relationship between age and emotional competency. It was found that emotional competency mediated the relationship between person-job fit and service attitude toward bad customers. Emotional competency also mediated the relationship between age and service attitude toward bad customers. Based on these results, implication and limitations of this study and future research direction were discussed.</p> 2019-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/113 The effect of team factors on workplace bullying in team 2019-08-18T00:00:02+00:00 EunJung Jo cplajej@naver.com TaeYoung Han tyounghan@kw.ac.kr <p>The purpose of this study was to investigate the effects of workplace bullying, a magnifying issue in various local organizations, at the individual and the team level, and to examine the effects of distributive fairness and competitive climate on workplace bullying. The study also examined whether effects of the antecedents show different patterns by team-level power imbalance, which indicates the interaction effect on bullying in the workplace in terms of the locus of level. The data was collected from 175 team members of 33 teams. In order to test the research hypotheses, WABA (Within And Between Analysis) was used as a multilevel analysis and the interaction effect of power imbalance was analysed by Multiple Relation Analysis (MRA) of the WABA. Results showed that the relationship between fairness and bullying primarily existed at both the team and individual levels, and the competitive climate was related with bullying at the team level. Interaction effects of power imbalance were also significant, making the effects of antecedents locate at different level. The fairness of evaluation is high at the team level when the power imbalance is low, whereas the competitive climate showed a relationship at the individual level when the power imbalance is high. Based on the results, the study provided theoretical and practical implications.</p> 2019-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/66 The influence of adaptability for uncertainty on turnover intention and the serial multiple mediating effect of role ambiguity and job satisfaction 2019-08-18T00:00:07+00:00 ChiHun Park ksiop@ksiop.or.kr SungCheol Jung parisjung@catholic.ac.kr <p>The purpose of this study was to find the meaning of psychological adaptability in uncertain work environment. At first, we verified mediating effect of job satisfaction on the relationship between role ambiguity and turnover intention. To this mediating effect model, then, we added adaptability for uncertainty as an antecedent variable: a serial multiple mediating effect of role ambiguity and job satisfaction. The mediating effect of job satisfaction was verified and the serial multiple mediation effect of role ambiguity and job satisfaction was significant as well as the direct effect of adaptability for uncertainty on turnover intention. In addition, role ambiguity had mediation effect between adaptability and turnover intention, but job satisfaction did not mediate the relationship between adaptability for uncertainty and turnover intention. These results mean that, on the one hand, adaptability for uncertainty reduces turnover intention directly, and on the other hand, indirectly through role ambiguity alone or role ambiguity and job satisfaction in serial. The implication and limitations of this study were discussed.</p> 2019-04-18T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/11 The effects of mild task conflict and relationship conflict on psychological safety and team effectiveness 2019-08-18T00:00:08+00:00 Sunyoung Oh sunyoungoh@skku.edu Youngshik Kim suiza9924@skku.edu InHye Kim kb1121@naver.com <p>The present research examined the possibility that mild task conflict and relationship conflict can serve as antecedents of psychological safety climate of newly formed teams and in turn influence team effectiveness in creative performance. Specifically, we suggest that mild task conflict is positively related to psychological safety, while relationship conflict is negatively related. Furthermore, psychological safety would mediate the relationships of mild task conflict and relationship conflict to creative team performance and team attachment. This proposed model was tested using a sample of 194 participants in a total of 35 teams surveyed at 2 time periods over about 4 months. The data analysis provides evidence to support our proposed model. The results indicate that mild task conflict and relationship conflict are critical team processes to influence emergence of team psychological safety climate which promotes team effectiveness in creative task performance. Finally, theoretical and practical implications, limitation and suggestion for future research are discussed.</p> 2019-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/8 Influence of organizational culture supporting work-life balance on well-being and depression mediated by work-life balance 2019-08-18T00:00:10+00:00 Jeong Mi Lee bice0213@gmail.com Hwan Gyu Choi hgchoi2k@gmail.com <p>This study aimed to verify the structural relationship among organizational culture, work-life balance, wellbeing and depression. A total of 569 Korean employees were recruited. The measurement model and the structural model were verified and also the model applicability was examined through cross-validation across gender and age. The results show that organizational culture supporting work-life balance has positive effect on employees’ well-being and work-life balance whereas has negative effect on depression, and those effects are mediated by work-life balance. The results from the multi-group analysis showed that for both male and female employees in all age groups, organizational culture supporting work-life balance has significant effect on well-being, depression and work-life balance. In addition, it was verified that work-life balance significantly affects well-being and depression in all age groups regardless of gender.</p> 2019-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/9 Multigroup analysis in the context of multilevel analysis to judge if a referent-shift model is needed for measurement of composition emergence 2019-08-18T00:00:09+00:00 Jungwon Ahn jahn20@fordham.edu Soonmook Lee smlyhl@chol.com Hyunjoo Jung hjung@umass.edu Hoeyeong Lee ghldud84@naver.com <p>This study demonstrates how a multigroup analysis approach is used in the analysis of multilevel data to judge if a referent-shift consensus model is needed to measure a compositional property. A compositional property in multilevel context means that the forms of emergence from individual levels to group levels are isomorphic as individuals interact, communicate perspectives, and iteratively construct a common interpretation, so that all individuals in the collective are similar. The measurement principle for conceptualization of multilevel compositional properties is to use a referent-shift consensus model proposed by Chan(1998). However, if the researcher wants to use the samel construct in individual levels as well as in group levels, she needs to administer the same items to the same individuals again with a change of reference from “group” to “ individual”. It sounds bothersome and creates difficulties in reality. For that reason, researchers often collect data from individuals using self-referenced items, aggregate, and then use the aggregate scores as measures of group level variables. However in these cases, measurement invariance is tacitly assumed across the individual and group levels. We pointed out the problems of this unjustified assumption in analyses of multilevel data, and presented an analytic procedure to test the assumption using multigroup analysis framework. In sum, if measurement invariance across levels is established, researchers can use either a self-referent or a referent-shift data at individual levels and aggregate data at group levels without dual measurement. Moreover, in such a case, using a referent-shift data(‘we’ data) is more appropriate in light of construct validity because of its higher possibility to reveal group effects. If the measurement invariance across levels is not supported, researchers should collect data separately for individual level variables with a self-reference items and for group level variables with group-referenced items.</p> 2019-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/10 The effect of superior peer's job-focused impression management on knowledge hiding 2019-08-18T00:00:08+00:00 NaRa Lee selanara@hanmail.net DongGun Park sykhpark@korea.ac.kr HyunSun Chung sonnie@korea.ac.kr <p>The purpose of this study was to investigate the influence of superior peer's job-focused impression management on knowledge hiding behavior and the mediating role of malicious envy to coworkers. In addition, this study examined the moderating role of employee's negative reciprocity in the relationship between malicious envy and knowledge hiding. The results from 350 participants provided evidence that (a) superior peer's job-focused impression management was negatively related to employee's malicious envy, (b) malicious envy was negatively related to employee's knowledge hiding behavior, (c) malicious envy partially mediated the relationship between superior peer's job-focused impression management and knowledge hiding, (d) employee's negative reciprocity moderated the relationship between malicious envy and knowledge hiding. Based on these results, theoretical and practical implication, limitations, and direction for future research were discussed.</p> 2019-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/35 The relationship between social dominance orientation and contextual performance 2019-08-18T00:00:12+00:00 HyunJun Lee ksiop@ksiop.or.kr TaeYong Yoo tyyoo@kw.ac.kr <p>The purposes of this study were, first, to confirm the internal structure of social dominance orientation by using Korean working adult sample. Second is to investigate the effect of social dominance orientation on the employee’s contextual performance at the facet level, along with exploring the possible role of narcissistic self-concept(grandiosity) and interpersonal motive(dominance). Using the survey research method, data were collected from 411 employees who were working in a variety of organizations in Korea. The results of study showed that subdimensions of social dominance orientation(SDO-D, SDO-E) were significantly correlated with each other and SDO-E factor was negatively related with interpersonal facilitation. SDO-D factor was not significantly related with neither interpersonal facilitation nor job dedication. However, grandiosity and dominance fully mediated the relationship between SDO-D factor and both subdimensions of contextual performance. Based on these results, we discussed the implications of study, limitations, and the suggestions for future research.</p> 2018-11-30T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/36 The transformation from task conflict into relationship conflict 2019-08-18T00:00:11+00:00 Youngshik Kim ksiop@ksiop.or.kr Soyoung Kwag ksiop@ksiop.or.kr Yongwon Suh suh0491@skku.edu <p>Task conflict influences organizational effectiveness differentially based on given contingencies. Effective conflict management is thus necessary in order to properly utilize task conflict in organizations. The present research was conducted to uncover buffer conditions, or moderators that diminish transformation effect of from task conflict into relationship conflict. Specifically, the researchers proposed (1) evaluation apprehension and (2) relational intimacy would buffer the transformation of task conflict into relationship conflict. In the first research, 269 employees participated in self-report survey. The results showed that the transformation of task conflict into relationship conflict more occurred in a evaluation apprehension situation than a non-evaluation apprehension situation and less occurred in a relational intimacy than a relational non-intimacy. The researchers then conducted an experiment on 88 undergraduate students. The results of the second research also indicated that the conflict transformation less occurred in non-evaluation apprehension condition and relational intimacy condition in consistence with study 1. Based on the results, theoretical and practical implications, research limitations and future research directions are discussed.</p> 2018-11-30T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/52 Positive and negative effects of anger expression in workplace 2019-08-18T00:00:12+00:00 Eunyoung Park jenny_518@hanmail.net Juil Rie jilee@hallym.ac.kr <p>In this study, we conducted a study based on the possibility that expressing anger in organization could lead to positive effects as well as negative effects, and compared when expressing anger and receiving other’s anger. This study is divided into Study 1 and Study 2. and the purpose of Study 1 was to construct questionnires on the ways of anger expression and the effects of anger expression in organizational settings. As a result, the ways of anger expression were divided into linguistic anger expression and behavioral anger expression. The effect of anger expression was divided into a positive level and a negative level. The purpose of Study 2 was to examine the relation between the ways of anger expression and the effects of anger expression and the moderating effect of self-consciousness through the items constructed in Study 1. Results of analysis of the data from 271 organizational members are as follows. First, expressing anger was positively related to both positive and negative effects of anger expression, and receiving anger was positively related to the negative effects of anger expression. Second, Self-consciousness significantly moderated the relationship between the receiving anger and the effect of anger expression. Second, Self-consciousness had a moderating effect on receiving anger on the effect of anger expression. Specifically, the moderating effect of private-public self consciousness was statistically significant in the effects of receiving anger on the positive effect of anger expression.</p> 2018-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/41 The effect of work life conflict on organizational commitment and counterproductive work behaviors 2019-08-18T00:00:18+00:00 MinU Kang analysis78@naver.com YeongHyun Hong yh5349@gmail.com Youngwon Suh suh0491@dreamwiz.com <p>The first purpose of this study is to develop a Korean version of the counterproductive work behaviors (CWBs) scale suited for white-collar employees (Study 1). The second purpose of this study is to examine the indirect effect of employee's work-life conflict on their organizational commitment and CWBs through the resource loss and negative emotion (Study 2). In Study 1, we collected a CWBs-item pool through the literature review, open-ended questionnaire and interviews. We conducted an exploratory factor analysis with the data from 315 employees and found a four-factor structure of CWBs (counterfeit, verbally hostile behavior, withdrawal, and production deviance) consisting of 13 items. The results from a confirmatory factor analysis supported the validity of the four-factor structure. In Study 2, we hypothesized that employees who suffer from the work-life conflict perceive resource loss and this resource loss yields employees' negative emotion and the subsequent decrease in organizational commitment and the increase in CWBs. Based on the data from a sample of 450 employees, a structural equation modeling analysis was conducted. The results revealed that the work-life conflict had a negative effect on organizational commitment and a positive effect on CWBs. Also, these relationships were sequentially mediated by the resource loss and negative emotion, supporting for the research hypotheses. Finally, theoretical and practical implications, limitation and suggestion for future research were discussed.</p> 2018-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/43 Verifying the effectiveness of career group coaching for the promotion of individual resources related to job searching 2019-08-18T00:00:17+00:00 Heejeong Jeong rain8255@naver.com Jinkook Tak tak@kw.ac.kr <p>In this study, we developed a career group coaching program for career interrupted female with highly educated in science and engineering and verified the effect. In order to refine the program direction, Inquiry surveys were conducted through literature surveys, in-depth interviews, and surveys. Before applying the program, we applied the preliminary research program to 6 women who had cut off science and engineering career and tested the effect. The program was revised and supplemented with the questionnaire results and opinions of experts. In order to verify the effectiveness of the program, 45 students who autonomously participated in the dismissal career of science and engineering major were assigned to 15 experimental groups, 15 comparative groups and 15 control groups by radio allocation. At this time, the experimental group performed the program developed in this study, the comparative group performed the WIN program, and the control group was not treated. Experimental group and comparative group were conducted at 8 sessions for 120 minutes once a week. Job-seeking efficacy, career adaptability, social support, growth mindset, and stress coping were measured before, after and after 3 months. Data analysis was conducted to confirm the homogeneity of the three groups through SPSS 21.0, and then to verify the interaction effect between the point of view, experiment, comparison and control group before, after and after. As a result, it was confirmed that career group coaching positively influenced job performance self-efficacy, career adaptability, growth mindset, stress coping ability, statistically significant difference and average score increase. Also, it was confirmed that the coaching effectiveness was maintained. Based on the results of this study, implications and limitations of this study and future research were discussed.