Korean Journal of Industrial and Organizational Psychology https://journal.ksiop.or.kr/index.php/KJIOP <p><img src="/public/site/images/sysadmin/pageHeaderLogoImage_en_US1.png" width="112" height="63"><img src="https://www.ksiop.or.kr/wp-content/uploads/2019/04/Open_Access_PLoS.svg" width="170" height="68"> <img src="/public/site/images/sysadmin/OpenAIRE_validated_icon_medium.png" width="156" height="68"></p> <p><strong>Korean Journal of Industrial and Organizational Psychology</strong></p> <p><strong>(Korean J. Ind. Organ. Psychol.)</strong></p> <p>&nbsp;</p> <p><strong>ISSN:</strong> <a href="https://search.crossref.org/?q=+1229-0696&amp;container-title=Korean+Journal+of+Industrial+and+Organizational+Psychology" target="_blank" rel="noopener">Print: 1229-0696</a> / <a href="https://search.crossref.org/?q=2671-4345" target="_blank" rel="noopener">Electric: 2671-4345</a></p> <p><strong>Indexing:</strong> DOI (CrossRef), ROAD (ISSN), Google Scholar, OpenAIRE, KCI (The regional citation index of World of Science group)</p> <p>&nbsp;</p> <p><strong>Gold Open Access, Author and Reader centric, Digital Friendly, and Double-blinded Peer-reviewed Journal</strong></p> <p>The KJIOP is the first and best Gold Open Access journal in the Korean Social Science Society under the Creative Commons 4.0 BY license. We provide a constructive proof-reading, copyediting, and review service to improve 'can do' experience and happiness of every author and reader in the world. No fee required when you want to make an initial submission go to review round; pay reasonable price APC to spread your bright idea and inspiration from the scientist-practitioner approach when your manuscript accepted. We do double-blinded peer-review with appropriate auditing of the National Research Foundation of Korea (NRF) every three years interval. The review process follows <a href="https://journal.ksiop.or.kr/index.php/KJIOP/about/aboutThisPublishingSystem" target="_blank" rel="noopener">this process</a>. Accepting English and Korean manuscript what follows the APA (American Psychological Association) Publication Manual 7th Edition. We try to keep rules of the APA Publication Manual 7th strictly to improve our journal quality. Moreover, we can accept any TeX or JATS XML directly if you want to your convenience.</p> <p>&nbsp;</p> <p><strong>Aim</strong></p> <p>Published since 1988, the <em>Korean Journal of Industrial and Organizational Psychology</em> (KJIOP) is a quarterly publication (February, May, August, November) on behalf of the Korean Society for Industrial and Organizational Psychology. The journal is devoted to applying the insights of industrial and organizational psychology research to various problems of organizations with the innovative approach and novel analytical methods. For this aim, the journal adopts a blind review process and requires strict scholarly ethics.</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 nonexhaustive list of topics for the KJIOP includes:</p> <p>individual differences in abilities, personality, and other characteristics, personnel selection, performance management, work motivation, job attitudes and emotions, leadership, work stress / health / well-being, work systems, creativity / innovation, organizational culture and climate, design and change, and many other issues related to human behaviour at workplace.</p> <p>&nbsp;</p> <p><strong>Publisher</strong></p> <p><img src="/public/site/images/sysadmin/v1_transpert_eng_mini-e1549623067735.png" width="273" height="55"><img src="/public/site/images/sysadmin/KPA.PNG" width="41" height="51"></p> <p>Editorial Committee,</p> <p>Korean Society for Industrial and Organizational Psychology</p> <p>(The 3rd Division of Korean Psychological Association)</p> <p>&nbsp;</p> Korean Society for Industrial and Organizational Psychology en-US Korean Journal of Industrial and Organizational Psychology 1229-0696 <p>제3장 학회지 저작권 및 저작물 이용 방침</p> <p><strong>제</strong><strong>9</strong><strong>조</strong><strong>(</strong><strong>지적 재산 이용 동의와 이용 방침 제정 목적</strong><strong>) </strong></p> <p>① 학회지에 대한 지적 재산 이용 동의와 지적 재산 이용 방침(저작권 규정)은 종이(인쇄 형태) 학회지와 전자(온라인 형태 컴퓨터 프로그램 및 데이터베이스) 학회지로 발행하기 위해 심사ㆍ편집 및 제반 구성에 관한 물리 납본 및 전자 납본, 전자 서지 데이터베이스의 구축(이하 ‘학회의 2차 저작’)을 수행하고 학회 저작물의 2차 가공을 통한 연구결과의 효과적인 확산과 공유, 권리의 보호를 목적으로 한다.</p> <p>가)저작자가 제출한 원고(컴퓨터 프로그램 및 데이터베이스 저작물: 종이 및 전자 원고, 원고에 수록된 연구결과, 제목, 초록, 저자정보, 키워드, 연구 원문, 연구 원자료(raw data), 표, 통계 실험을 위해 작성한 컴퓨터 프로그램, 기타 첨부자료 등, 이하 원고라고 한다)에 적용한다. 특별한 언급이 없는 경우 전자 원고 파일은 ‘컴퓨터 프로그램’과 동의어로, 연구결과 및 기타 원고의 구성 요소는 ‘데이터베이스’와 동의어로 한다.</p> <p>나)투고 원고 컴퓨터 프로그램 및 데이터베이스 저작권을 포함한 저작권과 저작 인접권, 그리고 특허와 관련된 권리 및 미공개 정보 보호를 위해 적용한다.</p> <p>② 연구결과를 활용하여 또 다른 혁신적이고 창의적인 제품 또는 아이디어, 연구결과의 생산 및 상업화를 촉진해 산업 및 조직 심리학이 추구하는 과학자-전문가(scientist-practitioner) 모형을 실현하는 데 목적이 있다.</p> <p>③ 지적 재산의 보호, 특히 산업재산권의 보호에 관한 파리협약(1967)(이하 파리협약)의 제10조의 2에 언급된 불공정경쟁에 대한 보호를 실현하는 데 목적이 있다.</p> <p>④ 전자 학회지의 출판 및 유통 결과로 생성한 DOI(Digital Object Identifier) 및 JATS(Journal Archive Tag Suite), 그리고 PDF 및 기타 파일(HTML, XML)의 이용 권한을 설정하는 데 목적이 있다.</p> <p>가) DOI, JATS, PDF 등에 수록된 제목 및 초록, 키워드, 저자 정보, 원문, 표 및 그림, 연구 관련 자료의 유통과 2차 가공을 통해 연구 결과물의 인용 확산 및 이용을 수락하기 위한 목적이 있다.</p> <p><strong>제</strong><strong>10</strong><strong>조</strong><strong>(</strong><strong>지적 재산 이용 동의와 이용 방침 관련 법령 및 조약 정의</strong><strong>) </strong>대한민국 정부와 자유무역협정을 맺은 동맹국 간 자유로운 서지 사항 및 학술자료 유통(이하 ‘오픈 액세스’)을 위하여 국제 협약을 따른다.<br>① 학술 저작물 저작권 보호를 위해 “문학, 예술 저작물의 보호를 위한 베른 협약”을 따른다.<br>② 온라인 디지털 환경에서의 저작권 보호를 위해 “세계지적재산권기구 저작권 조약”을 따른다.</p> <p>③ 저작자의 지적 재산 이용 동의를 통해 저작권법의 범위 내에서 복사, 배포, 전송, 편집, 리믹스, 활용에 이용될 수 있는 콘텐츠인 디지털 공유재를 형성하기 위해 “Creative Commons BY 4.0 라이선스”를 따른다.</p> <p><strong>제</strong><strong>11</strong><strong>조</strong><strong>(</strong><strong>용어 정의와 기본 권리</strong><strong>)</strong></p> <p>① <strong>저작자</strong>는 연구 결과물을 만드는 데 기여한 모든 저자를 의미하며, 저작권자의 권리는 1저자와 참여저자, 교신저자에 차등을 주지 아니하고 발생한다.</p> <p><strong>② </strong><strong>저작물</strong>은 저작자가 학회지에 제출한 원고를 의미한다.</p> <p>가)원고의 지식 재산권 및 저작권은 저작자에게 있다.</p> <p>나)저작자는 학회에 2차 저작을 승인하거나 거절할 기본 권리가 있다.</p> <p><strong>③ </strong><strong>학회의 편집</strong></p> <p>가)한국 산업 및 조직 심리학회는 pISSN 정기간행물로 발행되는 종이 학술지 및 eISSN으로 발행되는 전자 학술지 및 서지 데이터베이스의 구성과 발행, 배포, 전송, 납본, 공유, 확산, 홍보 등 학술지 업무를 수행하고, 저작자가 제출한 원고를 다음의 목적에 활용하기 위해 원고를 심각하게 훼손하지 않는 선에서 학술지 편집권을 행사할 수 있다. 학회는 이 절차에서 Creative Commons BY 4.0 라이선스를 준수한다.</p> <p>나)학회는 Creative Commons 4.0 BY 라이선스를 준수하고 다음 기술된 행위로 인해 발생한 2차 저작물(이하 ‘학회 저작물’)의 지식 재산권과 저작권은 한국 산업 및 조직 심리학회에 있다.</p> <ol> <li class="show">원고 심사 및 출판을 위해 저작자가 제출한 원고의 복제 및 프로그램 이름 형식 변경</li> <li class="show">원고 심사 및 출판을 위해 저작자가 제출한 데이터베이스 구성물의 편집 및 전송</li> <li class="show">원고 심사 및 출판을 위해 저작자가 제출한 원고를 싣는 컴퓨터 프로그램 형태 변경(예: HWP 파일을 DOCX로 변경, DOCX 파일을 JATS 파일로 변경 등)</li> <li class="show">원고 심사자가 심사 및 출판을 위해 제출한 원고에 인용하는 데이터베이스 원본</li> <li class="show">원고 심사 및 출판을 위해 저작자가 제출한 데이터베이스 내 오자 및 오류, 참고문헌의 교정(校正), 미국심리학회 출판 매뉴얼 및 한국심리학회 출판 매뉴얼, 한국 산업 및 조직 심리학회 출판 학회지 편집 규정에 맞지 않는 데이터베이스 원본 교정(矯正)</li> <li class="show">전자 학회지를 JATS, PDF, HTML 및 XML, SQL 형태로 발행하기 위한 데이터베이스 배열과 참고문헌 형식 변경 및 교정</li> <li class="show">종이(인쇄형태) 학회지를 발행하기 위한 데이터베이스의 배열과 판면(版面) 편집</li> <li class="show">최종 학회지 구성을 위해 국제표준기구가 정한 DOI, JATS, PDF, HTML, 및 XML, SQL 형태로 원본 컴퓨터 프로그램 및 데이터베이스를 편집한 2차 컴퓨터 프로그램 및 데이터베이스의 생성</li> <li class="show">학술 논문의 이해를 돕기 위해 편집권을 발동하여 편집위원의 연구 설명 및 관련 연구 제시</li> </ol> <p>④ <strong>학회의 전송 등</strong></p> <p>가)학회의 2차 저작물을 물리 매체와 온라인ㆍ디지털 매체로 발행하면, 유관 기관은 물리 매체 및 온라인 및 디지털 매체로 발행된 컴퓨터 프로그램(JATS, HTML, XML)과 컴퓨터 프로그램에 수록된 데이터베이스(제목, 초록, 저자 정보, 키워드, 연구 원문, 연구 원자료, 기타 첨부 자료 등)를 다시 가공해 연구 성과물을 검색하고 읽고 인용하며 추천할 수 있도록 학회 저작물을 2차 저작한다.</p> <p>나)학회 저작물을 2차 저작한 자는 저작자의 연구 결과물 데이터베이스를 구성할 수 있도록 Creative Commons 4.0 BY 라이선스로 발행, 납본, 배포, 전송하고 유통한다.</p> <ol> <li class="show">한국 산업 및 조직 심리학회 홈페이지(https://www.ksiop.or.kr) 및 온라인 투고ㆍ심사시스템(https://journal.ksiop.or.kr) 사이트를 통한 온라인 발행ㆍ유통ㆍ홍보</li> <li class="show">외부 기관에 납본ㆍ보존용 배포</li> </ol> <table> <tbody> <tr> <td> <p><strong>국내</strong></p> </td> <td> <p><strong>국외</strong></p> </td> </tr> <tr> <td> <p>국립중앙도서관 (http://www.nl.go.kr)</p> <p>한국ISSN센터 (http://seoji.nl.go.kr)</p> <p>국회도서관 (https://www.nanet.go.kr)</p> <p>한국학술지인용색인 (https://www.kci.go.kr)</p> <p>한국오픈액세스저널디렉터리</p> <p>(사)한국심리학회 전자 데이터베이스</p> <p>&nbsp;</p> <p>&nbsp;</p> </td> <td> <p>국제ISSN센터 (https://www.issn.org)</p> <p>오픈 액세스 학회지 디렉터리</p> <p>(ROAD: https://road.issn.org/)</p> <p>DOI (https://www.doi.org)</p> <p>Crossref (https://www.crossref.org)</p> <p>오픈 액세스 학회지 디렉터리</p> <p>DOAJ (https://doaj.org)</p> <p>Web of Science</p> <p>외부 검색엔진(Google, Bing 등)에 등록ㆍ유통</p> </td> </tr> </tbody> </table> <p><strong>제</strong><strong>12</strong><strong>조</strong><strong>(</strong><strong>저작자 권리와 의무</strong><strong>)</strong></p> <p>① <strong>저작자 권리</strong></p> <p>가)저작자는 학회가 저작자가 제출한 원고를 학술지의 심사, 편집, 구성, 배포, 전송, 유통, 홍보를 위한 목적으로 한 ‘학회의 편집’ 및 Creative Commons BY 4.0 라이선스 조건에 따른 ‘학회의 전송 등’에 대하여 동의를 표현하거나 거부할 수 있다.</p> <p>나)동료 심사(peer-review) 받지 않은 상태에서 온라인 디지털 사전 발행(pre-print) 형태로 저자 자가 등록(Author self-archiving) 할 수 있다(예: PsyArxiv, ResearchGate, Open Science Framework 등).</p> <p>다)학회 저작물을 발행 후(post-print) 저자 자가 등록(Author self-archiving)할 수 있다.</p> <p>라)학회가 정한 학회 학술지 공식 배포 및 전송방법으로서 한국 산업 및 조직심리학회 홈페이지, 한국심리학회지 등을 통하여 온라인 발행이 이루어진 이후(post-print), 저자 자가 등록(Author self-archiving)할 수 있다.</p> <p>② <strong>저작자 의무</strong></p> <p>가)Creative Commons 4.0 BY 라이선스 조건에 동의해야 학회지에 발행할 수 있다.</p> <p>나)원고 파일을 구성하는 컴퓨터 프로그램과 데이터베이스(제목, 초록, 저자 정보, 키워드, 연구 원문, 연구 원자료, 표, 그림, 기타 첨부 자료 등)의 구성에는 다른 저작물의 지식 재산권 침해가 없어야 학회지에 발행할 수 있다.</p> The effects of hierarchical organizational structure and performance-based human resource system on climate of silence and selfish silence behavior https://journal.ksiop.or.kr/index.php/KJIOP/article/view/190 <p>The purpose of this study is to investigate the effect of hierarchical organizational structure and performance-based human resource system on climate of silence and silence behavior and to reveal this process. Specifically, We will examine the effect the hierarchical organizational structure and performance-based human resource system on organizational silence, the dual mediated effects on climate of silence and psychological unsafety. A total of 300 employee working in a variety of difference fields in Korea participated in an on-line survey, These results showed that hierarchical organizational structure had a positive effect on climate of silence and Performance-based human resource system had a negative effect on climate of silence. Climate of silence had a positive effect on psychological unsafety and Psychological unsafety had a positive effect on defensive silence. The defensive silence a positive effect on acquiescent silence. The hierarchical organizational structure had a effect on defensive silence, through climate of silence and psychological unsafefy, and had a effect on acquiescent silence, through climate of silence, psychology unsafety, and defensive silence. this study is significance to integrately consider the effect of organizational structure, culture and Psychological factor on silence behavior. On the basis of the results, the implications and future research directions were discussed.</p> Eunbi Ko Youngseok Han Copyright (c) 2019 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2019-11-30 2019-11-30 26 4 473 494 10.24230/kjiop.v32i4.473-494 Development and validity of the communication competence scale of middle managers https://journal.ksiop.or.kr/index.php/KJIOP/article/view/189 <p>This study was intended to develop the communication competence scale for the middle manager in organizations and examine its validity. To develop the communication competence scale of middle managers, first, 632 items extracted through literature review, expert interviews, and open surveys for middle managers. In the process of developing the items, it found that there were differences in competencies between communication with superiors and communication with subordinates. Thus it was decided to develop two different scales for each of middle managers’ communication competencies with superior and communication competencies with the subordinate. Based on experts’ evaluations on the content validity of the items, 81 items for the communication competencies with superior and 78 items for the communication competencies with subordinates were selected. In the first preliminary survey obtained from 338 middle managers, ten factors and 69 items selected for the communication competencies with superior and eight factors, and 54 items obtained for the communication competencies with the subordinate. In the second preliminary survey obtained from 206 middle managers, eight factors, and 64 items for the communication competencies with superior and seven factors and 45 items for the communication competencies with subordinates obtained. The total sample was divided into two groups to check the scale validity. Exploratory factor analyses conducted for group 1 then a confirmatory factor analysis conducted for the other group. The results showed that the exploratory factor analysis extracted 8 factors (persuasion, self-confidence, manner, listening, honesty, confirm, logicality, wisdom) and 52 items for the communication competencies with superior, and 7 factors (listening, humor, emotion regulation, modesty, non-verbal expression, consideration, clarity) and 37 items for the communication competencies with subordinate. In the confirmatory factor analysis using structural equation modeling, the models fit the data well. Also, the communication competencies of the middle manager significantly correlated with the criterion variables such as interpersonal relationship competencies and conflict management and confirming the criterion-related validity of the scale. Finally, implications, limitations, and directions for future research discussed.</p> Jiyeon Kang Jinkook Tak Copyright (c) 2019 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2019-11-30 2019-11-30 26 4 439 471 10.24230/kjiop.v32i4.439-471 The effects of workaholics and job engagement on sleep quality https://journal.ksiop.or.kr/index.php/KJIOP/article/view/188 <p>Although both workaholism and job engagement are known to share the behavioral tendency of heavy work investment, the underlying motivations as well as implications for individuals and organizations differ from each other. To further the understanding of the similarity and differences between the two variables, the current study used a daily diary study to examine how workaholism and job engagement influence sleep quality through psychological detachment. Multilevel structural equation modeling on the data collected from 89 employees of an organization over five days showed, as expected, workaholism had negative effects on sleep quality through psychological detachment. Further, the study showed that workaholism acted as a suppressor for the relationship between job engagement and psychological detachment. That is, after controlling for workaholism, the positive relationship between job engagement and psychological detachment increased. However, the hypothesis that job engagement positively influences sleep quality through psychological detachment was not supported. The findings contribute to understanding the mechanism of the negative effect of workaholics, and also raise the need to re-examine the conceptual definition of job engagement.</p> Sunhee Lee Gieun Nam Copyright (c) 2019 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2019-11-30 2019-11-30 26 4 419 437 10.24230/kjiop.v32i4.419-437 The effects of growth orientation and job crafting on creative behavior https://journal.ksiop.or.kr/index.php/KJIOP/article/view/187 <p>The purpose of this study was to examine the relationships among growth orientation, job crafting, and creative behavior. Specifically, this study examined the mediating effect of job crafting on the relationship between growth orientation and creative behavior. Also, this study was intended to examine the moderating effect of development culture on the relationship between growth orientation and job crafting. Also, the moderated mediation effect of developmental culture examined growth orientation and creative behavior. Data collected from 294 employees who were working in various companies via an online survey. The results showed that growth orientation was positively related to job crafting and creative behavior. Furthermore, job crafting partially mediated the relationship between growth orientation and creative behavior. Also, when the development culture of the organization was influential, the relation of growth orientation to job crafting was stronger, confirming the moderating effect of development culture. Moreover, the moderated mediation effect of developmental culture found. Based on the results of this study, implications, limitations, and future research discussed.</p> Eunyoung Seo Jinkook Tak Copyright (c) 2019 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2019-11-30 2019-11-30 26 4 389 417 10.24230/kjiop.v32i4.389-417 The content analysis of the Korean Journal of Industrial and Organizational Psychology from 1988 to 2018 and future suggestions https://journal.ksiop.or.kr/index.php/KJIOP/article/view/137 <p>&nbsp;The purpose of this study is to systematically analyze the content of articles published in Korean Journal of Industrial and Organizational Psychology(KJIOP) which celebrated its 30th anniversary in 2018. In this current study, we analyzed 625 out of 627 articles published in 85 volumes over the past 30 years since its first issue in 1988. These articles were analyzed according to analysis items and classification criteria: the demographic characteristics of authors, research topics, research settings, research methods, types of participants, and types and frequency of statistical analysis. It was found that most of authors, 1,027(83.9%) out of 1,401, belong to psychology and the I/O psychology department, and 1,265(90.3%) researchers were from universities. Also, the number of female researchers, 15 in the first 10 years, had gradually increased to 109(23.2%) in the mid-term and increased to 293(36.0%) in the recent 10 years. In regards to the topic of the articles, 376(60.2%) were related to organizational psychology, which is one of the sub-categories in I/O psychology. The results from the analysis of research settings show that the majority of studies were conducted in the industrial setting. In the research method, survey by questionnaire was the most common method with 74.1%(463). Most of the studies(66.4%) obtained data from job incumbents in industrial settings. Similar to the first 10 years, factor analysis, correlational analysis, and regression analysis were most frequently used over 30 years and the types of statistical analysis have become more diverse. Furthermore, the use of on-line questionnaires in research have been expanded in the recent 10 years. As research topics had been sophisticated, new methods of analysis such as multi-level analysis, survival analysis, and non-linear analysis were actively used. Finally, research results published over the past 30 years were summarized according to their research topics. Based on the content analysis, the direction of the future KJIOP and additional research topics were discussed.</p> TaeYong Yoo HyunJun Lee YounJin Ko HyoIm Choe MinKyung Kim MinJae Myung MinSeon Lee EnGang Jo SoonPil Hwang MiSo Kim GeneHyung Suh HeeJung Son EuiHyun Lee Copyright (c) 2019 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2019-08-31 2019-08-31 26 4 297 362 10.24230/kjiop.v32i3.297-362 The relationship between management’s emphasis on human resources and innovation https://journal.ksiop.or.kr/index.php/KJIOP/article/view/138 <p>In today's dynamic, changing business environment, an organization’s sustainable competitive advantages stem from its human resources. This study examined the relationships among management's emphasis on the importance of human resources, employee satisfaction of training, and innovative performance. The present study further investigated the effect of its (owner-/manager-managed) structure on the relationship between management's emphasis on the importance of human resources and employee satisfaction of training. To the end, this study analyzed three time-lagged data, consisting of 387 team leaders and 1,120 employees in a total of 161 companies from the Human Capital Corporate Panel(HCCP). The results showed that the management's emphasis on the importance of human resources is significantly related to employee satisfaction of education and training and innovation in turn, and the first relationship is stronger for the owner-managed firm than for the manager-managed.