Korean Journal of Industrial and Organizational Psychology

The impact of artificial intelligence in the recruiting process on organizational attractiveness: When and why AI recruiting leads organizational attractiveness

Yeseul Jung — 2023-11-30

Organizations are increasingly integrating artificial intelligence (AI) technology into their recruitment process. However, there is still a lack of understanding regarding how AI technology affects job applicants. Based on signal theory, we expected that the incorporation of AI technology in the recruitment process would convey a specific signal to job applicants, which would affect their organizational attractiveness. Specifically, we expect that the application of AI technology would influence the attractiveness of the organization based on the perceived innovativeness and procedural fairness of the organization. Additionally, we hypothesized that job applicant’s personal innovativeness would facilitate the effect of AI technology on organizational attractiveness. The results using two scenario studies showed that as the level of AI technology increased in the recruitment process, the perceived innovativeness of the organization increased, leading to an increase in organizational attractiveness. On the other hand, perceived procedural justice did not mediate the relationship between the AI technology application in the recruitment process and organizational attractiveness. When individuals had a high level of personal innovativeness, the impact of AI technology on organizational attractiveness was positive, but the effect was negative among those with low personal innovativeness. Our results suggest that the impact of AI applications depends on how job applicants interpret and perceive the incorporation of AI technology rather than AI technology application itself. Based on these results, we discussed implications, limitations, and recommendations for future research.

A Validation Study of the Multidimensional Quiet Quitting Scale (MQQS)

Kwang Tae Kim — 2023-11-30

As a result of the pandemic, the concept of “Quiet Quitting” where employees perform assigned tasks without asking for promotions or additional effort, has gained widespread attention. Quiet Quitting refers to an attitude in which a worker adheres to his or her assigned tasks in an organization, but does not put in extra work and does not seek promotions or good evaluations. Despite recent social and academic interest in quiet quitting, a lack of research on the psychological construct remains. The purpose of this study is to adapt and validate the Multidimensional Quiet Quitting Scale (MQQS) by Patel et al.(2023) which organizes quiet quitting into two dimensions: behavioral and emotional, in Korean. To this purpose, exploratory and confirmatory factor analyses were conducted by conducting two surveys (N1 = 220, N2 = 400), and it was confirmed that the MQQS has a two-factor structure. Furthermore, the convergent validity of the scale was verified by analyzing its relation to psychological concepts such as organizational citizenship behavior and voice behavior, and hierarchical regression and dominance analysis were conducted to verify incremental validity. The results confirmed that the MQQS would have significant incremental explanatory power and unique variance for organizational citizenship behavior and turnover intention after controlling for continuance commitment, psychological contract breach, and feeling of violation. Through this process, the reliability and validity of the MQQS were verified, and the significance, limitations, and future research directions of the study were discussed.

The effects of perceived overqualification and relative deprivation on knowledge hiding motivation: Moderated mediation of work meaningfulness

Young-Il Kim — 2023-11-30

This study confirmed the mediating effect of relative deprivation in the effect of perceived overqualification on knowledge hiding motivation, and confirmed the moderated mediating effect of work meaningfulness. To verify the hypothesis, an online survey was conducted on 408 office workers working at various domestic companies. As a result of analyzing the survey responses, the mediating effect of relative deprivation was significant in the effect of perceived overqualification on knowledge hiding motivation. The work meaningfulness was found to have a significant mediating effect by moderated mediating effect of relative deprivation in the relationship between perceived overqualification and knowledge. This study confirmed that perceived overqualification increases knowledge hiding motivation through relative deprivation. We also found that work meaningfulness moderates the process by which perceived overqualification increases knowledge hiding motivation through relative deprivation. Specifically, we found that higher levels of work meaningfulness reinforced the effect of perceived overqualification on knowledge hiding motivation through relative deprivation. Based on the results of this study, we discuss the significance, implications, and limitations of this study.

Differential Effects of Challenge and Hindrance Stressors on OCBs through Work Engagement

Heejin Kim — 2023-11-30

This study investigated mediating effects of work engagement facets (vigor, dedication, and absorption) on the relationships between challenge-hindrance stressors and two kinds of organizational citizenship behaviors (OCBs). Participants were recruited from an online panel of a survey company in South Korea, and 353 employees completed a cross-sectional questionnaire. The results of path analyses and bootstrap analyses indicated that challenge stressors showed positive indirect effects on OCBs through increased vigor and dedication, whereas hindrance stressors exhibited negative indirect effects through decreased vigor and dedication. In addition, facets of work engagement displayed distinct patterns in terms of their mediating effects, in that dedication consistently showed larger effect sizes compared to vigor and absorption. Moreover, challenge stressors were observed to have both direct and indirect effects on OCBs, whereas hindrance stressors were found to have only indirect effects. Based on these research findings, theoretical and practical implications were discussed, along with limitations of the study and suggestions for future research.

The Relationship between Marital Intimacy and Work-family Conflict among Working Parents: A Moderated Mediation Model of Job Satisfaction and Work-role Salience

Junghyun Park — 2023-11-30

This study aims to investigate the psychological resources that could serve as protective factors against work-family conflict, considering both family-related dynamics and work-related values. To this end, we assessed marital intimacy, work-family conflict, job satisfaction, and work-role salience in a sample of 220 full-time working parents (113 males and 107 females), all of them had at least one child under the age of 13. We analyzed the moderated mediation model by structural equation model using MPlus 8.0. The results demonstrated that higher levels of marital intimacy were associated with increased job satisfaction and reduced work-family conflict. Job satisfaction fully mediated the relationship between marital intimacy
and work interference with family (WIF). More importantly, as the significance of one’s work-role increased, the positive relationship between marital intimacy and job satisfaction was strengthened, thereby reducing WIF. Our findings suggest that when individuals place a high value on their work-role, marital intimacy could function as psychological resource to enhance job satisfaction and mitigate work-family conflict. Based on these findings, we discussed the implications of the study and provided recommendations for future research.

Exploring Creativity Paradox with Perception of Creative Characteristics

Hui Young Suh — 2023-11-30

This study aims to shed light on Creativity Paradox which is a phenomenon that creative people are not appreciated where creativity is emphasized, and to explore individual differences that affect the phenomenon. As per the previous research (Kettler et al., 2018) that even teachers who say they value creativity as educational goals actually find creative characteristics undesirable through the replication from school (Study 1) and expansion to organization (Study 2). In Study 1, 172 schoolteachers in Korea completed 2 waves of survey for the importance of educational goals including creativity and personal creativity with the desirability on characteristics for both creative indicative and contraindicative. In study 2, 331 fulltime employees completed 2 waves of survey including creative mindsets. Result indicated that both teachers and employees in this study rated characteristics associated with creativity as less desirable than those characteristics that are considered contraindicative, which confirms the Creativity Paradox. No effects were found based on the individual differences, but the level of personal creativity related to how desirable they rate others’ characteristics associated with creativity. As a result of hierarchical regression analysis, the moderating effect of creative growth mindset was partially presented in the relationship between the personal creativity and the members’ perception of creative characteristics, while no effect of fixed-creative mindset was presented. This study was intended to highlight the need of examining the implicit theory of, attitude toward, and changes of norms and climate related to creativity in the organizational context The implications, limits and future research suggestions were discussed.

The Effects of D-A Fit among Young Generation Newcomers: Organizational Culture Regarding Work-Life Balance as the Moderator

Taeyeon Kim — 2023-08-31

This study investigated the effects of demands-abilities (D-A) fit on task performance and turnover intention among young generation newcomers. We measured D-A fit in the workload and job complexity dimensions using the atomistic approach. Furthermore, we examined whether the accessibility to work-life balance (WLB) programs would buffer the relationships between D-A misfit and the criteria. Data collected from 343 Korean newcomers aged 35 or under were analyzed using polynomial regressions and response surface graphs to examine the three-dimensional relationships. Results showed that task performance decreased in general as demands surpassed abilities, although it slightly increased when demands surpassed abilities to a great extent. As we expected, turnover intention increased as demands exceeded abilities. In addition, linear relationships were observed in both criteria along the congruence line in the job complexity dimension as hypothesized. In the workload dimension, task performance decreased along the congruence line, but the decrease rate changed showing two different slopes. Additionally, turnover intention showed a U-shaped relationship. Although the accessibility to WLB programs moderated the effects of D-A misfit on both outcomes, the buffering effects that we expected were observed only on turnover intention. Our results suggest that D-A fit and organizational culture regarding WLB may play important roles in the adjustment of young generation newcomers. Based on these findings, we discussed academic and practical implications and suggested future research directions.

The Effects of Spiritual Leadership on Job Crafting through Perceived Value of Work: The Moderating Effects of Self-Efficacy

Ji Young Song — 2023-08-31

This study was conducted to investigate the antecedent of job crafting and to identify the psychological mechanism of job crafting. Spiritual leadership was presented as the predictor of job crafting, and perceived value of work was presented as the mediator explaining the relationship between spiritual leadership and job crafting. Additionally, this study also tried to verify the moderating effects and the moderated mediating effects of self-efficacy. The survey responses of 357 employees in Korea were collected, and the hypotheses were tested using PROCESS Macro 3.4. The main results are as follows. First, the relationship between spiritual leadership and perceived value of work, and the relationship between perceived value of work and job crafting were positive. Second, the mediating effects of perceived value of work were significant in the relationship between spiritual leadership and job crafting. Third, the moderating effects of self-efficacy were significant in the relationship between perceived value of work and job crafting, and the moderated mediating effects were also significant. In summary, the effects of spiritual leadership on job crafting were fully mediated by perceived value of work. Furthermore, this study confirmed that three needs, which have been suggested as the main motivation for job crafting, have the significant effects on job crafting. Based on these findings, the implications and limitations of this study and the directions for further research were discussed.

The effect of satisfying basic psychological needs of workers in public organizations on job attitudes and turnover intention: Focused on generation gap

Garam Kim — 2023-08-31

Recently, the high turnover rate of MZ generation public employees has emerged as a serious problem for public organizations in Korea, and it is necessary to explore the underlying reasons. This study aimed to explain job satisfaction, organizational commitment, and turnover intention of public organizational workers in the perspective of basic psychological needs satisfaction in the workplace by generation. In other words, this study examined whether the basic psychological needs satisfaction by generation affects job satisfaction and organizational commitment, and further predicts turnover intention. A survey was conducted on 205 public organizational workers. Findings demonstrated that the interaction effect of the generation was significant in the relationship between basic psychological need satisfaction and work attitudes. Specifically, among workers in public institutions, in the older generation, the satisfaction of autonomy and relatedness in the workplace increased job satisfaction and organizational commitment, and finally lowered turnover intention. On the other hand, in the MZ generation, the satisfaction of competence increased both job satisfaction and organizational commitment, and the satisfaction of relatedness increased organizational commitment, thus finally lowered turnover intention. This study discusses the theoretical implications of the generation gap in the influence of basic psychological needs, as well as the practical implication to suggest an insight for an intervention program to prevent the turnover of workers in public organizations.

Leader’s Job Burnout and Innovative Behavior: Moderated Mediation Effect of Adaptive Cognitive-Emotional Regulation and Psychological Resilience

seohyeon lee — 2023-11-30

The aim of this study is to identify the variables that influence leaders’ innovative behavior and comprehensively explore their interrelationships. To this end, a moderated mediation model was used to examine the mediating role of adaptive cognitive-emotional regulation and the moderating influence of psychological resilience on the relationship between job burnout and innovative behavior. A web-based survey was conducted among 446 leaders occupying positions at or above the team leader level, which measured job burnout, innovative behavior, adaptive cognitive-emotional regulation, and psychological resilience. The study sample comprised 413 participants, consisting of 61 males and 349 females, and were analyzed using SPSS 28.0 and SPSS Macro PROCESS. As a result of the study, the effect of job burnout on innovation behavior is partially mediated by adaptive cognitive emotional regulation, and the effect of job burnout on adaptive cognitive emotional regulation is moderated by resilience. In other words, the effect of job burnout on innovation behavior is mediated by the effect of adaptive cognitive emotional regulation moderated by resilience. Finally, we discussed implications, limitations, and future research.

The Contradictory Effect of Decision Authority: The Relationship between Work-Family Conflict and Job Burnout

Hyeonguk Wi — 2023-08-31

Based on the intrinsic nature of job control (Spector, 1998), this study attempted to investigate the contradictory function of decision authority by showing the reverse buffering effect of decision authority in the relationship between work-family conflict and job burnout. In addition, built upon the matching hypothesis (Amstad et al., 2011), we examined whether the main and the interactional effects of decision authority would vary depending on the direction of work-family conflict in explaining burnout. Participants were 470 full-time employees in South Korea who were working in public sectors or private companies. The results showed that decision authority exacerbated the relationship between work-family conflict and burnout. Also, the relationship with burnout and the moderating effect of decision authority were stronger when work interfered with family than when family interfered with work. Based on these results, implications and limitations of this study were discussed, and plans for future research were suggested.

The Effect of Leader’s Work-Life Balance on Follower’s Creativity: Mediating Effect of Leader-member Exchange Relationship and Moderating Effect of Psychological Ownership

JeeYoung Lee — 2023-05-31

This study paid attention to the positive effects of leaders’ work-life balance, focusing on work-life balance, which has recently emerged as an important issue in organizational human resource management. To this end, this study have three research objectives. First, this study examined the mediating effect of leader-member exchange relationship (LMX) by investigating the effect of leader’s work-life balance on LMX and followers’ creativity. Second, this study investigated whether follower’s psychological ownership had a moderating effect on the influence of LMX on the creativity of the subordinates. Finally, this study attempted to verify the mechanism and boundary conditions of the positive effect of the leader’s work-life balance by examining the mediating effect of the LMX and the moderating effect of the follower’s psychological ownership. As a result of hierarchical multiple regression analysis and process macro analysis based on the dyadic data of 156 leaders and followers working in general companies, LMX fully mediated the relationship between leader’s work-life balance and follower creativity, and follower’s psychological ownership significantly moderated the relationship between LMX and creativity, and finally supported the moderated mediation effect hypothesis. This result means that when leaders perceive themselves as having a work-life balance, this positively affects their relationship with their subordinates and creativity, especially when their psychological ownership is low, LMX is more important to their creativity. This has theoretical implications in that it has expanded the antecedents variables of LMX, focusing on the work-life balance of leaders that has not been previously studied. At the same time, it has practical implications in terms of human resource management by showing the positive effect of the leader’s work-life balance.