</p> 2018-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/47 An exploratory study on profiles of recovery experiences among Korean employees 2019-08-18T00:00:17+00:00 SunA Kang ksiop@ksiop.or.kr ChoonShin Park spr66@naver.com JaeYoon Chang jych@sogang.ac.kr <p>The present study aimed to replicate Bennett et al. (2016)’s study that investigated the profiles of recovery experiences among U.S. employees. A sample of 472 Korean employees was surveyed on their four recovery experiences(psychological detachment, relaxation, mastery and control; Sonnentag &amp; Fritz, 2007) and problem-solving pondering during typical leisure time. By adopting person-centered approach using the latent profile analysis, we identified three profiles of recovery experiences: Recovery, Intermediate, and Fatigue Profiles. There were significant differences among these three profiles in demographics(age, marriage status, and the number of children) and job conditions(job demands, job resources), and well-being outcomes(work engagement, emotional exhaustion, sleep quality). By comparing the results with those of Bennett et al. (2016), we discussed the implications and limitations of this study, and suggested directions for the future studies.</p> 2018-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/48 Influences of power distance and uncertainty avoidance on innovative work behavior 2019-08-18T00:00:16+00:00 Jungsik Kim kim.jungsik@kw.ac.kr Zhou Fan ksiop@ksiop.or.kr <p>This study examines the relationships between employees’ cultural value orientations and their innovative work behaviors and the mediation effects of self-leadership in the relationships. Four hundred and eighty two employees working at various firms in Korea and China responded to a questionnaire consisting of measures designed to assess uncertainty avoidance, power distance, and innovative work behavior. Analyses of the data revealed that power distance was negatively related to innovative work behavior for both respondents while uncertainty avoidance was positively related to innovative work behavior. The mediation effects of self-leadership were also found. This study contributes to current research literature by providing empirical evidence for the role of self-leadership in the mechanism linking individuals’ cultural value orientations and innovative work behavior. The study also discusses similarities and differences in the patterns of power distance, uncertainty avoidance, innovative work behavior, and self-leadership across Korean and Chinese respondents and their implications in changing business environment.</p> 2018-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/49 The effect of organizational companionship on team effectiveness 2019-08-18T00:00:15+00:00 Youngshik Kim kimys2010@gmail.com Yongwon Suh suh0491@dreamwiz.com <p>The present study verified that organizational companionship reduces the effect of task conflict on relationship conflict, which leads to positive effect on team effectiveness indicators - teamwork and team performance. Data were collected from 304 employees using survey questionnaires. The result indicated that relationship conflict mediated the relationship between task conflict and teamwork. Also, the results showed that a moderated mediation effect of organizational companionship was significant. Specifically, the higher organizational companionship, the less mediation effect of relationship conflict. Results of structural equation modeling signified that the moderated mediation effect leads to positive effect on team performance. Lastly, implications and limitations of the results are discussed.</p> 2018-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/50 Validation of the Korean version of the thriving at work scale 2019-08-18T00:00:14+00:00 JungKoum Choi wind610@hanmail.net MyoungSo Kim mskim@hoseo.edu <p>The purpose of this study was to validate the Thriving at Work Scale(TWS) developed by Porath and colleagues(2012) in Korea. Specifically, the study was attempted to (1) examine the factor structure and items of the TWS to develop the Korean version of the TWS(TWS-K), and (2) investigate the discriminant validity of the TWS-K with the 5 similar concepts proposed only conceptually in the literature(job engagement, flow, resilience, flourishing, psychological well-being) as well as the incremental validity of the TWS-K over job engagement on performance. Two surveys were conducted for this purpose, and a total of 850 employees working at different fields in Korea participated in off-line or on-line survey. In Study 1, we conducted both exploratory and confirmatory factor analyses using the off-line data of 205 participants. The results showed that the factor structure of vitality and learning composed of positive 10 items in the TWS-K had a better fit compared to the original positive 8 and negative 2 items included in the TWS. It was also found that the reliability of the TWS-K was much higher than that of the TWS among Koreans. In Study 2, the results of a confirmatory factor analysis on 645 on-line participants demonstrated the six-factor model which assumed the independence of 6 related factors had the best fit among 6 models, supporting the discriminant validity of the TWS-K. Support was also found for the criterion-related validity of the TWS-K on the various criteria of performance. In addition, the results of hierarchical multiple regression analyses confirmed that thriving at work is a distinct construct, as the incremental variances of thriving at work on task, contextual, and adaptive performance were significant when each of similar concepts such as jog engagement controlled. Finally the implications and future research directions were discussed based on the findings.</p> 2018-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/51 The buffering effects of trait resilience on The damaging effects of conflict on residual emotion 2019-08-18T00:00:13+00:00 Sunyoung Oh sunyoung.w.oh@gmail.com Yongwon Suh suh0491@dreamwiz.com <p>The purpose of the present research was to examine the possibility that trait resilience can serve adaptive functions in regulating the effects of relationship damaging effects of relationship conflict stress. Specifically, the present research suggested that trait resilience facilitates the experience of positive emotion, which weakens the relationship between conflict stress and residual emotions for the other party in conflict situations. A 14-day diary study was conducted to collect relationship conflict in daily life. The results of analysis of 297 conflict events showed that trait resilience affected the level of positive emotion experienced after conflict occurrence, which significantly moderated the strength of indirect effects of conflict stress on residual emotions. These findings indicate that trait resilience can serve as a protective factor against the relationship damaging effects of relationship conflicts. The discussion focuses on implications of the findings in terms of organizational adjustment and organizational effectiveness, limitations and suggestions for future research.</p> 2018-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/33 Influence of equity sensitivity on organizational citizenship behavior and knowledge sharing 2019-08-18T00:00:20+00:00 Seung Rib Park ksiop@ksiop.or.kr Young Won Suh suh0491@skku.edu <p>Current study investigated the moderation effects of the performance-based organizational culture and the LMX differentiation on the associations of equity sensitivity to OCB and knowledge sharing. The result showed that when the gainsharing, compared to individual performance, was more emphasized and when the LMX differentiation was low, the benevolents showed more OCB and knowledge sharing, while there was no difference for entitiles, regardless of performance-based organizational culture and LMX differentiation. Besides, the moderation effect of the LMX differentiation was qualitied by the LMX. Based on the results, the implication and future research were discussed.</p> 2018-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/34 The mediating effect of family-work enrichment in the influence of community embeddedness on turnover intention and work engagement 2019-08-18T00:00:19+00:00 HoKyoung Sung ksiop@ksiop.or.kr TaeYong Yoo tyyoo@kw.ac.kr <p>The purpose of this study was to examine the effect of community embeddedness, which is one of the subfactor of job embeddedness, on turnover intention and work engagement. Specifically, this study investigated the influence of community embeddedness on turnover intention and work engagement, and the mediating effect of family-work enrichment in these relationships. Self-reported survey data were obtained from 276 employees from various organizations in Korea. The results showed that community embeddedness and family-work enrichment were negatively related with turnover intention and positively related with work engagement. And community embeddedness was positively related with family-work enrichment. Finally, the relationship between community embeddedness and turnover intention, and the relationship between community embeddedness and work engagement were partially mediated by family-work enrichment. Implications, limitations of this study, and suggestions for the future research were discussed on the basis of the results.</p> 2018-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/30 Relationship between role stress and employee silence behavior 2019-08-18T00:00:22+00:00 SoYeon Jung ksiop@ksiop.or.kr TaeYong Yoo tyyoo@kw.ac.kr <p>The purpose of this study was to investigate the influence of role stress(role conflict, role ambiguity, and role overload) on employee silence behavior and the mediating effect of psychological ownership between two variables. In addition, this study examined the moderating effect of perceived supervisor support on the relationship between psychological ownership and employee silence behavior. Using the survey research method, data were collected from 310 employees who were working in a variety of organizations in Korea. As results, role conflict, role ambiguity, and role overload had positive relationships with employee silence behavior. And psychological ownership had mediation effect in the relationship between role conflict/role ambiguity and employee silence behavior. The perceived supervisor support had moderation effect on the relationship between psychological ownership and employee silence behavior. That is, the negative relationship between psychological ownership and employee silence behavior was stronger when the perceived supervisor support was high rather than low. Finally, based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.</p> 2018-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/31 Conceptualization and validation of organizational commitment 2019-08-18T00:00:21+00:00 Jungwon Ahn jwartist00@gmail.com Soonmook Lee smlyhl@chol.com <p>We reviewed the key measurement and conceptualization problems of the Allen and Meyer's (1990) three-component model (TCM) of organizational commitment (OC), and established an unequivocal grounding of the OC concept which Korean workers perceive. To that end, we examined internal structures of OC construct and validated it in the context of workers in Korean domestic banks. Overall two studies were conducted with data collected from a sample of 519 full time workers of seven domestic banks in Korea. While affective (AC) and continuance commitment (CC) were measured using scales of the TCM as customized, normative commitment (NC) was measured using the six-item scale (Jaros, 2007) according to the researcher's hypotheses on conceptualization of OC. In study 1, measures of the 290 respondents were analyzed using exploratory structural equation modeling (ESEM). There were two phases scrutinizing factor structures of the OC scales. First, ESEM was conducted on the items of OC scale, and on the items measuring other constructs (assumed to be similar to OC or antecedents of OC). The result revealed that, contrary to our expectation, a unidimensional model of AC consisting of 10 items as indicators including six items of the AC construct and four items of the NC construct, fit the data best. In study 2, measures of the rest 229 respondents were analyzed using confirmatory factor analysis (CFA) to confirm the model developed in study 1. The result revealed that the unidimensional model of AC fit the data better than the other two-factor (AC, NC) and three-factor(AC, NC, CC) models. We concluded that the construct of OC for Korean bank workers, especially domestic bank officers can best be understood as a singular construct of affective dimension which is newly conceptualized and validated through the current study. Such a result was interpreted in light of the organizational cultural value orientations in Korean domestic banks. Implications for OC theory and its application were discussed concerning the present results.</p> 2018-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/29 The effect of supervisor’s characteristics on impression management and the moderation effect of perception of organizational politics 2019-08-18T00:00:23+00:00 ARam Choi ksiop@ksiop.or.kr TaeYong Yoo ksiop@ksiop.or.kr <p>The purpose of this study was to investigate the effect of supervisor’s characteristics on impression management and the moderation effect of perception of organizational politics. Using the survey research method, data were collected from 296 employees who were working in a variety of organizations in Korea. As results, supervisor’s power distance orientation, social face sensitivity, and agreeableness had positive relationships with supervisor’s impression management, and supervisor’s neuroticism had negative relationship with supervisor’s impression management. However, supervisor’s extraversion did not have significant relationship with supervisor’s impression management. The perception of organizational politics had moderation effect on the relationship between supervisor’s agreeableness and impression management. That is, the positive relationship between supervisor’s agreeableness and impression management was stronger when the perception of organizational politics was high rather than low. On the other hand, moderation effects of the perception of organizational politics on the relationship between supervisor’s power distance orientation, social face sensitivity, extraversion, neuroticism and impression management were not significant. Based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.</p> 2018-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/28 The effects of surface acting toward supervisor on employee burnout 2019-08-18T00:00:24+00:00 Sunkyung Hwang ksiop@ksiop.or.kr Hyejeen Lee ksiop@ksiop.or.kr HyungIn Park hi.park@skku.edu <p>The current study examined the effect of supervisor’s neuroticism on employee’s job burnout, and the moderating effects of neuroticism of the supervisor and the employee on the relationships between surface acting toward supervisor and employee burnout. Data were collected from 448 full-time workers who had a supervisor. Regression analyses showed that supervisor’s neuroticism was positively related to employee burnout in the cynicism facet; however, additional polynomial regressions revealed that supervisor’s neuroticism was related to all three facets of employee burnout when the level of supervisor’s neuroticism was consistent with that of employee’s. Contrary to the hypothesis, employee’s neuroticism had a buffering effect on the relationship between employee’s surface acting and professional inefficacy. Finally, the three-way interaction among surface acting, supervisor’s neuroticism, and employee’s neuroticism was significant for exhaustion. Specifically, when supervisor’s neuroticism was high and employee’s neuroticism was low, surface acting on exhaustion increased the most. Based on these findings, implications of this study and directions for future research were discussed.</p> 2018-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/27 Is it happy to work with leaders viewing their work as a calling? 