</p> Jinwoo Kim GooHyeok Chung Copyright (c) 2019 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2019-08-31 2019-08-31 26 4 363 388 10.24230/kjiop.v32i3.363-388 The effects of emotional labor(surface acting, deep acting) and job burnout on job satisfaction among securities branch clerks https://journal.ksiop.or.kr/index.php/KJIOP/article/view/135 <p>The purpose of this study is to examine the moderated mediating effect of emotional intelligence on emotional labor(surface acting, deep acting) and job burnout on job satisfaction among securities branch clerks. A total of 288 securities clerks were asked to complete the questionnaires and the data were analyzed using SPSS 23.0 and Mplus 7.0. The results were as follows. First, surface acting had no significant effect on job satisfaction. Seocond, deep acting had significantly positive effect on job satisfaction. Third, surface acting were found to have significantly positive effect on job burnout. Fourth, deep acting were found to have significantly negative effect on job burnout. Fifth, job burnout is shown to have significantly negative effect on job satisfaction. Sixth, a mediating model showed that an association between surface acting and deep acting and job satisfaction were partially mediated by job burnout. Seventh, emotional intelligence showed the moderated mediating effect of deep acting and job burnout on job satisfaction. Finally, the implications and limitation of the present study are discussed.</p> SoonJeong Yang DonHun Lee Copyright (c) 2019 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2019-08-31 2019-08-31 26 4 265 295 10.24230/kjiop.v32i3.265-295 The effect of smartphone use during off-job time on emotional exhaustion and job engagement https://journal.ksiop.or.kr/index.php/KJIOP/article/view/112 <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> DaYun Kim ChangGoo Heo Copyright (c) 2019 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2019-05-31 2019-05-31 26 4 215 240 10.24230/kjiop.v32i2.215-240 The effects of mindfulness on burnout https://journal.ksiop.or.kr/index.php/KJIOP/article/view/109 <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> YoungMi Song WanSuk Gim Copyright (c) 2019 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2019-05-31 2019-05-31 26 4 135 162 10.24230/kjiop.v32i2.135-162 The relationships between person-environment fit and job-related variables https://journal.ksiop.or.kr/index.php/KJIOP/article/view/108 <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> JongDae Ahn DongYun Lee Copyright (c) 2019 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2019-05-31 2019-05-31 26 4 107 134 10.24230/kjiop.v32i2.107-134 The effect of team factors on workplace bullying in team https://journal.ksiop.or.kr/index.php/KJIOP/article/view/113 <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> EunJung Jo TaeYoung Han Copyright (c) 2019 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2019-05-31 2019-05-31 26 4 241 263 10.24230/kjiop.v32i2.241-263 A study of salary peak laborer’s retirement perception https://journal.ksiop.or.kr/index.php/KJIOP/article/view/110 <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> SuGyeong Lee Hyunjoo Min Copyright (c) 2019 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2019-05-31 2019-05-31 26 4 163 194 10.24230/kjiop.v32i2.163-194 The effect of person-job fit and age on service attitude toward bad customers https://journal.ksiop.or.kr/index.php/KJIOP/article/view/111 <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> Yewon Son Heakyung Ro Copyright (c) 2019 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2019-05-31 2019-05-31 26 4 195 214 10.24230/kjiop.v32i2.195-214 The influence of adaptability for uncertainty on turnover intention and the serial multiple mediating effect of role ambiguity and job satisfaction https://journal.ksiop.or.kr/index.php/KJIOP/article/view/66 <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> ChiHun Park SungCheol Jung Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2019-04-18 2019-04-18 26 4 177 194 10.24230/kjiop.v30i2.177-194 Influence of organizational culture supporting work-life balance on well-being and depression mediated by work-life balance https://journal.ksiop.or.kr/index.php/KJIOP/article/view/8 <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> Jeong Mi Lee Hwan Gyu Choi Copyright (c) 2019 Korean Journal of Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2019-02-28 2019-02-28 26 4 1 27 10.24230/kjiop.v32i1.1-27 Multigroup analysis in the context of multilevel analysis to judge if a referent-shift model is needed for measurement of composition emergence https://journal.ksiop.or.kr/index.php/KJIOP/article/view/9 <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> Jungwon Ahn Soonmook Lee Hyunjoo Jung Hoeyeong Lee Copyright (c) 2019 Korean Journal of Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2019-02-28 2019-02-28 26 4 29 53 10.24230/kjiop.v32i1.29-53 The effects of mild task conflict and relationship conflict on psychological safety and team effectiveness https://journal.ksiop.or.kr/index.php/KJIOP/article/view/11 <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> Sunyoung Oh Youngshik Kim InHye Kim Copyright (c) 2019 Korean Journal of Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2019-02-28 2019-02-28 26 4 83 106 10.24230/kjiop.v32i1.83-106 The effect of superior peer's job-focused impression management on knowledge hiding https://journal.ksiop.or.kr/index.php/KJIOP/article/view/10 <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> NaRa Lee DongGun Park HyunSun Chung Copyright (c) 2019 Korean Journal of Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2019-02-28 2019-02-28 26 4 55 82 10.24230/kjiop.v32i1.55-82 The relationship between social dominance orientation and contextual performance https://journal.ksiop.or.kr/index.php/KJIOP/article/view/35 <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> HyunJun Lee TaeYong Yoo Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-11-30 2018-11-30 26 4 795 829 10.24230/kjiop.v31i4.795-829 The transformation from task conflict into relationship conflict https://journal.ksiop.or.kr/index.php/KJIOP/article/view/36 <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> Youngshik Kim Soyoung Kwag Yongwon Suh Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-11-30 2018-11-30 26 4 831 849 10.24230/kjiop.v31i4.831-849 The effect of work life conflict on organizational commitment and counterproductive work behaviors https://journal.ksiop.or.kr/index.php/KJIOP/article/view/41 <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> MinU Kang YeongHyun Hong Youngwon Suh Copyright (c) 2018 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-08-31 2018-08-31 26 4 583 609 10.24230/kjiop.v31i3.583-609 Verifying the effectiveness of career group coaching for the promotion of individual resources related to job searching https://journal.ksiop.or.kr/index.php/KJIOP/article/view/43 <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> Heejeong Jeong Jinkook Tak Copyright (c) 2018 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-08-31 2018-08-31 26 4 611 641 10.24230/kjiop.v31i3.611-641 An exploratory study on profiles of recovery experiences among Korean employees https://journal.ksiop.or.kr/index.php/KJIOP/article/view/47 <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> SunA Kang ChoonShin Park JaeYoon Chang Copyright (c) 2018 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-08-31 2018-08-31 26 4 643 667 10.24230/kjiop.v31i3.643-667 Influences of power distance and uncertainty avoidance on innovative work behavior https://journal.ksiop.or.kr/index.php/KJIOP/article/view/48 <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> Jungsik Kim Zhou Fan Copyright (c) 2018 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-08-31 2018-08-31 26 4 669 694 10.24230/kjiop.v31i3.669-694 The effect of organizational companionship on team effectiveness https://journal.ksiop.or.kr/index.php/KJIOP/article/view/49 <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> Youngshik Kim Yongwon Suh Copyright (c) 2018 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-08-31 2018-08-31 26 4 695 714 10.24230/kjiop.v31i3.695-714 Validation of the Korean version of the thriving at work scale https://journal.ksiop.or.kr/index.php/KJIOP/article/view/50 <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> JungKoum Choi MyoungSo Kim Copyright (c) 2018 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-08-31 2018-08-31 26 4 715 739 10.24230/kjiop.v31i3.715-739 The buffering effects of trait resilience on The damaging effects of conflict on residual emotion https://journal.ksiop.or.kr/index.php/KJIOP/article/view/51 <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> Sunyoung Oh Yongwon Suh Copyright (c) 2018 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-08-31 2018-08-31 26 4 741 765 10.24230/kjiop.v31i3.741-765 Positive and negative effects of anger expression in workplace https://journal.ksiop.or.kr/index.php/KJIOP/article/view/52 <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> Eunyoung Park Juil Rie Copyright (c) 2018 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-08-31 2018-08-31 26 4 767 794 10.24230/kjiop.v31i3.767-794 The mediating effect of family-work enrichment in the influence of community embeddedness on turnover intention and work engagement https://journal.ksiop.or.kr/index.php/KJIOP/article/view/34 <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> HoKyoung Sung TaeYong Yoo Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-05-31 2018-05-31 26 4 555 581 10.24230/kjiop.v31i2.555-581 The effect of supervisor’s characteristics on impression management and the moderation effect of perception of organizational politics https://journal.ksiop.or.kr/index.php/KJIOP/article/view/29 <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> ARam Choi TaeYong Yoo Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-05-31 2018-05-31 26 4 409 431 10.24230/kjiop.v31i2.409-431 Relationship between role stress and employee silence behavior https://journal.ksiop.or.kr/index.php/KJIOP/article/view/30 <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> SoYeon Jung TaeYong Yoo Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-05-31 2018-05-31 26 4 433 457 10.24230/kjiop.v31i2.433-457 Conceptualization and validation of organizational commitment https://journal.ksiop.or.kr/index.php/KJIOP/article/view/31 <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> Jungwon Ahn Soonmook Lee Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-05-31 2018-05-31 26 4 459 497 10.24230/kjiop.v31i2.459-497 Unstructured data analysis and visualization “Korean Journal of Industrial and Organizational Psychology(2010~2017)” https://journal.ksiop.or.kr/index.php/KJIOP/article/view/32 <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> Insun Yi Eunyoung Na Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-05-31 2018-05-31 26 4 499 518 10.24230/kjiop.v31i2.499-518 Influence of equity sensitivity on organizational citizenship behavior and knowledge sharing https://journal.ksiop.or.kr/index.php/KJIOP/article/view/33 <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> Seung Rib Park Young Won Suh Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-05-31 2018-05-31 26 4 519 553 10.24230/kjiop.v31i2.519-553 Is it happy to work with leaders viewing their work as a calling? https://journal.ksiop.or.kr/index.php/KJIOP/article/view/27 <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> Jiyoung Park Young Woo Sohn Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-05-31 2018-05-31 26 4 353 385 10.24230/kjiop.v31i2.353-385 The effects of surface acting toward supervisor on employee burnout https://journal.ksiop.or.kr/index.php/KJIOP/article/view/28 <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> Sunkyung Hwang Hyejeen Lee HyungIn Park Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-05-31 2018-05-31 26 4 387 408 10.24230/kjiop.v31i2.387-408 Influence of equity sensitivity on cooperation intention https://journal.ksiop.or.kr/index.php/KJIOP/article/view/24 <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> Seung Rib Park Young Won Suh Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-02-28 2018-02-28 26 4 281 302 10.24230/kjiop.v31i1.281-302 Organizational Companionship https://journal.ksiop.or.kr/index.php/KJIOP/article/view/3 <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> Youngshik Kim Yongwon Suh Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0/ 2018-02-28 2018-02-28 26 4 1 31 10.24230/kjiop.v31i1.1-31 The effect of goal orientation on continuous learning activity https://journal.ksiop.or.kr/index.php/KJIOP/article/view/16 <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> Eolim Kim Tae Young Han Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-02-28 2018-02-28 26 4 123 147 10.24230/kjiop.v31i1.123-147 Effects of grit on organizational citizenship behavior https://journal.ksiop.or.kr/index.php/KJIOP/article/view/26 <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> Yoo Jin Lee Yonghwan Shin Jiyoung Park Young Woo Sohn Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-02-28 2018-02-28 26 4 327 352 10.24230/kjiop.v31i1.327-352 The relation between employees’ self-directedness and work-related learning intention https://journal.ksiop.or.kr/index.php/KJIOP/article/view/4 <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> Jihye Kim KiHak Lee Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology https://creativecommons.org/licenses/by/4.0/ 2018-02-28 2018-02-28 26 4 33 58 10.24230/kjiop.v31i1.33-58 The interaction between leadership and personal power in work engagement https://journal.ksiop.or.kr/index.php/KJIOP/article/view/5 <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> JaeSeok Jang HyungIn Park Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology https://creativecommons.org/licenses/by/4.0/ 2018-02-28 2018-02-28 26 4 59 80 10.24230/kjiop.v31i1.59-80 The social enterprises’ organizational commitment https://journal.ksiop.or.kr/index.php/KJIOP/article/view/6 <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> Hyunsun Yang TaeYoung Han Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0/ 2018-02-28 2018-02-28 26 4 81 102 10.24230/kjiop.v31i1.81-102 The effect of the work meaning on organizational commitment https://journal.ksiop.or.kr/index.php/KJIOP/article/view/22 <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> Miae Lee Min Kim Byungkeol Lee Jinkook Tak Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-02-28 2018-02-28 26 4 221 248 10.24230/kjiop.v31i1.221-248 The influence of job crafting and task identity on meaningful work https://journal.ksiop.or.kr/index.php/KJIOP/article/view/18 <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> Alim Seo Yeseul Jung Young Woo Sohn Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-02-28 2018-02-28 26 4 149 173 10.24230/kjiop.v31i1.149-173 Relationships between role overload and work engagement among employees https://journal.ksiop.or.kr/index.php/KJIOP/article/view/23 <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> Yukyeong Kim Hyejeen Lee HyungIn Park Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-02-28 2018-02-28 26 4 249 279 10.24230/kjiop.v31i1.249-279 The relationship between work-family conflict and morale of female soldiers https://journal.ksiop.or.kr/index.php/KJIOP/article/view/19 <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> Gui Hyun Son Young Woo Sohn Eun Kyoung Chung Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-02-28 2018-02-28 26 4 175 194 10.24230/kjiop.v31i1.175-194 Effects of alcohol drinking of employee on job engagement and interpersonal conflict at work https://journal.ksiop.or.kr/index.php/KJIOP/article/view/25 <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> Sunhee Lee Ok Young Ji Philseok Lee Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-02-28 2018-02-28 26 4 303 325 10.24230/kjiop.v31i1.303-325 The effects of personality and leader consideration behavior on team cohesiveness https://journal.ksiop.or.kr/index.php/KJIOP/article/view/20 <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> Youngshik Kim InHye Kim Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2018-02-28 2018-02-28 26 4 195 220 10.24230/kjiop.v31i1.195-220 Malicious envy and benign envy in organization https://journal.ksiop.or.kr/index.php/KJIOP/article/view/7 <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> Junyeob Kim YoungSeok Park Copyright (c) 2018 Korean Society for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0/ 2018-02-28 2018-02-28 26 4 103 121 10.24230/kjiop.v31i1.103-121 The effects of power distance orientation difference between leaders and followers on attitudes and behaviors in military organizations https://journal.ksiop.or.kr/index.php/KJIOP/article/view/81 <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> YoungNam Choi YoungWoo Sohn EunKyoung Kang Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-11-30 2017-11-30 26 4 517 540 10.24230/kjiop.v30i4.517-540 Differences in emotion regulation strategies across time and situational contexts among emotion laborers https://journal.ksiop.or.kr/index.php/KJIOP/article/view/86 <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> MinYoung Kim Sohee Kim Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-11-30 2017-11-30 26 4 589 605 10.24230/kjiop.v30i4.589-605 The relation between calling and career adaptability https://journal.ksiop.or.kr/index.php/KJIOP/article/view/80 <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> Jihyun J Min Esther Kang Hyejoo J Lee Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-11-30 2017-11-30 26 4 491 516 10.24230/kjiop.v30i4.491-516 The influence of newcomers’ proactive personality on their psychological contract https://journal.ksiop.or.kr/index.php/KJIOP/article/view/87 <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> Kyungmin Kim Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-11-30 2017-11-30 26 4 607 626 10.24230/kjiop.v30i4.607-626 A study on the predictive validity of conditional reasoning test for aggression https://journal.ksiop.or.kr/index.php/KJIOP/article/view/82 <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> Sohyun Jeon JaeYoon Chang HyeJoo Lee Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-11-30 2017-11-30 26 4 541 562 10.24230/kjiop.v30i4.541-562 The effect of Organizational change on job stress https://journal.ksiop.or.kr/index.php/KJIOP/article/view/84 <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> YongJae Won Jinkook Tak Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-11-30 2017-11-30 26 4 563 587 10.24230/kjiop.v30i4.563-587 Latent profile analysis ofemotional labor strategies in subordinate roles https://journal.ksiop.or.kr/index.php/KJIOP/article/view/79 <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> Soran Yeum MyoungSo Kim Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-08-31 2017-08-31 26 4 465 489 10.24230/kjiop.v30i3.465-489 Emotional labor actors, well-being, and objective performance https://journal.ksiop.or.kr/index.php/KJIOP/article/view/76 <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> ChoonShin Park JaeYoon Chang Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-08-31 2017-08-31 26 4 393 413 10.24230/kjiop.v30i3.393-413 Identifying moderators of effects of task conflict on relationship conflict https://journal.ksiop.or.kr/index.php/KJIOP/article/view/77 <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> Youngshik Kim Sungho Han Yongwon Suh Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-08-31 2017-08-31 