The Effect of Coaching Leadership on Change Oriented Behaviors: Mediation Effect of Psychological Safety and Moderated Mediation Effect of Future Time Perspective

Jin Kook Tak — 2023-05-31

The purpose of this study is to reveal the effect of coaching leadership on psychological safety and change-oriented behavior, and how the effect differs depending on the level of future time perspective. Accordingly, the relationship between coaching leadership and change oriented behavior was examined, and the mediating effect of psychological safety in the influence of coaching leadership on change oriented behavior was confirmed. In addition, the moderating effect of future time prospects was confirmed when psychological safety affects change-oriented behavior. Finally, the moderated mediating effect of future time prospects was verified in the mediation of psychological safety in the relationship between coaching leadership and change-oriented behavior. For this purpose, data from 349 Korean office workers were collected through an online survey, and data were analyzed using SPSS 25.0 and PROCESS Macro. As a result of the study, it was verified that the relationship between coaching leadership and change-oriented behavior was significantly mediated by psychological safety and had a partial mediating effect. Both the moderating effect and the moderated mediating effect of future temporal prospects were significant. Finally, in this study, the implications, limitations, and suggestions derived from the research results were discussed.

The Effect of Person-Organization Fit and Person-Group Fit on Work Engagement in Work and Life Balance Dimension

Jaemin Park — 2023-05-31

This study investigated the effects of person-organization (P-O) fit and person-group (P-G) fit in terms of the dimension of work and life balance on three facets of work engagement (vigor, dedication, and absorption) using polynomial regressions and response surface graphs. Considering the different environmental characteristics of organization and group, different approaches of supplementary fit and complementary fit were applied to P-O fit and P-G fit, respectively. Participants were 350 South Korean employees whose organization had 50 or more employees and who belonged to a separate department or group. Survey results indicated that dedication decreased on both directions of P-O misfit. In addition, vigor and dedication increased along the congruence line where P-O fit matched at high-high scores rather than low-low scores. As to P-G misfit, none of the coefficients were significant, not supporting the hypothesis. However, absorption increased along the P-G fit, showing a linear relationship. Even though vigor and dedication also increased, their rates of increase decreased exceeding a certain level, showing curvilinear relationships. Our findings suggest that managers may be able to improve dedication by intervening for P-O misfit for work and life balance. Also, results on the congruence line between P-O fit and P-G fit imply different roles of organization and group regarding work engagement. Based on these results, we discussed theoretical and practical implications and suggested future research.

Validation of the Shared Leadership Scale for Teams

Yeongkyeong Ju — 2023-11-30

The purpose of this study is to validate the Shared Leadership Scale((28 questions of four factors) recently developed for Korean employees. Specifically, we examined (1) factor structure of the scale (2) convergent and discriminant validity with similar concepts, and (3) the relationship with both predictors and criterion variables based on nomological network at the individual as well as team level. 417 people employed in various organizations and occupations participated in online survey. We conducted team-level analysis on 278 people of 50 teams currently working as teams(4~15 team size) for multilevel validation. The results are as follows. First, the four-factor structure of shared leadership was verified through exploratory and confirmatory factor analysis. With 24 items excluding the 4 items with a slightly low factor loading(one for each factor), the four-factor structural model was found to be the most suitable compared to other models. Second, the results of correlation analysis, confirmatory factor analysis, and hierarchical regression analysis confirmed the convergent and discriminant validity between shared leadership and similar concepts(team empowerment, team adaptation performance). Finally, we developed the nomological network including the predictors and criteria of shared leadership. Transformational leadership, organizational delegation, and task interdependence were the significant predictors of shared leadership at both the individual and team level. Shared leadership also had a significant relationship with the criteria of various team effectiveness such as team efficacy, team innovation behavior, team performance, and team satisfaction at the individual and team level. The implications, limitations, and future research directions of the team-based shared leadership scale validation research were discussed based on the above finding.

The Latent Profile Analysis on Stress of Women managers

Jaehong Joo — 2023-05-31

This study aims to emphasize the necessity of exclusive stress management intervention to solve women managers’ stress by exploring the latent stress profile. It is needed to scrutinize stress factors faced by women managers who suffered from the double burden of taking roles in the workplace and at home. We conducted a latent profile analysis to scrutinize the stress types among women managers. First, we significantly derived four profiles depending on the extent of their work and home stress. Second, in the predictor variable, age, the rate of women workers in their teams, and the perception of their supervisors’ gender equality was significantly influenced by the probability of belonging to each profile, while spouses’ employment was insignificant. Finally, in outcome variables, the low profiles for both work and home stress were significantly more satisfied with their personal, family, and professional life than the rest of the profiles. Moreover, they positively perceived the women managers’ overall professional life. based on the results, we provided theoretical and practical implications and discussed research limitations and directions for further research.

Role of Supervisor Personality and Procedural Knowledge about Professional Conduct as Predictors of Prosocial Feedback Delivery

Jisoo Ock — 2023-02-28

Implicit trait policy (ITP) theory argues that the relationship between personality and behavior is mediated by implicit trait policy, or effectiveness beliefs that people hold about trait-expressive behaviors in social situations. Also, ITP theory argues that personality affects ITPs, such that people are likely to hold stronger effectiveness beliefs about behaviors that express their own personality than behaviors that do not. The current study applied the ITP theory perspectives explained above in the context of feedback delivery in organizational settings to test the hypothesis that supervisor agreeableness is related to prosocial feedback (e.g., showing empathy and kindness in providing performance feedback) through its relationship with effectiveness beliefs about prosocial behavior at work (i.e., prosocial ITP). Based on the data that were collected from a sample of supervisors (N = 248), we found that supervisor agreeableness was related to prosocial feedback delivery only through its relationship with prosocial ITP.

Which Cognitive Tasks Predict Traffic Accidents in Professional Drivers? Comparison between Middle-Aged and Older Drivers

Ga Young Lim — 2023-05-31

While most research on safe driving has focused on young adults and the elderly, professional drivers are typically middle-aged or older adults. To address this gap, we examined differences in cognitive functions between middle-aged and older adult drivers and identified which tasks predicted traffic accidents for each group. We administered tasks related to Useful Field of View, Visuomotor Speed, Spatial Judgment, Visual Working Memory, and Multitasking to each group and compared their performance with traffic accident records from the past 5 years. Results showed that older drivers performed significantly worse than middle-aged drivers on all cognitive tasks except Visuomotor Speed (p < .10), which was measured using a foot-pedal. We also found that cognitive function tasks could predict traffic accidents in both groups. Our findings suggest the need to include middle-aged drivers in research on safe driving, and to develop tailored driving aptitude tests that reflect the needs of this population.

The Effect of Conflict Event Strength on Withholding Effort: The Moderation of Team-Level Peer Monitoring and Team Conflict Management

Minwook Kim — 2023-08-31

Based on Event System Theory, this study investigates conflict event strength, which represents how team members interpret conflict event as the reason for withholding effort. In this study, we identify the impact of conflict event strength on withholding effort. At the same time, as a way of changing the effect of conflict event strength on withholding effort, we examine the cross-level effects of peer monitoring and team conflict management. The data are collected 127 employees from 37 teams, and the multi-level model was tested. Results indicated that conflict event strength was positively related to withholding effort. Also, peer monitoring which is first team-level variable moderated the relationship between task/relationship conflict event strength and withholding effort. Interestingly, we hypothesized that the peer monitoring cause employee’s psychological reactance when relationship conflict event strength is high, which in turn reinforce withholding effort, but the result shows exactly the contrary effect. The second team-level variable, which is team conflict management, only moderated the relationship between task conflict event strength and withholding effort. Based on these findings, the limitation and suggestions of the research and the direction for future research were discussed.

Combining Effects of Workaholism and Work Engagement at the Sub-dimensional Levels: A Latent Profile Analysis

Gieun Nam — 2023-02-28

The constructs of workaholism and work engagement share commonalities as both tend to invest a lot of energy in work. However, they are also known to have opposite consequences for individuals’ well-being and organizational effectiveness. Considering the fact that both workaholism and work engagement are defined as multidimensional constructs, this study argues that analyses at sub-dimensional levels would provide a deeper and more nuanced understanding of the interplay between the two constructs and their consequences. Accordingly, the current study conducted a series of latent profile analyses on sub-dimensions of workaholism and work engagement using two independent samples of Korean workers. The results revealed four latent profiles based on combinations of different levels of workaholism and work engagement: “the engaged workaholics”; “the workaholic”; “the engaged”; and “the disengaged”. Further, the profile membership predicted different levels of emotional exhaustion, job satisfaction, organizational commitment, and contextual performance. The findings provide insights into not only their combined effects on individual well-being and organizational effectiveness but also the characteristics of each construct.

Development of the Shared Leadership Scale for Teams: Focused on Content Validity

Yeongkyeong Ju — 2022-11-30

Shared leadership has recently attracted attention as the leadership that promotes team effectiveness in the organizational context, but the scale with high validity is very insufficient. The purpose of this study was to conceptualize shared leadership characteristics as being shared among team members and develop a shared leadership scale with content validity. In Study 1, we conducted in-depth interviews with 10 team members who were now practicing shared leadership in their teams. Then, we operationally defined shared leadership based on both literature reviews and in-depth interviews. It is composed of four factors: (1) identity of a shared leader (2) support and consideration (3) voluntary work performance (4) horizontal work interaction. Integrating similar item contents of previous scales and reflecting the shared leadership behavior statement derived from in-depth interviews, 40 preliminary items were constructed. In Study 2, two groups of experts and employees (naive judges) were used to examine the two content validity of the items constructed in Study 1. The results of the two content validity analyses showed that the scale consists of 28 items satisfying the quantitative criteria. Moreover, we revised some item expressions to effectively reflect the representative behavior of shared leadership based on the free opinions of experts and employees judge. Finally, the implications, limitations, and future research directions of this study were discussed based upon the above finding.

A new perspective on the internalization process of organizational culture: Self-directed identity work

Jung Sik Kim — 2022-11-30

The existing studies on organizational culture, drawn on the social learning theory, have the somewhat passive and reactive perspective on new-comers’ socialization process; that is, they have considered that new-comers often learn organizational culture in the provision of compensation or reinforcement. According to Social Psychology literature, however, human beings are usually viewed as those who will develop perception of themselves (i.e., ‘self’), who can evaluate the level of fit or congruence between their own ‘self’ (or value) and social requirements, and who may actively determine the degree to which they conduct behaviors corresponding to something socially-demanded. In the present research, we rely on the concept of ‘self’, introduce the concepts of ‘self and organizational identity’ to the literature of organizational culture, and adapt the concept of ‘identity work’ - which refers to employees’ proactive endeavor to reconcile their ‘self’ with organizational culture in the case of cultural conflict between the two - to attempt to further understand the internalization process of organizational culture. Beyond the bifurcated existing theoretical framework of employees’ behaviors toward organizational culture (i.e., either acceptance or exit; c.f., attraction-selection-attrition theory), our discussion presents a more balanced view on the interactive internalization process of organizational culture.

The Relationship Between Organizational commitment and Job Motivation: The Negative Effect of Organizational Commitment and Moderating Effect of Workplace Spirituality

Youngshik Kim — 2023-05-31

Is the higher the positive organizational variable in the organization, the better? Based on the theory of Pierce and Aguinis (2013), who proposed the Too-much-of-a-good-thing effect, this study is designed to verify how organizational commitment, which was considered a positive organizational variable in organizational studies, affects the organizational effectiveness and the moderating effect of workplace spirituality as a moderating variable in that relationship. In order to achieve this research purpose, a survey was conducted on organizational members working in corporate organizations, and the data of the final 496 people were analyzed. As a result, under the condition of low workplace spirituality, it was confirmed a nonlinear relationship in which job motivation increases and then decreases as over-organizational commitment increases. However, under the condition of high workplace spirituality, a relationship was discovered in which job motivation nonlinearly increases as over-organizational commitment increases. Based on these results, the meaning, implications, and limitations of the study, as well as future studies, are all discussed.

A Study of Individual Characteristics and Organization Characteristics Antecedents of Protean Career Attitude and Relationship with Adaptive Performance

Anna Choi — 2023-02-28

The purpose of this study was to examine the relationships among Protean Career Attitude, Flexibility, Strengths Use, Job Autonomy, Growth Opportunity and Adaptive Performance. Specifically, first, this study investigated the influence of individual Characteristics(Flexibility, Strengths Use) and Organization Characteristics(Job Autonomy, Growth Opportunity) on Protean Career Attitude. Second, this study examined the influence of Protean Career Attitude on Adaptive Performance 2 month later. Third, this study examined the influence of individual Characteristics(Flexibility, Strengths Use) and Organization Characteristics(Job Autonomy, Growth Opportunity) on Adaptive Performance 2 month later and partially meditated by Protean Career Attitude. Data was collected from 1,000 Korean employees who had more than 3 years of working experiences in various organizations for the first survey via online. After 2 months, 500 data was collected from the 1st survey respondents. The findings are as follows: First, there were positive effect of Flexibility, Strengths Use, Job Autonomy on Protean Career Attitude. However, Growth Opportunity had positive effect on Protean Career Attitude only in simple regression. Second, there was positive effect of Protean Career Attitude on Adaptive Performance 2 months later. Third, individual Characteristics(Flexibility, Strengths Use) and Organization Characteristics(Job Autonomy, Growth Opportunity) on Adaptive Performance was partially mediated by Protean Career Attitude. Based on these results, implications and limitations of this study with the directions for future research were discussed.