2019-08-18T00:00:25+00:00 Jiyoung Park ksiop@ksiop.or.kr Young Woo Sohn ysohn@yonsei.ac.kr <p>Although scholars have paid increasing attention to people with callings, relationships between leader's calling and follower's job attitudes have been understudied. The purpose of this study was to investigate the relationship between leader calling and follower job satisfaction, and mediators and a moderator on the relationship. We hypothesized that leader calling would be positively related to follower job satisfaction via follower's perceived transformational leadership and occupational self-efficacy and that the two mediators would be positively related. As a boundary condition, we tested a moderating role of job crafting on the positive relationship between leader calling and follower occupational self-efficacy. To examine the hypotheses, we conducted two survey studies using a sample of 242 Korean working adults (Study 1) and a sample of 221 American working adults in diverse industries (Study 2). We found a positive relationship between leader calling and follower job satisfaction (Study 1) and a significant mediating effect of transformational leadership on the relationship (Studies 1, 2). In both studies, follower occupational self-efficacy mediated the link between transformational leadership and follower job satisfaction rather than directly mediating the relationship between leader calling and follower job satisfaction. Also, when followers were highly involved in job crafting (Study 1) and cognitive crafting (Study 2), their occupational self-efficacy did not vary depending on the level of leader calling. Interestingly, the relationship between leader calling and follower occupational self-efficacy was negative when followers showed low levels of job crafting and cognitive crafting. We discuss the implications of these results, study limitations, and practical suggestions for future research.</p> 2018-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/32 Unstructured data analysis and visualization “Korean Journal of Industrial and Organizational Psychology(2010~2017)” 2019-08-18T00:00:21+00:00 Insun Yi tksaor21@naver.com Eunyoung Na ney111@naver.com <p>With the spread of Big data, there is an increasing interest in Unstructured Data analysis techniques, and studies are being carried out to extract valuable information from vast amounts of academic data. Most passive analysis of large texts by humans is time consuming and laborious and difficult, so a technique that can automatically classify them in order to supplement them is needed. Therefore, this study analyzed and visualized by using Unstructured Data such as the main words, thesis title, and abstract of ‘Korean Journal of Industrial and Organizational Psychology’ published from 2010 to 2017. The results of the study are as follows. First, ‘organizational commitment’ was frequently used as a result of visualization of the key words using wordcloud. Job satisfaction, job enthusiasm, turnover intention, emotional labor showed the order. Second, the title of the paper and the abstract were automatically classified into 10 topics based on the LDA probability. Topic 8(organization/commitment/perception) was the highest, and Topic 5(behavior/management/boss) was the lowest. Third, the relationship between the main author and the correspondent author appeared as six large groups and several small groups. We were able to identify influential authors within the group. In this study, it is suggested that related researchers can get access to another research by deriving information from a vast amount of academic data more quickly and easily.</p> 2018-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/4 The relation between employees’ self-directedness and work-related learning intention 2019-08-18T00:00:36+00:00 Jihye Kim jihyekim731@gmail.com KiHak Lee khlee2445@yonsei.ac.kr <p>The current study aimed to examine the relationship of antecedent variables of employees’ work-related learning intention. More specially, this study investigated the moderated mediating effect of perceived organizational support through affective commitment on the relation between self-directedness and work-related learning intention. To perform this study, online survey was conducted by Korean employees who were working in private enterprises. Total 311 data(men=148, women=163) were analyzed using SPSS 21.0 and SPSS Macro. A moderated mediation is an integrated model that combines mediation and moderation effect therefore we sequentially tested the effects of mediation, moderation and moderated mediation. The results of this study were as following. First, the mediation effect of affective commitment on the relation of self-directedness and work-related learning intention was verified. Second, perceived organizational support moderated the relation between self-directedness and affective commitment. Lastly, the moderated mediation effect of perceived organizational support on the relation between self-directedness and work-related learning intention through affective commitment was identified to be statistically significant at higher perceived organizational support group by using SPSS Macro. This study further expanded the understanding of the antecedent variables and its relationship on employees’ work-related learning intentions. Implications and limitations of this study as well as the suggestions for the future study were discussed.</p> 2018-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/3 Organizational Companionship 2019-08-18T00:00:37+00:00 Youngshik Kim suiza9924@skku.edu Yongwon Suh suh0491@skku.edu <p>In the field of organizational psychology, the study of task conflict and relationship conflict is noted. However, there seems to be a paucity in research clarifying relationship among organizational members that can reduce the impact of task conflict on relationship conflict. The purpose of this study is to conceptualization and scale development of organizational companionship, which mitigates the effects of task conflict on relationship conflict. In the first study, an in-depth interview was conducted in order to explore relationship-based factors that could reduce the effects of task conflict on relationship conflict. Such factors that reduce relationship conflict in presence of task conflict were defined as organizational companionship, and was conceptualized as being composed of five sub-factors-jeong, we-ness, mutual trust, loyal behavior, and responsibility-which were named based on literature review. In the second study, a scale for organizational companionship was developed based on the in-depth interview. The result of exploratory factor analysis using data of 310 participants showed a 5 factor structure with 28 items. It was also verified that organizational companionship reduced the effects of task conflict on relationship conflict. In the third study, confirmatory factor analysis was conducted with a sample of 304 participants, and the results signified that the 5 factor structure indicated a satisfactory fit. Based on such findings, theoretical and practical implication, limitations, and suggestions for future research were discussed.</p> 2018-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/18 The influence of job crafting and task identity on meaningful work 2019-08-18T00:00:31+00:00 Alim Seo ksiop@ksiop.or.kr Yeseul Jung ksiop@ksiop.or.kr Young Woo Sohn ysohn@yonsei.ac.kr <p>The goal of this study was to investigate the influence of task identity and perceived organizational support(POS) on the relationship between job crafting and meaningful work. Specifically, the mediating effect of task identity and the moderating effect of POS were examined in the relationship between job crafting and meaningful work. The survey was conducted on 300 adults who have been working for at least six months. Supporting the hypotheses, task identity partially mediated the relationship between job crafting and meaningful work. Also, POS moderated the relation between job crafting and task identity significantly, suggesting that job crafting was more strongly associated with task identity as POS was strengthened. In addition, the mediating effect of task identity was moderated by POS in the relation between job crafting and meaningful work, suggesting that POS moderated the mediating effect of task identity on the relationship between job crafting and meaningful work. Based on the results, implications, limitations, and future research directions of this study were discussed.</p> 2018-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/16 The effect of goal orientation on continuous learning activity 2019-08-18T00:00:32+00:00 Eolim Kim wildseaz@naver.com Tae Young Han tyounghan@kw.ac.kr <p>This study focused on motivational characteristics of two goal orientations affecting continuous learning activity. Specifically the study examined effects of performance goal orientation and learning goal orientation on continuous learning activity through mediation effects of two types of feedback seeking behavior - positive and negative feedback seeking behavior. The survey data from 208 employees working in various organizations were analyzed using structure equation analysis. For a comparison, analyses of two goal orientation were conducted separately. Results showed that each goal orientation has positive effects on positive and negative feedback seeking behaviors. While positive feedback seeking behavior was found to affect continuous learning activity positively, negative feedback seeking behavior was not significant. The study revealed that full mediation effect of positive feedback seeking behavior between performance goal orientation and continuous learning activity, and it also found that the effect of learning goal orientation on continuous learning activity was partially mediated by positive feedback seeking behavior. Similar relational patterns were found when the two goal orientations were put in the analysis simultaneously. Suggestions for implications and future research were provided based on the findings.</p> 2018-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/7 Malicious envy and benign envy in organization 2019-08-18T00:00:33+00:00 Junyeob Kim k.zyn.re@gmail.com YoungSeok Park yspark@catholic.ac.kr <p>To improve our understanding of employees' malicious and benign envy, this study analyzes the perceived unfairness and self-esteem as precedence factors and the relationships with counterproductive work behavior as outcome variables. A total of 493 participants from 20's to 50's completed a survey for the study. The results indicate people feel malicious envy and counterproductive work behavior is increased when they perceived unfairness of envied person or their self-esteem was threatened. People feel benign envy when they perceived fairness of envied person or they experienced high on self-esteem by that person, however, it do not lead to counterproductive work behavior. Furthermore, the results show malicious envy is ambivalent emotion while benign envy is positive. Finally, theoretical and practical implications and limitations of this study were discussed.</p> 2018-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/6 The social enterprises’ organizational commitment 2019-08-18T00:00:34+00:00 Hyunsun Yang yyang_88@naver.com TaeYoung Han tyounghan@kw.ac.kr <p>This study was to investigate the organizational commitment of members of social enterprises, and the effects of the individual and the organizational variables. The social entrepreneurship was defined as the organizational-level value that includes balanced social and economic purposes to differentiate social enterprises from commercial enterprises or non-profit organizations. The study examined the effect of psychological ownership on organizational commitment, and the moderating effect of social entrepreneurship using multilevel methodology. Also, it tested the effect of perceived organizational support as an individual-level moderator. A survey research was conducted by gathering 140 employees of 32 companies(social enterprises=16, smaller enterprises=16), and HLM 6.08 was used to analyze the cross-level relationships. In terms of the results of affective commitment. the positive effect of psychological ownership and the moderating effect organizational support were significant, while cross-level moderating effect of social entrepreneurship was not found. The results of continuance commitment showed a different pattern where the cross-level moderating effect of social entrepreneurship was found significant, indicating that the non-significant effect of psychological ownership needs to be examined in more detail. From the results, the study provided theoretical and practical implications for the human resource management to improve members’ organizational commitment of Korean social enterprises.</p> 2018-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/5 The interaction between leadership and personal power in work engagement 2019-08-18T00:00:35+00:00 JaeSeok Jang ads0507@naver.com HyungIn Park hi.park@skku.edu <p>This study investigated the moderating effects of supervisors’ personal power (i.e., expert power and referent power) on the relationships between two types of leadership, participative and directive, and work engagement. Specifically, it was expected that the two types of leadership would be positively related to work engagement, and that these relationships would be stronger when subordinates perceived high rather than low personal power in their supervisor. Data were collected from 435 workers who had a direct supervisor and analyzed using hierarchical regressions. Findings revealed that participative leadership and directive leadership significantly explained all of the three sub-factors of work engagement (i.e., vigor, dedication, and absorption) when either type of leadership was held constant. In addition, expert power enhanced the relationships of participative leadership with regard to vigor and dedication. Further, referent power enhanced the relationships of participative leadership with regard to vigor and absorption. On the other hand, the interaction between directive leadership and personal power was not significant with reference to any sub-factors of work engagement. These findings were discussed in the context of organizational culture.</p> 2018-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/23 Relationships between role overload and work engagement among employees 2019-08-18T00:00:28+00:00 Yukyeong Kim ksiop@ksiop.or.kr Hyejeen Lee ksiop@ksiop.or.kr HyungIn Park hi.park@skku.edu <p>This study investigated the mechanisms of the relationships between role overload and three dimensions of work engagement. It was hypothesized that psychological detachment would mediate the relationship between role overload and work engagement, and the indirect effect of role overload on work engagement through psychological detachment would be conditional on job crafting and marital status. Consistent with our hypothesis, the moderating effect of job crafting on the relationship between role overload and psychological detachment was significant in a sample of 446 workers. That is, job crafting alleviated the negative impact of role overload on psychological detachment. The interaction between marital status and psychological detachment was also significant for vigor; however, the direction was different from what was expected. For the married, vigor was relatively constant regardless of the level of psychological detachment, but for the unmarried, the more the psychological detachment the lower the vigor. In addition, this difference was observed more for women than men. In case of women, marital status also moderated the relationship between psychological detachment and dedication. Although the direction was unexpected, there was a conditional indirect effect of role overload on vigor and dedication through psychological detachment depending on the level of job crafting and marital status combined with sex differences. There was no conditional indirect effect for absorption. Implications and limitations of this study, and future research directions were discussed.</p> 2018-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/24 Influence of equity sensitivity on cooperation intention 2019-08-18T00:00:27+00:00 Seung Rib Park ksiop@ksiop.or.kr Young Won Suh suh0491@skku.edu <p>An experimental study was conducted to find a possible answer for the inconsistent results of the relationship between the equity sensitivity and organizational citizenship behavior(OCB) in previous studies. Because OCB could be observed only in organizational context, cooperation intention, as a dependent variable, was used for the experiment. The data of 89 students, obtained by the experiment, were used for the analysis. The results showed that benevolents, who were highly cooperative, decreased the cooperation intention when others competed. In addition, even though we did not develop specific hypotheses, by using an survey gauging competition orientation, choice autonomy, egocentrism, fairness perception, rationality and justification on cooperation/competition of other, the differences between benevolents and entitileds, in terms of their attitudes and perception, were investigated. Based on the results, the psychological process of changing cooperation intention and future research were discussed.