26 4 415 441 10.24230/kjiop.v30i3.415-441 A test of construct validity of the work meaning inventory https://journal.ksiop.or.kr/index.php/KJIOP/article/view/72 <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> Jinkook Tak HyungJoon Seo Yongjae Woo HyeonJoo Sim Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-08-31 2017-08-31 26 4 357 372 10.24230/kjiop.v30i3.357-372 Who suffers the most from abusive supervision? https://journal.ksiop.or.kr/index.php/KJIOP/article/view/78 <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> YeonSun Gwak Yeseul Jung YoungWoo Sohn Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-08-31 2017-08-31 26 4 443 464 10.24230/kjiop.v30i3.443-464 The relationship between task conflict, relationship conflict, team efficacy and task performance of Air Force Combat Flight Team https://journal.ksiop.or.kr/index.php/KJIOP/article/view/73 <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> Kyoungsu Lee JungIn Lim Jiyoung Park YoungWoo Sohn Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-08-31 2017-08-31 26 4 329 355 10.24230/kjiop.v30i3.329-355 The effect of coaching leadership on creative behavior https://journal.ksiop.or.kr/index.php/KJIOP/article/view/75 <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> HyunJeong Sung Jinkook Tak Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-08-31 2017-08-31 26 4 373 391 10.24230/kjiop.v30i3.373-391 The mediating effect of goal orientation in the relationship between perfectionism and active-passive procrastination https://journal.ksiop.or.kr/index.php/KJIOP/article/view/67 <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> MinSik Choi TaeYong Yoo Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-05-31 2017-05-31 26 4 195 219 10.24230/kjiop.v30i2.195-219 Impact of goal-setting and feedback on negotiators performance in multilateral negotiation https://journal.ksiop.or.kr/index.php/KJIOP/article/view/71 <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> HeaKyung Ro Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-05-31 2017-05-31 26 4 299 328 10.24230/kjiop.v30i2.299-328 The effects of strengths coaching program on strengths self efficacy, positive affect, self efficacy, job engagement and organizational commitment based on Korean employees https://journal.ksiop.or.kr/index.php/KJIOP/article/view/68 <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> Hyaeyeong Seon Suyeon Kim Miae Lee Jinkook Tak Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-05-31 2017-05-31 26 4 221 246 10.24230/kjiop.v30i2.221-246 The Influence of the ROK Army Junior Leader’s Relationship Conflict and Fear of Negative Evaluation on Defensive Silence https://journal.ksiop.or.kr/index.php/KJIOP/article/view/62 <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> JungIn Lim YoungWoo Sohn Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-05-31 2017-05-31 26 4 123 146 10.24230/kjiop.v30i2.123-146 Moderating effects of psychological empowerment on the relationships between person-job fit and turnover intention https://journal.ksiop.or.kr/index.php/KJIOP/article/view/65 <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> YuSeon Jeong HyungIn Park Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-05-31 2017-05-31 26 4 147 176 10.24230/kjiop.v30i2.147-176 The effects of sympathy module and psychological capital on job satisfaction and happiness https://journal.ksiop.or.kr/index.php/KJIOP/article/view/69 <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> HyunHee Kim MinSuk Kim MiA Um SoonHyang Hur SeungKyu Nam Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-05-31 2017-05-31 26 4 247 273 10.24230/kjiop.v30i2.247-273 Effects of mental fitness positive psychology program for improvement of adjustment to military life https://journal.ksiop.or.kr/index.php/KJIOP/article/view/70 <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> Minsoon Kim Hyeonjin Kim Younggun Ko Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-05-31 2017-05-31 26 4 275 298 10.24230/kjiop.v30i2.275-298 The effect of perceived overqualification on job crafting https://journal.ksiop.or.kr/index.php/KJIOP/article/view/57 <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> Eunju Bang Youngwon Suh Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-02-28 2017-02-28 26 4 77 100 10.24230/kjiop.v30i1.77-100 Whom should you start a company with? https://journal.ksiop.or.kr/index.php/KJIOP/article/view/56 <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> JaeYoon Lee SooJin Oh MyungUn Kim Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-02-28 2017-02-28 26 4 49 76 10.24230/kjiop.v30i1.49-76 The cultural difference in equity norm preference and the effects of pay-for-performance perception on job attitudes https://journal.ksiop.or.kr/index.php/KJIOP/article/view/59 <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> WooYoung Kim HyeJin Moon JaeYoon Chang Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-02-28 2017-02-28 26 4 101 121 10.24230/kjiop.v30i1.101-121 The relationship among inner meaning of work, protean career, subjective career success https://journal.ksiop.or.kr/index.php/KJIOP/article/view/54 <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> Soyeon Sin Jinkook Tak Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-02-28 2017-02-28 26 4 1 24 10.24230/kjiop.v30i1.1-24 The effect of authentic leadership on job engagement https://journal.ksiop.or.kr/index.php/KJIOP/article/view/55 <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> YoungJu Choi Jinkook Tak Copyright (c) 2017 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2017-02-28 2017-02-28 26 4 25 47 10.24230/kjiop.v30i1.25-47 The effects of professionalism, likelihood of job embeddedness, and interaction quality with recruiters at entry on turnover behavior among R&D Professionals https://journal.ksiop.or.kr/index.php/KJIOP/article/view/116 <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> Jiyun Choi JaeYoon Chang Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-11-30 2016-11-30 26 4 549 571 10.24230/kjiop.v29i4.549-571 The influence of newcomers’ proactive personality on their job satisfaction https://journal.ksiop.or.kr/index.php/KJIOP/article/view/119 <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> Kyungmin Kim Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-11-30 2016-11-30 26 4 591 606 10.24230/kjiop.v29i4.591-606 Daily work characteristics and daily creativity https://journal.ksiop.or.kr/index.php/KJIOP/article/view/115 <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> Hyejin Moon Sanghee Nam Choonshin Park JaeYoon Chang Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-11-30 2016-11-30 26 4 525 547 10.24230/kjiop.v29i4.525-547 The effect of Job Autonomy on Job Satisfaction https://journal.ksiop.or.kr/index.php/KJIOP/article/view/118 <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> NaYoung Kwon MinSoo Kim InSoo Oh Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-11-30 2016-11-30 26 4 573 590 10.24230/kjiop.v29i4.573-590 The effect of personality on task performance and adaptive performance https://journal.ksiop.or.kr/index.php/KJIOP/article/view/123 <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> TaeYong Yoo ChaeRyeong Lee Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-11-30 2016-11-30 26 4 607 630 10.24230/kjiop.v29i4.607-630 Hostile attribution and counterproductive work behavior https://journal.ksiop.or.kr/index.php/KJIOP/article/view/114 <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> Jeongmin Rhee Yonghwan Shin YoungWoo Sohn Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-11-30 2016-11-30 26 4 491 523 10.24230/kjiop.v29i4.491-523 The effect of job stressor on flourishing https://journal.ksiop.or.kr/index.php/KJIOP/article/view/105 <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> HeeJin Kim SungCheol Jung Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-08-31 2016-08-31 26 4 411 432 10.24230/kjiop.v29i3.411-432 The effects of humor behavior on adaptive performance and contribution to team members’ adaptive performance https://journal.ksiop.or.kr/index.php/KJIOP/article/view/107 <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> EuiYoung Jung TaeYoung Han Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-08-31 2016-08-31 26 4 465 489 10.24230/kjiop.v29i3.465-489 Validation of the time perspective inventory https://journal.ksiop.or.kr/index.php/KJIOP/article/view/103 <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> Jinkook Tak Sungbae Jang Suyeon Kim Byungkeol Lee Dongyup Nam Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-08-31 2016-08-31 26 4 367 383 10.24230/kjiop.v29i3.367-383 Development and validation of the Spiritual Management Index (SMI) https://journal.ksiop.or.kr/index.php/KJIOP/article/view/106 <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> JungAh Lee YoungWon Suh Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-08-31 2016-08-31 26 4 433 463 10.24230/kjiop.v29i3.433-463 Interaction effects of P-O fit and Machiavellism on the perceived organizational politics https://journal.ksiop.or.kr/index.php/KJIOP/article/view/104 <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> JongWon Lee KangHyun Shin JongHyun Lee WanSuk Gim Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-08-31 2016-08-31 26 4 385 410 10.24230/kjiop.v29i3.385-410 The effects of job demands on job stress https://journal.ksiop.or.kr/index.php/KJIOP/article/view/90 <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> KwangMo Lim Jinkook Tak Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-05-31 2016-05-31 26 4 61 83 10.24230/kjiop.v29i2.61-83 The effect of emotional intelligence on turnover behaviors among call center employees https://journal.ksiop.or.kr/index.php/KJIOP/article/view/95 <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> Sanghee Kim Sangeun Lee JaeYoon Chang HaeYoun Choi Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-05-31 2016-05-31 26 4 157 174 10.24230/kjiop.v29i2.157-174 The effects of self-development motive and impression management Motive on continuous learning activity https://journal.ksiop.or.kr/index.php/KJIOP/article/view/100 <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> YeYoung Ko TaeYong Yoo Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-05-31 2016-05-31 26 4 279 301 10.24230/kjiop.v29i2.279-301 Differences in drivers’ pedestrian avoidance response based on Warning timing, stimulus-response compatibility and Drivers’ distraction of auditory pedestrian collision warning system https://journal.ksiop.or.kr/index.php/KJIOP/article/view/99 <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> Hyunmin Kang Kwanghee Han Jaesik Lee Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-05-31 2016-05-31 26 4 257 277 10.24230/kjiop.v29i2.257-277 The effect of authentic leadership on constructive voice https://journal.ksiop.or.kr/index.php/KJIOP/article/view/91 <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> GoDoh Kim Jinkook Tak Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-05-31 2016-05-31 26 4 85 105 10.24230/kjiop.v29i2.85-105 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 https://journal.ksiop.or.kr/index.php/KJIOP/article/view/102 <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> Qinghua Gao Jungmee Yoon Soonmook Lee Bitna Lee Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-05-31 2016-05-31 26 4 327 365 10.24230/kjiop.v29i2.327-365 The effects of interpersonal character strength on service employees’ happiness in the emotional labor context https://journal.ksiop.or.kr/index.php/KJIOP/article/view/97 <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> SunHee Park JeeYoung Lee Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-05-31 2016-05-31 26 4 203 232 10.24230/kjiop.v29i2.203-232 Effects of proactive personality, openness to experience, Future time perspective, protean career orientation on future career design https://journal.ksiop.or.kr/index.php/KJIOP/article/view/101 <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> Sujin Kim Juil Rie Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-05-31 2016-05-31 26 4 303 326 10.24230/kjiop.v29i2.303-326 The effect of downward counterfactual thinking on organizational citizenship behavior https://journal.ksiop.or.kr/index.php/KJIOP/article/view/92 <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> Jaehyun Shin Suran Lee YoungWoo Sohn Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-05-31 2016-05-31 26 4 107 131 10.24230/kjiop.v29i2.107-131 Effects of task and relationship conflicts on job burnout of Engineers in plant engineering design work https://journal.ksiop.or.kr/index.php/KJIOP/article/view/98 <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> SangTaek Lee HanIk Jo Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-05-31 2016-05-31 26 4 233 255 10.24230/kjiop.v29i2.233-255 Structural relationships of ego-resilience, affect experience, meaning in life, and job satisfaction https://journal.ksiop.or.kr/index.php/KJIOP/article/view/96 <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> ChiSung Yu YoungWoo Sohn InJo Park Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-05-31 2016-05-31 26 4 175 201 10.24230/kjiop.v29i2.175-201 A preliminary study for refinement of equity preference questionnaire https://journal.ksiop.or.kr/index.php/KJIOP/article/view/94 <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> SeungRib Park Yongwon Suh Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-05-31 2016-05-31 26 4 133 155 10.24230/kjiop.v29i2.133-155 Relationships of role differentiation, cohesion, team member satisfaction and perceived group performance https://journal.ksiop.or.kr/index.php/KJIOP/article/view/88 <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> JungIn Lim Suran Lee Jaehyun Shin InJo Park YoungWoo Sohn Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-02-28 2016-02-28 26 4 1 25 10.24230/kjiop.v29i1.1-25 Exploration of work motivation structure and profiles based on self-determination theory among Korean employees https://journal.ksiop.or.kr/index.php/KJIOP/article/view/89 <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> JiHyeon Park JaeYoon Chang Copyright (c) 2016 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2016-02-28 2016-02-28 26 4 27 60 10.24230/kjiop.v29i1.27-60 Evaluation of the three-component model of organizational commitment in South Korea https://journal.ksiop.or.kr/index.php/KJIOP/article/view/174 <p>Allen and Meyer's(1990) 3-component model of organizational commitment(OC) was investigated using exploratory structural equation modeling(ESEM) with samples of full-time social workers at social welfare organizations in South Korea. Confirmatory factor analysis(CFA) has been at the heart of testing factor structure of the 3-component model in organizational commitment research wherein each scale of the affective, continuance, and normative commitment is reported to measure conceptually and empirically separable construct. The present study applied ESEM, specifically ‘intra-scale’ and ‘inter-scale’ ESEM, to scrutinize factor structure of the 3-component scales. ESEM methodology uses exploratory approach in that all cross-loadings are estimated between each measure and factors, with uniqueness correlated according to the researcher's hypotheses as in CFA. In this respect, ESEM can be viewed as an open approach to item analysis distinguished from the conventional (closed) approach, such as EFA and CFA. This study provided detailed assessment of the 3-component model through comparisons of factor structures estimated by EFA, CFA and ‘intra’ ESEM, followed by the ‘inter’ ESEM conducted on all other variables(assumed to be similar constructs with or antecedents of OC). As a result, the ‘intra-scale’ ESEM showed a substantially better fit and yielded more discriminated factors(less correlated) than did EFA and CFA that are models for planned scale. The ‘inter-scale’ ESEM revealed how seriously method effect can distort an original factor structure in empirical data measured together with multiple scales of other constructs. Using ESEM has advantages of estimating common factor structures, controlling for common method effect that are typically included in measures in applied research. Also, it allows for much more possibilities that each item can measure multiple constructs so as to reveal more realistic factor structures. Taken together, the present results suggest a need to conceptualize and validate a new scale for organizational commitment reflecting Korean culture.</p> Jungwon Ahn Soonmook Lee Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-11-30 2015-11-30 26 4 759 827 10.24230/kjiop.v28i4.759-827 The newcomer’s psychological contract breach and its change https://journal.ksiop.or.kr/index.php/KJIOP/article/view/170 <p>This study has two primary aims: (1) to investigate the relationship between how the newcomer perceives employer promises psychological contract breach, and (2) to understand how these rates change over time. A total of 222 newcomers at major Korean companies were surveyed twice at a three-month interval. Results showed that both levels of perceived employer promise and psychological contract breach decreased over time as individuals accumulated real job experience. Also, the change in perceived employer promises was positively related to the change in breach perception. As their perceived employer promise level decreases over time, newcomers perceived fewer psychological contract breaches. This study provides evidence that a newcomer’s breach perception could result from overestimation of employer promise and that job experience plays a role in adjusting employer promise perception to an appropriate level, thereby lowering breach perception. These findings suggest that newcomers’ breach perception may be different from that of existing employees, due to incomplete initial understanding of employer promise, leading to increased frequency of breach perception. Practitioners may also benefit from education on new approaches for managing newcomers’ breach perception.</p> KyungMin Kim HyoungKoo Moon Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-11-30 2015-11-30 26 4 749 766 10.24230/kjiop.v28i4.749-766 The effect of organizational member's allocentrism-idiocentrism on the emotion expression and favoritism https://journal.ksiop.or.kr/index.php/KJIOP/article/view/168 <p>In this article, three studies were performed to investigate the differences of the tendency to regulate emotion expression in terms of the organizational member's cultural dispositions. Study 1 four hypothsises. First, allocentrics will have a higher level of emotion suppression than that of idiocentrics. Second, allocentrics will have a higher level of negative attitude towords emotion expressions than idiocentrices. third, the relation between allocentrics and emotion suppression will mediated by negative attitude to emotional expression. finally, allocentircs will be negatively evaluated than idiocentrics who shows emotional expression freely. For this study, data was collected from 196 employees by survey questionnaires. In study 1, it was found that allocentrics have a higher level of emotional suppression and negative attitude towards emotional expression than idiocentirics. The relation between allocentrics and emotional expression were mediated by negative attitude to emotional expression. But hypothesis 4 was not supported. In study 2, we experimented by including positive and negative conditions to examine the difference of emotional regulations between allocentrics and idiocentrics. The results show that allocentrics and idiocentrics do not differ in positive condition. However, in negative condition, allocentrics are more emotionally suppressed than that of idocentrics. Study 3 shows that by applying emotion type we were able to evaluate the fourth hypothesis of the first study. In socially engaged conditions, allocentrics were more favorable than idiocentrics. In socially disengaged conditions shows that allocentrics favored anger suppressing individuals over idiocentrics. Finally, implications and limitations of these results were discussed.