The effect of growth orientation and subjective career success on life satisfaction: Moderated mediating effect of positive leadership

소영 박 — 2022-11-30

The purpose of this study is to examine the effect of growth orientation on life satisfaction through subjective career success. Specifically, first, the relationship between growth orientation, subjective career success, and life satisfaction was examined. Second, the mediating effect of subjective career success on the effect of growth orientation on life satisfaction was confirmed. Third, the moderating effect of positive leadership was verified on the relationship between growth orientation and subjective career success. Finally, the moderated mediating effect of positive leadership was verified in the process of growth orientation affecting life satisfaction. To this end, an online survey was conducted on 255 office workers in their 20s and 60s (124 males, 131 females) asking about their growth orientation, life satisfaction, subjective career success, and the degree of positive leadership. Analysis was performed with SPSS 23.0, PROCESS macro v3.0, and AMOS 23.0. The analysis results are as follows. First, subjective career success was found to mediate the relationship between growth orientation and life satisfaction. Second, it was found that the positive leadership of superiors significantly modulated the relationship between growth orientation and subjective career success. Third, the higher the positive leadership of the superior, the stronger the positive relationship of growth orientation on life satisfaction through subjective career success, and thus the moderated mediating effect was verified to be significant. Based on these research results, the significance and limitations of the study, practical implications, limitations, and future research were suggested.

The Empirical Research on Professional Isolation During Remote Work in Context of COVID-19 and Organizational Citizenship Behavior:

EunKyung Noh — 2022-08-31

While much has been studied about the positive and negative effects of discretionary remote work as an alternative work arrangement, little has been written about in the context of mandated remote work. The COVID-19 pandemic forced many organizations to impose remote work as a new mode of working arrangements. This abrupt change yielded positive and negative physical, social, and psychological outcomes. Drawing from the job demand and resource model and self-determination theory, this study examines the effects of professional isolation on organizational citizenship behavior, proposing the sequential mediation of psychological empowerment and affective organizational commitment as intrinsic motivators. An online survey was conducted. A total of 162 full-time remote workers (56 male (34.6%), 106 female (65.4%)) in Korea were analyzed. This study revealed that psychological empowerment and affective commitment fully mediate the relationship between professional isolation and organizational citizenship behavior. Contrary to expectation, however, the relationship between professional isolation and organization was found to be nonsignificant. Implications for practice, theory, and future research are discussed.

The Effect of Social Presence on Virtual Work Adaptability and Mediating Effects of New employees’ Learning Flow & the Mediated Moderating Effect of Supervisor Coaching

Ju Eun Lee — 2022-11-30

This study attempted to clarify the effect of various factors related to online new employee learnings on the virtual work adaptability based on various problems felt by new employees in the online learning situation spread due to COVID-19. In addition, it was intended to verify the impact of supervisors who play an important role in effectiveness of virtual work. Specifically, the effect of social presence on virtual work adaptability by mediating learning flow and the mediated moderating effect of supervisor’s coaching behavior were verified. To clarify the research model, data were collected from 263 new employees with online learning and virtual work experience within 3 years working in various organizations in Korea, and data were analyzed by using SPSS PROCESS Macro As a result of the study, it was found that social presence influenced virtual work adaptability by mediating learning flow, but unlike the assumptions of this study, learning flow partially mediated. In addition, the moderating effect of the supervisor’s coaching behavior was not significant. Based on the research results, the implications of this study were discussed, and limitations and future research were presented.

A Study on Workplace Isolation in Remote Working:

Saegyoung Song — 2022-08-31

Remote Working is One of the changes in the working environment due to COVID-19. In remote work situations, Workplace isolation occurs. And Workplace isolation affects not only individual emotions, attitudes, and behaviors, but also the organizational atmosphere. Therefore, in order to prevent and cope with workplace isolation, it is necessary to understand how organizational members perceive workplace isolation. In this study, topic modeling was used to investigate workplace isolation and perception of cause and consequences. As a result, It was found that workplace isolation is largely divided into relational and work dimensions. And workplace isolation occurs due to physical separation, resulting in an effect on work performance. Based on these results, we tried to empirically verify the effect of physical isolation on work engagement through social isolation and professional isolation. As a result, physical isolation increases social isolation and professional isolation. And, the relationship between social isolation and work engagement was negatively supported. But the relationship between professional isolation and work engagement was not statistically significant. Therefore, it is expected that this study will help to suggest the implications of human resource development that is necessary for employee’s work engagement, focusing on workplace isolation in the remote work situation.

An experience sampling study of the benefits and limitations of non-face-to-face socially supportive exchanges on recovery during COVID-19 pandemic

SeoHyun Ji — 2022-08-31

Social distancing due to the COVID-19 pandemic has restricted socially supportive exchanges to a non-face-to-face method. This study examined whether and how both socially supportive exchanges (i.e., face-to-face and non-face-to-face) help the recovery process. Based on the conservation of resources theory and the complementarity hypothesis, we hypothesized a moderated mediation model where positive affect mediates the effects of both socially supportive exchanges on recovery, and the level of the face-to-face exchanges would moderate the mediation effect of the non-face-to-face exchanges. Multilevel linear modeling analyses of data collected from daily surveys of 118 university students over two weeks largely supported the hypothesized model. Specifically, both socially supportive exchanges positively affected the recovery outcomes (i.e., state of being recovered and sleep quality) through positive affect. Although the moderated mediation effect was not statistically significant, a simple effect analysis showed that the positive effect of non-face-to-face socially supportive exchanges on the recovery process existed only when the days of face-to-face socially supportive exchanges were low, which is consistent with the hypothesized model. The findings of this study shed light on the potential positive effects of non-face-to-face socially supportive exchanges, especially when face-to-face social interaction is restricted.

Predicting model for bystanders’ voice intention in workplace bullying: Applying Theory of Planned Behavior

Ji Won Sohn — 2023-02-28

The purpose of this study is to examine the predicting effect of TPB(Theory of Planned Behavior) variables on bystanders’ voice intention for workplace bullying including anticipated self-conscious emotion(guilt and pride). Data were collected from its 300 employees working at organizations located in Korea. We measure attitude, subjective norm, perceived behavioral control, anticipated guilt, and pride after 1-week bystanders ‘voice intention was measured for the same employees. The regression analysis results suggested that attitude, perceived behavioral control, and anticipated guilt are positively related to voice intention. Additionally, the gender difference was significant in the perceived behavioral control toward bystanders’ voice intention and in the correlation difference test. The gender difference was also found in the regression analysis results on the voice intentions. Especially, attitude in male group and perceived behavioral control and anticipated guilt in female group significantly predict voice intention. Finally, this study discusses theoretical as well as operational implications, limitations, and future research directions.

An Exploratory Study on Profile of Meeting Type:

Jong-Hyun Lee — 2022-08-31

The present study aimed to examine the meeting procedures of Korean work settings that have changed rapidly due to COVID-19, and also to explore whether there are differences in meeting-related variables according to the meeting participation type profiles. At the time social distancing was in progress in Korea, samples of office workers from private companies and public institutions were collected twice, and latent profile analysis was conducted based on frequency measurement for meeting types. As a result of the analysis, four profiles were identified: directing & reporting, information sharing, uniformity, and quickness. As a result of the analysis of the information sharing profile, the difference in meeting effectiveness and burnout according to the meeting method(virtual meeting or face-to-face meeting) was significant. In addition, the interaction effect on meeting satisfaction between meeting method and gender was significant. We discussed practical implications of these findings, along with study limitations and future directions.

New Recruiting Trends for the COVID-19 Pandemic, The Effect of Interviewer Video on Applicant’s Reactions and Impression Management Behavior in Asynchronous Video Interview

Da Jung Jeong — 2022-08-31

Since COVID-19 pandemic, the use of asynchronous video interviews(AVIs) has increased in the selection process. The purpose of this study was to investigate the effects of the interviewer video on the applicants' reactions and impression management behavior during the AVIs process. Accordingly, interviewees were randomly assigned to three conditions and participated in the AVIs. The first condition is that every process of the AVIs was conducted through text only. The second and the third condition both provide videos that ask questions and listen to the applicants' answers, but the former includes virtual character interviewers while the latter includes real person interviewers. Results indicated that the most positive interviewees' reactions were shown in the third condition. In detail, the third condition showed higher social presence, interpersonal treatment, and perceived usefulness compared to the first condition in the AVIs process, and the interviewer video that includes real person interviewers had positive effects on procedural justice and organizational attractiveness through these variables. In the case of the second condition, there was no significant difference in the applicants’ reactions to the first condition, and it showed a lower social presence than in the third condition. Hence it indicates that the virtual characters cannot substitute the positive effects of real person interviewers. Also, there was no notable difference in honesty and deceptive impression management behavior between the three conditions. This study is meaningful in that it proposed an effective way to improve the participants’ reactions in conducting the AVIs, and is expected to be used as a basis for research related to the construction of AVIs.

The Asynchronous Video Interview-Artificial Intelligence:

Hyejin Moon — 2022-08-31

Organizations are increasingly adopting video job interview in the era of COVID-19 pandemic. Especially, with screening purposes, the asynchronous video interview powered by artificial intelligence(AVI-AI) is often placed as an additional stage in selection processes. For cost and efficiency reasons, many organizations showed great interest in adopting and expanding the use of AVI-AI. Although research on AVI-AI is steadily increasing, only a few have been published in the field of industrial and organizational psychology. The current research aimed to conceptualize AVI-AI based on the review of current usage and empirical research findings on AVI-AI. Finally, this study discussed the implications for future research on AVI-AI and provided important recommendations for HR managers.

The relationship between telework and organizational citizenship behavior:

Jia Hyun Lee — 2022-08-31

Since the outbreak of COVID-19 pandemic, telework has been widely adopted as a new HR practice by modern organizations, it has enormous effects on an organization and its members. However, the existing studies have reported mixed results of positive and negative effects of telework on employee attitudes and performances. For example, some studies showed positive effects that employees may develop autonomy beyond the restriction of time and space, while others revealed negative ones that telework may hinder employee commitment to job. The present study, by first constructing effectiveness of telework with three dimensions, - usefulness, easiness, and pleasure - attempts to explore the mechanism in which telework affects employee attitudes and behaviors with 200 samples. Our results show that effectiveness of telework has a positive effect on organizational citizenship behavior (OCB), that employees’ psychological empowerment mediates the relationship, and that transformational leadership moderates the relationship between effectiveness of telework and psychological empowerment. Presenting theoretical contributions, practical implications, study limitations, and future research directions, the present study contributes to scholars and managers’ further understanding of telework.

Occupational drivers and ordinary people's mental models of Autonomous Vehicles

EunKyoung Chung — 2022-11-30

This study compared the differences in mental models of Autonomous Vehicles(AVs), which have recently received attention, by dividing them into ordinary people and occupational drivers. In Study 1, 16 psychological concepts(nodes) for car driving and AVs were extracted by interviewing ordinary people and occupational drivers. The connection relationship between the psychological concepts extracted for car driving in Study 2 and AVs in Study 3 was identified, and the differences in mental models between the two groups were compared. The relationship between concepts was analyzed through social network analysis. As a result of the study, there was a difference in the perceptions of car driving and AVs between ordinary people and occupational drivers. With respect to car driving, ordinary people recognized a direct relation with positive words such as relaxation, travel, family, and comfort, whereas occupational drivers recognized direct relation with occupations such as livelihood, accident, occupation, and labor. For AVs, ordinary people recognized a direct relation with only positive words such as freedom, leisure, and development, whereas professional drivers recognized not only positive words such as happiness, joy, and leisure but also nagative words such as anxiety, job loss, risk, crisis. This results show that ordinary people have more positive expectations for the changes that AVs will bring than occupational drivers. Whereas it can be said that occupational drivers have a more conservative attitude than ordinary people in accepting AVs, and show anxiety about job loss that AVs will bring. Based on the above results, the implications and limitations were discussed.

Telework as a Double-Edged Sword:

Seunghee Lee — 2022-08-31

Due to the global spread of infectious diseases, telework has become increasingly prevalent. However, the reported results have been mixed regarding the effectiveness of telework. This study examined whether the relationship between telework and work-family conflict would be changed by the permeability and flexibility of the border around work. Study 1 validated Clark’s (2002) scales of permeability and flexibility characteristics of each work-family border. The scales were first translated into Korean, then back-translated into English to examine item-consistency of the scales. The results of exploratory factor analyses based on 219 Korean working adults showed that the border around work and the border around family each consisted of two factors: permeability and flexibility. Additionally, correlation and regression analyses were conducted to examine the nomological network of the scales using the theoretically relevant predictors and criteria. Study 2 examined border characteristics around work to investigate whether permeability and flexibility moderates the relationship between telework and work-family conflict. A survey was conducted on 250 teleworking Korean adults which showed that flexibility did not moderate the relationship between telework and work-interfering-family. However, the positive relationship between telework and family-interfering-work increased when flexibility was low. This study suggests that organizations should provide flexibility in the border around work, to alleviate the negative impact of work-family conflict on teleworkers during the post COVID-19 period.

The Effect of Intergenerational Harmony on Voice Behavior: Mediation Effects of Psychological Safety and Perspective taking tested by multigroup analysis

TaeYoung Han — 2022-11-30

This study was to investigate the mediating effects of psychological safety and perspective taking in the process of intergenerational harmony influencing constructive and supportive voice behavior. In addition, in this process, group differences in terms of generational identity were examined. For the study, data were collected from 311 workers in domestic organizations, and the research model was tested using the structural equation modeling. The result showed that the perception of intergenerational harmony had a positive effect on constructive speech behavior through psychological safety and acceptance of perspective, and it was appropriate to view it as a complete mediation. In the process of intergenerational harmony affecting supportive speech behavior, the mediating effect of perspective taking was significant, while that of psychological safety was not significant. In addition to these results, the group difference in terms of generational identity was found in the mediating process of psychological safety on supportive speech behavior. In the group classified as the new generation, the mediating effect of psychological safety was significant, while the older generation was not. Based on the research results, the academic significance and practical implications of this study were discussed, and limitations and future research tasks were presented.