</p> 2018-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/25 Effects of alcohol drinking of employee on job engagement and interpersonal conflict at work 2019-08-18T00:00:26+00:00 Sunhee Lee sunhee_lee@cnu.ac.kr Ok Young Ji ksiop@ksiop.or.kr Philseok Lee ksiop@ksiop.or.kr <p>The purpose of the study was to investigate the effects of alcohol drinking of employee on job engagement and interpersonal conflict at work. In order for a better understanding of the effects, we distinguished drinking based on whom they drank with: work-related vs. non-work related. Based on self-control strength theory(Baumeister, Vohs, &amp; Tice, 2007) and effort-recovery model(Meijman &amp; Mulder, 1998), we hypothesized that self-control plays a key role in the process by which work-related drinking influences job engagement and interpersonal conflict. Multi-level analyses on daily survey data from a total of 367 employees for two weeks showed that as participants drank more alcohol with work-related person(s), the level of ego-depletion got worse, and as a result, job engagement faltered. As for interpersonal conflict, the effects of work-related alcohol consumption and ego-depletion varied according to the level of trait self-control. On the other hand, non-work related drinking was positively related to ego-depletion, which was related to only interpersonal but to job engagement. Theoretical and practical implications of the findings and future research directions were discussed.</p> 2018-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/26 Effects of grit on organizational citizenship behavior 2019-08-18T00:00:25+00:00 Yoo Jin Lee ksiop@ksiop.or.kr Yonghwan Shin ksiop@ksiop.or.kr Jiyoung Park ksiop@ksiop.or.kr Young Woo Sohn ysohn@yonsei.ac.kr <p>The purpose of the present study was to examine the effects of grit at work. Especially, this study investigated the effects of grit, known as a personal success factor, on organizational citizenship behavior (OCB) which is voluntary behavior for the organization and colleagues. In addition, we focused on the mediation effect of job positive affect and occupational self-efficacy on the relationship between grit and OCB. Results from an online survey undertaken with Korean workers showed that grit had a positive effect on OCB when conscientiousness was controlled for. Moreover, job positive affect mediated the relationship between grit and OCB. On the other hand, occupational self-efficacy did not mediate the relationship. We discussed the implications of these results, study limitations, and practical suggestions for future research.</p> 2018-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/20 The effects of personality and leader consideration behavior on team cohesiveness 2019-08-18T00:00:30+00:00 Youngshik Kim kimys2010@gmail.com InHye Kim kb1121@naver.com <p>The purpose of this study was to investigate the effects of personality (openness, neuroticism) and leader consideration behavior on team cohesiveness. The present study tests the mediating effect of psychological safety in the relationship between personality (openness, neuroticism) and team cohesiveness. While openness and neuroticism were examined as individual-level variables, leader consideration behavior, relationship conflict, psychological safety, and team cohesiveness were analyzed in team-level. Sequential mediation effects of relationship conflict and psychological safety on the relationship between leader consideration behavior and team cohesiveness were also examined. Data were collected from a total of 35 teams comprised of 194 students using survey. The results showed that psychological safety mediated the relationship between neuroticism and team cohesiveness. However, the mediating effect of openness was not significant. Moreover, relationship conflict and psychological safety sequentially mediated the relationship between leader consideration behavior and team cohesiveness. Based on these results, implications, limitations of research, and suggestions for the future research are discussed.</p> 2018-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/19 The relationship between work-family conflict and morale of female soldiers 2019-08-18T00:00:30+00:00 Gui Hyun Son ksiop@ksiop.or.kr Young Woo Sohn ysohn@yonsei.ac.kr Eun Kyoung Chung ekchung@kangwon.ac.kr <p>The purpose of the present study was to investigate integrally the relationships among work-family conflict, burn out, and morale of the navy female soldiers. Also, the study illustrated whether glass ceiling moderated the relationship between burn out and soldiers morale. For this purpose, Surveys and supervisor-rating performance data of 205 navy female soldiers. It was found that the work–family conflict of females negatively influenced morale, and burn out mediated the relationship with work–family conflict and morale. Also, the perception of glass ceiling was found to control the relationship between burn out and morale. Specifically, when the women perceived glass ceiling perception high, it was confirmed that the negative influence of burn out on morale was strong. we discuss the implications of these results, study limitations, and practical suggestions for future research.</p> 2018-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/22 The effect of the work meaning on organizational commitment 2019-08-18T00:00:29+00:00 Miae Lee ksiop@ksiop.or.kr Min Kim ksiop@ksiop.or.kr Byungkeol Lee ksiop@ksiop.or.kr Jinkook Tak ksiop@ksiop.or.kr <p>The study was designed to investigate the effects of employees’ work meaning on organizational commitment and the moderating effect of transformational leadership on the relationship between work meaning and organizational commitment. Data were collected from 1,000 employees via online survey. Results of hierarchical regression analyses showed that work meaning explained an additional 26.1% of variance in organizational commitment with controlling demographic variables. Also among three factors of work meaning, self-actualization was the most important factor in explaining organizational commitment, and was followed by making a living and social relationships in order. Transformational leadership was found to play a moderating role on the relationship between self-actualization work meaning and organizational commitment. The higher transformational leadership of leaders was, the stronger relationship between self-actualization and organizational commitment was. This study showed that organizational commitment is influenced by work meaning and leadership style, and interactions of the two variables. Finally, the implications and limitations of this study and suggestions for the future research were discussed.</p> 2018-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/80 The relation between calling and career adaptability 2019-08-18T00:00:41+00:00 Jihyun J Min ksiop@ksiop.or.kr Esther Kang ksiop@ksiop.or.kr Hyejoo J Lee joanna@handong.edu <p>One’s calling can be divided into cognitive (“perceiving a calling”) and applied phases (“living a calling”), with the latter involving the execution of the former in life. We examined if living a calling moderate the relation between perceiving a calling and career adaptability. We hypothesized that the relation between perceiving a calling and career adaptability will differ according to the degree of calling execution by employees. However, for currently unemployed college students, we hypothesized that the level of calling execution would not influence the aforementioned relationship because they would have fewer opportunities for executing their perceived calling. The study results with 392 adult professionals and 248 college students indicated that living a calling significantly moderated the relation between perceiving a calling and career adaptability, in both adults and students but in opposite direction. Thus, whether one has a job or not, living a calling affect the relationship between perceiving a calling and career adaptability.</p> 2017-11-30T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/86 Differences in emotion regulation strategies across time and situational contexts among emotion laborers 2019-08-18T00:00:38+00:00 MinYoung Kim mkim@kmu.ac.kr Sohee Kim ksiop@ksiop.or.kr <p>&nbsp;This study investigated emotional experience and emotion regulations among emotional laborers at work and off work across work years. In order to make a cross-sectional approach, 165 cabin crews were recruited from a commercial airline in Korea, whose work experiences varies from 1 month to longer than 16 years. The results of regression analysis showed that negative emotional experiences were explained by work years. However, positive emotional experiences reduced among laborers with up to around 8 work years and then increased. Such curvlinear pattern was also found in cognitive reappraisal, which is a type of emotion regulation strategies. In addition, we conducted moderation analyses to investigate the association between emotion regulation at work and off work in terms of work years. The results showed that the association between cognitive reappraisal at work and off work were stronger among laborers with short work years than those with long work years. These findings suggest that the maladaptive consequences of emotional labor such as less positive emotional experiences, less cognitive reappraisal, and more spillover effect may tone down at some point of work years. Theoretical implications and suggestions for practitioners were included.</p> 2017-11-30T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/87 The influence of newcomers’ proactive personality on their psychological contract 2019-08-18T00:00:37+00:00 Kyungmin Kim kyungmin@hs.ac.kr <p>This study investigates the influence of newcomers’ personality on their psychological contract. Especially, we focused on the proactive personality of the newcomers who have worked less than one-year in the current organization. We hypothesized that the extent to which newcomers have proactive personality would have a positive effect on the perception of promise in the relationship with the organization. Also, we expected that this relationship would be mediated by the leader-member exchange. 433 newcomers participated in the survey, and structural equation modeling (SEM) has been adopted to test the hypotheses. As the result, individuals’ proactive personality had a positive influence on the perception of promises, and this relationship was partially mediated by the leader-member exchange level. These results imply that individuals’ psychological contract could be affected by personality factors as well as organizational factors. Also, it shows that the relationship newcomers make with their supervisor has an important role in perceiving psychological contract with the organization.</p> 2017-11-30T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/84 The effect of Organizational change on job stress 2019-08-18T00:00:39+00:00 YongJae Won ksiop@ksiop.or.kr Jinkook Tak tak@kw.ac.kr <p>The purpose of this study was to examine the relationships among organizational change, job stress, and job insecurity. Specifically, this study investigated the influence of organizational change on job insecurity and job stress that was partially mediated by job insecurity. In addition, this study examined moderating effect of boundaryless career attitude on the relationship between job insecurity and job stress. Data was collected from 317 Korean employees who were working in various organization via online survey, and 287 data was used for analysis without unreliable responses. The findings are as follows: First, there were positive relationship among organizational change, job stress, and job insecurity. Second, the results of structural equaition analysis showed strong support for the proposed model, and the result of bootstrapping analysis supported that the effect of organizational change on job stress is partially mediated by the job insecurity.&nbsp;</p> <p>Third, the results of hierarchial analysis showed that there was no moderating effect of boundaryless career attitude on the relationship between job insecurity and job stress. Finally, implications and limitations of this study with the direction for future research were discussed.</p> 2017-11-30T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/81 The effects of power distance orientation difference between leaders and followers on attitudes and behaviors in military organizations 2019-08-18T00:00:41+00:00 YoungNam Choi ksiop@ksiop.or.kr YoungWoo Sohn ysohn@yonsei.ac.kr EunKyoung Kang ekchung@kangwon.ac.kr <p>The purpose of this study was to examine the effect of (in)congruence between leaders' and followers' power distance orientation(PDO) on organizational level variables and mediating effect of&nbsp;leader trust and cohesion in military organizations. A total of&nbsp;288 ROK Army soldiers participated in this research and data were collected through survey. Inconsistent with previous research findings from person-supervisor fit studies,&nbsp;the results from polynomial regressions showed that congruence between leaders' and followers' PDO did not have a&nbsp;significant effect on organizational level variables in military organizations. Rather, when leaders' PDO&nbsp;was lower than followers', leader trust and cohesion&nbsp;decreased, and&nbsp;counterproductive work behavior(CWB) increased. Moreover, a double mediation estimate technique was conducted to&nbsp;investigate&nbsp;the&nbsp;impact of the PDO&nbsp;difference between leaders and followers on organizational level variables. We found that the relationship between the PDO&nbsp;difference and CWB was sequentially mediated by leader trust and cohesion.&nbsp;Based on the results, we discussed the implications and limitations of the study, and the directions for the future research.</p> 2017-11-30T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/82 A study on the predictive validity of conditional reasoning test for aggression 2019-08-18T00:00:40+00:00 Sohyun Jeon ksiop@ksiop.or.kr Jae Yoon Chang jych@sogang.ac.kr HyeJoo Lee ksiop@ksiop.or.kr <p>The purpose of this study was to examine the channeling model to investigate the interaction effect of implicit measure (Conditional Reasoning Test for Aggression: CRT-A) and self-reported measure of aggression to predict helping behavior. Expatriates who were dispatched to China or India (N=101) participated in this study. To reduce the common method bias, their host country co-workers (N=320) evaluated the expatriates’ helping behavior as a behavioral criterion. The results showed that there was a significance difference in helping behavior among the expatriates who had high CRT-A scores. Specifically, latent aggressive individuals who consciously perceived themselves as being non-aggressive but implicitly rationalized their aggressive behavior were less likely to show helping behavior. The academic implications of the current study, along with suggestions for the future research, were discussed.</p> 2017-11-30T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/75 The effect of coaching leadership on creative behavior 2019-08-18T00:00:46+00:00 HyunJeong Sung ksiop@ksiop.or.kr Jinkook Tak tak@kw.ac.kr <p>The purpose of this study was to examine the relationship between coaching leadership and creative behavior. Also, this study examined the mediating effect of psychological empowerment on the relationship between coaching leadership and creative behavior. Data were collected from 429 employees from a number of companies. The result of this study showed that the relationship between coaching leadership and creative behavior was significantly positive. Psychological empowerment mediated the relationship between coaching leadership and creative behavior. Based on the results, the implication of this study and the direction for future research were discussed.</p> 2017-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/73 The relationship between task conflict, relationship conflict, team efficacy and task performance of Air Force Combat Flight Team 2019-08-18T00:00:47+00:00 Kyoungsu Lee ksiop@ksiop.or.kr JungIn Lim ksiop@ksiop.or.kr Jiyoung Park ksiop@ksiop.or.kr YoungWoo Sohn ysohn@yonsei.ac.kr <p>The purpose of the present study was to investigate integrally the relationships among task conflict, relationship conflict, team efficacy, and task performance of the Air Force Combat Flight Team. Also, the study illustrated whether participative decision-making moderated the relationship between task conflict and team efficacy, and the relationship between relationship conflict and team efficacy. Surveys and supervisor-rating performance data of 284 combat flight teams of two Air Force fighter pilots were collected for assessing the aforementioned relationships. Analyzing through structural equation modeling, the results indicated that task conflict was negatively related to team efficacy and task performance. Relationship conflict was negatively related to team efficacy whereas they were positively related with task performance. Moreover, team efficacy mediated the relationship between task conflict and task performance, and the relationship between relationship conflict and task performance. Furthermore, participative decision-making moderated the relationships of task conflict and relationship conflict with team efficacy such that these negative relationships were stronger when wingman pilot’s perception toward leader pilot’s participative decision-making was low. We discuss the implications of these results, study limitations, and practical suggestions for future research.