</p> YoungSik Kim YongWon Suh Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-11-30 2015-11-30 26 4 689 722 10.24230/kjiop.v28i4.689-722 The effect of role stress on organizational commitment https://journal.ksiop.or.kr/index.php/KJIOP/article/view/169 <p>The first purpose of the study was to examine the mediating effect of psychological contract breach in the relationship between role stress(role ambiguity, role conflict, and role overload) and organizational commitment. The second purpose of this study was to examine the moderating effect of resilience in the relationship between role stress(role ambiguity, role conflict, and role overload) and psychological contract breach. For these purposes, data were collected from 267 employees working in various corporations by questionnaires. Results indicated that role ambiguity, role conflict, and role overload have positive effects on psychological contract breach, and that psychological contract breach has a negative effect on organizational commitment. The psychological contract breach partially mediated the relationship between role ambiguity and organizational commitment, and fully mediated the relationship between role conflict and role overload and organizational commitment. The moderation effect of resilience was found because resilience weakens the positive relationship between role overload and psychological contract breach. Based on these results, academic and practical implications were discussed. Finally, the limitations of this study and directions for the future research were discussed.</p> SooMin Ryu TaeYong Yoo Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-11-30 2015-11-30 26 4 772 747 10.24230/kjiop.v28i4.772-747 Validation of the career adaptability scale https://journal.ksiop.or.kr/index.php/KJIOP/article/view/164 <p>The purpose of this study was to test validity of the Korean version of the Career Adaptability Scale(CAAS) developed by Savickas(2012) based on two samples of employees. In the study 1, data were collected from 300 employees across a wide variety of companies. The total of 24 items of the Korean version of the CAAS were administered. The results of factor analyses showed that the four-factor model with 16 items was appropriate. In the study 2, data were collected from 184 employees across various companies. The results of confirmatory factor analyses showed that the four-factor model had high goodness-of-fit indices supporting construct validity of the Korean version of the CAAS. Also the results of correlation analyses showed that career adaptability was significantly related to various criteria such as perception of future career success, career planning, career satisfaction, and career commitment, confirming criterion-related validity of the Korean version of the CAAS. Finally, implications, limitations, and future studies were discussed.</p> Jinkook Tak Eunjoo Lee Green Lim Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-11-30 2015-11-30 26 4 591 608 10.24230/kjiop.v28i4.591-608 Calling and continuous learning activity https://journal.ksiop.or.kr/index.php/KJIOP/article/view/167 <p>&nbsp;</p> <p>The goal of the present study was to examine the influence of goal orientation and perceived learning support on the relationship between calling and continuous learning activity within the organizational context. Specifically, the mediating effects of three different types of goal orientation in the relationship between calling and continuous learning activity and the moderated mediation model of goal orientation and perceived learning support were examined. To gain accurate information, we confirmed the results in a serial order. First, the relationship between calling and continuous learning activity was mediated by learning and performance- approach goal orientation, but not the performance-avoidance goal orientation. Second, perceived learning support moderated the relationships between learning goal orientation and continuous learning activity, and between performance-approach goal orientation and continuous learning activity. Third, perceived learning support moderated the mediating effect of learning and performance-approach goal orientation on the relationship between calling and continuous learning activity. Such results imply that calling can foster continuous learning activity by bringing about motivational influence in terms of learning and performance- approach goal orientation. In addition, our research suggests that the relationship between each goal orientation and continuous learning activity might differ depending on the level of perceived learning support. The significance and limitations of our findings are also discussed.</p> Seungha Oh Yeseul Jung HaeYoung Eun YongWoo Sohn Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-11-30 2015-11-30 26 4 635 661 10.24230/kjiop.v28i4.635-661 The effects of personal characteristics on employee voice behaviors https://journal.ksiop.or.kr/index.php/KJIOP/article/view/163 <p>The purpose of this study was to examine the validity of four different types of voice behavior developed by Maynes and Podsakoff(2013). In addition, relation of personal characteristics to four different types of voice behavior and moderating effects of organization trust on relationship between personal characteristics and voice behavior were examined. Data were obtained from 309 employees in various organizations in Korea. Results showed that proactive personality was positively influences constructive voice and negatively influences destructive voice. Also psychological collectivism was positively influences supportive voice, and trait cynicism was positively influences defensive voice and destructive voice. The results of hierarchial regression analyses showed that organization trust moderated the relationship between psychological collectivism and supportive voice, defensive voice. Finally, the implications and limitations of this study and the directions for future research were discussed.</p> Nuri Kwon Jinkook Tak Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-11-30 2015-11-30 26 4 565 589 10.24230/kjiop.v28i4.565-589 The buffering effects of positive emotion on the relationship between interpersonal conflict and relationship damage https://journal.ksiop.or.kr/index.php/KJIOP/article/view/166 <p>The purpose of the present research was to examine the buffering effects of positive emotion on the relationship between interpersonal conflict and relationship damage. The present research proposed the moderated mediation model in which perceived interactional injustice from the other party in conflict situations has an effect on relationship damage via residual emotion, and the strength of the mediation effect is weakened by the experience of positive emotion. Results from a sample of 215 participants showed that the strength of the mediated effects of perceived injustice on relationship damage through residual emotion was weaker at higher levels of positive emotion than at lower levels of positive emotion. These findings support the buffering effects of positive emotion on the relationship between perceived injustice in conflict and relationship damage, suggesting that the experience of positive emotion can serve as a protective factor against the negative effect of interpersonal conflict on relationship maintenance. The discussion focuses on implications of the findings in terms of conflict management, limitations and suggestions for future research.</p> Sunyoung Oh Youngwon Suh Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-11-30 2015-11-30 26 4 663 688 10.24230/kjiop.v28i4.663-688 “Mission Matters” https://journal.ksiop.or.kr/index.php/KJIOP/article/view/172 <p>The current study tested whether organizational trust mediated the relationship between perceived corporate social responsibility(CSR) and organizational identification(OI). In order to investigate the hypotheses, 11843 employees in private bank were sampled across two time points. Using structural equation modeling(SEM), we set moderated mediation model which elaborately delves into the significance of the hypotheses. The results showed that organizational trust mediated the link between perceived CSR and OI. In addition, the relationship between perceived CSR and organizational trust was moderated by mission commitment. The implications and limitations, and suggestions for future research were discussed.</p> ByungJik Kim WonKoo Ji SangGil Jeon Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-11-30 2015-11-30 26 4 767 793 10.24230/kjiop.v28i4.767-793 The effects work engagement and generativity on post-retirement preparation https://journal.ksiop.or.kr/index.php/KJIOP/article/view/165 <p>The post-retirement preparation of middle &amp; young-old aged workers before their complete labor force withdrawal have received more attention in countries where aging society is progressing rapidly. Given that organizations and society may not be able to provide a full support for the later life of middle &amp; young-old aged workers, self-directed preparation of individual workers is a key factor for the successful retirement. The purpose of this study was to examine a mediating role of mentoring between generativity and post-retirement preparation based on the theory of adult development of Erikson associated with generativity. The effect of mentoring may also be influenced by work-related factor for the old-aged workers. Thus, this study simultaneously tested the effect of work engagement as another predictor of mentoring and post-retirement preparation. Given the expected roles of the generation in this age are quite different by gender, the gender difference in the pattern of relationships among the variables was also hypothesized. Conducting a survey research to 320 employed middle and young-old aged worker, the data was analyzed by multi-group analysis using Structured Equation Modeling. The results of this study found the positive effects of generativity and work engagement on post-retirement preparation through mentoring behavior. Gender difference was also found in some paths of the research model. Suggestions for future research and practical implications were provided based on the findings.</p> KyoSoo Shin TaeYoung Han Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-11-30 2015-11-30 26 4 609 634 10.24230/kjiop.v28i4.609-634 Resilience as a mediator linking transformational leadership and person-centered organizational culture to organizational effectiveness https://journal.ksiop.or.kr/index.php/KJIOP/article/view/175 <p>The present research examined the possibility that transformational leadership and person-centered organizational culture are antecedents of employees' resilience and employees' resilience plays as a mediator linking transformational leadership and person-centered organizational culture to their happiness and organizational effectiveness. Specifically, we suggest that transformational leadership and person-centered organizational culture serve as environmental factors to enhance employees' resilience, which eventually contributes to organizational effectiveness such as job motivation, organizational commitment, and organizational citizenship behaviors via the path between resilience and happiness. Data were collected from 498 employees in various companies. The results found that resilience was positively related with job motivation, organizational commitment, and organizational citizenship behaviors, and these relationships were mediated by happiness. Furthermore, it was found that both transformational leadership and person-centered organizational culture were positively correlated with resilience, and had significant indirect effects on organizational effectiveness variables via the path between resilience and happiness, while only transformational leadership had direct effects on organizational effectiveness variables. These findings indicate that resilience is important for the beneficial effects of happiness on organizational effectiveness, and transformational leadership and person-centered organizational culture may increase organizational effectiveness by promoting employees' resilience. Finally, theoretical and practical implications, limitation and suggestion for future research are discussed.</p> Sunyoung Oh Sangchoong Roh MinU Kang Youngwon Suh Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-11-30 2015-11-30 26 4 829 854 10.24230/kjiop.v28i4.829-854 The relationship of team personality to team learning behavior https://journal.ksiop.or.kr/index.php/KJIOP/article/view/155 <p>The purpose of this study was to examine the effects of 5 factors(extraversion, openness to experience, conscientiousness, agreeableness, and neuroticism) of team personality on team learning behavior, the moderating effect of transformational leadership between five factors of team personality and team learning behavior, the relationship of team learning behavior and team performance. Data was collected by 227 individuals from 58 teams in 8 organizations and analyzed by correlation analysis and hierarchical regression analysis. The findings from correlation analysis were that team extraversion, team agreeableness, and team conscientiousness were positively related to team learning behavior and that team neuroticism was negatively related to team learning behavior. Additionally, team openness was somewhat significantly related to team learning behavior. The results from hierarchical regression analysis indicated that team extraversion and team agreeableness were positively related to team learning behavior but that team openness, team conscientiousness, and team neuroticism were not significantly related to team learning behavior. In addition, transformational leadership moderated the relationship between team agreeableness and team learning behavior. That is, in the low level of transformational leadership, team agreeableness was positively related to team learning behavior whereas team agreeableness was negatively related to team learning behavior in the high level of transformational leadership. Contrary to the expectations, transformational leadership did not moderate the relationship of team extraversion, team openness, team conscientiousness, and team neuroticism to team learning behavior. Finally, team learning behavior was significantly related to team performance.</p> HeeJin Park Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-08-31 2015-08-31 26 4 331 354 10.24230/kjiop.v28i3.331-354 The effects of disagreement, interference, negative emotion on the transference of conflict https://journal.ksiop.or.kr/index.php/KJIOP/article/view/154 <p>The purpose of this research is examination of the effects of disagreement, interference, negative emotion on task conflict and relationship conflict based on the assumption that interpersonal conflict is a combination of cognitive, behavioral, affective components. In addition, the research attempts to show that the effects of behavioral and affective components of conflict on relationship conflict are vary with the individual's value orientation. Furthermore, the investigation that these components of conflict have impact on individual's creative performance was made. 141 participants were randomly assigned to three experimental conditions (disagreement, interference, negative emotion) and engaged in group brain- storming session while experimenter manipulated the group interaction according to each condition. Findings showed that the creative performance was highest when there is only disagreement in the setting of conflict situation, while interference and negative emotion decrease the creative performance. Task conflict was not affected by interference, but increased by negative emotion. Relationship conflict was increased by inclusion of components of conflict in a linear trend. Negative emotion had greater effect on relationship conflict when an individual had collective value orientation. The limitation and implication of the study and direction of future research were discussed.</p> Seunghoo Lee Yongwon Suh Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-08-31 2015-08-31 26 4 481 506 10.24230/kjiop.v28i3.481-506 An exploratory study on the antecedents and consequences of workplace envy https://journal.ksiop.or.kr/index.php/KJIOP/article/view/161 <p>The purpose of this study is to investigate two concepts of workplace envy - malicious envy and benign envy- and explore the factors influencing the types of envy. In addition, the study examined how malicious envy and benign envy, respectively, is related to behavioral consequences such as voice behavior, feedback seeking behavior, and social undermining. Using the data of 141 employees in 31 teams from 5 organizations in Korea, we found that three antecedents of workplace envy such as self-efficacy, affect-based trust, and cognition-based trust have positive relationship with benign envy and negative relationship with malicious envy. In addition, benign envy appears to increase voice behavior while malicious envy is related to social undermining behavior. The results imply that these two concepts exist in work settings, and have different behavioral outcomes.</p> Sookyung Lee MyungHo Chung Jiyoung Ahn Kihyun Lee Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-08-31 2015-08-31 26 4 507 536 10.24230/kjiop.v28i3.507-536 The effects of pay for performance on creative performance https://journal.ksiop.or.kr/index.php/KJIOP/article/view/162 <p>Although companies implementing pay-for-performance system are increasing, the empirical study of effectiveness is scarce. Focusing on creativity which is closely related to organizational productivity, the current study explored the effects of pay-for-performance on creativity. Based on threat-rigidity theory(Staw et al., 1981), this study hypothesized that pay-for-performance would lead to heightened anxiety and attentional narrowing. Also, this study tried to examine the mediating effects of anxiety and attentional breadth on the relationship between pay-for-performance and creativity. Results are as following. First, the creative performance of the pay-for-performance group was lower than that of control group. Second, the level of anxiety in the pay-for-performance group was higher than the control group but there wasn't significantly difference between two groups in attentional breadth. Third, although anxiety was correlated negatively with creative performance, the correlation between attentional breadth and creative performance was not significant. Forth, anxiety fully mediated the relationship between the pay-for-performance and creative performance; yet attentional breadth had no mediation effects. Lastly, the implication and limitations of the current study and suggestions for future research were discussed.</p> WooYoung Kim JaeYoon Chang Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-08-31 2015-08-31 26 4 537 563 10.24230/kjiop.v28i3.537-563 The effect of subordinate’s emotional labor on job burnout and job engagement https://journal.ksiop.or.kr/index.php/KJIOP/article/view/160 <p>The purpose of this study was to (1) examine the effect of subordinate’s emotional labor(surface acting, deep acting) on job burnout(emotional exhaustion, cynicism, inefficacy) and job engagement(vigor, dedication, absorption), and (2) verify whether perceived organizational support moderates the relationships between emotional labor and job related attitudes. A total of 547 employees working at various companies in Korea participated in an on-line survey, 495 data were used for statistical analysis after the elimination of inadequate sample. The results showed that surface acting positively affected job burnout while negatively affecting the job engagement. It was found that deep acting positively affected job engagement, but it had no significant effect on job burnout. The results also demonstrated that perceived organizational support moderated the relationships between surface acting and job burnout as well as relationships between deep acting and job engagement. On the basis of the results, the implications and future research directions were discussed.