Validation and Factor Structure Analysis of the K-Dirty Dozen

Hojin Cho — 2022-05-31

The current study examined the construct validity and structural integrity of a Korean version of a short-form measure of the Dark Triad(K-Dirty Dozen). We recruited working adults in Korea to complete the K-Dirty Dozen, long-form measures of narcissism, Machiavellianism, and psychopathy, and the HEXACO personality traits. Then, we examined their intercorrelations to test the convergent and discriminant validity of the K-Dirty Dozen. Additionally, we conducted a series of confirmatory factor analyses to examine the internal factor structure of K-Dirty Dozen. Finally, we examined the criterion-related validity of K-Dirty Dozen by examining the correlations of its scores with counterproductive work behavior. We found results that generally provide support for the construct validity and structural integrity of K-Dirty Dozen. In addition to providing validity evidence for the K-Dirty Dozen, it is our hope that the current research will facilitate future research and discussions on the measurement of dark personality traits and their application to managing people in the workplace.

Effects of Coworker Incivility on Task Performance and CWB through Work Engagement

Youngsin Kim — 2022-05-31

This study investigated moderating effects of perceived supervisor support (PSS) on the indirect path from coworker incivility to task performance and two kinds of counterproductive work behaviors (CWBs), CWB directed toward the organization (CWB-O) and toward individuals (CWB-I), through three facets of work engagement (vigor, dedication, and absorption). Participants were 243 employees in South Korea who worked with at least one coworker and completed a two-wave online survey with a one-month interval. Results indicated that PSS had significant moderating effects on the relationships of vigor with task performance and of absorption with CWB-O, but not on the other relationships. Moreover, moderated mediating effects were observed in these two models. In addition, coworker incivility directly explained CWB-O and CWB-I even after controlling the other variables. Based on these findings, we discussed study implications and suggestions for future research.

New Normal in Recruitment Market, The Use of Transparency and Warning Message in Non face-to-face Interview

Jae Cheol Kim — 2022-05-31

This study sought to examine the effects of transparency and warning messages on applicants' reactions and faking in non-face-to-face interview situation. A study was performed with a 2(transparency vs. non transparency) x 2(warned vs. unwarned) factorial design, Interviewees(N=82) were randomly assigned to each conditions and participated in non-face-to-face interviews. The main results and meanings of this study are as follows: First, the transparency group perceived higher information known, chance to perform, and procedural justice than non-transparency group during the interview process. Second, transparency did not increase the faking, and significantly reduced the extensive image creation. Third, the warning message reduced the overall level of faking, specifically reducing the use of slight image creation and image protection. Fourth, warning messages increased performance anxiety, but did not have a significant effect on chance to perform and procedural justice recognition. This study provided meaningful implication in that it conducted an empirical study on the applicants' reactions and behavior in non-face-to-face interviews, and it is expected that it will be used as basic explanation for constructing non-face-to-face interviews by suggesting the possibility of using transparency and warning messages.

The Effect of Openness to Experience and Perceived Organizational Support for Creativity on Creative Performance:

Sol-Bi Lee — 2022-08-31

The first purpose of this study was to investigate the mediating effect of feedback seeking behavior in the process of openness to experience and perceived organizational support for creativity on creative performance. The second purpose was to examine whether self-efficacy moderates the effects of openness to experience and perceived organizational support for creativity on feedback seeking behavior. An online survey was conducted on employees from domestic companies and a total of 284 data were analyzed. The structural equation modeling and multiple regression analysis results are as follows. First, the effects of openness to experience and perceived organizational support for creativity on creative performance was statistically significant. Second, the mediating effect of feedback-seeking behavior was significant in the openness to experience and perceived organizational support for creativity on creative performance. Third, the moderating effect of self-efficacy was significant in the relationship between perceived organizational support for creativity and feedback-seeking behavior. Specifically, the positive relationship between perceived organizational support for creativity and feedback-seeking behavior was stronger when the self-efficacy was high rather than low. The implications and limitations of this study are discussed.

The Effect of Psychological Bonds toward One’s Workgroup and Organization on Innovative Behavior:

Seonok Kim — 2022-08-31

Using the concept of affective commitment and two types of group cohesion, i.e., social cohesion and task cohesion, this research attempts to study the impact of psychological bonds toward one’s workgroup and organization on innovative behavior through voice behavior. The study also considered promotive and prohibitive voice behavior together in the model to determine their relative impact on innovative behavior. Thus, using the structural equation modeling, the effects of three antecedents-affective commitment, social cohesion, and task cohesion-on innovative behavior through both promotive and prohibitive voice were examined in an integrated model. A total of 350 online survey responses from Chinese employees were used for analyses. First, only affective commitment and social cohesion positively affected innovative behavior through employee voice behavior; task cohesion did not have significant effects on either voice or innovative behavior. Second, both promotive voice and prohibitive voice were found to have a positive effect on innovative behavior. However, the indirect effect of voice behavior on innovative behavior was significant only for promotive voice but not for prohibitive voice. Implications were discussed.

Newcomers’ fear of COVID-19 and organizational socialization:

Yeseul Jung — 2022-08-31

Coronavirus disease (COVID-19) has affected and changed diverse aspects of organizations. Based on the perspective that integrates the socialization process through the lens of work stress, we viewed COVID-19 as a situational stressor and examined the role of the fear of COVID-19 on newcomers’ organizational socialization process. We aimed to investigate the relations between newcomers’ fear of COVID-19 and their proximal organizational socialization outcomes such as role clarity, task mastery, and relationship building. We also hypothesized leader emotional and instrumental support would buffer the effect of newcomers’ fear of COVID-19 on emotional exhaustion. Based on a survey using a total of 232 newcomers who joined their organization during the COVID-19 pandemic, we found that the fear of COVID-19 was positively related to emotional exhaustion, and emotional exhaustion mediated the relations between the fear of COVID-19 and two socialization outcomes such as task mastery and relationship building. Leader emotional support was found to weaken the positive link between the fear of COVID-19 and emotional exhaustion while the moderating role of leader instrumental support was not supported. Based on these results, we discussed implications and directions for future research.

A Latent Profile Analysis of Work Engagement, Workaholism and Psychological Detachment

SunA Kang — 2022-05-31

This study identified the latent profile of two types of heavy work investment, namely workaholism and work engagement, by adding psychological detachment from work. Additionally, it was examined whether there were differences in well-being after work by each profile type. For this purpose, Latent Profile Analysis(LPA) was conducted using data of 548 korean employees in various occupations, and three types(workaholic, heavy work investors, disenaged) were confirmed as a result. There was a significant difference in all the well-being variables by type. The heavy work investors type showed the best well-being among the three types with the lowest emotional exhaustion, the highest positive affect, the middle level negative affect and the sleep quality. Our findings indicate that psychological detachment is an important factor that alleviates the detrimental effects of heavy work investment on employees’well-being and that work engagement can play a protecting role for employees’well-being even in absence of significant levels of psychological detachment.

Influence of Equity Sensitivity on Organizational Citizenship Behaviors and Knowledge Sharing: Mediating Effect of Work Spirituality

SeungRib Park — 2022-11-30

This study was conducted to investigate the mediating effect of workplace spirituality in the relationship between equity sensitivity, OCB, and knowledge sharing. Data used for the analysis were obtained from 385 employees in domestic companies. The results showed that equity sensitivity and workplace spirituality had a positive relationship. Benevolents were higher on workplace spirituality than entitleds. Besides, workplace spirituality was positively correlated with both OCB and knowledge sharing. Finally, the relationships between equity sensitivity and both OCB and knowledge sharing were fully mediated by workplace spirituality. Based on the results, the implications, the limitations of the study, and the future research direction were discussed.

The Effect of Coaching Leadership on Organizational Citizenship Behavior:

Jaehong Yoo — 2022-08-31

The purpose of this study is to reveal the effect of coaching leadership on organizational trust and organizational citizenship behavior depending on the level of psychological safety. Specifically, the relationship between coaching leadership and organizational citizenship behavior was examined and the mediating effect of organizational trust was identified in the effect of coaching leadership on organizational citizenship behavior. In addition, this study examined a moderating effect of psychological safety on the relationship between organizational trust and organizational citizenship behavior Finally, the relationship between coaching leadership and organizational citizenship behavior is verified by the moderated mediating effect of psychological safety in the mediation of organizational trust. For this purpose, data from 300 Korean workers were collected through an online questionnaire survey, and analyzed the materials using SPSS 25.0 and Macro. As a result of the research, the relationship between coaching leadership and organizational citizenship behavior has been proven to have a partial mediating effect significantly by organizational trust. The moderating effect of the psychological safety and the moderated mediating effect were also both significant. Finally, we discussed implications, limitations, and future research.

Association Between a Global Competency and Cross-cultural Adaptation

YoungShik Kim — 2021-12-07

This study tried to verify how the global competency and personality characteristics of expatriates have an effect on the expatriate's work engagement and cross-cultural adaptation in a reality where the role and job performance of overseas expatriates is growing in importance. In addition, in the relationship between global competency and personality traits on cross-cultural adaptation through work engagement, this study tried to examine how career vision acts as a moderated moderated-mediation effect. The specific hypothesis tested the mediation effect of work engagement in the relationship between global competency and cross-cultural adaptation, and whether there is a moderated-mediation effect through the interaction between conscientiousness and career vision in such mediating model. In order to achieve the purpose of this study, a survey was conducted on Korean expatriates, and the final data of 164 people were analyzed. As a result, the mediation effect of global competency increasing cross-cultural adaptation through work engagement was verified. When the career vision and the conscientiousness were high, it was found that expatriates with high global competency increased their work engagement and had a positive effect on cross-cultural adaptation. However, when the career vision was low and conscientiousness was high, it was found that expatriates with high global competency had relatively low work engagement and had a negative effect on cross-cultural adaptation. Based on these results, the meaning, implications, limitations, and future research of the study were discussed.

The mediating effect of intrinsic motivation between goal orientation and job crafting

Sumin Lee — 2022-08-31

The purpose of this study is to determine whether intrinsic motivation acts as a psychological mechanism that induces members' job crafting behavior in the relationship between goal orientation and job crafting. To explore this, we collected data by surveying full-time workers aging 19 or older online and used 333 participants for the final analysis. The results showed that mastery goal orientation positively predicted intrinsic motivation, and performance-approach goal orientation positively predicted both intrinsic and extrinsic motivation. Also, performance-avoidance goal orientation statically predicted extrinsic motivation. In addition, intrinsic motivation had a positive effect on job crafting, and relationship between goal orientation and job crafting was mediated by intrinsic motivation. Besides, a competition model was set up to check whether there is a mediating effect of extrinsic motivation on job crafting and compared with the research model. As a result, the research model that mediates job crafting only with intrinsic motivation was found to be a suitable and simple model. The implications and limitations of this study and directions for future research are addressed in the final part.

Validation of Korean Version of Comprehensive Meaningful Work Scale

Yonguk Park — 2022-05-31

Despite the steadily increasing social and academic interest in work meaningfulness, access to this concept as a psychological construct remains insufficient. This study aimed to provide reliable and valid measurement of work meaningfulness for Korean employees by adapting the CMWS, a scale developed by Lips-Wiersma and Wright(2012), into Korean. To verify its validity, data for 516 full-time Korean employees were randomly divided into two groups, and exploratory and confirmatory factor analyses were conducted. The analyses confirmed that the K-CMWS is a seven-factor structural model as shown in the original scale development study. In addition, by using the entire sample, the relationship between the CMWS and major variables related to work and life domains was verified for convergent and criterion validity. Finally, as a result of performing hierarchical regression analysis to verify the incremental validity of the CMWS for major job and organization-related outcome variables. The CMWS confirmed a significant incremental explanatory amount even while controlling for the existing work meaningfulness scales.

Expansion of Job Embeddedness

YoungKook Moon — 2022-01-11

This research is to validate family embeddedness scale, which measures why people leave and stay in the organization. Items were selected from Ramesh and Gelfand (2010) through translation and back-translation process. In study 1, we administered surveys to collect responses about family embeddedness and related variables on 300 Korean employees. The result from exploratory factor analysis demonstrated that there are three factors including (1) family fit (4 items), (2) family links (2 items), and (3) family sacrifice (3 items). Convergent and discriminant validity were examined by correlation analysis among family embeddedness and related variables. In study 2, we administered and collected two separate surveys which contained family embeddedness and variables related to turnover on 329 Korean employees at two points in time, approximately 6 month apart. The result from confirmatory factor analysis reexamined the factor structure of family embeddedness in study 1, and criterion validity of family embeddedness was tested by logistic regression. Results of this study found that family embeddedness predicted voluntary turnover in South Korean employees beyond job embeddedness and other traditional turnover and retention predictors.

Supervisory Justice and Organization Target Behavior

Soomin Lee — 2022-05-31

The purpose of this study was to evaluate the effects of supervisory justice on organizational citizenship behavior towards the organization(OCBO) and counterproductive work behavior towards the organization (CWBO), and their psychological mechanism based on the concept of identification and multifoci justice. Specifically, we assumed that supervisory justice has a significant relationship with OCBO and CWBO, and also that this relationship is mediated by supervisory identification and organizational identification. Finally, we expected that supervisor’s organizational embodiment moderates the indirect effect of supervisory justice through organizational identification. The results showed supervisory justice has a significant positive relationship with OCBO and no significant relationship with CWBO. Also, when supervisory identification mediates the relationship of supervisory justice with OCBO and CWBO, supervisory justice has a significant indirect positive relationship with OCBO but no significant relationship with CWBO. On the other hand, when organizational identification mediates, supervisory justice has a significant indirect positive relationship with OCBO and a significant indirect negative relationship with CWBO. Finally, the supervisor’s organizational embodiment moderates the relationship of supervisory justice with OCBO and CWBO, based on the mediation of organizational identification. Specifically, the mediation effect for OCBO was strengthened positively, and the meditation effect for CWBO was strengthened negatively. The results of this study showed a differential effect according to the object in which identification is formed in the process of transferring supervisory justice to behavior toward the organization. Based on these results, we presented the implication and limitations of this study.