</p> 2017-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/72 A test of construct validity of the work meaning inventory 2019-08-18T00:00:48+00:00 Jinkook Tak tak@kw.ac.kr HyungJoon Seo ksiop@ksiop.or.kr Yongjae Woo ksiop@ksiop.or.kr HyeonJoo Sim ksiop@ksiop.or.kr <p>The purpose of this study was to test the eight factors model and a high order factor structure of the Work Meaning Inventory(WMI) developed by Tak et al.(2015) and with a sample of employees. Data were obtained from 1,000 employees using online survey. Results of exploratory factor analyses confirmed the original 8 factors of the WMI, confirming the construct validity of the WMI. Also results of high-order factor analyses showed that the three higher order factors(make a living, growth opportunity, self-actualization) were obtained. Finally, the implications, limitations, and future studies are discussed.</p> 2017-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/76 Emotional labor actors, well-being, and objective performance 2019-08-18T00:00:45+00:00 ChoonShin Park spr66@naver.com JaeYoon Chang jych@sogang.ac.kr <p>To manage the emotional labor demands, employees may primarily rely on one strategy or the other while they may use surface and deep acting in conjunction. However, most research on emotional labor have investigated how two emotional labor strategies function to predict employee well-being separately. This variable-centered perspective is difficult to capture subpopulations of employees who may differ in their combined use of surface and deep acting. Using latent profile analysis, the current study examined potential emotional labor profiles from a person-centered perspective. We identified 5 emotional labor profiles: trying yet faking, some faking, high deep actors, high regulators, and moderates. Also this profiles differently predicted employee well-being (emotional exhaustion and job satisfaction) and objective performance (new sales and member increase). The present study captured the particular conditions in which emotional labor may lead to positive or negative outcomes for employees and organizations.</p> 2017-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/77 Identifying moderators of effects of task conflict on relationship conflict 2019-08-18T00:00:44+00:00 Youngshik Kim ksiop@ksiop.or.kr Sungho Han ksiop@ksiop.or.kr Yongwon Suh suh0491@dreamwiz.com <p>In this article, two studies were conducted to identify variables that moderate the effects of task conflict on relationship conflict. In the first study, Relationship quality dimension variables (trust, promotive interdependence) were used to identify moderating effects. For study 1, data were collected from 400 employees using survey questionnaires. The results showed that high level of trust and promotive interdependence buffer the effects of task conflict on relationship conflict. In study 2, Individual difference dimension (self-esteem, interpersonal sensitivity) variables were used. The data were collected from 269 employees using survey questionnaires. The results revealed that high level interpersonal sensitivity reduced the effects of task conflict on relationship conflict. Finally, implications and limitations of these results were discussed.</p> 2017-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/78 Who suffers the most from abusive supervision? 2019-08-18T00:00:43+00:00 YeonSun Gwak ksiop@ksiop.or.kr Yeseul Jung ksiop@ksiop.or.kr YoungWoo Sohn ysohn@yonsei.ac.kr <p>We examined the interactive effects of calling and competitive climate on the relationship between abusive supervision and turnover intention via organizational cynicism. We hypothesized that high levels of calling would strengthen, and high levels of competitive climate would mitigate, the negative indirect effects of abusive supervision on turnover intention via organizational cynicism. We conducted a survey using a sample of U.S. employees (N = 236) to test five hypotheses. As predicted, results demonstrate that under a high level of abusive supervision, individuals were more likely to become cynical about the organization, which in turn heightened turnover intention. Moderated mediation analyses found that calling exacerbated, but competitive climate attenuated, the mediating effect of organizational cynicism on the relationship between abusive supervision and turnover intention. Underlying mechanisms and implications, as well as avenues for future research, are discussed.</p> 2017-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/79 Latent profile analysis ofemotional labor strategies in subordinate roles 2019-08-18T00:00:42+00:00 Soran Yeum soranyeom@naver.com MyoungSo Kim mskim@hoseo.edu <p>The purpose of this study was to (1) confirm how employees utilize each regulation strategy of emotional labor(surface and deep acting) based on person-centered approach and (2) to examine determinants for each profile and the relationship between each profile and job effectiveness. A total of 507 employees working in a variety of different fields in Korea participated in an on-line survey. To identify sub-populations of emotional labor strategies in subordinate roles, latent profile analysis was adopted. The results indicated that five groups(surface actors, deep actors, non actors, low actors, regulators) were classified. In addition, each group was significantly distinguished by the antecedents of social stressor and leader trust, also related to various outcome variables(i.e., burn-out, job engagement, turn-over intention, felt-inauthenticity). These results showed how variables operate within people and shed light on variable-centered approach ignoring the possibility of distinct combinations of emotional regulation strategies. On the basis of the results, the implications and future research directions were discussed.</p> 2017-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/69 The effects of sympathy module and psychological capital on job satisfaction and happiness 2019-08-18T00:00:50+00:00 HyunHee Kim ksiop@ksiop.or.kr MinSuk Kim ksiop@ksiop.or.kr MiA Um ksiop@ksiop.or.kr SoonHyang Hur ksiop@ksiop.or.kr SeungKyu Nam sknam@dju.kr <p>This research aims to study the effects of sympathy module and positive psychological capital on teacher's job satisfaction and happiness. The research was conducted to seek a way to improve quality of teacher's lives, precondition of education for teachers and students' happiness, with 249 teachers of public kindergartens, elementary schools, middle schools and high schools in Daejeon city. The data was collected based on questionnaires consisting of some scales such as sympathy module, psychological capital, job satisfaction and happiness. In statistical analysis, reliability and validity on that scale were conducted through internal consistency coefficient and factor analysis, the relationship among 4 scales was found through correlation analysis and the difference between their job satisfaction and happiness by sympathy module and psychological capitals was seen by performing the two-way analysis of variance (ANOVA). The research result shows that hypothesis Ⅰ'teacher group with affective sympathetic module has more job satisfaction than that group with reasonable sympathetic module' and hypothesis Ⅱ 'teacher group with higher levels of psychological capital has more job satisfaction than that group with lower levels of one' were supported. However, the result indicated that hypothesis Ⅲ 'teacher group with affective sympathetic module and higher levels of psychological capital has more job satisfaction than the other group was not supported. Furthermore, hypothesis Ⅳ'teacher group with affective sympathy module has higher level of happiness than that group with reasonable sympathetic module and hypothesis Ⅴ' teacher group with higher levels of psychological capital has more happiness than that group with lower one were supported. However, the result found that hypothesis Ⅵ 'teacher group with affective sympathetic module and higher levels of psychological capital has more happiness than the other group was not supported. The research result demonstrates that the more affective sympathetic module and improved psychological capital enables to increase teacher's job satisfaction and happiness in exchange and communication process. The result gives an opportunity to seek a variety of education and practical method for more effective sympathetic module and increased psy</p> 2017-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/70 Effects of mental fitness positive psychology program for improvement of adjustment to military life 2019-08-18T00:00:49+00:00 Minsoon Kim ksiop@ksiop.or.kr Hyeonjin Kim ksiop@ksiop.or.kr Younggun Ko elip@korea.ac.kr <p>&nbsp;</p> <p>The purpose of the present study is to evaluate the effects of Mental Fitness Positive Psychology; MFPP) program for improvement of adjustment to military life. In the present study, the Mental Fitness program (Kim &amp; Ko, 2009) was adapted for the Korean Army. A total of 78 military soldiers were divided into two groups: the MFPP group (n=35) and control group (n=43). The results of the present study are as follows: relative to the comparison group, the MFPP group showed a significant decrease of military life stress and a significant improvement of adjustment to military life. These results suggest that, in spite of a short-term intervention consisting of 6 weekly sessions, the MFPP program adapted for military soldiers was effective in enhancing soldiers' adjustment to military life. Lastly, the implications of the present study and directions for future research were addressed.</p> 2017-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/71 Impact of goal-setting and feedback on negotiators performance in multilateral negotiation 2019-08-18T00:00:48+00:00 HeaKyung Ro rrhhkk@sookmyung.ac.kr <p>Multilateral negotiation is a difficult task for the amicable settlement because of its structural complexity. Therefore, the strategy of problem solving which is commonly used in bilateral negotiation is not readily applicable. This study tries to find an integrative strategy in multilateral negotiations that brings all win-win benefts rather than competition or coaltion for some. To improve the efficiency of multilateral negotiation, the effects of Goal Setting and Feedback were tested. With the 3 studies it was found that amicalbe netotiation is really difficult if the interest structure is incompatible, higher Goal Setting bring rather negative negotiation results, and feedbacks, which lead to the flexible search to the alternative options, are very helpful for good results. We discussed the theoretical extension and the practical implications of these studies.</p> 2017-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/65 Moderating effects of psychological empowerment on the relationships between person-job fit and turnover intention 2019-08-18T00:00:53+00:00 YuSeon Jeong a10eb@naver.com HyungIn Park hi.park@skku.edu <p>This study investigated the moderating effects of psychological empowerment on the relationships between person-job (P-J) fit and turnover intention. P-J fit was measured using demands-abilities (D-A) fit on two job dimensions: social interaction and leadership. Psychological empowerment was assessed using four sub-types: meaning, competence, self-determination, and impact. First, we investigated whether mismatch between job demands and personal abilities would be related to increased turnover intention. We also examined whether psychological empowerment would mitigate these relationships. Data were collected from 415 full-time workers. The results from polynomial regressions showed that the relationships of D-A fit with turnover intention were different depending on the direction and the dimensions of misfit. The interaction between D-A fit and psychological empowerment was found as expected in seven out of eight cases in total, except for the interaction between D-A fit in social interaction and competence. These results imply that psychological empowerment, as a job resource, could ameliorate the negative impacts of P-J misfit on turnover intention.</p> 2017-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/62 The Influence of the ROK Army Junior Leader’s Relationship Conflict and Fear of Negative Evaluation on Defensive Silence 2019-08-18T00:00:54+00:00 JungIn Lim lji4019@naver.com YoungWoo Sohn ksiop@ksiop.or.kr <p>The primary purpose of this study was to investigate the influence of ROK Army junior leader’s relationship conflict and fear of negative evaluation (FNE) on defensive silence and to specifically examine the mediating effect of FNE on the relationship between relationship conflict and defensive silence. The secondary purpose of this study was to identify the moderating effect of collective self-esteem (CSE) on the relationship between FNE and defensive silence and the moderated mediating effect of CSE on the conditional direct effect of FNE. A total of 202 ROK Army junior leaders participated in this survey and we measured relationship conflict, FNE, defensive silence, and CSE. Using IBM SPSS 21.0 program, results of hierarchical regression analyses showed that relationship conflict was positively related to FNE and FNE was positively related to defensive silence. FNE partially mediated the relationship between relationship conflict and defensive silence. Also, the moderating effect of CSE on the relationship between FNE and defensive silence was significant, suggesting that the relationship between FNE and defensive silence was stronger when CSE was low than high. Additionally, the moderated mediating effect was significant, suggesting that CSE moderated the mediating effect of FNE on the relationship between relationship conflict and defensive silence. Lastly, the results, implications, limitations, and future research directions of this study were discussed.</p> 2017-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/67 The mediating effect of goal orientation in the relationship between perfectionism and active-passive procrastination 2019-08-18T00:00:52+00:00 MinSik Choi ksiop@ksiop.or.kr TaeYong Yoo tyyoo@kw.ac.kr <p>The purpose of this study was to examine the mediating effect of goal orientation in the relationship between employee’s perfectionism and active-passive procrastination. Data were collected from 227 Korean employees who were working in various organization. First, the results indicated that there were significantly positive relationship between personal-standards perfectionism and learning goal orientation, and significantly negative relationship between personal-standards perfectionism and avoiding goal orientation. On the other hand, there were negative relationship between evaluative concerns perfectionism and learning goal orientation, and positive relationship between evaluative concerns perfectionism and avoiding goal orientation. Second, the learning goal orientation positively related with active procrastination and negatively related with passive procrastination. On the other hand, the avoiding goal orientation positively related with passive procrastination and negatively related with active procrastination. Third, there were full mediating effects of avoiding goal orientation in the relationship between perfectionism and active-passive procrastination. Based on the results, we discussed the implications and limitations of the study, and the directions for the future research.</p> 2017-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/68 The effects of strengths coaching program on strengths self efficacy, positive affect, self efficacy, job engagement and organizational commitment based on Korean employees 2019-08-18T00:00:51+00:00 Hyaeyeong Seon ksiop@ksiop.or.kr Suyeon Kim ksiop@ksiop.or.kr Miae Lee ksiop@ksiop.or.kr Jinkook Tak tak@kw.ac.kr <p>This study was designed to examine the effects of strengths coaching program on strengths self efficacy, positive affect, self efficacy, work engagement, and organizational commitment based on Korean employees. Participants were 43 Korean employees, 21 for the experiment group and 22 for the control group. Data were collected across three times(pre, post, follow-up). To measure overall effects, strengths self efficacy, positive affect, self efficacy, work engagement and organizational commitment were measured. Results showed that there were significant interaction effects between time interval and groups for all the dependent variables, confirming the effects of the coaching program. Also, there were non significant effects of time interval(post and follow-up) for all the dependent variables, confirming the duration of the program effect across time. Finally, implications and limitations of the study were discussed.