</p> DongKyun Kwon MyoungSo Kim YoungSeok Han Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-08-31 2015-08-31 26 4 457 480 10.24230/kjiop.v28i3.457-480 The influence of opportunity and type of wage negotiation on the pay satisfaction and trust in management https://journal.ksiop.or.kr/index.php/KJIOP/article/view/153 <p>The studies about negotiation have been conducted in the various research fields. However, despite of its importance of employees’ concern, the number of studies for wage negotiation was few. Specifically, there have been no empirical studies directly examined the influence of participation of wage negotiation on the employees’ pay satisfaction and trust in Korea. The purpose of this study was to examine the influence of the opportunity and type of the wage negotiation on the pay satisfaction and trust in management. Data were collected from 315 workers employed in a variety of organizations in Korea and hierarchical multiple regression and MANCOVA were conducted to test hypothesis. The results of regression analysis indicated that the providing opportunity of wage negotiation have positive influence on the level of pay satisfaction and trust in management. Also, union negotiation rather than individual negotiation have positive influence on the level of pay satisfaction and trust in management. In addition, the results of MANCOVA was similar with that of regression analysis, however, there was no significant difference for trust in management and satisfaction of pay policy and management between union negotiation and individual negotiation.</p> Kwangsu Moon Jieun Eom Shezeen Oah Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-08-31 2015-08-31 26 4 301 330 10.24230/kjiop.v28i3.301-330 Analysis of the factor structure of Core Self-Evaluations through exploratory structural equation modeling https://journal.ksiop.or.kr/index.php/KJIOP/article/view/156 <p>This study was conducted to investigate the factor structure of Core Self-Evaluations(CSE) by means of exploratory structural equation modeling(ESEM) models. ESEM is a technique that has been proposed for the analysis of internal structure that overcomes some of the limitations of EFA and CFA. The results show that factor structures of CSE consist of one factor. Typically, the one- or two- factor structure is supported by previous studies. The reason for discrepancies is as follows. First, the 12 Core Self-Evaluations Scale(CSES) items have the potential to be an indicator of other similar constructs because the items cut across the four core traits such that some items may reflect a combination of two or more of the core traits. Second, the relationship between the various traits that may be the concept of CSE have not been fully investigated. Therefore, CSE construct should be clarified in the logical structure of the CSE theory and the development of the scale with the more sophisticated internal structure are required.</p> Jongkuy Kim Soonmook Lee ChangYoung Youn Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-08-31 2015-08-31 26 4 355 384 10.24230/kjiop.v28i3.355-384 Development and validation of the work meaning inventory https://journal.ksiop.or.kr/index.php/KJIOP/article/view/159 <p>The purpose of this study was to develop and validate the Work Meaning Inventory(WMI). 86 items and 9 factors of the inventory were obtained based on open-ended questionnaires from 88 workers. Two preliminary on-line surveys from 500 and 236 employees, respectively, were carried to analyze factor structure of the WMI. The final result showed that the 8 factor model with 54 items was appropriate. Finally, to test the validity of the WMI, the main on-line survey was carried and the questionnaires were collected from 1016 employees across a wide variety of companies. In order to check cross-validity of the inventory, the total group was divided into two sub-groups (each group with 508 employees). The results of factor analyses with group 1 showed that the 8-factor model with 47 items was appropriate. Also the results of confirmatory factor analysis with group 2 showed that the 8-factor model fit the data well. Final 8 factors were as follows: 1) interpersonal relation, 2) economic means, 3) recognition, 4) family support, 5) enjoyment seeking, 6) growth opportunity, 7) society contribution, and 8) life vitality. The WMI was significantly correlated with various criteria such as life satisfaction, life meaning, flourishing, and mental health. Finally, implications and limitations of this study and the directions for future study were discussed.</p> Jinkook Tak HyungJoon Seo HyeSeon Kim DongYup Nam HeeJung Jung Nuri Kwon SoYoung Kim Iljin Jung Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-08-31 2015-08-31 26 4 437 456 10.24230/kjiop.v28i3.437-456 The influences of career future time perspective on job attitudes and career behaviors https://journal.ksiop.or.kr/index.php/KJIOP/article/view/157 <p>This study investigated the impacts of career future time perspective on occupational self-efficacy, organizational commitment, career commitment, turnover intention, and career development. Data was collected from full-time employees (<em>N </em>= 400) working at various private companies through online survey. The results from path model showed that career future time perspective influenced occupational self-efficacy, organizational commitment, career commitment, turnover intention, and career development. Additionally, the results from multi-group analysis indicated that the path from career future time perspective to career commitment was different along with age and job title. The results of this study suggested that career future time perspective has predictive role in job attitudes and career behavior among employees.</p> InJo Park Juil Rie Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-08-31 2015-08-31 26 4 385 410 10.24230/kjiop.v28i3.385-410 “Finding meaning of work through a good action” https://journal.ksiop.or.kr/index.php/KJIOP/article/view/158 <p>This study tested whether meaning of work mediated the link between perceived corporate social responsibility and organizational identification. In order to examine the hypothetical model, 11843 employees were sampled across three time points. In structural equation modeling, the hypothetical model explaining the structural paths and the goodness of fit of the model were evaluated. The results showed that meaning of work mediated the relationship between perceived corporate social responsibility and organizational identification. The implications and limitations of the study as well as suggestions for future studies were discussed.</p> ByungJik Kim WonKoo Ji SangGil Jeon Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-08-31 2015-08-31 26 4 411 436 10.24230/kjiop.v28i3.411-436 The moderating effects of Social Desirability responding on the criterion-related validity of self-report personality inventory https://journal.ksiop.or.kr/index.php/KJIOP/article/view/147 <p>This study aimed to examine how social desirability responding(SDR) affects the criterion-related validity of self-reported personality. Specifically, this study examined how SDR, impression management(IM) and self deceptive enhancement(SDE) can take distinct effects on criteria when personality traits of 91 expatriates such as empathy, cooperation, and friendliness predict their performance criteria. Although previous studies suggested either suppression or moderation effects of SDR, the results indicated that there was no suppression effects but statistically significant moderation effects of SDE on the link between each of some predictors(empathy and cooperation) and expatriate’s negative emotional expression and helping behavior in organization rated by peers(host country nationals). However, such effects were not supported in case of IM. The importance of specifying two factors of SDR and suggestions for the future research were discussed.</p> JaeYoon Chang Sanghee Nam Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-05-31 2015-05-31 26 4 151 172 10.24230/kjiop.v28i2.151-172 The influence of safety-specific transformational leadership on the safety behaviors https://journal.ksiop.or.kr/index.php/KJIOP/article/view/151 <p>This study examined the influence of safety-specific leadership style (transformational, passive) on safety motivation and safety behaviors. Specifically, the study examined the sequential mediating effect of group-level safety climate and autonomous safety motivations (intrinsic, identified regulation) on the relationship between safety-specific transformational leadership (SSTL) and safety behaviors (participation, compliance) by using structural equation modeling. The study also investigated the moderating effect of trust in leader on the relationship of safety-specific leadership and group-level safety climate. Survey data were gathered from 440 military personnel in the Republic of Korea Navy. Results showed that SSTL predicted both safety participation and compliance through the sequential effect of group-level safety climate and intrinsic safety motivation. However, the path to the safety participation was not significant when identified regulation safety motivation was mediated. Safety-specific passive leadership (SSPL) also predicted safety behaviors through safety climate and motivation by the identical process of SSTL, but the effect was negative. Also, on the relationship between safety climate and safety motivation, group-level safety climate had more effect on intrinsic safety motivation than identified regulation safety motivation. On the relationship between safety motivation and safety behavior, intrinsic motivation had more effect on safety participation than compliance. Trust in leader had a moderating effect on the link between SSTL and group-level safety climate. However, the moderating effect was not significant on the association between SSPL and group-level safety climate. Based on these results, the implications and directions for future research were discussed.</p> HaJin Jung Suran Lee YoungWoo Sohn Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-05-31 2015-05-31 26 4 249 274 10.24230/kjiop.v28i2.249-274 Exploring the change patterns in retirees’ psychological health using growth mixture modeling https://journal.ksiop.or.kr/index.php/KJIOP/article/view/145 <p>Using growth mixture modeling which tracks unobserved heterogeneity in population, the current study explored the change patterns of retirees’ psychological health and investigated factors influencing each developmental trajectory. Specifically, based on role theory, continuity theory, and resources theory, it was hypothesized that retirees would display three different types of psychological patterns: the maintaining, enhancing, and declining pattern. In order to test the above expectation, I adapted panel data of the Korean Retirement and Income Study including a total of 436 retirees who participated in survey every other year since 2005 to 2011. Results revealed that there are two distinct change patterns of retirees’ psychological health: the enhancing pattern and the declining pattern. Following was logistic regression analysis which investigated factors influencing each pattern. As a result, it was found that those with higher education and pre-retire satisfaction on health and economic status were more likely to display the enhancing pattern. On the other hand, those who retired late and retired due to health problems were more likely to display the declining pattern.</p> Songhwa Doo JaeYoon Chang Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-05-31 2015-05-31 26 4 99 126 10.24230/kjiop.v28i2.99-126 Antecedents of psychological detachment from work and it's effect on task performance https://journal.ksiop.or.kr/index.php/KJIOP/article/view/146 <p>The purpose of this study was to identify the relationship between psychological detachment from work in nonworking time and it’s antecedents such as general self-efficacy and rumination behavior, and the relationship between psychological detachment from work in nonworking time and task performance. Also, this study tests the moderating effect of outcome-oriented culture in the relationship between psychological detachment from work and task performance. Using the survey research method, data were collected from 259 employees who were working in a variety of organizations in Korea. To reduce the effect from the common method bias, task performance of participants was rated by their peers or supervisors. The results indicate that general self-efficacy is positively related with psychological detachment, rumination behavior is negatively related with psychological detachment, and psychological detachment from work is not related with task performance. It is found the relationship between psychological detachment and task performance is moderated by outcome-oriented culture. When employees who perceive organizational culture is more outcome-oriented, there is a negative relationship between psychological detachment and task performance. In contrast, when employees who perceive organizational culture is less outcome-oriented, there is a positive relationship between psychological detachment and task performance. Based on there results, implication of results, future research tasks, and limitations of this study were discussed.</p> SeonMyoung Yu TaeYong Yoo Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-05-31 2015-05-31 26 4 127 149 10.24230/kjiop.v28i2.127-149 The effect of superior's belief about possibility of subordinate's ability change on subordinate's failure tolerance, self efficacy, and negative feedback acceptance https://journal.ksiop.or.kr/index.php/KJIOP/article/view/148 <p>The first purpose of this study was to investigate the effect of superior's belief about possibility of subordinate's ability change on subordinate's failure tolerance, self efficacy, and negative feedback acceptance. The second purpose was to examine the mediating effect of subordinate's learning goal orientation on the relationship between superior's belief about possibility of subordinate's ability change and subordinate's failure tolerance, self efficacy, and negative feedback acceptance. The third purpose was to examine the moderating effect of subordinate's gender on the relationship between superior's belief about possibility of subordinate's ability change and subordinate's learning goal orientation. Data were collected from 246 employees in a number of companies. It was found that superior's belief about possibility of subordinate's ability change is positively related to subordinate's failure tolerance and negative feedback acceptance, but superior's belief about possibility of subordinate's ability change is not related to subordinate's self efficacy. Learning goal orientation partially mediated the relationship between superior's belief about possibility of subordinate's ability change and subordinate's failure tolerance, negative feedback acceptance. Learning goal orientation fully mediated the relationship between superior's belief about possibility of subordinate's ability change and subordinate's self efficacy. And gender moderated the relationship between superior's belief about possibility of subordinate's ability change and subordinate's learning goal orientation because the positive relationship between two variables is stronger in the case of male subordinate than female subordinate. Finally, the implication of this study and the direction for future research were discussed.</p> Nakyoung Lee TaeYong Yoo Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-05-31 2015-05-31 26 4 173 197 10.24230/kjiop.v28i2.173-197 Interaction of work-family conflict, LMX, and sex in organizational commitment and organizational citizenship behaviors https://journal.ksiop.or.kr/index.php/KJIOP/article/view/149 <p>The current study examined the three-way interaction among work-family conflict, leader-member exchange (LMX), and sex in predicting organizational commitment and organizational citizenship behaviors (OCB). Specifically, it was hypothesized that LMX would alleviate detrimental effects of work-family conflict on organizational commitment and OCB in women but not in men. Work-family conflict was measured by family interfering work (FIW). In a sample of 325 workers, the three-way interaction among FIW, LMX, and sex was significant for affective commitment, normative commitment, and OCB toward organization (OCB-O). In particular, LMX alleviated the negative impact of FIW on affective commitment, normative commitment, and OCB-O among women, but not among men. This pattern was not observed on continuance commitment or OCB toward individuals (OCB-I). Implications and future research directions were discussed.</p> Jiwon Jang HyungIn Park Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-05-31 2015-05-31 26 4 199 223 10.24230/kjiop.v28i2.199-223 The effect of supervisors’ abusive supervision on organizational cynicism https://journal.ksiop.or.kr/index.php/KJIOP/article/view/150 <p>The purpose of this present study was to investigate the predictors of an interaction effect between supervisors’ abusive supervision and work performance level, especially focused on the relationship to employee’s organizational cynicism. In addition, this study examined the mediated moderation effect of supervisors’ work performance level through employee’s silence. The results from 300 participants provided evidence that (1) the interaction effect of supervisors’ abusive supervision with work performance level was positively related to organizational cynicism, (2) employee’s silence mediated the relationship between the interaction effect of supervisors’ abusive supervision with work performance level and organizational cynicism. Based on the results, implications of these findings, limitations and future study direction were discussed in general discussion.</p> HyunSun Park HyunSun Chung DongGun Park Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-05-31 2015-05-31 26 4 225 248 10.24230/kjiop.v28i2.225-248 The effect of leader empowering behavior on work engagement https://journal.ksiop.or.kr/index.php/KJIOP/article/view/152 <p>The purpose of this study was to examine the relationships among leader empowering behavior, job crafting and work engagement. Specially, this study investigated not only the influence of leader empowering behavior on job crafting and work engagement that is mediated by job crafting but also the moderating effects of core-self evaluation and person-job fit on the relationships between leader empowering behavior and job crafting and between job crafting and work engagement. Data were collected among 312 korean employees who were working in various organization via online survey. Online survey was conducted by 312 korean employees who were working in various organizations. First, correlation analyses were conducted and the results showed that there were positive relationship among main variables such as leader empowering behavior, job crafting, work engagement and etc.. Second, the results of structural equitation modeling analyses offered strong support for the proposed model(partial mediation model). Employees who were empowered by leader were most likely to craft their job, relationship and cognitive boundary and boost work engagement; job crafting, in turn, was predictive of work engagement. Third the results of hierarchial regression analyses showed that core-self evaluation did not moderate the relationship between leader empowering behavior and job crafting. However, there was a moderation effect of person-job fit on the relationship between job crating and work engagement. Employees who did job crafting had a greater impact on work engagement under the low person-job fit situation than the high fit situation. The implications and limitations of this study and the directions for future research were discussed on the basis of the results.