The mediation effects of knowledge hiding motivations between knowledge requester’s psychological entitlement and knowledge hiding and the moderated mediation effect of supervisor monitoring

YounJin Ko — 2022-02-28

The purpose of this study is to examine the mediation effects of knowledge hiding motivations(personal ownership, fear of loss, concern for negative evaluation, and negative relation) between the knowledge requester’s psychological entitlement and knowledge hiding. Also, the purpose of this study is to examine the moderated mediation effect of supervisor monitoring on the mediating effects of knowledge hiding motivations. For the study, the survey was conducted on 400 employees working at various companies in Korea. According to the data analysis, knowledge hiding motivations(personal ownership, fear of loss, and concern for negative evaluation) had mediating effects between the knowledge requester’s psychological entitlement and knowledge hiding. But, negative relation motivation had no significant mediating effect. The supervisor monitoring moderated the mediating effects of knowledge hiding motivations(personal ownership, fear of loss motivation) between the knowledge requester’s psychological entitlement and knowledge hiding. But, concern for negative evaluation motivation and negative relation motivation had no significant moderated mediation effects. This study is expected to provide important implications for practitioners about the mediating effects of knowledge hiding motivation and the moderated mediating effects of supervisor monitoring.

Development and Validation of The Life-Career Adaptability Scale of employees

Miae Lee — 2022-05-31

The purpose of this research is to develop and validate the life-career adaptability scale of modern employees who have to cope with rapid changes in the working environment due to the 4th Industrial Revolution and the Pandemic Era. Research 1, an open-ended questionnaire was conducted to 117 employees who were uniformly sampled by gender, age group, and company size, and the scale was developed with 100 items of 13 factors. Research 2, a preliminary survey was conducted on 321 employees using the scale. The result of exploratory factor analysis(EFA), 79 items of 10 factors were extracted. Research 3, the data of 723 employees were divided into two groups to verify the validity of the compositional concept of the Life-Career Adaptability. In order to examine whether the scale and its sub-factors properly assess the degree of life-career adaptability of employees, Group 1 conducted an EFA, Group 2 conducted a confirmatory factor analysis(CFA). Result of the EFA, 40 items of 7 factors were extracted. Seven factors consist of Industrial Environment Change Awareness, Work Environment Change Awareness, Life-Career Plan, Future Career Exploration, Future Career Preparation, Current Career Adapting and Networking. CFA using structural equation modeling, turned out that it met the modeling fit criteria. These life-career adaptability factors were high rate of positive correlation with the Career Management Behavior, supporting convergence validity, and were significantly related to criteria such as Life Satisfaction, Hope, Adaptive Performance, and Career Commitment, confirming criterion-related validity of the scale. Finally, implications, limitations, and directions for future research discussed.

The Effect of Work Overload on Cut-corner Behavior

TaeYoung Han — 2021-12-07

This study investigated in what context and climate employees engage in cut-corner behavior. Cut-corner is an organizational behavior aimed at reducing the use of individual or organizational resources by being flexible within one’s own standards. In this study, we focused on the pressure employees feel on their work and the perceived competition with colleagues. We primarily examined the effect of work overload as a major factor influencing cut-corner behavior. We also tested that promotion regulatory focus as individual variable and psychological competition as contextual factor that have interaction effects to cut-corner. We further examined that counterproductive climate as an environmental factor, and applied a multi-level methodology using reference-shift composition model from the counterproductive behavior. For analyses, We used data collected from 141 people from 37 teams of various organizations. As a result of the analysis, it was found that the work overload has a positive effects on the cut-corner. The promotion regulatory focus has no significant interaction effect between work overload and cut-corner, whereas the three-way interaction with psychological competitive (work overload × promotion regulatory focus × psychological competition) has significant effect. Cross-level analysis found significant interaction effects between work overload and counterproductive climate on cut-corner behavior. Implications and suggestions for future research were provided based on the findings.

Moderating Effects of State Conscientiousness Variability on the Relationships Between Trait Conscientiousness and Individual Performance

YunJoo Lee — 2022-02-28

The concept of metatraits (Baumeister & Tice, 1988) reflects that state personality, the levels of personality that vary based on time or role may moderate the relationship between trait personality and individual performance. This study investigated moderating effects of state conscientiousness variability on the relationships between trait conscientiousness and individual performance indicators; task performance, organizational citizenship behaviors (OCBs), and counterproductive work behaviors (CWBs). It was expected that the relationship between trait conscientiousness and performance would be stronger in case of small variability than in case of large variability, as small variability would imply stable expression of conscientiousness. An experience sampling method was applied to 300 full-time employees recruited through an online panel survey company. Variability of state personality was measured by the standard deviation of state personality measured for three days. The hierarchical regression results revealed that state conscientiousness variability did not moderate the relationships between trait conscientiousness and OCBs. However, it moderated the relationships of trait conscientiousness with task performance and CWBs, such that the relationships were stronger when the variability was small rather than when large. The results suggest that organizations can intervene to the performance of their employees by providing training programs focused on state conscientiousness.

The effect of goal-orientation on observational learning within the context of comparison with a high-performing coworker

TaeYong Yoo — 2021-12-07

Why some learn lessons from a high-performing coworker’s behavior and apply to themselves whilst others do not? The aim of the current research is to understand the characteristics of those who do learn lessons by observing high-performing coworker’s behaviors even though the interaction with them may be threatening. Specifically, we suggest that high-LGO(learning goal orientation) individuals and high-PPGO(performance prove goal orientation) individuals are observing high-performing coworker's behavior intention. Also, based on the motivated action theory, we argue that individuals with a different goal orientation set higher goal level with a different referenced goal level (i.e., self vs. other). The data from American full-time employees (n=221) has revealed that both LGO and PPGO had a positive relationship with observational learning. In addition, self-referenced goal level mediated the relationship between LGO and observational learning, while other-referenced goal level mediated the relationship between PPGO and observational learning. Based on the results, the implications of this study and the directions for future researches were discussed with limitations.

The effect of isolation on job crafting in telecommuting

SuBin Lee — 2021-12-07

The aims of this study was to identify what behavior of employees in order to overcome the isolation in the environment in which telecommuting was implemented. Specifically, this study was the networking behavior will appear as a positive coping method for the employees to overcome the isolation, and the mediating process that it will have a positive effect on job crafting through these behaviors is examined. Also want to identify the moderating effect according of affective commitment in this influence series of processes. For this purpose, an online survey was conducted on employees who are currently telecommuting from domestic companies and a total of 313 data were analyzed. The results of this study are as follows. First, professional isolation had a positive related on task networking behavior and social isolation had a positive related on friendship networking behavior. Second, the relationship between networking behavior and job crafting had all positively related. Third, the mediating effect of networking behavior was significant in the relationship between isolation and job crafting. Fourth, the moderating effect of affective commitment was significant only in the relationship between social isolation and friendship networking behavior. Fifth, the moderated mediating effect of affective commitment was significant only in the indirect effect of friendship networking behavior. Based on these findings, we expect to help to understand the emotions and behaviors of employees that may appear at the beginning of introduction of telecommuting in depth.

The Effects of leader–member perception of LMX quality

YoonJung Rah — 2021-12-07

Unlike most leader-member exchange research based solely on members' perceptions, the purpose of this study is focusing on leader-follower mutual perceptions of LMX and how it is related to work value congruence and follower outcomes such as affective commitment and turnover intention. Furthermore, we consider organizational culture and LMX differentiation as contextual variables that influences an antecedent and consequence of mutual perception of LMX. For this study, survey was administered to employees of various companies, and both leader and follower reported their perceptions of LMX. We finally analyzed responses of 266 leader-member dyad from 60 teams of 19 companies. The results show that leader-follower work-value congruence positively related to LMX perceived by leader-member and the sequential mediating effect of mutual perception of LMX and affective commitment in the relationship between work value congruence and turnover intention. Especially, through multilevel analysis, we examined the cross- level moderating effects of contextual variables such as organizational culture and LMX differentiation on mutual perception of LMX. As expected, findings show that the positive relationship between work value congruence and LMX perceived by leader-member is strengthened in the low ““performance oriented”” culture compared to high performance-oriented culture. Although the result was marginally significant, we also found that the cross-level interaction effects of LMX differentiation based on leader ratings on the relationship between the leader-member mutual perception of LMX and affective commitment. This implies that high mutual perception of LMX quality increases subordinate’s affective commitment when leader’s differentiation is low, and it results in lower turnover intention.

Effects of Honesty Test using Situational Judgment Test Format on Task Performance and counterproductive work behavior

EunA Kwon — 2021-08-31

The purposes of this research were 1) to identify criterion-related validity of the developed Honesty test using situation judgment test format and 2) to test mediating role of moral disengagement process including self-sanction. For these purpose, the situational judgment test measuring sub-constructs (i.e., sincerity, fairness, greed avoidance and modesty) of honesty-humility factor in HEXACO model(Lee & Ashton, 2004) was developed. eria(i.e., counterproductive work behavior, task performance and contextual performance). Total 365 employees(male, N=170, 46.58%; female, N=195, 53.42%) were used in the study. The Honesty test developed in the study included 24 items(i.e., 6 items for each 4 sub-constructs). The criterion-related validity analyses results showed that the Honesty test using situational judgment test format had significant correlations with counterproductive work behavior(r = -.49) and task performance(r = .39). The results of structural equation model revealed that the effects of honesty on counterproductive work behavior was mediated by moral disengagement process and the direct effect of honesty on counterproductive work behavior was also significant. Overall goodness of fit indexes of this model were favorable except for the chi-square value(χ2(32) = 50.44, p = .0202, CFI = .990, TLI = .986, RMSEA = .040). Limitations of the study and directions for future study were discussed.

A Validation of the Multidimensional Workaholism Scale

GiEun Nam — 2022-02-28

This study aimed to examine the reliability and validity of the Multidimensional Workaholism Scale (MWS) among Korean employees. Evidence in terms of the reliability of internal consistency, measurement invariance tests, discriminant validity, and criterion-related validity support that the MWS is a valid and reliable measure of workaholism for Korean employees. First, the MWS showed good internal consistency coefficients among full-time Korean employees (N = 358). Second, measurement invariance analyses showed that a four-factor model (behavioral, cognitive, motivational, and emotional) also holds in the Korean sample, and factor loadings were equivalent between the Korean and the U.S. (N = 407) samples. Third, correlation analysis and a series of confirmatory factor analysis results provide discriminant validity evidence between the MWS and work engagement. Finally, a portion of the Korean sample (N= 228) provided data for criterion validity. Correlation analysis of the data showed that the MWS revealed the expected relationships with emotional exhaustion, work interfering with family, family interfering with work, and work hours. For the variables of job satisfaction, life satisfaction, and physical symptoms, the expected relationships with the MWS appear when work engagement was controlled for. Overall, this study suggested that the MWS is a valid and reliable measure of workaholism for Korean employees.

The effects of achievement attribution and career indecision on perceived overqualification

Hyejin Moon — 2021-08-31

In the current study, we aimed to investigate the effect of job applicants’ achievement attribution(luck and effort) on their perceived overqualification(POQ) after employment. We examined the mediating role of career indecision in the causal relationship between achievement attribution and POQ and tested whether major commitment moderated the relationship between achievement attribution and career indecision. A total of 2,747 students participated in the longitudinal survey that was conducted across 20 universities located in different cities of Korea. Approximately a year after the participants reported their achievement attribution, major commitment, and career indecision, researchers contacted those who are employed, and 453 out of 2,747 participated in the follow-up survey and asked to report their POQ. The results showed significant correlations among luck attribution, effort attribution, career indecision, and POQ. Second, although career indecision fully mediated the negative relationship between luck attribution and POQ, it failed to mediate the positive relationship between effort attribution and POQ. Third, major commitment moderated the relationship between achievement attribution(both luck and effort) and POQ. Finally, the conditional effect of luck attribution on POQ was supported as hypothesized. More specifically, luck attribution affected POQ through career indecision while major commitment moderated the negative relationship between luck attribution and career indecision. Discussions on implications and limitations are provided.

The effect of Coaching Leadership on Organizational Trust and Innovative Behavior: Moderated Mediation by Power Distance Orientation

EunKyoung Chung — 2021-08-31

The purpose of this study is to reveal the effect of coaching leadership on organizational trust and innovative behavior depending on the level of power distance orientation. Specifically, the relationship between coaching leadership and innovative behavior was examined and the mediating effect of organizational trust was identified in the effect of coaching leadership on innovative behavior. In addition, this study examined a moderating effect of power distance orientation on the relationship between organizational trust and innovative behavior Finally, the relationship between coaching leadership and innovative behavior is verified by the moderated mediating effect of power distance orientation in the mediation of organizational trust. For this purpose, data from 697 Korean workers were collected through Embrain, an Internet survey company in Korea. According to the research, the relationship between coaching leadership and innovative behavior has been proven to have a partial mediating effect significantly by organizational trust. The moderating effect of the power distance orientation and the moderated mediating effect were also both significant. Employees with lower organizational turst and lower power distance orientation tended to innovate more than employees with higher power distance orientation, but the difference was found to have been decreased significantly at a higher level of organizational trust. Finally, we discussed practical implications, limitations, and future research.

Factor Structure and Validity Estimates of the Korean Version of the Short Dark Triad

ChongChol Park — 2021-08-31

The present study aims to assess the psychometric properties (i.e., reliability and validity) and factor structure of the Korean version of the Short Dark Triad (SD3) with 27 items for evaluating the traits of the Dark Triad: narcissism, Machiavellianism, and psychopathy. An analysis of factor structure using both exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) within Study 1 and Study 2 (N = 250 for study 1, N = 250 for study 2) yielded two factors of Machivellianism-Psychopathy (Ma-Psy) and Narcissism in Korea and did not suport the 3-factor solution of the original SD3 developed by Johns & Paulhus (2014). For item-level validity, the Rasch Rating Scale Model was applied and the final 17 items with two factors of the dark personality (SD-2) were confirmed as a result of an item goodness-of-fit and item difficulty. Also, the psychometric properties of the Korean adaptation of the SD3 (2-factor solution with 17 items, called SD2) provided support for both convergent and discrimiant validity estimates as well as stability over 1-month time interval. Implications and limitations of the current research are discussed.