</p> 2017-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/54 The relationship among inner meaning of work, protean career, subjective career success 2019-08-18T00:00:58+00:00 Soyeon Sin ksiop@ksiop.or.kr Jinkook Tak tak@kw.ac.kr <p>The purpose of this study was to examine the relationship among inner meaning of work, Protean career and subjective career success. More specially, This study investigated not only the influence of inner meaning of work on subjective career success that is mediated by protean career but also the moderating effect of career-supported mentoring on the relationship between protean career and subjective career success. To perform this study, online survey was conducted by korean employees who were working in various organization and received formal or informal mentoring. Data gathered from 191 employees were used for analyses. The results showed that inner meaning of work had positive effects on protean career as well as subjective career success. Also, protean career partially mediated the relationship between inner meaning of work and subjective career success. Career-supported mentoring moderated the relationship between protean career and subjective career success. The implications and limitations of this study and the directions for future research were discussed.</p> 2017-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/59 The cultural difference in equity norm preference and the effects of pay-for-performance perception on job attitudes 2019-08-18T00:00:54+00:00 WooYoung Kim kwy00000@naver.com HyeJin Moon ksiop@ksiop.or.kr JaeYoon Chang jych@sogang.ac.kr <p>Understanding cross-cultural differences in reward allocation which influences both job attitudes and motivation of employees is crucial for effective international management. In the current research, we examined whether there exists a difference in preference for equity norm across three countries and further explored the relationship between pay-for-performance perception and job attitudes of employees such as pay satisfaction and turnover intention. Host country nationals working at a Korean global company’s oversea subsidiaries located in one of the United States, China, and Japan completed survey, and the results are as following: First, American preferred equity norm the most, followed by Chinese and Japanese employees while there was no significant difference between American and Chinese but Japanese. Second, in case of employees working in either the U.S. or China, there existed a negative relationship between pay-for-performance perception and turnover intention, and a positive relationship between pay-for-performance perception and pay satisfaction. On the other hand, in case of Japanese employees, there was no relationship between pay-for-performance perception and turnover intention, and a negative relationship between pay-for-performance perception and pay satisfaction. Discussion, implications and limitations of the current research are followed.</p> 2017-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/57 The effect of perceived overqualification on job crafting 2019-08-18T00:00:55+00:00 Eunju Bang meowth217@naver.com Youngwon Suh suh0491@dreamwiz.com <p>The purpose of this study is to examine the positive effects of perceived overqualification. For testing hypotheses in this study, data were collected from 458 employees. In this study we found three main results. First, this study investigated a moderating effect of peer based perceived overqualification on the relationship between perceived overqualification and organization based self-esteem. Second, this study found an indirect effect of perceived overqualification on job crafting via organization based self-esteem. Third, job autonomy had a significant moderating effect on the relationship between organization based self-esteem and job crafting. These findings were contrast to most previous studies which focused on negative organizational behaviors of perceived overqualification such as turnover, counterproductive work behavior(CWB). Therefore, this study suggests that perceived overqualification does not always lead to negative consequences and future perceived overqualification research should be conducted by new viewpoint.</p> 2017-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/56 Whom should you start a company with? 2019-08-18T00:00:56+00:00 JaeYoon Lee jaeyoonlee7@gmail.com SooJin Oh dhtnwls10@snu.ac.kr MyungUn Kim myungun@snu.ac.kr <p>Start-ups organizations are increasing rapidly. To overcome “liability of newness,” it is essential for entrepreneurs to compose the right co-founding team. Based on the review of 57 journal articles on start-up co-founding teams and new venture teams, we found that the composition of the team, especially diversity among team members, was frequently studied. However, previous research has only focused on surface-level diversity such as gender, age, functional background, previous experience. Only a very few studies investigated deep-level diversity such as co-founding team members’ value, personality or thinking style. The present study explored what type of diversity is required in start-ups. Since this topic is rarely studied, we first conducted a qualitative study by interviewing with nineteen start-up founders and venture capitalists in Study 1. As a result we found that four individual characteristic factors (extraversion, agreeing to different idea, risk taking, optimism) and four work-related factors (business opinion, speed oriented, big-picture oriented, time perspective) were the key component of deep-level diversity. In Study 2, we conducted a quantitative study to empirically investigate these aspects by a survey to thirty start-up related individuals. The result confirmed that the diversity were required for six aspects deducted from Study 1. For the other factors of optimism and speed orientation, frequency tendency supported Study 1’s result.</p> 2017-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/55 The effect of authentic leadership on job engagement 2019-08-18T00:00:57+00:00 YoungJu Choi ksiop@ksiop.or.kr Jinkook Tak tak@kw.ac.kr <p>The purpose of this study was to examine the relationships among authentic leadership, job engagement, and procedural justice. Specifically, this study investigated the influence of authentic leadership on procedural justice and job engagement that was partially mediated by procedural justice. In addition, this study examined moderating effect of positive psychological capital on the relationship between authentic leadership and procedural justice and the effect of power distance on the relationship between procedural justice and job engagement. Data were collected from 300 Korean employees who were working in various organization via online survey, and 286 data were used for analysis, eliminating unreliable responses. The findings are as follows: First, there were positive relationships among authentic leadership, job engagement, and procedural justice. Second, the results of structural equaition analysis showed strong support for the proposed model, and the result of bootstrapping analysis supported that the effect of authentic leadership on job engagement is partially mediated by the procedural justice. Third, the results of hierarchial analysis showed that positive psychological capital moderated the relationship between authentic leadership and procedural justice, but there was no moderating effect of power distance on the relationship between procedural justice and job engagement. Finally, implications and limitations of this study with the direction for future research were discussed on the basis of the results.</p> 2017-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/115 Daily work characteristics and daily creativity 2019-08-18T00:01:02+00:00 Hyejin Moon ksiop@ksiop.or.kr Sanghee Nam ksiop@ksiop.or.kr Choonshin Park ksiop@ksiop.or.kr JaeYoon Chang jych@sogang.ac.kr <p>The current research aimed to investigate the relationship between daily changing work characteristics and daily creativity at work. More specifically, we focused on the separate effects of daily interpersonal support from supervisor and daily-perceived time pressure on creativity. In addition, we investigated the cross-level moderating effect of individual’s attitude toward job in the relation between daily time pressure and daily creativity. In order to perform within-person and cross-level analyses, we used daily diary method and collected responses from 39 full-time workers for 5 working days. Hierarchical Linear Modeling analyses yielded a positive relationship between daily interpersonal support from supervisor and daily creativity, as well as a positive relationship between daily time pressure, the challenge stressor, and daily creativity. Moreover, there was a significant moderating effect of job satisfaction on the relationship between time pressure and creativity. Specifically, for those who are highly satisfied with job, the relationship between daily time pressure and daily creativity was positive while it was not so for those with low job satisfaction. Based on the above findings, we discussed the relationships among daily work characteristics and daily creativity as well as implications, limitations and possible future research issues.</p> 2016-11-30T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/114 Hostile attribution and counterproductive work behavior 2019-08-18T00:01:03+00:00 Jeongmin Rhee ksiop@ksiop.or.kr Yonghwan Shin ksiop@ksiop.or.kr YoungWoo Sohn ysohn@yonsei.ac.kr <p>The purpose of the present study was to specify the mechanism of employees’ counterproductive work behavior (CWB) and to offer proper solutions for such behavior. For this purpose, this study proposed a moderated mediation model in which hostile attribution under upward social comparing situation in organizational context has an effect on CWB via malicious envy (ME), and the strength of the mediation effect is strengthened by employees’ negative reciprocity and competitive organizational goal, respectively. Results from a sample of 259 American workers showed that hostile attribution had a positive effect on CWB and ME fully mediated this relationship. The moderation effects of negative reciprocity and competitive organizational goal were found, respectively. Specifically, ME was more strongly associated with CWB as individuals’ negative reciprocity increased, and also as organizations’ competitive goals strengthened. Based on these results, theoretical and practical implications, limitations and directions for future research were discussed.</p> 2016-11-30T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/119 The influence of newcomers’ proactive personality on their job satisfaction: its mediating and moderating factors 2019-08-18T00:01:00+00:00 Kyungmin Kim kyungmin@hs.ac.kr <p>This study investigated mediating and moderating factors on the relationship between newcomers’ proactive personality and job satisfaction. 203 newcomers participated in the survey 6 months after the entry. An additional survey has been conducted right after the entry in order to measure the change in the person-organization fits. Results showed that newcomers’ proactive personality has a positive relation with their job satisfaction. This relationship, however, was moderated by socialization tactics such that it is significant only when the organization employs institutionalized socialization tactics rather than individualized socialization tactics. Finally, newcomers’ proactive personality affected job satisfaction being fully mediated by the change of person-organization fit. These results imply that an individual’s proactive personality can influence the adaptation process to a new organization. It provides practical implications for organizations to effectively design and implement the selection and socialization practices.</p> 2016-11-30T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/123 The effect of personality on task performance and adaptive performance 2019-08-18T00:00:59+00:00 TaeYong Yoo tyyoo@kw.ac.kr ChaeRyeong Lee ksiop@ksiop.or.kr <p>The first purpose of this study was to investigate the effect of personality(extraversion, openness, conscientiousness) on job crafting. The second purpose was to examine the effects of job crafting on task performance and adaptive performance. The third purpose was to examine the mediating effects of job crafting on the relationship between personality(extraversion, openness, conscientiousness) and job performance(task performance, adaptive performance). The last purpose was to testify the moderating effect of the leader’s empowering behavior on the relationship between personality(extraversion, openness, conscientiousness) and job crafting. Data were collected from 167 employees who were working in a variety of organizations in Korea by the survey research method. Both task performance and adaptive performance were rated by others(peer or supervisor). The result of this study showed that the relationship between personality(openness, conscientiousness) and job crafting, and the relationship between job crafting and job performance(task performance, adaptive performance) were significantly positive. Also, the job crafting had full mediation effect on the relationship between personality(openness, conscientiousness) and job performance(task performance, adaptive performance). Leader’s empowering behavior had moderation effect on the relationship between conscientiousness and job crafting. That is, the positive relationship between conscientiousness and job crafting was stronger when leader’s empowering behavior was lower rather than higher. Based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.</p> 2016-11-30T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/116 The effects of professionalism, likelihood of job embeddedness, and interaction quality with recruiters at entry on turnover behavior among R&D Professionals 2019-08-18T00:01:02+00:00 Jiyun Choi ksiop@ksiop.or.kr JaeYoon Chang jych@sogang.ac.kr <p>The purpose of this study is to examine the effects of job embeddedness, professionalism, and recruiters on turnover of R&amp;D professionals. The data was collected from a sample of 132 R&amp;D professionals with PhD degrees in engineering or natural science in a Korean electronics firm. To analyze time-dependent turnover data, Cox’s proportional hazards model was used. The results showed that over the 5~7 year period after their organization entry, R&amp;D professionals with high professionalism were more likely to leave the organization than were their counterparts with low level of professionalism. And Professionals who had negative interaction with recruiters were more likely to leave the organization than those who had positive interaction with recruiters. This study suggested that the quality of interaction with recruiter have a significant impact on the job withdrawal behavior(e.g. turnover) as well as on the job choice decision during job search among professionals. Based on these results above, implications and limitations of this research were presented, and also directions for future investigation were suggested.</p> 2016-11-30T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/118 The effect of Job Autonomy on Job Satisfaction 2019-08-18T00:01:01+00:00 NaYoung Kwon dgirl83@hanyang.ac.kr MinSoo Kim kimmin@hanyang.ac.kr InSoo Oh oniscom@hanmail.net <p>Work engagement has been widely studied in organizational research owing to its impact on organizational behaviors and outcomes. We proposed and tested a mediation model that examine within-individual level job crafting and work engagement relationships between job autonomy and job satisfaction. We collected multilevel data using repeated measurement design and 119 participants and 1190 data points at within-individual level. To analyze hypotheses, we use multilevel structural equation modeling (MSEM). The results showed that within-individual level job crafting positively related to work engagement. Also, job crafting and work engagement mediated the relationship between job autonomy and job satisfaction. Implications of these results for theory, practice and directions for future research are discussed.