</p> HyeSeon Kim Jinkook Tak Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-05-31 2015-05-31 26 4 275 299 10.24230/kjiop.v28i2.275-299 The effect of peer's impression management on employee's organizational behavior https://journal.ksiop.or.kr/index.php/KJIOP/article/view/133 <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> SoDam Park TaeYoung Yoo Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-02-28 2015-02-28 26 4 75 97 10.24230/kjiop.v28i1.75-97 The relationship between multidimensional traffic locus of control and reckless driving behavior https://journal.ksiop.or.kr/index.php/KJIOP/article/view/130 <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> ByoungHee Choi JuSuk Oh SunJin Park SoonChul Lee Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-02-28 2015-02-28 26 4 1 22 10.24230/kjiop.v28i1.1-22 The effects of store managers’ empowering leadership on contact employees’ cooperative behavior https://journal.ksiop.or.kr/index.php/KJIOP/article/view/131 <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> HackSoo Kim DaeHun Park JunHo Lee Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-02-28 2015-02-28 26 4 23 60 10.24230/kjiop.v28i1.23-60 The development and effect of risk sensitivity improvement program for driver https://journal.ksiop.or.kr/index.php/KJIOP/article/view/132 <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> Soonyeol Lee Copyright (c) 2015 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2015-02-28 2015-02-28 26 4 61 74 10.24230/kjiop.v28i1.61-74 The effectiveness of job embeddedness in turnover studies https://journal.ksiop.or.kr/index.php/KJIOP/article/view/180 <p>The main objective of this study is to investigate the strength of the relationship among job embeddedness, organizational commitment, job satisfaction, and turnover intentions among Korean employees using meta-analytic methods with theoretical rationale. The results from meta-analysis of 44 Korean studies are as follows. First, the true-score correlations among on-the-job embeddedness, fit to organization, organization-related sacrifice, and turnover intention are -.569, -.462, -.414 each (k = 14-30, N = 4657-8299); the 95% CIs and 80% CVs for all relationships had no zero. Second, the true-score correlations among on-the-job embeddedness, three sub-factors, and work-related attitudes (affective commitment, job satisfaction) are all positively correlated and the 95% CIs and 80% CVs for all relationships had no zero. Third, the magnitude of true-score relationship between on-the-job embeddedness and work-related variables is somewhat stronger in this meta-analysis than in counterpart studies in western countries. Finally, estimating the incremental validity of on-the-job embeddedness using meta-analytic structural equation model, on-the- job embeddedness remains negatively related with turnover intention, after affective commitment and job satisfaction are controlled. This meta-analytic findings contribute to understanding of the relationships among job embeddedness and work-related variables among Korean employees. Future studies should attempt to overcome the limitations of this study such as lack of information related to demographics. Further, more primary studies are needed since there were very few available studies on actual turnover and off-the-job embeddedness. Hopefully, this study will be a good guide for the future Korean studies on job embeddedness.</p> JongHyun Lee KangHyun Shin SeungGeun Baeck ChangGoo Heo Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-11-30 2014-11-30 26 4 743 779 10.24230/kjiop.v27i4.743-779 Work-Family Conflict and organizational commitment workers in small and medium sized enterprises https://journal.ksiop.or.kr/index.php/KJIOP/article/view/191 <p>The purposes of this study were to confirm the effect of work-family spillover toward organizational commitment of workers in small and medium sized enterprises, who offered less benefits for maintaining balanced life between workplace and household than major company, and to verify moderate effects of benefits. This study carried out 269 workers in small and medium sized enterprises located in metropolitan area. The major findings were summarized as follows: First, work-family negative spillover, work-family positive spillover, employee benefits showed effects on organizational commitment. Second, the moderating effect of benefits was shown on the relationship between work-family negative spillover and organizational commitment.</p> SooChan Choi HeeJong Lee SunA Chung JiSun Lee Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-11-30 2014-11-30 26 4 543 563 10.24230/kjiop.v27i3.543-563 Effect of pay satisfaction on organizational commitment https://journal.ksiop.or.kr/index.php/KJIOP/article/view/194 <p>The purpose of the present study was to examine the relative influences of sub-constructs of pay satisfaction on the sub-constructs of organizational commitment. This study also examined whether organizational trust has mediating effects on the relationships. Data were collected from 410 workers employed in a variety of organizations and a hierarchical regression was conducted to test hypothesis. Results indicated that the satisfaction for pay level has positive influence on continuance commitment, the satisfaction for pay system/management has positive influence on affective commitment and negative influence on continuance commitment, and the satisfaction for benefits has positive influences on all sub-constructs of organizational commitment. Also, the satisfaction for pay system/management and benefits has positive influences on the trust in management and members. The trust in management has negative influence on continuance commitment and the trust in members has positive influences on affective and normative commitment. In addition, the trust in members mediated partially the relationship between the satisfaction for pay system/management and affective commitment, and between the satisfaction for benefits and affective and normative commitment. The trust in management mediated partially the relationship between the satisfaction for pay system/management and continuance commitment, and between the satisfaction for benefits and continuance commitment.</p> Kwangsu Moon Hangsoo Cho Kyehoon Lee Shezeen Oah Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-11-30 2014-11-30 26 4 585 615 10.24230/kjiop.v27i3.585-615 The relationships between emotional labor and job-related variables https://journal.ksiop.or.kr/index.php/KJIOP/article/view/178 <p>The purpose of this study is to meta-analyze the relationships between the emotional labor and job-related variables such as burnout, turnover intention, job satisfaction, and organizational commitment among Korean emotional workers. In total, there were 11835 employees from 43 studies that were meta-analysed in the present study using Hunter and Schmidt(2004)’s and Borenstein et al.(2009)’s procedures. It was revealed that emotional labors, depending on whether they were surface acting or deep acting, have different relationships with criterion variables. That is, the surface acting was positively related with emotional exhaustion, depersonalization, and turnover intention. In contrast, the deep acting was negatively related with emotional depersonalization and positively related with organizational commitment. It was revealed that professionality of service was a thoretical moderator and source of papers was a methodological moderator. Comparing with a meta-analytic study in Western literature, it was shown that deep acting strategy would bring desirable results to organizations in terms of the relationships between emotional labors and criterion variables such as burnout, job satisfaction, and organizational commitment. Lastly, implications and limitations of the study, and directions for future research were discussed.</p> MoonSook Kim YeSil Kim Soonmook Lee Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-11-30 2014-11-30 26 4 683 717 10.24230/kjiop.v27i4.683-717 Scale development of occupational identity and testing model of antecedents and outcome variables of occupational identity https://journal.ksiop.or.kr/index.php/KJIOP/article/view/176 <p>The first purpose of this study was to define the construct of occupational identity and develop the scale of occupational identity, the second purpose of this study was to examine the factor structure of occupational identity using exploratory common factor analysis and test the discriminant validity of occupational identity with workplace satisfaction. The third purpose of this study was to test the model of antecedents and outcome variables of occupational identity using confirmatory factor analysis. For fulfilling these purposes, three studies conducted. Data gathered from 390 workers in study 1, 505 workers in study 2, 1,115 workers in study 3. As a result, the three-factor structure of occupational identity stably replicated, although the sample was changed. The occupational identity had discriminant validity with workplace satisfaction. Except for person-occupation fit(a subfactor of occupational identity) had a high correlation with general, occupational satisfaction(a subfactor of workplace satisfaction), other subfactors of occupational identity generally had low correlations with other subfactors of workplace satisfaction. It found that the occupational identity derived from occupational reputation, dedication to the occupation, occupational pride, and mission to the occupation. Furthermore, the occupational identity resulted in the purpose of the worker’s life and intention to continue the worker’s occupation. Based on these results, We made discussions about implications, limitations, and future research tasks.</p> HongJoon Yoo TaeYong Yoo TaeIn Chung Seongho Bae AReum Jo Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-11-30 2014-11-30 26 4 617 642 10.24230/kjiop.v27i4.617-642 Who can enjoy the unavoidable emotional labor https://journal.ksiop.or.kr/index.php/KJIOP/article/view/179 <p>The purpose of this study was to examine the positive effect of self-monitoring among emotional display rules (fostering positive emotion(FPE) &amp; suppressing negative emotion(SNE)) and consequential work attitude (job burnout &amp; work engagement). A sample of 191 hotel employees were participated in this study and data were analyzed by SPSS. The results are as follows. First, the main effect of FPE on work engagement was supported, but the main effect of SNE on job burnout was not. Second, the main effects of self-monitoring on engagement and burnout were supported. Third, the moderation effects of self-monitoring which buffer the relationship of SNE on burnout and which facilitate the relationship FPE on engagement were significant. Finally, the implications and limitations were discussed.</p> SeungGeun Baeck KangHyun Shin JongHyun Lee ChangGoo Heo Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-11-30 2014-11-30 26 4 719 742 10.24230/kjiop.v27i4.719-742 The effect of emotional labor strategy on job burnout and job engagement https://journal.ksiop.or.kr/index.php/KJIOP/article/view/181 <p>The purpose of this study was to examine the moderating effect of positive psychological capital to analyze that emotional labor strategy(surface acting, deep acting) impacts on the job burnout and job engagement using samples of 314 salesperson in distribution services. The results were as follows. First, the surface acting of emotional labor strategies was increased job burnout, but deep acting decreased job burnout and increased job engagement. Second, positive psychological capital had negative effect on job burnout and positive effect on job engagement. Third, positive psychological capital had moderating effect between deep acting and job engagement. But, in contrast to the job engagement, job burnout had not effect on the moderation of positive psychological capital. That is, positive psychological capital was not a buffering effect between deep acting and job burnout, but worked as facilitator in a relationship between deep acting and job engagement. Finally, the implications and limitations of the present study as well as the future directions of this area were discussed.</p> SunAe Park JaeChang Lee Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-11-30 2014-11-30 26 4 781 804 10.24230/kjiop.v27i4.781-804 A study on an exit interview process, influencing the withdrawal of a turnover decision https://journal.ksiop.or.kr/index.php/KJIOP/article/view/182 <p>This study aims to explore the reasons why employees of semiconductor manufacturing plants make a turnover decision, and their experiences on the factors that influence the withdrawal of a turnover decision during an exit interview with one’s superior and a human resources department staff in charge. The total number of participants was twelve, and the data was collected by conducting an in-depth interview and analyzed by Consensual Qualitative Research (CQR) method. The study results showed that there were three determinants of making a turnover decision: personal reasons irrelevant to an organization, conflicts with one’s superior, colleagues and subordinates, and a stress due to uncontrollable tasks. Four major factors that influence one’s withdrawal of a turnover decision during an exit interview with one’s superior and a human resources staff in charge were found: the interviewer him or herself, interviewer’s interview skills and attitude, participants’s cognitive and emotional changes, and the problem solving. Following the making of a turnover decision and a withdrawal, the participants experienced the weakening of a self-concept and the changes to their perspectives on an organization. This study is meaningful in the following respects. The research aimed at the members of an organization who actually had a turnover decision, and examined the factors that influenced the withdrawal of a turnover decision through an exit interview process for the first time. This study could serve as the basis when introducing a workplace counseling system or a training program for counseling techniques within an organization or a company, whilst also contributing significantly to the development of interview, leadership and communication training programs for the managers carrying out employee interviews within an organization.</p> HyangSook Jeon EunJa Wang Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-11-30 2014-11-30 26 4 805 830 10.24230/kjiop.v27i4.805-830 The effects of work centrality on active ageing among the older adults https://journal.ksiop.or.kr/index.php/KJIOP/article/view/193 <p>This aimed to investigate the effect of work centrality during one’s entire career on the post-retirement adaptation(esp. active ageing) among older persons. Specifically, it was intended to study the mediating effect of generativity on the work centrality and active ageing and the moderating effect of future time perspective on the relationship between generativity and active ageing. By analysing the data from the retired older persons(55~70 yrs.), it was found in this study that generativity fully mediated the effect of work centrality on active ageing the following results. However, there was not significant moderating effect of future time perspective. These results did not support the role theory, but confirm the prediction based on the continuity theory which holds that older adults attempt to preserve and maintain existing internal and external structures and they prefer to accomplish this objective by using strategies tied to their past experiences.</p> Songhwa Doo JaeYoon Chang Juil Rie Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-11-30 2014-11-30 26 4 565 584 10.24230/kjiop.v27i3.565-584 The relations between personality factors and Organizational Citizenship Behaviors mediated by job-satisfaction https://journal.ksiop.or.kr/index.php/KJIOP/article/view/177 <p>The purpose of this study was to conduct meta-regression analysis to investigate the relations between personality factors and organizational citizenship behaviors(OCBs) mediated by job satisfaction. In order to meta-analyse 153 studies conducted in Korea, Hunter and Schmidt’s(2004) and Borenstein, Hedges, Higgins, &amp; Rothstein’s(2005) meta-analytic procedures were adopted. R<span style="text-decoration: line-through;">e</span>sults showed that all the subcategories of OCBs have generalizable relations across studies with conscientiousness and agreeableness whereas individuals-oriented and organization-oriented OCBs have generalizable relations across studies with neuroticism and openness to experience. In addition, individuals-oriented and change-oriented OCBs have generalizable relations across studies with extroversion. Comparison of different rating methods revealed that self-reporting method has larger effect size than that of other-rating method due to common method effect. In meta-analytic regression analysis, all of the personality factors were mediated by both facet and overall job satisfaction. Lastly, the implications and limitations of this research were discussed.</p> YeSil Kim Soonmook Lee KangHyun Shin Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-11-30 2014-11-30 26 4 643 682 10.24230/kjiop.v27i4.643-682 A study on the characteristics of college graduate job seekers who strongly believe unfounded tips on the successful job interview https://journal.ksiop.or.kr/index.php/KJIOP/article/view/184 <p>Based on the perspective of Spence(1973)'s signaling theory, this study aimed to find out the unfounded tips on the successful job interview which were pervasive among college graduate job seekers, and to investigate the job seekers' characteristics which make them to strongly believe the unfounded tips. Using data from 120 college graduate job seekers and 77 managers who had experience of selection interview, this study could draw a lot of unfounded job interview tips which showed substantial difference of the perceived effectiveness of interview tips between job seekers and managers. After finding out the unfounded interview tips, this study also investigated the characteristics of job seekers who strongly believe them. The results showed that the degree of believing the unfounded job interview tips was positively related to the strength of formal job search behavior and the job seeking related stress, and negatively to having clear career planning.</p> HanUlAn Baek JaeYoon Chang Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-08-31 2014-08-31 26 4 519 542 10.24230/kjiop.v27i3.519-542 The effect of ego-resilience and perception of social support on job satisfaction and burnout https://journal.ksiop.or.kr/index.php/KJIOP/article/view/183 <p>The purpose of this study is to investigate the relationship between ego-resilience, perception of social support, job satisfaction and burnout. Also, this study examined the mediating effect of perception of social support on the relationship between ego-resilience and job satisfaction and the relationship between ego-resilience and burnout. Data were collected from 252 employees from a number of companies in korea. The collected data were statistically analyzed through correlation analysis and regression analysis by Baron and Kenny with SPSS 19.0. The result of correlation analysis showed that the relationship between ego-resilience and job satisfaction was significantly positive and the relationship between ego-resilience and burnout was significantly negative. And the relationship between perception of social support and job satisfaction was significantly positive and the relationship between perception of social support and burnout was significantly negative. Also, The result of regression analysis showed that perception of social support partially mediated the relationship between ego-resilience and job satisfaction, the relationship between ego-resilience and burnout. In other words, we confirmed that ego-resilience and perception of social support raised job satisfaction, and decreased the burnout. ego-resilience not only effected on the perception of social support but also on job satisfaction and burnout. Finally, based on the result we discussed significance, limitation of this study and implication for further research.