Method Effects and Measurement Invariance Testing for Korean Stress Mindset Scale

Daeun Park — 2022-05-31

Stress mindset refers to implicit beliefs about the effects of stress. Although academical interests in stress mindset are growing, we know next to nothing about whether the original stress mindset scale, developed by Crum and colleagues (2013), can be used for working professionals in Korea. To examine whether the same stress mindset scale can be used in Korean adults with different occupations, we recruited college students and working professionals in finance, medicine, and education (N=531) and asked them to complete stress mindset and perceived stress questionnaires. Findings from a confirmatory factor analysis found no evidence for method effects in the original 8-item stress mindset scale. Furthermore, the results indicated that 4-item stress mindset scale, measuring debilitating effects of stress (Stress Mindset-N4), fits data better than the original 8-item scale and 4-item mindset scale, measuring enhancing effects of stress (Stress Mindset-P4). Measurement invariance testing of Stress Mindset-N4 supports configural, metric invarianc, and scalar invariance. Furthermore, the scale scale reliably predicts perceived distress.

The Impact of Ethical Leadership on Occupational Calling

JeongHoon Seol — 2021-12-07

Empirical studies on positive outcomes of occupational calling are increasing, but there are relatively few considerations of psychological variables and mechanisms that predict perceiving a calling. We studied a mediating effect of leader identification and moral identity in a relationship between ethical leadership and occupational calling. 324 Navy personnel participated in this study and responded to the following questionnaires: Ethical Leadership Scale (ELS); Leader Identification Scale; Moral Identity Scale; Calling and Vocation Questionnaire (CVQ). The results showed a significant relationship between ethical leadership, leader identification, moral identity, and occupational calling. Also, ethical leadership was positively related to occupational calling, and moral identity was also positively related to occupational calling. Lastly, a sequential mediating model showed the relationship between ethical leadership and occupational calling was mediated by both leader identification and moral identity sequentially. Based on the results, theoretical and practical implications for promoting moral identity and occupational calling, limitations, and suggestions for future research were discussed.

The effect of socio-economic status on impression management (IM) in employment interviews: The mediating effect of the sense of control

SangHee Nam — 2021-08-31

This study investigated the effect of socio-economic status (SES) on honest IM (self-promotion, honest ingratiation, honest defensive impression management) and deceptive IM (slight image creation, extensive image creation, deceptive ingratiation, image protection) in employment interview, and examined the mediating effect of sense of control. For this purpose, a survey was conducted on 253 university students with employment interview experiences. The results showed that subjective SES had a positive association with self-promotion and honest defensive IM of honest IM, and this relationship was mediated by sense of control. However, subjective SES was not associated with honest ingratiation of honest IM, nor with any tactic of deceptive IM. While objective SES was positively associated with sense of control, objective SES had no statistically significant relationship with honest and deceptive IM. The current study provided meaningful implication as it emphasized the role of SES in the employment interview by identifying behavioral differences among job applicants with varying SES, and providing basic explanation on the effect of SES by clarifying the role of sense of control.

Detached Concern

HyungIn Park — 2021-12-07

This study attempted to apply the concept of detached concern, an attitude that service workers may have towards customers, to Korean samples. In Study 1, the original detached concern scale was translated into Korean and then back-translated for comparison and refinement. The Korean detached concern scale was then validated with a sample of 143 full-time, overage Korean workers using three facets of burnout as the criteria. The results of confirmatory factor analyses indicated that detachment and concern were two independent facets. Also, the response surface graph showed that professional inefficacy significantly decreased when detachment and concern matched at high levels rather than at low levels. In Study 2, we examined whether detached concern would predict the three facets of work engagement after a month with 374 Korean customer service workers using the scale validated in Study 1. We also hypothesized that job control would weaken the relationships. All variables were measured twice with a one-month interval. Polynomial regressions revealed that detachment and concern measured at Time 1 jointly had significant effects on all facets of work engagement measured at Time 2. Also, the moderating effects of job control were observed but different for all three facets. These results suggest that detached concern may play an important role in the psychological well-being of emotional labor workers. Based on these findings, academic and practical implications were discussed along with suggestions for future research.

Comparison of Psychological, Job and Career Characteristics between Groups according to Career Pursuit Differences

JiYeon Cho — 2021-12-07

The purpose of this study is to search for variables that indicate the differences between the groups, occupation change group, same occupation turnover group, no turnover group. As a variable representing differences, it was classified into psychological variables, job-related variables, and career-related variables to investigate which characteristic variables represent differences between the occupation change group and other groups. For the study, a survey was conducted on male and female occupational workers in the early stage of their careers, divided into three groups according to the difference in career pursuit: occupation change group, same occupation turnover group, no turnover group, and data were collected from 1,002 people except for insincere responses. The results obtained through this study are as follows. First, the variables that differed between the occupation change group and no turnover group are as follows. For psychological variables, openness to experience, extroversion, growth needs, risk-taking tendency, and career-related variables were derived from protein career orientation and occupational identity. Second, the variables that differed between the occupation change group and the same occupation turnover group are as follows. The psychological variables were extroversion and risk-taking, and career-related variables were protein career orientation. Therefore, it is necessary to consider the protean career orientation, which is the value that he or she individuals pursues with the initiative in extroversion, risk sensitivity, and career when changing occupation. Based on the above results, the significance, limitations and suggestions of this study were discussed.

The Effect of the Regulatory Focus Organizational Culture on the Innovative Work Behavior

ChangGoo Heo — 2021-05-31

The aims of this study were to identify the effects of regulatory focus organizational culture and feedback seeking behavior on innovative work behavior and to confirm the mediating effect of feedback seeking behavior. For this purpose, an online survey was conducted on employees of domestic companies and a total of 245 data were analyzed. The main results of this study are as follows. First, in the relationship between organizational culture and innovative work behavior, the promotion focus organizational culture increased innovative work behavior, but the prevention focus organizational culture did not affect innovative work behavior. Second, in the relationship between organizational culture and feedback seeking behavior, the promotion focus organizational culture increased both positive and negative feedback seeking behavior, but the prevention focus organizational culture increased only positive feedback seeking behavior. Third, in the relationship between feedback seeking behavior and innovative work behavior, negative feedback seeking behavior had a positive effect on innovative work behavior, but positive feedback seeking behavior did not affect innovative work behavior. Fourth, the promotion focus organizational culture had indirect effects on innovative work behavior through negative feedback seeking behavior. The results of this study suggest that the more companies that pursue innovation, the more they need to form a promotion focus organizational culture, so that employees can actively accept and utilize negative feedback without being wary of negative feedback.

Social Dominance Orientation and Job Performance

TaeYong Yoo — 2021-08-31

Recently, as one of few personality traits which significantly predicts discrimination and prejudice against various social groups, the researches on the effect of social dominance orientation are substantially growing, however researches directly aimed at the effect of social dominance orientation on individual performance are still limited. In this research, from the interactionalistic approach of person-environment, based on social dominance theory and resource theory, we investigated the effect of social dominance orientation on the employee’s job performance(task performance and contextual performance), along with exploring the moderating effect of leader-member resource exchange domains(contribution exchange and affect exchange) and job meaning factor from psychological empowerment. Self-reported survey data were obtained from 345 employees from various organizations in Korea. The results showed that LMX contribution exchange buffered the negative impact of social dominance orientation on contextual performance. The interaction between social dominance orientation and LMX affect exchange affected task performance negatively, but job meaning significantly reduced the negative impact. Based on these results, we discussed implications and limitations of this study and directions for future research.

A Study on the Antecedents and Consequences of Diversity Beliefs in Organization

YeongKyeong Ju — 2020-08-31

The purpose of this study was to (1) explore the predictors of individual and situational characteristics that affect the diversity beliefs of employees within an organization, and (2) examine the impact of diversity beliefs on their job performance as well as emotional commitment. A total of 300 employees working at various fields in Korea participated in on-line survey. The results of the hierarchical multiple regression analyses showed that the individual characteristics like agreeableness, extroversion, openness of HEXACO personality factors, need for uniqueness, perspective taking, and growth mindset were the significant predictors of diversity beliefs. It was also found that the situational characteristics such as diversity climate and inclusive leadership had significant effects on diversity beliefs. Furthermore, the impacts of pro-diversity beliefs on task performance, contextual performance, adaptive performance, and emotional commitment were all significant, supporting the predictive power of the diversity beliefs on individual job effectiveness. The results of structural equation models demonstrated the core predictors of the diversity beliefs were need for uniqueness, perspective taking, growth mindset, and diversity climate. We proposed a model that includes these predictors and 4 criteria of diversity beliefs, and the fitness of the models on each of job effectiveness were all acceptable. Finally, the implications and future research directions were discussed based on the findings.

The Effect of Perceived Overqualification on Turnover Intention

MiSo Kim — 2020-08-31

The purpose of this study was to examine the effect of perceived overqualification on turnover intention and the interaction effect of perceived organizational support, distributive justice, and regulatory focus tendency(promotion/prevention) on the relationship between perceived overqualification and turnover intention. For the study, the survey was conducted on 250 employees working at various companies in Korea. Results indicated that perceived overqualification was positively related to turnover intention. The three-way interaction effect of perceived overqualification, perceived organizational support, and regulatory focus tendency was significant on turnover intention. Also the three-way interaction effect of perceived overqualification, distributive justice, and regulatory focus tendency was significant on turnover intention. This study provided important implications for practitioners as it verified the effect of perceived overqualification on turnover intention and the moderation effects of perceived organizational support, distributive justice, and regulatory focus tendency.

The Influence of Worker’s Work-Life Balance on Family, Organization and Individual

UiJong Kim — 2020-08-31

This study divided work-life balance into multidimensional balance(work-family, work-growth, work-leisure) and analyzed the effects of multidimensional work-life balances on family domain (family relation, family burnout), organizational domain (innovative work behavior, job efficacy reduction), and personal domain (psychological well-being, job strain) criterions. The main results and meanings of this study are as follows: First, it is more valid to interpret the balance of work-life as multidimensional factor structure (home, growth, leisure) than to interpret one-dimensionally. Second, the explanation of three factors (home, growth, and leisure) compared to one factor of work-life balance showed incremental explanation in variables such as family exhaustion, job efficacy reduction, psychological well-being, and innovative work behavior. In particular, work-growth balance among the three factors explained more than 15% of innovative work activities than one factor. Third, the discriminatory relationship between various life domains and multidimensional balance was observed in the relationship between home domain and work-family balance, organizational domain and work-growth balance, but did not appear in the relationship between individual domain and work-leisure balance. The results of this study are significant in that it provides basic data suggesting that multidimensional support is needed for work-life balance by showing that workers' work-life balance can be divided into various dimensions and that work-life balance has unique influence on each dimension. Finally, the limitations of this study and suggestions for future research are discussed that it is necessary to conduct a study on the moderating effect of individual differences in the relationship between work-life balance and various areas of life, and a study on the mediating effect including the determinants of work-life balance.

A Meta-Analytic Study on the Relationships of Person-Supervisor Fit with Job Attitudes and Behaviors

SeungYeon Baik — 2020-08-31

This study conducted meta-analyses of 26 Korean studies in order to examine the relationships of person-supervisor (P-S) fit with job attitudes and behaviors. Job attitudes included job satisfaction (k = 11), affective organizational commitment (k = 10), and turnover intention (k = 8). Work behaviors included organizational citizenship behaviors (OCBs, k = 11). The results showed strong positive relationships of P-S fit with job satisfaction, affective commitment, and OCBs. Also, P-S fit had a moderate negative relationship with turnover intention. Survey methods (online versus paper), publication sources, and sub-dimensions of outcome measurements were hypothesized as moderators with specific directions. Types of organization (private versus public) and types of industry (service versus non-service) were explored as moderators. The results indicated that the effect sizes were larger in online surveys (in case of OCBs) and journal publications than in paper surveys and dissertations, respectively. Regarding measurement dimensions, P-S fit showed stronger relationships with OCB-I than with OCB-O. We found that types of organization and types of industry could also function as moderators. This study contributes to the literature on P-S fit, which has been paid less attention to than other dimensions of person-environment fit, by demonstrating its importance. Limitations of the current study, future research directions, and implications of the results were further discussed.

A Study on Antecedents and Consequences of Workplace Boredom

HyungJu Ji — 2020-05-31

Workplace boredom is an unpleasant affective state that workers experience along with a lack of interest and attention in the current activities in the workplace. The traditional view of workplace boredom postulates that boredom arises from monotonous and repetitive tasks. However, a contemporary view of workplace boredom seeks alternative causes of boredom which seems to be on the rise despite dramatic changes in work content. In the current research, based on the theoretical framework suggested by Mael and Jex(2015), we investigated the relationships among major antecedents, workplace boredom, and organizational outcomes. More specifically, we examined the effects of work characteristics, personal characteristics and information technology usage on workplace boredom; in addition, we tested the effect of workplace boredom on counterproductive work behavior and turnover intention. Conducting a two-wave survey using a sample of 188 full-time workers in Korea, we tested hypotheses using structural equation modeling. The results revealed that job characteristic was negatively related to workplace boredom, and boredom proneness (internal stimulation), underemployement (mismatch) and internet & smartphone use were positively related to workplace boredom. Finally, boredom positively predicted counterproductive work behavior and turnover intention. These findings empirically supported the integrative model (Mael & Jex, 2015) of traditional and contemporary approaches to workplace boredom.