</p> 2016-11-30T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/104 Interaction effects of P-O fit and Machiavellism on the perceived organizational politics 2019-08-18T00:01:07+00:00 JongWon Lee ksiop@ksiop.or.kr KangHyun Shin khs9933@ajou.ac.kr JongHyun Lee ksiop@ksiop.or.kr WanSuk Gim wsgimajou@gmail.com <p>This research has examined the main effects and interaction effect of person-organization fit and machiavellism on perceived organizational politics. This study was conducted by using sample of 396 public officers and analyzed the main and interaction effect of P-O fit and machiavellism on perceived organizational politics by hierarchical regression analyses which controlled demographic factors. The major findings of this study were as follows: First, as P-O fit score increased, the degree of perceived organizational politics tended to decrease( =-.143, p&lt;.01). Second, the higher level of machiavellism was, the lower perceived organizational politics( =.272, p&lt;.001). Third, interaction effect of P-O fit and machiavellism on the perceived organizational politics was significant(⊿ =.024, p&lt;.01). Furthermore, results of this study showed that among three sub-factors of P-O fit, only needs-supplies and demands- ability had a interaction effect with machiavellism(needs-supplies: ⊿ =.033, p&lt;.001; demands-ability: ⊿ =.024, p&lt;.01). Finally, implications of this study and tasks of future research were discussed.</p> 2016-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/103 Validation of the time perspective inventory 2019-08-18T00:01:08+00:00 Jinkook Tak tak@kw.ac.kr Sungbae Jang ksiop@ksiop.or.kr Suyeon Kim ksiop@ksiop.or.kr Byungkeol Lee ksiop@ksiop.or.kr Dongyup Nam ksiop@ksiop.or.kr <p>The purpose of this study was to validate the Korean version of the Zimbardo Time Perspective Inventory. With 56 items of Zimbardo Time Perspective Inventory(ZTPI) adapted through translation and back-translation, exploratory factor analyses were conducted on the sample of 300 Korean employees. Results of exploratory factor analyses showed that five factors with 25 items were obtained. The Inventory was composed of past positive 6 items, past negative 3 items, present hedonistic 4 items, present fatalistic 5 items, and future 7 items. For further validation of the scale, data were obtained from 204 Korean employees. The result of the confirmatory factor analysis showed that the 5 factor model was adequate. Also results of correlational analyses showed that the five factors were generally significantly correlated with various criteria such as life satisfaction, anxiety, and depression, confirming criterion-related validity. Finally, implications and limitations of the study were discussed.</p> 2016-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/106 Development and validation of the Spiritual Management Index(SMI) 2019-08-18T00:01:05+00:00 JungAh Lee ksiop@ksiop.or.kr YoungWon Suh suh0491@dreamwiz.com <p>Recently, organization is facing globalization, change, complexity, uncertainty. Also, new social-economic values such as conscious capitalism, sustainable management, stakeholder theory come into the spotlight. These changes in management include a shift from an economic focus to a balance of profits, quality of life, spirituality, and social responsibility concerns. And one of the greatest challenges facing organization is the need to develop new business models that accentuate ethical leadership, employee well-being, substantiality, and social responsibility without sacrificing profitability, revenue growth. This research suggest ‘spiritual management’ to deal with these changes. Spiritual management will enhances employee well-being, quality of life and provides employees a sense of purpose and meaning at work, a sense of interconnectedness and community. Nevertheless researches in this area are not enough and still inadequate level. In addition, there is no framework, well-defined concept and scientific diagnosis tool of spiritual management. Therefore we developed the Spiritual Management Iindex(SMI). To develop the scale we conducted researched on documentations and attended at spiritual management forum. Based on these research we developed 7 initial factors with 50items. Using these items we conducted survey, with the 261 people's survey results, we implemented the factor analysis. After validating we generated final 7 factor with 40 items. Also we conducted criterion-related validation. Spiritual management influence on happiness, organizational commitment, job engagement of employees.</p> 2016-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/107 The effects of humor behavior on adaptive performance and contribution to team members’ adaptive performance 2019-08-18T00:01:04+00:00 EuiYoung Jung ksiop@ksiop.or.kr TaeYoung Han tyounghan@kw.ac.kr <p>The purpose of this study was to examine the effectiveness of humor behavior on adaptive performance and contribution to team members‘ adaptive performance. This study also investigated the mediating role of burnout on the relationships between humor behavior and individual adaptive performance &amp; contribution to team members’ adaptive performance based on the theory of psychological resources. The study conducted a survey research to 152 employees in various organizations who work with their team members. Because this study measured adaptive performance and contribution to team members’ adaptive performance using peer-report method, 118 data collected from the sample were appropriate for analysis. The results of this study showed that affiliative humor behavior was negatively related to burnout while aggressive humor behavior was positively related to burnout. Burnout was negatively related to adaptive performance and contribution to team members’ adaptive performance. In addition, the effects of humor behavior on adaptive performance and contribution to team members’ adaptive performance were fully mediated by the burnout. Finally, the implications and the limitations of this study were discussed, suggesting the directions for future research.</p> 2016-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/105 The effect of job stressor on flourishing 2019-08-18T00:01:06+00:00 HeeJin Kim ksiop@ksiop.or.kr SungCheol Jung parisjung@catholic.ac.kr <p>This study was to investigate the relationship between job stress and flourishing, and to examine a moderated mediating effect of recovery through Emotional stability. For the purpose of the study, a total of 307 participants completed a survey including measures of job stress, flourishing, recovery and emotional stability. The results were as follows: first, the findings in a correlation analysis indicated that job stress with flourishing, recovery, and emotional stability were negatively correlated. Second, the relationship between job stress and flourishing was mediated by recovery. Third, emotional stability moderated the relationship between job stress and recovery. Fourth, mediating effect of recovery was moderated by emotional stability in the relationship between job stress and flourishing. Finally, implications for organization situation about limitations of the study and suggestions for future research were discussed.</p> 2016-08-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/98 Effects of task and relationship conflicts on job burnout of Engineers in plant engineering design work 2019-08-18T00:01:12+00:00 SangTaek Lee ksiop@ksiop.or.kr HanIk Jo 1990434@hanyang.ac.kr <p>The purpose of this study was to investigate the effect of task and relationship conflict on job burnout and the moderating effects of achievement motivation of engineers in plant design and engineering division. To study this investigation, 483 questionnaires were collected from the staff in big and medium size engineering companies in Seoul. The result of this study was summarized as below; Firstly, task and relationship conflicts have positive relationship on emotional exhaustion and cynicism. Secondly, relationship conflicts have negative relationship on reduction of accomplishment but task conflicts showed no relation on it. Thirdly, interaction effects of task and relationship conflict, and achievement motivation showed significant moderating effects on job burnout partially. In conclusion, conflicts were identified as significant predictor variable on job burnout and achievement motivation showed the moderating effects partially. Accordingly, as per meaningful results of this study, it was proposed ideas to utilize these results in counseling for prevention of job burnout.</p> 2016-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/91 The effect of authentic leadership on constructive voice 2019-08-18T00:01:18+00:00 GoDoh Kim ksiop@ksiop.or.kr Jinkook Tak tak@kw.ac.kr <p>The purpose of this study was to examine the effectiveness of authentic leadership on constructive voice. Especially, this study focused on not only investigating the mediating role of psychological ownership on the relationship between authentic leadership and constructive voice. Data were collected from 285 korean employees who were working in various organizations through online survey. The results of this study showed that authentic leadership was positively related to psychological ownership and constructive voice. And the effect of authentic leadership on constructive voice was fully mediated by the psychological ownership. The implications, limitations of this study and directions for future research were discussed on the basis of the results.</p> 2016-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/90 The effects of job demands on job stress 2019-08-18T00:01:19+00:00 KwangMo Lim ksiop@ksiop.or.kr Jinkook Tak tak@kw.ac.kr <p>The purpose of this study was to examine the effect of job demands on job stress and the moderating effects of job control and procedural justice. Specifically, first, the job demands were divided into quantitative demands and qualitative demands, and relative effects of the two demands on job stress were compared. Second, the moderating effects of job control and procedural justice were tested. Data were collected from 454 employees engaged in various domestic companies. The results showed that both quantitative and qualitative demands had positively significant effects on job stress and qualitative demands had a greater effect on job stress than quantitative demands did. The results of moderating effects showed that job control had a moderating effect on the relationship between quantitative demand and job stress whereas there was no moderating effect of job control on the relationship between qualitative demand and job stress. Also there was a moderating effect of procedural justice on the relationship between quantitative demand and job stress, but contrary to the hypothesis, the relationship was stronger when procedural justice was high. Finally, the academic significance and practical implications of the study, the limitations and future research were discussed.</p> 2016-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/92 The effect of downward counterfactual thinking on organizational citizenship behavior 2019-08-18T00:01:17+00:00 Jaehyun Shin ksiop@ksiop.or.kr Suran Lee ksiop@ksiop.or.kr YoungWoo Sohn ysohn@yonsei.ac.kr <p>This study examined the effect of downward counterfactual thinking that imaging alternative relationships to the actual positive experiences with coworkers in the past on organizational citizenship behavior (OCB), through a moderated mediation model of positive meaning in work and perceived organizational support (POS). To address this mechanism, we conducted an experiment with 106 Korean employees, working in a variety of organizations, by assigning them to either counterfactual or factual conditions randomly. The results showed that participants who were in downward counterfactual thinking condition, manipulated to assume the alternative relationships to the actual positive experiences of helping other employees, evaluated more OCB than those who were in factual thinking condition. Positive meaning in work fully mediated the relationship between counterfactual reflection and OCB. There was also a significant interaction effect between positive meaning in work and POS on OCB. Specifically, positive meaning in work was more strongly associated with OCB as POS increased. Then, the result of examining the conditional indirect effect for a moderated mediation model showed that POS significantly moderated indirect path between positive meaning in work and OCB. Specifically, the mediating effect of positive meaning in work on OCB became stronger as POS increased. Limitations and further directions were discussed.</p> 2016-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/94 A preliminary study for refinement of equity preference questionnaire 2019-08-18T00:01:16+00:00 SeungRib Park ksiop@ksiop.or.kr Yongwon Suh suh0491@skku.edu <p>Equity Preference Questionnaire (EPQ; Sauley &amp; Bedeian, 2000) was developed as an alternative measure of Equity Sensitivity Instrument (ESI; Huseman, Hatfield, &amp; Miles, 1987) assessing the construct of equity sensitivity. However, EQP appeared to have sub-dimensions, making it difficult to explain which the sub-factors are relavant to the equity sensitivity and causing the dispute on the validity issue, including the multidimensionality, of the measure. Current study, by using the principal component analysis, was able to confirm that EPQ was unidimensional. Besides, with the use of Item Response Theory (IRT; Embretson, &amp; Reise, 2000), the EPQ measuere was investigated at the item level, which was unable to precisely estimate, in the classical test theory, the trait of both ‘Benevolents’ and ‘Entitleds’ comprised of equity sensitivity. Based on the results of both item and test information funcion in IRT, 6 out of 16 items were dropped from the measure due to the lack of the item information. The modified EPQ resulted in single factor as originally devised by Sauley and Bedeian(2000), and the predicting power of the revised measure remained stable. Implications are noted for further inquiry into refinement of modified EPQ.</p> 2016-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/95 The effect of emotional intelligence on turnover behaviors among call center employees 2019-08-18T00:01:15+00:00 Sanghee Kim ksiop@ksiop.or.kr Sangeun Lee ksiop@ksiop.or.kr JaeYoon Chang jych@sogang.ac.kr HaeYoun Choi chychy22@empas.com <p>The purpose of this study is to examine the effect of emotional intelligence (EI) on turnover behaviors among call center employees. We investigated the relationship between EI and turnover behaviors during 190 days at two call centers located in Korea. Survival analyses revealed that EI significantly reduced turnover rate after controlling for the Big 5 personality traits. Specifically, most of the employees with low EI quit their jobs within the first 2 months while only half of the employees with high EI did. The importance of EI in the emotional labor settings and suggestions for the future research are discussed.</p> 2016-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/96 Structural relationships of ego-resilience, affect experience, meaning in life, and job satisfaction 2019-08-18T00:01:14+00:00 ChiSung Yu ksiop@ksiop.or.kr YoungWoo Sohn ksiop@ksiop.or.kr InJo Park injopark@gmail.com <p>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.</p> 2016-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/97 The effects of interpersonal character strength on service employees’ happiness in the emotional labor context 2019-08-18T00:01:13+00:00 SunHee Park ksiop@ksiop.or.kr JeeYoung Lee joyice94@gmail.com <p>This study examined the effect of interpersonal character strength of service employees on their emotional aspect of happiness. Interpersonal character strength has been shown to be a critical skillset required for service encounter employees, thus is expected to increase the levels of employee happiness, as well as to moderate the relationship between emotional labor strategies (e.g. deep acting and surface acting) that employees useand their positive emotion. The results from a sample of 129 receptionists working at imported electronics show rooms and service centers showed that interpersonal character strength indeed had a significant positive effecton happiness, even after controlling demographic variables and other character strengths. Furthermore, interpersonal character strength moderated the relationship between deep acting and happiness so that emotional laborers with high interpersonal character strength experienced more positive emotion when using deep acting strategy, as compared to those with low interpersonal character strength. These findings offer suggestions for organizations and their employees to develop both deep acting strategy and interpersonal character strength in order to enhance the level of happiness of employees.</p> 2016-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/99 Differences in drivers’ pedestrian avoidance response based on Warning timing, stimulus-response compatibility and Drivers’ distraction of auditory pedestrian collision warning system 2019-08-18T00:01:12+00:00 Hyunmin Kang ksiop@ksiop.or.kr Kwanghee Han ksiop@ksiop.or.kr Jaesik Lee jslee100@pusan.ac.kr <p>In this study, the effects of auditory pedestrian collision warning system’s stimulus-response compatibility (compatible vs. incompatible) and warning timing(TTC: 2sec. vs. 4sec.) and type of driver distraction (control condition vs. auditory distraction vs. visual distraction) on pedestrian avoidance response were examined. The dependent measures were time to initial steering wheel maneuvering, steering wheel rotation angle, clearance distance to the pedestrian, ratio of pedestrian-collision and ratio of lane departure. The experiment used driving simulator and the results was as follows. First, the effects of stimulus-response compatibility appeared to differ as warning timing and types of driver distraction were varied. To be specific, stimulus-response incompatible condition was more suitable for auditory pedestrian collision warning system than stimulus-response compatible condition. Second, compare to 4sec, 2sec TTC condition yielded larger steering wheel rotation angle and higher ratios both in pedestrian-collision and lane departure. Third, among the types of driver distraction, the visual distraction impaired drivers’ ability to avoid the pedestrian most seriously. In conclusion, stimulus-response incompatible warnings which provided 4sec TTC condition seemed to be more reliable and useful in providing pedestrian-collision warning to drivers.