</p> Bobae Ahn SeaYoung Park Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-08-31 2014-08-31 26 4 497 517 10.24230/kjiop.v27i3.497-517 The effect of proactive personality on job performance https://journal.ksiop.or.kr/index.php/KJIOP/article/view/201 <p>The purpose of the present study was to (1) examine the relationships between proactive personality and organizational citizenship behavior as well as task performance and (2) test the moderating effects of job meaningfulness, supportive leadership and autonomy culture(each representing task, social and organizational level) on these relationships based on the trait activation theory(TAT). A total of 435 employees working at various companies in Korea participated in a survey, and 404 data were used for statistical analysis after elimination of inadequate samples. The results of correlation analyses showed that proactive personality was significantly related to both organizational citizenship behavior and task performance. Furthermore, the results of hierarchial regression analyses demonstrated that job meaningfulness and supportive leadership moderated the relationship between proactive personality and organizational citizenship behavior, while the moderating effect of autonomy culture on the relationship between proactive personality and task performance was supported. Finally, the implications and future research directions were discussed.</p> DongUk Kim YoungSeok Han MyoungSo Kim Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-05-31 2014-05-31 26 4 471 495 10.24230/kjiop.v27i2.471-495 The mediating effect of silence motivation on the relationships among employee silence behavior, perceived supervisor support, and perceived procedural justice https://journal.ksiop.or.kr/index.php/KJIOP/article/view/195 <p>The purposes of this study were to investigate the relationship between perceived supervisor support and employee silence behavior, the mediating roles of acquiescent silence motivation and defensive silence motivation in the relationship between perceived supervisor support and employee silence behavior, the relationship between perceived procedural justice and employee silence behavior, and the mediating roles of acquiescent silence motivation and opportunistic silence motivation in the relationship between perceived procedural justice and employee silence behavior. Using the survey research method, data were collected from 498 employees who were working in a variety of organizations in Korea. The results of this study showed that perceived supervisor support is negatively related with employee silence behavior. And the relationship between perceived supervisor support and employee silence behavior is partially mediated by acquiescent silence motivation and defensive silence motivation. Also, perceived procedural justice is negatively related with employee silence behavior. The relationship between perceived procedural justice and employee silence behavior is fully mediated by acquiescent silence motivation and opportunistic silence motivation. Based on these results, we discussed the implications of study, limitations, and the suggestions for future research.</p> AReum Jo TaeYong Yoo Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-05-31 2014-05-31 26 4 291 315 10.24230/kjiop.v27i2.291-315 The effects of achievement goal orientations and safety climate on safe and unsafe behavior https://journal.ksiop.or.kr/index.php/KJIOP/article/view/198 <p>The purpose of this study is to test the effect of achievement goal orientations and safety climate on safe and unsafe behaviors. Safe behaviors were measured by observances and automatic safe behaviors, and unsafe behaviors by violations and mistakes. Three fifty employees from corporations were participated in this research. Both mastery approach goal and performance approach goal orientations have significant positive relations with the safe behaviors and negative relations with the unsafe behaviors, but both mastery avoidance goal and performance avoidance goal orientations have significant negative relations with the safe behaviors and positive relations with the unsafe behaviors. This results suggest to confirm the multiple goal perspective of the achievement goal orientation argued both mastery goal and performance goal orientations have relations with adaptive and maladaptive behaviors. Safety climates measured by five factors, management values, safety practice, safety training, safety communication, and supervisor leadership, were significant positive relations with safe behaviors and negative relations with unsafe behaviors. Specially safety climates have significantly stronger correlations with unintentional behaviors(automatic safe behavior and mistake) than intentional behaviors(observance and violation). The relative contributions of individual variables and organizational variables to safe and unsafe behaviors were discussed.</p> JiHee Jung YoungSeok Park Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-05-31 2014-05-31 26 4 367 388 10.24230/kjiop.v27i2.367-388 The effects of Work-Life Harmony and Leader-Member exchange on organizational commitment https://journal.ksiop.or.kr/index.php/KJIOP/article/view/196 <p>Many companies have started to pay attention to the promotion of employee happiness and offer a variety of benefit plans to improve company productivity. Work-life harmony and leader-member exchange are important parts of the quality of working life. Organizational commitment is directly related to organizational performance. The purpose of this study was to examine the effects of work-life harmony and leader-member exchange on organizational commitment through employee happiness at work. Data was collected from 530 workers employed in a variety of organizations. It was found that work-life harmony and leader-member exchange quality were significant predictors of employee happiness at work and that the happiness at work was a significant indicator of organizational commitment. In addition, the happiness at work completely mediated the relationships between work-life harmony and organizational commitment, and partially mediated the relationships between leader-member exchange and organizational commitment. The results of this study will be helpful for employees and organizations as it will offer solutions to promote employee happiness and improve company productivity. In addition, it can be utilized as a basic resource for a corporate welfare system.</p> JiYeon Park YoungHwa Son Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-05-31 2014-05-31 26 4 317 338 10.24230/kjiop.v27i2.317-338 Conflict Mindset https://journal.ksiop.or.kr/index.php/KJIOP/article/view/199 <p>Previous research found that task conflict and relationship conflict are highly correlated and calls for research on factors that buffer the detrimental effects of relationship conflict for the beneficial effects of task conflict on team performance. With the cognitive approach to conflict construal processes, the present research argues that conflict mindset, a mental frame that people adopt in making sense of conflict situations, plays an important role in shaping responses to relationship conflict, which affects the destructive outcomes of relationship conflict such as diminished feeling of relationship closeness with the other party. Survey data were collected from 272 college students. This research identified two different types of conflict mindset, and found that learning mindset has a positve relation with relationship closeness and this relation is partially mediated by a chain of cooperative resolution strategy, perceived fairness of the other's behavior, and residual emotion, while judgmental mindset has an indirect relation with relationship closeness via the path between avoidance strategy and residual emotion. The results indicate that conflict mindset is important in explaining conflict responses and different conflict outcomes in terms of relationship maintenance, and furthermore learning mindset can be effective in buffering the damaging effects of relationship conflict. Finally, theoretical and practical implications, limitation and suggestion for future research are discussed.</p> Sunyoung Oh Yongwon Suh Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-05-31 2014-05-31 26 4 389 418 10.24230/kjiop.v27i2.389-418 The Five-Factor Model of Workplace Spirituality https://journal.ksiop.or.kr/index.php/KJIOP/article/view/202 <p>The purpose of the present study is to propose comprehensive conceptual model of workplace spirituality(WS) and to develp a scale that can measure the WS. In study 1, the five-factor model of WS was proposed, and 39 items were developed for constructing workplace spirituality index(WSI) scale. The 5-factor model of WS included the followings: 1) ‘a sense of inner life’ toward oneself, 2) ‘a sense of calling’ toward one's work, 3) ‘a sense of empathy’ toward one's colleagues, 4) ‘a sense of community’ toward on's organization, and 5) ‘a sense of transcendence’ above and beyond one's ego. A sample of 239 participants from six global companies completed the scale, and an exploratory factor analysis showed 5 factor structure, and 23 items were selected to constuct a final WSI scale. In study 2, a cross-validation study was conducted with a sample of 161 participants. A confirmatory factor analysis indicated a satisfactory fit for the 5-factor model of WS, and a secondary factor analysis revealed that the five factors were well converged into the higher factor of the whole WS. In study 3, a discriminant validation study was conducted with a sample of 400 employees to show a discriminant validity between WS and subjective well-being (SWB), quality of working life (QWL), and perceived value of work (PVW). The results showed that WS was a different construct with the above related concepts. Finally, theoretical and practical implications were discussed, and limitations and future suggestions were described.</p> Sangchoong Roh Yongwon Suh Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-05-31 2014-05-31 26 4 419 447 10.24230/kjiop.v27i2.419-447 The impact of superior’s anger out on employees’ creative process engagement https://journal.ksiop.or.kr/index.php/KJIOP/article/view/197 <p>This research aimed to investigate the impact of superior’s anger out on the employees’ creative process engagement, the mediating effect of negative mood, and the moderating effects of the personal identification with the leader. To examine these ideas, we conducted a survey and collected data from 211 employees of diverse organizations. Results result showed that superior’s anger out was positively related to the employees’ negative mood. The negative mood of the employees, however, had no significant effect on the creative process engagement and it did not mediate the relationship of the superior’s anger out with employees’ creative process engagement. Lastly, personal identification with the leader significantly moderated the relationship between the superior’s anger out and the employees’ negative emotion. That is, results revealed that those employees who had higher level of personal identification with the leader regarded his/her anger out as a signal of dissatisfaction toward their work performance, tended to exert more effort to resolve the problems creatively. Applied implications of the results are discussed.</p> SeulKi Lee JaeYoon Chang Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-05-31 2014-05-31 26 4 339 366 10.24230/kjiop.v27i2.339-366 Conflict transformation https://journal.ksiop.or.kr/index.php/KJIOP/article/view/200 <p>This study investigated the conflict transformation pattern and the mediating role of emotions in nurse-physician conflicts. Nurses experience relatively heavier amount of relationship conflict compared to physicians. Relationship conflicts are known to have adverse effects on team satisfaction and team performance. Using a five-day diary study, data was collected from nurses in large hospitals. The respondents selected the physicians with the most frequent interaction, and answered questionnaires regarding that specific interaction while most existing studies used the information elicited from the interaction with the most conflicts. Several HLM analyses on conflicts scales showed that there were conflict transformation from task conflict to relationship conflict and that positive emotion mediated the transformation process. In other words, once task conflict was experienced, positive emotion decreases, and the decrease leads to the increase of relationship conflict the following day. However, the emotion itself did not carry over to the next day. This result suggests that nurses are capable of psychological detachment, which buffers the emotional association for two consecutive days.</p> Byungjoo Lee JaeYoon Chang Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-05-31 2014-05-31 26 4 449 469 10.24230/kjiop.v27i2.449-469 The consistency effect between applicants’ personality traits and job characteristics on employment advertisement https://journal.ksiop.or.kr/index.php/KJIOP/article/view/205 <p>This study aims to examine the effect of consistency between applicants’ personality traits and job characteristics on employment advertisement. There are few empirical evidences about the consistency of personality traits and job characteristics, particularly in the employment advertisement, even though literature has shown that person-job (P-J) fit and person-organization (P-O) fit are strongly related to organization attractiveness and job choice decisions. The data were collected from a experiment of undergraduate students at a large Korean University. Using a ratin-square design and a eye-movement system in order to control over the order effect of stimuli presentations, the eighty subjects were given a series of employment advertisement one month after they completed the personalty test of NEO FFI-3. The employment advertisement material includes job requirements which represent a specific traits along with applicants’ personality traits. The result shows that the personality-based consistency between individuals traits and job characteristics is fairly associated with perception of person-job fit and intention to job acceptance. However, Results indicate a weak relationship between personality-based consistency and organizational attractiveness on employment advertisement. This study provides unique contributes to the literature by exploring how personality-based consistency between individuals and jobs influences perceived person-environment (P-E) fit and job choice decisions. Theoretical implications to the personality and recruitment literature are discussed along with practical suggestions to manager that are responsible for human resource management.</p> Byunghwa Yang Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-02-28 2014-02-28 26 4 55 81 10.24230/kjiop.v27i1.55-81 The relationship between daily mood and Creative Process Engagement(CPE) https://journal.ksiop.or.kr/index.php/KJIOP/article/view/209 <p>The current study investigates how daily mood(positive or negative affect) alters creative behaviors of employees, and how personality traits(conscientiousness and openness to experience) moderate this relationship. In particular, assuming that mood in organization varies on a daily basis, we focused on the relationship between general mood in the workplace and creative process engagement(CPE) at a within-person level. Based on the previous literature review on how emotional valence stimulates creative behaviors, we developed and tested hypotheses stating that positive mood would facilitate creative behaviors while negative mood would inhibit them. Moreover, as moderators, we examined the effects of conscientiousness and openness to experience of the Five-Factor traits which either strengthen or weaken the relations between mood and creative behaviors. The model was tested on a sample of 71 employees of large companies in Korea. We collected and analyzed data on mood and CPE for 10 working days. As a result, it was found that daily positive mood enhances CPE while negative mood hinders it, and conscientiousness attenuates the effect of mood on CPE. In particular, for those with high conscientiousness, the influence of mood on CPE was not as strong, and highly conscious people portrayed a relatively stable and high level of CPE. We concluded with a discussion of the contribution of between-and within-person level variables in predicting creativity and its practical implications as well as limitations.</p> JaeYoon Chang Hyejin Moon Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-02-28 2014-02-28 26 4 165 189 10.24230/kjiop.v27i1.165-189 Exploration of predictive variables of emotional labor in subordinate roles and verification of the relations model between emotional labor and burnout https://journal.ksiop.or.kr/index.php/KJIOP/article/view/213 <p>The purpose of this study was to (1) explore the predictive variables of emotional labor(surface acting and deep acting) in relations with supervisors in terms of individual, relational and organizational perspective, (2) examine the relationship between emotional labor and burnout(emotional exhaustion, cynicism and inefficacy), and (3) propose and test the relations model of emotional labor with predictors and criterion. A total of 435 employees working at various companies in Korea participated in an on-line survey, and 401 data were used for statistical analysis after elimination of inadequate sample. The results showed that individual positive affective, negative affective, supervisor's defensive communication style and hierarchical organizational culture affected surface acting, while deep acting was influenced by individual affects and hierarchical organizational culture. In addition, the result of hierarchical regression analysis demonstrated that surface acting affected all of three factors of burnout, whereas deep acting affected cynicism and inefficacy. All of the fit indices of the relations model of emotional labor were acceptable, supporting the validity of the model. On the basis of the results, the implications and future research directions were discussed.</p> GeonWoo Park MyoungSo Kim YoungSeok Han Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-02-28 2014-02-28 26 4 267 290 10.24230/kjiop.v27i1.267-290 A study on the effect of psychological characteristics on aviation safety https://journal.ksiop.or.kr/index.php/KJIOP/article/view/203 <p>This study aims to reveal what personal characteristics are related to aviation accidents. For this purpose, the individual’s psychological traits revealed in the previous studies are classified in the aspect of personality, attitude, emotion, cognition and physical condition and questionnaires are designed accordingly. It carried out group mean test and Logistic Regression on the response data from 140 ROK Air Force pilots. The result of the mean test showed no characteristics that distinguish the ones who experienced aviation safety risk from the ones who did not, but it revealed that the distinct characteristics between the ones who violated ROE regulation and the ones who did not consist of two factors of conscientiousness and chronic stress. The result showed significant differences between the aviation incidents experience group and inexperience group in 11 characteristic factors of risk seeking, risk acceptance, lack of discipline, neglect of warning, anxiety, depression tendency, inattention, vigilance, risk sensitivity, forthrightness, and chronic fatigue/condition. Between the Near Miss/ACAS experience group and inexperience group, the mean test showed differences in 4 characteristic factors of anxiety, inattention, risk acceptance and chronic stress. The result of Logistic Regression indicated that the characteristic factors that distinguish the incident experience group from the incident inexperience group with high predictability are 4 factors consist of risk sensitivity, chronic fatigue/condition, anxiety, and depression tendency, and the factor that distinguish the Near Miss/ACAS experience group from the Near Miss/ACAS inexperience group turned out to be anxiety. The present study has significance in disclosing the pilot characteristic factors related to aviation accident or risk by taking pilots as test subject. The result of the study is discussed in light of its theoretical and practical implications as well as its restrictions.