Differential Effects of Job Crafting types based on The Regulatory Focus Theory on Job Satisfaction, Turnover Intention, Innovative Behaviors

SoHui Jeong — 2020-05-31

The purpose of this study is to explore the differential effects of regulatory focus on job crafting type(promotion/prevention-focused job crafting) and job crafting type on job satisfaction, turnover intention, innovative behavior. Also, this study assume the mediation model that job satisfaction has a mediation effect on relationship between job crafting and turnover intention/innovative behavior. To do this, we conducted an online survey of 394 workers and used 355 data for the final statistical analysis. The results showed that trait promotion-focus was positively related with promotion-focused job crafting, and trait prevention-focus was positively related with prevention-focused job crafting. Also relationship between trait promotion-focus and prevention-focused job crafting, between trait prevention-focus and promotion-focused job crafting was non-significant. That is, the trait regulatory focus was associated with the type of job crafting corresponding to each trait. Moreover, the results supported the differential effects of job crafting type by showing that promotion-focused job crafting has a positive relationship with job satisfaction/innovative behavior and a negative relationship with turnover intention, while prevention-focused job crafting has a negative relationship with job satisfaction and a positive relationship with turnover intention. Results of the mediation model showed that promotion-focused job crafting was negatively and prevention-focused job crafting was positively related with turnover intention through job satisfaction. There was no mediation effect of job satisfaction on relationship between job crafting and innovative behavior. At the end of this paper this study results, implications and limitations of this study were discussed.

The effects of perceived Artificial Intelligence’s competence on employee’s job insecurity and work cynicism

JiYoung Park — 2020-05-31

Rapid advances in technology in Artificial Intelligence(AI) influence work and workplace. In this study, we aimed to investigate how an employee’s perception of AI’s competence impacts their job insecurity and work cynicism. In an experimental study (Study 1) using a sample of 214 Korean employees, we found that an employee’s perception of AI’s competence increased work cynicism via increased job insecurity. In Study 2, using a sample of 242 American workers, we revealed that the employee’s judgment on AI’s competence positively related to work cynicism, and job insecurity partly mediated the relationship. As hypothesized, the moderating role of work meaningfulness was found. The relationship between job insecurity and work cynicism was stronger for those with a high level of work meaningfulness than those with a low level of work meaningfulness. Also, the mediating effect of job insecurity was moderated by work meaningfulness in the relationship between perceived competence of AI and work cynicism. We discussed implications, limitations, and recommendations for future research.

The effect of supervisor’s job crafting on employee’s creative behavior

HyunSun Chung — 2020-05-31

The purpose of this study was to investigate the influence of perceived supervisor’s job crafting on employee’s creative behavior and the mediating role of employee’s job crafting. In addition, this study examined the moderating role of identification with supervisor in the relationship between supervisor’s job crafting and employee’s job crafting which is called “behavioral contagion” in this study. The results from 317 participants provided evidence that (1) perceived supervisor’s job crafting was positively related to employee’s job crafting, (2) employee’s job crafting was positively related to employee’s creative behavior, (3) employee’s job crafting mediated the relationship between supervisor’s job crafting and employee’s creative behavior, (4) identification with supervisor moderated the relationship between perceived supervisor’s job crafting and employee’s job crafting which is called behavior contagion in this study, (5) identification with supervisor also moderated the indirect effect of perceived supervisor’s job crafting on creative behavior. Based on the results, general discussion such as implications of these findings, limitations, and future research were discussed in the last section.

Validation of Honesty Test using Situational Judgment Test Format

EunA Kwon — 2020-11-30

The purposes of this research were to develop the Honesty test using situation judgment test format to reduce the possibility of faking good in personality scales and to identify construct validity and concurrent validity of the developed scale. Total 359 employees(male, 46.24%; female, 53.76%) were used in this study. The Honesty test developed in this study consists of 5 to 6 items 6 items for each 4 sub-constructs (i.e., sincerity, fairness, greed avoidance and modesty) of honesty-humility factor in HEXACO model. Confirmatory factor analysis to assess the construct validity of the Honesty test resulted in favorable goodness of fit indexes for the 4-factor model(CFI = .946, TLI = .925, RMSEA = .046). Also, favorable goodness of fit indexes(CFI = .934, TLI = .911, RMSEA = .049) in the higher-order factor analysis showed that the 4 sub-constructs were converged into the single honesty-humility factor. To investigate the possibility of faking good could be reduced in the situational judgment test format compared to the Likert test format in measuring honesty, correlations between the honesty scores in each test format and the scores of faking good were compared. Although the correlations between the humility sub-constructs(i.e., greed avoidance and modesty) and faking good scores were not significantly different depending on the measurement format, the correlations between the honesty sub-constructs(i.e., sincerity and fairness) and faking good scores were significantly low in the situational judgment test format than in the Likert test format. The concurrent validity analyses revealed that the Honesty test using situational judgment test format had significant correlations with Machiavellism personality(r = -.21) and self-control(r = .27). Limitations of the study and directions for future study were discussed.

Expansion of job demands-resources model by applying the circumplex model of affect

Jinwoo Park — 2020-11-30

The purpose of this study is to verify the effect of challenge and hindrance job demands on two-dimensional view of work-related subjective well-being and the role of employee’s dominant promotion-focus and LMX based on Russell's circumplex model(1980). A sample of 361 employees were participated voluntarily in this study and data were analyzed. The results and implications of this study are as follows. First, challenge stressor had a positive effect on the positive factors of work-related subjective well-being, while hindrance stressor had a negative effect. The effect of challenge stressor on work engagement was relatively large than the effect on job satisfaction. Second, both challenge and hindrance stressor had a positive effect on the negative factors of work-related subjective well-being. In comparison of the effect size considering activation level, the effect of challenge stressor on workaholic and hindrance stressor on burnout was relatively large compare to each other. Third, employee’s dominant promotion-focus showed the role of enhancing effect of challenge demands on the positive factors of work-related subjective well-being. The LMX has been shown to mitigate the effects of hindrance stressor on workaholic. Finally, theoretical and practical implications of these findings, along with this study limitations and future research directions were discussed.

A Preliminary Validation Study for the Korean version of the Burnout Assessment Tool (K-BAT)

Soohyun Cho — 2020-11-30

Some issues on constructs of MBI-GS in the burnout study has been risen. Schaufeli’s team(2019) invented the new measure of Burnout Assessment Tool(BAT) as the second version of burnout inventory, which covers the problematic issues. The present study aimed to validate the BAT among the South Korean sample. The one among 23 items of BAT were excluded based on an exploratory factor analysis using 367 South Korean employees. A four-factor structure of K-BAT (i.e., exhaustion, mental distance, impaired cognitive control, impaired emotional control) was supported by a confirmatory factor analysis using a different 345 employees. Validity tests for a convergence and a discriminativeness were tested by applying the MTMM(Multi-Traits Multi-Methods) model, along with a correlation analysis with MBI. For external discriminative validity, engagement was used. A sequential test for a criterion validity both with demands of workload and role ambiguity and with outcomes of turnover intention and depression was conducted. A convergence, an external discriminative, and a criterion validity were supported respectively, whereas an internal discriminative validity with MBI not supported. Implications and the directions for a consequential study were discussed, with considering the present study as an initial study for validating K-BAT.

Measurement of adult career decision motivation based on Self-Determination Theory and Classification of motivation profiles

YoungJu Lee — 2020-11-30

The purpose of this study was to validate the adult’s career decision motivation scale based on the self-determination theory, and examine the relation of motivation factors through cluster analysis. In Study 1, a sample of adults who have made career transitions participated, and scale items were selected based on interviews regarding their career decision making processes. In Study 2, selected items were rearranged into four motivation factors (external regulation, introjected regulation, identified regulation, intrinsic motivation) and the constructed scale was conducted on a sample of 240 adults with career transition experience. Data analyzed reported good validity and reliability of the 24-item model consisting of four motivational factors for each of the six behavioral items. Study 3 reports the results of a cluster analysis using the adult career decision motivations scale. Four meaningful clusters were identified and career decision motivation types were classified as ‘control motivated’, ‘poorly motivated’, ‘self-determined’, and ‘strongly motivated’. The strongly motivated cluster showed high levels of career adaptability(CA) and career satisfaction(CS), and the poorly motivated cluster showed low levels of CA and CS. The self-determined cluster had high CA, but there was no significant difference in CS from other clusters. Finally, how controlled motivation and autonomous motiavation could coexist and bring positive results in the cuareer decision making process of adults was discussed.

The Effects of employee perception of training effectiveness on organizational commitment

Yejin Kim — 2020-11-30

In order to cope with rapid changes in current business environment, the pursuit of competitive advantage through the optimal use of human capital is one of the most important strategies to the firms. The employee training plays a key role in cultivating human capital, which can not only bring higher organizational performance but also create strong corporate values. Considering the fact that unique organizational culture in each firm affects the attitudes of organizational members in various ways, we sought to explore the role of organizational culture in order to examine how employee perception of training effectiveness affects organizational commitment. For this purpose, this study tests the relationship between employee perception of training effectiveness and organizational commitment and moderating effects by two types of organizational cultures in this relationship. Based on the analyses of the HCCP data, the results of this study showed that the employee perception of training effectiveness has a significant positive relationship on organizational commitment and that the relationship is constant in the clan-oriented organizational culture, whereas it is significantly weakened under the market-oriented organizational culture.

Two-sided Effect of Empowering Leadership on Follower’s Job Stress

Yun Jin Kang — 2020-11-30

In this study, we aimed to investigate the two-sided effect of empowering leadership on follower’s job stress by focusing on the potential for positive and negative effects of empowering leadership. Based on the empowerment theory and the role theory of accountability, we examined the mediating effects of self-efficacy and felt accountability and the moderated mediation effects of perceived organizational support(POS) in the relationship between empowering leadership and job stress. A total of 427 Korean employees participated in this study through an online survey. The results show that empowering leadership has indirect effects on job stress mediated by self-efficacy and felt accountability. Specifically, empowering leadership reduced job stress via increased self-efficacy, while increased job stress via increased felt accountability. Evidence was also found of the moderating role of POS: the positive relation between felt accountability and job stress was stronger for those with a low level of POS than those with a high POS. However, the moderating effect of POS was not found in the relationship between self-efficacy and job stress. In addition, the mediating effect of felt accountability was moderated by POS in the relationship between empowering leadership and follower’s job stress. Based on the results, we discuss several implications, limitations, and recommendations for future research.

The effects of after-hours work activities and job-related social activities on recovery and job engagement

Seohyun Ji — 2020-11-30

Although academic and social interests in the effects of long working hours and after-hours job-related activities on recovery from work have increased, few empirical studies have investigated the effects of after-hours job-related social activities on recovery and job effectiveness. We hypothesized and examined a mediation model that job-related social activities and after-hours work activities could influence next day ego depletion and job engagement through psychological detachment. Data from 377 employees who responded twice a day (morning and evening) for two weeks were collected using a daily diary survey. Multi-level analyses showed that as employees spent more time at both job-related social activities and after-hours work activities, their psychological detachment decreased, resulting in a higher ego depletion and a lower job engagement on the following day. Interestingly, after-hours job-related social activities had a larger effect on ego depletion than after-hours work activities. Finally, the direct effects of after-hours work activities and job-related social activities on ego depletion were also significant. These findings suggest that after-hours work-related activities can affect ego depletion through alternative or multiple paths, as opposed to solely a psychological detachment. The findings of this study could help us contribute to understand the harmful effects of after-hours work activities and job-related social activities on the recovery process. They also have important implications in terms of interventions for recovery.

Machine Learning Approach to Personality Assessment and Its Application to Personnel Selection

JiSoo Ock — 2021-05-31

As we enter the digital age, new methods of personality testing-namely, machine learning-based personality assessment scales-are quickly gaining attraction. Because machine learning-based personality assessments are made based on algorithms that analyze digital footprints of people’s online behaviors, they are supposedly less prone to human biases or cognitive fallacies that are often cited as limitations of traditional personality tests. As a result, machine learning-based assessment tools are becoming increasingly popular in operational settings across the globe with the anticipation that they can effectively overcome the limitations of traditional personality testing. However, the provision of scientific evidence regarding the psychometric soundness and the fairness of machine learning-based assessment tools have lagged behind their use in practice. The current paper provides a brief review of empirical studies that have examined the validity of machine learning-based personality assessment, focusing primarily on social media text mining method. Based on this review, we offer some suggestions about future research directions, particularly regarding the important and immediate need to examine the machine learning-based personality assessment tools’ compliance with the practical and legal standards for use in practice (such as inter-algorithm reliability, test-retest reliability, and differential prediction across demographic groups). Additionally, we emphasize that the goal of machine learning-based personality assessment tools should not be to simply maximize the prediction of personality ratings. Rather, we should explore ways to use this new technology to further develop our fundamental understanding of human personality and to contribute to the development of personality theory.

Job Satisfaction of Disabled and Non-disabled Employees

KwanHo Suk — 2021-08-31

Despite increasing interest among researchers in the job satisfaction of disabled employees, surprisingly little attention has been directed to the difference in job satisfaction between disabled and non-disabled employees in Korea. This research intends to understand the levels of job satisfaction between employees with and without disability. Another important goal of the current research is to understand which job characteristics can explain the difference in job satisfaction between disabled and non-disabled employees. This paper analyzed Korean Labor and Income Panel Study (KLIPS) data collected in 2018. The result showed that disabled paid workers’ job satisfaction was lower than that of non-disabled workers. Mediation tests indicated that the difference in job satisfaction can be explained by several job properties such as lower monthly income, fewer fringe benefits, mismatch between job and skill, and greater proportion of part-time workers of disabled (vs. non-disabled) employees.