</p> 2016-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/100 The effects of self-development motive and impression management Motive on continuous learning activity 2019-08-18T00:01:11+00:00 YeYoung Ko ksiop@ksiop.or.kr TaeYong Yoo tyyoo@kw.ac.kr <p>&nbsp;</p> <p>The first purpose of this study was to investigate the effects of self-development motive and impression management motive on continuous learning activity. The second purpose was to examine the mediating effects of feedback seeking behavior on the relationship between two motives(self-development motive, impression management motive) and continuous learning activity. The third purpose was to testify the moderating effects of the leader-member exchange quality on the two motives(self-development motive, impression management motive) and feedback seeking behavior. Using the survey research method, data were collected from 239 employees who were working in a variety of organizations in Korea. The results of this study showed that self- development motive was positively related to continuous learning activity, whereas impression management motive was not positively related to continuous learning activity. The self-development motive and impression management motive were positively related to feedback seeking behavior and feedback seeking behavior was positively related to continuous learning activity. Therefore, feedback seeking behavior had partial mediation effect on the relationship between self-development motive and continuous learning activity, and feedback seeking behavior had full mediation effect on the relationship between impression management motive and continuous learning activity. Finally, leader-member exchange(LMX) quality had moderation effect on the relationship between impression management motive and feedback seeking behavior. Specifically, the positive relationship between impression management motive and feedback seeking behavior was stronger when LMX quality was high than low. Based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.</p> 2016-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/101 Effects of proactive personality, openness to experience, Future time perspective, protean career orientation on future career design 2019-08-18T00:01:10+00:00 Sujin Kim ksiop@ksiop.or.kr Juil Rie jilee@hallym.ac.kr <p>The Purpose of this study is to analyze psychological factors which be able to have an effect on Future career design. In our study, Future career design is consisted of Career planning, Career development, and Active-ageing. Based on personality-belief<span style="text-decoration: line-through;">s</span>-behavior model, proactive personality and openness to experience are selected. as personality traits that have an effect on Future career design. Protean career orientation and Career future time perspective which are belief variables are chosen as mediation factors between two personalities and Future career design. In order to demonstrate mediation effects of belief<span style="text-decoration: line-through;">s</span> factors, between Future career design and personalities, multi mediation analysis is used. Followings are results of analysis of data for 203 baby boomers having a job<span style="text-decoration: line-through;">s</span>. First, protean career orientation, future time perspective, career future time perspective have full mediation effects, between two personalities and career plan. Second, protean career orientation and career future time perspective have partial mediation effects, between two personalities and career development. Third, between proactive personality and active ageing intention, future time perspective and career future time perspective have partial mediation effects. On the other hand, between openness to experience and active ageing intention, there are full mediation effects of 3 belief factors. As a result, our study demonstrate effects of personality factors and mediating factors of 3 beliefs for Future career designs. Our research also suggests that career management behavior be organized by personality-belief-behavior model. Lastly, this study suggests importance of psychological traits in career design for aged baby boomers.</p> 2016-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/102 Development of the Korean culture adjustment scale for Chinese workers in Korea and exploration into the different internal structure of Korean Chinese and Han Chinese 2019-08-18T00:01:09+00:00 Qinghua Gao ksiop@ksiop.or.kr Jungmee Yoon ksiop@ksiop.or.kr Soonmook Lee smlyhl@chol.com Bitna Lee ksiop@ksiop.or.kr <p>This study was conducted to develop a scale which can measure the Korean culture adjustment of Chinese workers employed in Korea. In the study 1, we selected 4 sub-dimensions and 24 questions that measure the characteristics of Korean culture adjustment through literature review and in-depth interviews. In the study 2, we conducted surveys on 405 Chinese workers to verify the constructs of the Korean culture adjustment scale. Subjects were divided into the two groups of Korean Chinese and Han Chinese, exploratory analysis was conducted in Exploratory Structure Equation Model frame. If sub-divisions are observed by group, the Korean Chinese group showed a 3 dimensional (adjustment to occupational environments, adjustment to living environments, psychological adjustment) structure and the Han Chinese showed a 4 dimensional (adjustment to occupational environments, adjustment to living environments, psychological adjustment, communicational adjustment) structure. In particular, communicational adjustment was a factor drawn only from the Han Chinese through factor analysis. This implied that the reason is because the language used by the Korean Chinese is similar to the Korean language. In the study 3, multi-group analysis was performed to observe whether a measurement model of the Korean culture adjustment scale can generalize or differentiate between groups. As a result, equal interpretation between groups was possible for questions forming coidentity. The Korean culture adjustment scale developed in this study is significant in that it can assess the unique Korean culture adjustment of Chinese workers.</p> 2016-05-31T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/88 Relationships of role differentiation, cohesion, team member satisfaction and perceived group performance 2019-08-18T00:01:21+00:00 JungIn Lim ksiop@ksiop.or.kr Suran Lee ksiop@ksiop.or.kr Jaehyun Shin ksiop@ksiop.or.kr InJo Park ksiop@ksiop.or.kr YoungWoo Sohn ysohn@yonsei.ac.kr <p>The purpose of the present research was to investigate the structural relationships of role differentiation, cohesion, team member satisfaction, and perceived group performance and to examine the moderating effects of barrack’s structure and squad leader’s initiating structure in these relationships. A total of 924 ROK Army soldiers participated in this research and data were collected through survey. Results of the structural equation modeling analysis showed that role differentiation was positively related to cohesion, team member satisfaction, and perceived group performance, respectively. Also, cohesion mediated the relationships between role differentiation and team member satisfaction as well as between role differentiation and perceived group performance. The moderating effect of barrack’s structure in the relationship between role differentiation and team member satisfaction was significant, suggesting that team member satisfaction was higher in the hierarchical barrack than in the horizontal barrack when soldiers perceived that the role differentiation was high. The moderating effect of squad leader’s initiating structure in the relationship between role differentiation and perceived group performance was also significant, suggesting that the relationship between role differentiation and perceived group performance was stronger when squad leader’s initiating structure was high than low. Lastly, the results, implications, and limitations of this research were discussed.</p> 2016-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/89 Exploration of work motivation structure and profiles based on self-determination theory among Korean employees 2019-08-18T00:01:20+00:00 JiHyeon Park ksiop@ksiop.or.kr JaeYoon Chang jych@sogang.ac.kr <p>The Self-determination theory (SDT) posits the existence of distinct taxonomy of motivation (i.e., amotivation, external, introjected, identified, integrated, and intrinsic motivation). The purpose of this study was to explore whether SDT’s work motivation structure can be applied to the understanding that of Korean employees, and to identify the motivational profiles for Korean employees together with their relationships with a variety of organizational outcomes. Data was collected from two separate samples of Korean employees(Study 1: 509 employees; Study 2: 153 employees). The results showed that unlike SDT taxonomy, autonomous motivations were not classified into three distinctive categories(identified, integrated, and intrinsic motivation). The results also revealed that there were three distinct motivational profiles(i.e., autonomous motivated, controlled motivated, and amotivated), and the largest proportion of Korean employees was covered by controlled motivated cluster. The autonomous motivated cluster had the most favorable levels of adaptive organizational outcomes(i.e., organizational commitment, job satisfaction), whereas the amotivated cluster was strongly related to non-adoptive organizational outcomes(i.e., turnover, emotional exhaustion). Based on these results, discussion was made regarding the distinct features of work motivation structure and motivational profiles in Korean work setting, and also future research directions were suggested.</p> 2016-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/132 The development and effect of risk sensitivity improvement program for driver 2019-08-18T00:01:23+00:00 Soonyeol Lee yeolsun@hanmail.net <p>This study developed Risk Sensitivity Improvement program for Driver. A driver 62 people were developing a training program which can improve risk sensitivity factors was verified its effectiveness. By separating the driver from the control group and the experimental group populations was performed education program training a session, when compared to the risk sensitivity level before and 2 weeks after training showed significant improvements in risk sensitivity. The degree of risk sensitivity is improved risk sensitivity(Risk Sensitivity: RS) measure item were verified by. Risk sensitivity measure item was measured part of the risk perception and emotional anxiety. Control group and experimental group risk sensitivity level prior to performing risk sensitivity enhancement training program showed the same level. Repeated measures ANOVA and paired sample results to verify the effectiveness of using the t-test, the experimental group performed improving the risk sensitivity of a single session education program showed significant improvement in risk-sensitive than the control group. The risk-sensitive development programs through improved education could verify that it can be an effective training program that can make a difference in risk driving behavior of the driver.</p> 2015-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/130 The relationship between multidimensional traffic locus of control and reckless driving behavior 2019-08-18T00:01:24+00:00 ByoungHee Choi ksiop@ksiop.or.kr JuSuk Oh ksiop@ksiop.or.kr SunJin Park ksiop@ksiop.or.kr SoonChul Lee snchul@chungbuk.ac.kr <p>This study investigated the relationship between Traffic Locus of Control(T-LOC) and Reckless Driving Behavior, by using correlation analysis and a hierarchical regression for the data gathered through 294 adults. First, this study examined correlation analysis between T-LOC and Driving Behavior Determinants(DBD). As a result, “Self” and “Other drivers” factors of T-LOC were positively correlated with ‘Interpersonal Anger’ factor, “Vehicle/Environment” factor was positively correlated with ‘Avoiding Problems’ factor, and external “Fate” was positively correlated with ‘Avoiding Problems’, ‘Benefit/Stimulus Seeking’, ‘Interpersonal Anger’ and ‘Aggression’. Whereas, there was positively correlated between all T-LOC and ‘Interpersonal Anger’. The result to examine influence of T-LOC on Reckless Driving Behavior was showed that T-LOC had significant amount of explained variance on Speed Driving and Wild Driving of Reckless Driving Behavior. And this showed that Fate effected on all Reckless Driving Behavior. That is, drivers who think that an accident caused by a ‘fate’ which can’t be observed, unlike their actions, other drivers, vehicles and driving environments tend to drive more dangerously.</p> 2015-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/133 The effect of peer's impression management on employee's organizational behavior 2019-08-18T00:01:22+00:00 SoDam Park skysky128@naver.com TaeYoung Yoo tyyoo@kw.ac.kr <p>The purpose of this study was to investigate the relationship among peer's impression management, employee's impression management motive, and employee's organizational behavior(task performance and voice behavior). Also, this study examined the mediating role of employee's impression management motive in the relationship between peer's impression management and employee's organizational behavior and the moderating role of internal locus of control in the relationship between peer's impression management and impression management motive. Data were gathered from 251 employees from a number of companies by survey research method. The result of this study showed that peer's impression management influences on employee's impression management motive, and employee's impression management motive influences on both task performance and voice behavior. Employee's impression management motive fully mediated the relationship between peer's impression management and employee's organizational behavior(task performance and voice behavior), and internal locus of control moderated the relationship between peer's impression management and employee's impression management motive. That is, the positive relationship between peer's impression management and employee's impression management motive was stronger when employee's level of internal locus of control was high. Based on the results, the implications of this study and the directions for future research tasks were discussed with limitations.</p> 2015-02-28T00:00:00+00:00 ##submission.copyrightStatement## https://journal.ksiop.or.kr/index.php/KJIOP/article/view/131 The effects of store managers’ empowering leadership on contact employees’ cooperative behavior 2019-08-18T00:01:23+00:00 HackSoo Kim ksiop@ksiop.or.kr DaeHun Park ksiop@ksiop.or.kr JunHo Lee jhpaul2011@naver.com <p>The purpose of this study is to verify the mediating effects of team trust that becomes pronounced as the empowering leadership of store managers influences the cooperative behavior of contact employees as well as the moderating effects of team cynism in the relationship between the empowering leadership of store managers and team trust. To this end, we conducted a survey of 150 store managers and 400 contact employees working in stores located inside department stores, and analyzed data collected from 114 store managers and 340 contact employees, except unreliable responses. As a result of a hierarchical regression analysis to confirm mediating effects, it was found that team trust had a partially mediating effect on the relationship between the empowering leadership of store managers and the cooperative behavior of contact employees. The empowering leadership of store managers had a directly effect on the cooperative behavior of contact employees, as well as the empowering leadership of store managers had a indirectly effect on the cooperative behavior of contact employees through the team trust. Also found were the negative moderating effect of team cynicism in the relationship between the empowering leadership of store managers and team trust. Based on the research findings, this study discussed its academic significance, practical implications, limitations and future research tasks.</p> 2015-02-28T00:00:00+00:00 ##submission.copyrightStatement##