</p> Jeongyeol Choi Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-02-28 2014-02-28 26 4 1 20 10.24230/kjiop.v27i1.1-20 The relationships between personal needs and subjective career success https://journal.ksiop.or.kr/index.php/KJIOP/article/view/212 <p>The purpose of this study was to examine the mediating effects of networking behaviors on the relationships between individual needs and subjective career success. Data were obtained from 197 employees in various organizations who have been employed for more than two years. Structural equation analyses were conducted to test hypotheses. Results showed that achievement needs affected task networking behavior and affiliation needs affected affiliative networking behavior. Only task networking behavior affected subjective career success. Thus, task networking behavior mediated the relationship between achievement needs and subjective career success. Finally implications, limitations, and future studies were discussed.</p> <p>&nbsp;</p> SeungHye Kang Jinkook Tak Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-02-28 2014-02-28 26 4 249 266 10.24230/kjiop.v27i1.249-266 Validation of the Korean version of Multidimensional Calling Measure(MCM-K) https://journal.ksiop.or.kr/index.php/KJIOP/article/view/210 <p>The purpose of the present research was to examine the reliability, validity and factorial structure of the Korean version of Multidimensional Calling Measure(MCM). The items from the original scale were translated into Korean and back-translated prior to the distribution to 385 working adults in various vocations. Internal and external values were used in order to test convergent and discriminant validities, and Brief Calling Scale and Korean version of the Calling and Vocation Questionnaire(CVQ-K) were used in terms of examining concurrent validity. In addition, autonomy was used as the independent variable, and several work-related variables(career commitment, organizational commitment, organizational identification, and burnout) as well as life-related variables (meaning in life and life satisfaction) were used as dependent variables for testing predictive validity. Results from the confirmatory factor analysis supported the three factor structure in the Korean version, as in the original scale. MCM-K showed higher correlation with the internal value than the external value, and it also showed significant positive relationship with both Brief Calling Scale(BCS) and Korean version of Calling and Vocation Questionnaire(CVQ-K). Furthermore, the relationships with independent and dependent variables were consistent with previous research, confirming the predictive validity of the scale. Such results altogether imply that MCM-K is a reliable and valid tool for measuring and studying the concept of calling within Korean society. Directions for future research and limitations were also discussed.</p> YooJin Ha Yeeun Choi HaeYoung Eun YoungWoo Sohn Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-02-28 2014-02-28 26 4 191 220 10.24230/kjiop.v27i1.191-220 The effect of applicant’s impression management strategies on personality rating in interview https://journal.ksiop.or.kr/index.php/KJIOP/article/view/208 <p>The purpose of this study was to examine the influence of impression management strategies on Big 5 personality rating in interview. We made up four different videos that the same hypothetical applicant used different impression management strategies during the three minutes interview. The hypothetical applicant used a combination of the assertive strategy(high versus low) and non-verbal strategy(use versus no-use). The sixty-eight raters evaluated Big 5 personality traits of the applicant after they watched one of four videos(2 × 2 experimental conditions). It was found that the raters evaluated the applicant's emotional stability and openness were high when the applicant used high assertive strategy than low assertive strategy. Also, the raters evaluated the applicant was more extroverted, agreeable, conscientious, emotionally stable, open when the applicant used non-verbal strategy(such as eye-contact, smiling, and nodding) than not used. In addition, interaction effect between the assertive strategy(high versus low) and non-verbal strategy(use versus no-use) was found in the rating of emotional stability. Specifically, the simple main effect of assertive strategy was not strong when the applicant used non-verbal strategy. But the rater evaluated the applicant was more emotionally stable in high assertive strategy condition than low assertive strategy condition when the applicant not used non-verbal strategy. Finally, theoretical and practical implications, limitations of this study, and future research tasks were discussed.</p> SoHyun Park TaeYong Yoo Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-02-28 2014-02-28 26 4 137 164 10.24230/kjiop.v27i1.137-164 Proactive career behavior of middle-aged worker for post-retirement career https://journal.ksiop.or.kr/index.php/KJIOP/article/view/211 <p>Career transition of middle &amp; young-old aged workers before their complete labor force withdrawal have received more attention in countries where aging society is progressing rapidly. Given that organizations and society may not be able to provide a full support for career transition of middle &amp; young-old aged workers, self-directed career management of individual workers may be a key factor for the successful second career. The purpose of this study was to examine the factors that many affect the proactive career behavior of middle &amp; young-old aged workers for post-retirement career. The proactive career behavior of middle &amp; young-old aged workers may be associated with various contexts(i.e. organizational factor, social factor) as well as individual factors. the study took multilevel approach to capture the nature of the work environment of the career middle &amp; young-old age. At the individual level, core self evaluation, work ability and mentoring were considered as predictor variables of proactive career behavior. The study also examined the cross-level moderating effect of employment security at the organizational level. Data were collected from 127 middle &amp; young-old aged workers in 33 organizations. The data were analyzed with Hierarchical Linear Model(HLM). The results of the study found that positive effect of core self evaluation, work ability and mentoring on proactive career behavior at the individual level. employment security moderated the relationships between pre-retirement proactive career behavior and the predictor variables(i.e. work ability, mentoring).</p> HyeonJu Lee TaeYoung Han Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-02-28 2014-02-28 26 4 221 248 10.24230/kjiop.v27i1.221-248 The relationship of Transformational Leadership and innovative behavior https://journal.ksiop.or.kr/index.php/KJIOP/article/view/207 <p>The current study was aimed to test the mediational effects of gratitude and life satisfaction on the link between transformational leadership and innovative behavior. In order to examine the hypothesis, 374 employees were sampled. In structural equation modeling, the hypothetical model explaining the structural paths and the fit of the model were evaluated. The results showed that gratitude and life satisfaction mediated the relations between transformational leadership and innovative behavior. Additionally, the associations between transformational leadership and gratitude was moderated by organizationally-prescribed perfectionism. The implications and limitations of the study, and suggestions for future studies are discussed.</p> ByungJik Kim JiYeon Kim Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-02-28 2014-02-28 26 4 107 136 10.24230/kjiop.v27i1.107-136 What would be a prictor and outcome of career success to senior in the frame of time? https://journal.ksiop.or.kr/index.php/KJIOP/article/view/206 <p>The purpose of this study was first to exmine the influence of career and organizational commitment on subjective career success, and mediating role of career and organizational commitment between proactive personality and career success. Second, moderating and mediating effects of self-efficacy between subjective career success and future time perspective were exmined. Third, the mediation role of the future time perspective between active aging and subjective career success was exmined. Data was collected on 144 retired emploees above 55 years old, and 256 employees ranged from 55 to 70 years old. Results first showed that career and organizational commitment had main effect on subjective and objective career success. Second, it indicated that career and organizational commitment mediated the relationship between proactive personality and career success. Third, the results of hierarchical regression and structural equation modeling showed that self-efficacy moderated and mediated the relationship between subjective career success and future time perspective. Lastly, the results of structural eqauation modeling indicated mediating effect of futre time perspective on relationship between subjective career success and active aging. Finally, implications of the results, limitations of this study, and directions of future research were discussed.</p> InJo Park Juil Ree Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-02-28 2014-02-28 26 4 83 105 10.24230/kjiop.v27i1.83-105 A study on the influence of Authentic Leadership on psychological contract https://journal.ksiop.or.kr/index.php/KJIOP/article/view/204 <p>This study investigated the influence of authentic leadership on psychological contract. In addition, through mediation analysis, mediating roles of procedural justice and leader trust were examined. The data was collected from 180 employees working with several companies based in Korea. Furthermore, 162 responses were put into analysis after filtering out inappropriate responses. The results showed that authentic leadership has positive relationship with psychological contract, procedural justice, and leader trust. Additionally, both procedural justice and leader trust have positive relationship with psychological contract. Mediation analysis suggested significant mediating effects for both procedural justice and leader trust. Finally, based on the result of the analysis, implications, limitations and suggestions for future research were discussed.</p> Joonwon Choi Byungjoo Lee Copyright (c) 2014 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2014-02-28 2014-02-28 26 4 21 54 10.24230/kjiop.v27i1.21-54 What makes professional officers hard in military life? https://journal.ksiop.or.kr/index.php/KJIOP/article/view/220 <p>The present study was conducted to examine psychological mindsets concerning what makes professional officers hard in military life. A semi-structured interview was arranged to 12 active and reserve officers who have serviced for more than 5 years in the army. Sixty eight Q statements were selected through case studies. Then, the 33 active officers who were selected as P sample were asked to answer the question, ‘what is the hardest aspect up to now in your military life’. The responses were classified by factor analysis employing the Q-Methodology. According to the results, the types of perception about the hardest aspect of military life are as follows; ‘Promotion oriented type’, ‘demonstration effect oriented type’, ‘organization oriented type’, ‘hierarchical obedience oriented type’, ‘environmental instability type’, ‘perception of discrimination type’, and ‘perception of insufficient reward/support type’. Based on these findings, implications of the present study on adjustment to military life and directions for future research were discussed.</p> Il Park Minsun Kim Younggun Ko Copyright (c) 2013 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2013-11-30 2013-11-30 26 4 625 658 10.24230/kjiop.v26i4.625-658 The influence of work values on the employees’ organizational commitment https://journal.ksiop.or.kr/index.php/KJIOP/article/view/215 <p>The first purpose of the study was to examine the mediating effect of work engagement and job satisfaction on the relationship between work values and organizational commitment. And the second purpose was to examine the moderating effect of person-organization fit on the relationship of work values and work engagement, organizational commitment. The survey data were gathered from 253 employees in Korea. As results, intrinsic work values had more positive effects on organizational commitment than extrinsic work values. Work engagement and job satisfaction sequentially mediated in the relationship between intrinsic/extrinsic work values and organizational commitment. Also, person- organization fit did not moderate the association between intrinsic/extrinsic work values and work engagement, but person-organization fit had moderating effect on the link between intrinsic/extrinsic work values and organizational commitment. This results indicated that the relation of intrinsic work values to organizational commitment was stronger when person-organization fit was high than low. The relation of extrinsic work values to organizational commitment was positive when person-organization fit was high, but the relation was negative when person-organization fit was low. Implications and directions for the future research were discussed.</p> YeSeul Jung JiYoung Park YoungWoo Sohn YooJin Ha Copyright (c) 2013 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2013-11-30 2013-11-30 26 4 507 532 10.24230/kjiop.v26i4.507-532 The relationship between physical environment and safety behavior https://journal.ksiop.or.kr/index.php/KJIOP/article/view/217 <p>The purposes of this study were to examine the influence of physical environment on both organizational commitment and safety behavior, the mediating effect of organizational commitment in the relationship between physical environment and safety behavior, and the moderating effect of safety climate in the relationship organizational commitment and safety behavior. Date were gathered from 281 employees who were working in manufacturing organization in Korea. The collected data were statistically analyzed though t-test, correlation analysis and Structural Equation Model(SEM) with SPSS 18.0, AMOS 18.0. The results showed that physical environment, organizational commitment, and safety climate had positive relationships with safety behavior. And Organizational commitment partially mediated the relationship between physical environment and safety behavior. But, safety climate hadn't a moderating effect between organizational commitment and safety behavior. Finally, implication of result and future research task were discussed with limitations.</p> BeomJin Lee SeaYoung Park Copyright (c) 2013 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2013-11-30 2013-11-30 26 4 555 577 10.24230/kjiop.v26i4.555-577 The role of empathy(emotional contagion, empathic concern) in service relationship https://journal.ksiop.or.kr/index.php/KJIOP/article/view/218 <p>This study was intended to examine the influence of service worker’s empathy(emotional contagion, empathic concern) on their burnout and engagement. We hypothesized empathy as interactive emotional trait would have incremental interpretation over emotional intelligence and PANAS as individual emotional trait. The participants were 226 employees of a call center. The primary implications were followings. First, empathy significantly influenced on burnout and engagement even after control of emotional intelligence and emotional labors(surface acting, deep acting). Second, there is no moderating effect of emotional contagion on the relation between surface acting and burnout that high surface acting influenced high burnout regardless of the emotional contagion level. Third, deep acting mediated between empathic concern and engagement. Forth, empathic concern reduced the influence of emotional contagion on burnout. Finally, the implications and limitations were discussed.</p> ChangGu Heo JungYeon Jo KangHyun Shin Copyright (c) 2013 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2013-11-30 2013-11-30 26 4 579 597 10.24230/kjiop.v26i4.579-597 Effects of reinforcement delay and rule explicitness on work performance https://journal.ksiop.or.kr/index.php/KJIOP/article/view/214 <p>This study examined the effects of reinforcement delay and rule explicitness on performance. A 2 (immediate vs. delayed reinforcement) x 2 (explicit vs. implicit rule) factorial design was used. Eighty college students were recruited as participants and were randomly assigned to the four experimental groups. They performed a simulated work task and the dependent variable was the number of the work task correctly completed. Results indicated that in the delayed reinforcement condition, performance for the group who was given an explicit rule was higher than that for the group who was given an implicit rule. In the immediate reinforcement condition, however, performance for both groups was comparable.</p> Minji Kang Kyehoon Lee Shezeen Oah Copyright (c) 2013 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2013-11-30 2013-11-30 26 4 489 505 10.24230/kjiop.v26i4.489-505 The effect of empowering leader behavior on innovative behavior and job engagement https://journal.ksiop.or.kr/index.php/KJIOP/article/view/216 <p>The purpose of this study was to examine not only the relationships between empowering leader behavior and innovative behavior and job engagement, but also the moderating effects of supervisor trust and learning organization on the relationships between empowering leader behavior and outcome variables. Data were obtained from 207 employees who are working in various organizations. The results of correlation analysis showed that empowering leader behavior was positively related to innovative behavior and job engagement. Supervisor trust and learning organization moderated the relationships between empowering leader behavior and innovative behavior and job engagement. Finally, the implications and limitations of this study and the directions for future research were discussed.</p> SunHwa Jung JinKook Tak Copyright (c) 2013 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2013-11-30 2013-11-30 26 4 533 553 10.24230/kjiop.v26i4.533-553 Exploratory factor analysis on situational judgment data after controling for scenario effect https://journal.ksiop.or.kr/index.php/KJIOP/article/view/219 <p>We demonstrated how to perform exploratory factor analysis on situational judgment data of creative personality. Situational judgment test(SJT) has a long history of 80 years and has settled down in industrial/organizational settings for the last 20 years. However, we have not overcome the problem of estimating construct because item scores in SJT contain method effect generated by the scenarios as well as response scores to the substantive questions. We applied Asparouhov and Muthen’s(2009) logic of explorary structural equation modeling(ESEM) to open an approach to estimating common factor structures after controling for the method effect generated by scenarios. Using ESEM, it is possible to specify measurement error correlations in the frame of structural equation modeling and to use exploratory approach to factor analysis on the remaining part of data. As a result we could estimate a four-factor structure on data of 40 items with eight scenarios measuring creative personality of college students.</p> JunJae Namgung Soonmook Lee HyoSun Kim Copyright (c) 2013 Korean Journal for Industrial and Organizational Psychology http://creativecommons.org/licenses/by/4.0 2013-11-30 2013-11-30 26 4 599 624 10.24230/kjiop.v26i4.599-624