A Study on the Exploration of the Constructs of Job PerformanceBased on Task Performance, Contextual Performance,Adaptive Performance and Counterproductive Work Behavior

Youngsam Yoo — 2021-08-31

The purpose of this study was to (1) propose and validate the integrative job performance model composed of task performance, contextual performance, adaptive performance, and counterproductive work behavior (CWB), which have been identified as major dimensions of job performance in existing research, (2) explore the possibility of G factor in the 4 dimensions based on the integrative model, and (3) compare differences in the antecedents of personality variables and criteria of job effectiveness to confirm independence among performance dimensions. A total of 649 employees from various organizations participated in two online surveys. The main results were as follows. First, the factor structures of individual performance dimensions were examined through exploratory and confirmatory factor analysis before verifying the integrated model. A single factor structure for task performance and two-factor structure for CWB aimed at individuals (CWB-I) and organizations (CWB-O) were identified. Both contextual and adaptive performance were shown to have a hierarchical factor structure. Specifically, contextual performance consists of the 3-6 factor structure of individual-oriented (help-cooperation and consideration-courtesy), organization-oriented (organizational support and compliance), and conscientious-initiative (persistence-initiative and self-development). For adaptive performance, the 2-5 factor structure was extracted. That is, the five factors of adaptive performance are divided into two factors of reactive (coping, interpersonal adaptation, and stress) and proactive (creativity and learning). The integrative job performance model of task performance, contextual performance, adaptive performance, and CWB was verified. The hierarchical factor structure of the integrated model composed of the sub-factors of each performance dimension was also confirmed. Second, the Average Variance Extracted (AVE) demonstrated that the variance of G factor is 62.0%, supporting the presence of G factor in performance. Third, the differences were found in both antecedents of personality (HEXACO and dark personality factors) and criteria of job effectiveness (wage, promotion, job satisfaction, job engagement, burnout, and turnover intention) among the 4 dimensions of job performance. indicating the discriminant validity of performance dimensions. Finally, the implications and limitations of this study were discussed based on the above findings.

Employees’ intention to use artificial intelligence

JiYoung Park — 2021-05-31

As the world is at the beginning of a Fourth Industrial Revolution, using and applying artificial intelligence (AI) has become a significant task for organizations and individuals. In this study, based on the technology acceptance model and literature on trust at organizations, we investigated factors that influence employees’ intention to use AI. We hypothesized that perceived usefulness of AI and trust would increase employees’ intention to use AI, and examined the role of perceived organizational support on the effects of perceived usefulness on trust. Using an experimental study, we found that Korean employees with high levels of perceived usefulness of AI reported higher levels of cognitive trust and affective trust than their counterparts. Cognitive trust and affective trust fully mediated the effects of perceived usefulness of AI on intention to use it, and the effects remained significant even after accounting for the effects of age, gender, and prior experience of using AI. We also found that perceived organizational support moderated the effect of perceived usefulness of AI on affective trust such that its effect was positive only for those with low perceived organizational support. For those with high perceived organizational support, affective trust toward AI did not vary depending on perceived usefulness of AI. Based on these findings, we discussed implications, limitations, and recommendations for future research.

The effect of personality diversity on life satisfaction and job performance

ChiHun Park — 2021-05-31

The purpose of this study is to verify the effect of personality diversity on well-being in life and job performance. Personality diversity is a hypothetical construct for this study based on self-concept differentiation across roles, considering both the variability between roles and the variability within a role in personality. Personality diversity is the variety of subject-specific personality, which refers to a variety of distinctive personality that are expressed according to the role. To this end, it is examined how personality diversity relates to life satisfaction and job performance. After that, the process is explained through a mediated model by achievement goals. As a result, personality diversity showed negative relationship with life satisfaction. This result reconfirmed the previous studies. However, personality diversity had positive correlations with task performance, context performance, and adaptational performance. And even after controlling the level of personality, personality diversity showed significant incremental validity for task performance. In addition, the mastery approach goal orientation showed partial mediation effect between the personality diversity and task performance and full mediation effect between the personality diversity and the other criterion variables, contextual and adaptational performance. These results suggest that personality diversity is distinguished from the level of personality and can have adaptive effect on job performance rather than supporting the self-fragmentation hypothesis of prior researches. Finally, the need of reliability test for personality diversity and further research was suggested.

Changes in Traffic Accident Risk Degree according to Driving Workload Rate and Moderate Effect of Ego-resilience

HunHwa Song — 2011-02-28

This research was conducted to verify changes in traffic accident risk level according to driving workload rate and the moderate effect of ego-resilience. Several hypotheses were made by considering previous studies, in which the traffic accident risk level measured according to Traffic Accident Risk Index (TARI) and Driving Behavior Determinants (DBD) differed from the driving workload rate. Furthermore, Ego-resilience was also considered as a human factor, which has the moderate effect between workload and TARI, DBD. A total of 260 drivers participated in the survey. The result of the factor analysis revealed that the DBD questionnaire could be divided into five factors (i.e., Impatient Driving, Situational Inadaptability, Distracted Driving, Drunken Driving, and Speed Driving). In order to verify changes in those behaviors according to driving workload rate, variation analysis was conducted. The results revealed that Impatient Driving, Situational Inadaptability, and Distracted Driving had significant relationships with driving workload rate. Moreover, the moderate effect of Ego-resilience related to Situational Inadaptability was verified by hierarchical regression analysis. We expect that the result of this study could be used to develop countermeasures to excessive driving workload.

Generation Differences in Importance Perception of Productive Ageing and the Validity Analysis of Productive Ageing scale

Juil Rie — 2011-02-28

This study has two purposes. One is to identify generation differences in importance perception of productive ageing. Second is to find relationship between productive ageing and successful ageing. First, we developed 20 items to measure productive activities based on Caro, Bass, & Chen (1993)'s definition. Our items were divided into 4 factors; to do activities for life goals, to do activities for self career development, to do activities for family assistance, and to do volunteering activities. In our research, we found generation differences in importance perception of productive activities for successful ageing. In comparison with the elderly, younger people considered it more important to do activities for life goals, career development, and volunteering in their old age. Productive ageing scale of 20 items newly developed for this study was divided into 4 factors in our confirmatory factor analysis, and the reliability of 4 sub-scales was good. The importance perception of productive ageing was significantly related with subjective wellbeing and life meaning. Even after controlling personality such as extroversions, conscientiousness, and openness, it explained significantly subjective wellbeing and life meaning. Lastly, working elderly and non-working elderly were different in meaning perception about productive ageing. Working elderly considered it important to do activities for life goals.

The Role of Emotional Intelligence on Emotional Labor Process

SeungGeun Baeck — 2011-05-31

The purpose of this study was to examine the particular influences of sub-constructs of emotional intelligence which was based on the framework of Lazarus & Folkman's(1984) stress transactional model. Thus, the mediating, moderating, and mediated moderating effects was tested based on Shaufeli & Bakker's(2004) Job Demand-Resource Model in a sample of 308 hotel service employees. First, the result of mediation tests indicates that the ability to percept emotions(APE) predicts emotional labor strategy through display rule significantly. Second, the result of moderation tests, however, indicates that the ability to use emotions foster the path which was display rule about expressing positive emotion(EPE) to deep acting(DA) only. Third, testing the mediated moderation hypothesis using the technique was developed by Preacher et al.'s(2009), the result indicates that just one of two conditional indirect effect, APE to DA through EPE depends on several AUE levels, was significantly. And the simple slopes of significant conditional indirect effect with 95% of confidence interval by bootstrapping method was depicted. Finally, the implications and limitations were discussed.

A relation of proactive personality to career success

Aeyoung Hwang — 2011-05-31

The purpose of this study was to examine the relationship between proactive personality and career success and a mediating role of protean career on this relationship. Data were obtained from 204 employees who were working in a wide variety of organizations in Korea. Proactive personality was significantly related to career success. Protean career played a mediating role on the relationship between proactive personality and career success. Also, career support from organization played moderating roles on the relationship between protean career and career success. Finally, implications, limitations, and future research were discussed.

The Effects of Behavioral Integrity and Leader Legitimacy Perception on Job Satisfaction and Organizational Commitment

Jihwa Shin — 2011-05-31

The purpose of this study was to examine the effects of leader's behavioral integrity on subordinate's job satisfaction and organizational commitment and the mediating role of leader legitimacy perception. Data were gathered from 304 employee who are working in various organizations in Korea. Results of correlational analyses showed that behavioral integrity was significantly and positively related to leader legitimacy perception, job satisfaction, and organizational commitment. Also leader legitimacy perception was significatnly related to job satisfaction and organizational commitment. Second, leader legitimacy perception was served as a full mediating role on the relationship between behavioral integrity and job satisfaction and a partial mediating role on the relationship between behavioral integrity and organizational commitment. Third, leader's collaborative communication and subordinate's conscientiousness had moderating roles on the relationships between behavioral integrity and leader legitimacy perception. Finally, implications, limitations, and future studies were discussed.

The Effect of Job Stress on Impaired Control over Alcohol in Manufacturing Company Office Workers

HyungKi Hong — 2021-05-31

This study is to analyze the moderated mediation effect of distress tolerance through coping motive for drinking in relation between job stress and impaired control over alcohol of office Workers in the manufacturing industry. To this end, an online survey was conducted on office employees of manufacturer L, located in Jeonbuk and Gyeonggi-do. Total 233 data(males=212, females=21) were analyzed using SPSS 21.0 and SPSS Macro. As a result, first, the coping motive for drinking had a full mediating effect in the relationship between job stress and impaired control over alcohol. Second, the distress tolerance moderated the relation between the coping motive for drinking and impaired control over alcohol. Third, the moderated mediation effect of distress tolerance on the relation between job stress and impaired control over alcohol through coping motive for drinking was statistically significant. The significance and limitations of this study on alcohol control management for workers in the manufacturing industry were discussed.

Validation for Korean Version of Kaleidoscope Career Attitude Measurement

JaeEun Lee — 2021-02-28

The purpose of this study is to validate the Kaleidoscope career attitude scale developed by Sulllivan et al. (2009) to measure the new career attitudes of Korean corporate employees. This study can be summarized as follows: first, the Korean version of the Kaleidoscope career attitude measurement's psychometric equivalence and contents validity was verified. Second, the Kaleidoscope career attitude measurement items consisted of three factors, equivalent to the original scale. Third, the fit of the measurement model consisting of 13 items was confirmed with the new sample. And it was confirmed that the same scale could be used in the male and female groups. Fourth, the difference in the latent mean was significant in balance and challenge parameters. Comprehensive research results revealed that the Korean version of the Kaleidoscope career attitude is valid and reliable. Based on this result, the significance and limitations of the research and suggestions for future research were discussed.

The Effects of Intergenerational Harmony on Middle Aged Worker’s Knowledge Sharing Behavior

TaeYoung Han — 2021-02-28

The purpose of this study was to investigate the positive effect of middle-aged workers’ perception of generational harmony, based on the importance of organization-specialized knowledge accumulated during long tenure and recently raising generational conflict issue. In order to derive implications for the knowledge industry, the focus was on the impact on knowledge-sharing behavior, and the technical context middle-aged workers faces and individual differences faced were also tested to reveal interactional effects on knowledge-sharing behavior. Specifically, the moderating effect of ICT stress and goal orientation experienced by middle-aged workers was examined. To test the research model, data were collected from 284 middle-aged workers in their 40s or older working in various domestic organizations, and the collected data were analyzed using hierarchical multiple regression analysis. As a result of the study, it was found that the perception of generational harmony among middle-aged workers had a positive effect on knowledge sharing behavior. The moderating effect of ICT stress was also significant. The moderating effect of the mastery goal orientation was also found to be significant, but the pattern was different from that hypothesized in this study. This study suggests that the organization needs to explore the generational conflict problem and come up with a solution by clarifying the relationship between generational harmony and job behavior. Also, based on the research results, the theoretical significance and practical implications of this study are discussed, and limitations and future research tasks are presented.

The Effect of Perceived Overqualification on Job Crafting

YoungSeok Park — 2021-02-28

This study focused on job crafting for employees to solve the problem when they have the misfit between self and their jobs. Specifically, the effects of perceived overqualification, which is a misfit between job requirements and ability of employee, on job crafting were examined, and the moderating effect of achievement goal orientation was tested in the relationship between the two variables. As a result of a survey of 341 workers, perceived overqualification had a significant positive effect on job crafting. The approach goal orientation, more specifically, the performance-approach goal orientation had a moderating effect in the relationship between perceived overqualification and job crafting. The higher the performance-approach goal orientation, the stronger the correlation between perceived overqualification and job crafting. These results suggest job crafting is a series of behaviors for increasing performance rather than mastering abilities. Based on these results, the research implications, limitations, and follow-up studies were discussed.

The Effect of Coworker Incivility on Turnover Intention

YeonJu Lee — 2021-02-28

This study investigated the moderating effects of recovery experiences (psychological detachment, relaxation, mastery, and control) on the mediational path from coworker incivility to turnover intention via exhaustion. Recovery experiences were expected to buffer the effect of exhaustion on turnover intention, ultimately alleviating the magnitude of the indirect effect of coworker incivility on turnover intention. The results from 193 Korean workers revealed that mastery and control experiences buffered the relationship between exhaustion and turnover intention. Control experience also showed the moderated mediational effect reducing the negative impact of coworker incivility on turnover intention through exhaustion. Based on these results, academic and practical implications were discussed, along with the suggestions for future research directions.

Grit and Job Satisfaction

SuJin Jeong — 2021-05-31

This study sought to examine the mechanism of how grit, defined by persistence and passion for long-term goals, affects job satisfaction. Specifically, we looked at the relationship between grit and goal-work congruence and job satisfaction. Second, the mediating effect of goal-work congruence was investigated in the relationship between grit and job satisfaction. Third, we looked at the moderating effect of socioeconomic status in the relationship between grit and goal-work congruence. Fourth, the moderated mediation effect of socioeconomic status was verified in the process of grit influencing job satisfaction through goal-work congruence. The data of 269 workers in Korea was collected via online survey. Findings were as follows: First, grit positively predicted job satisfaction, which was partially mediated by goal-work congruence. Second, the socioeconomic status was verified to moderate the mediating effect of goal-work congruence between grit and job-satisfaction, which is moderating mediation. To be specific, the lower the socioeconomic status, the greater the indirect effect of grit on job satisfaction. If socioeconomic status was high, the indirect effect of grit was not significant. Based on these findings, the implications and limitations of this study and directions for future research were discussed.

An analysis of Leadership Obstacles Experienced by Small and Medium sized Enterprises’ leaders

HwaYoung Kim — 2021-02-28

The purpose of this study is to explore the leaders to identify the leadership obstacles. For such purposes, the phenomenological method of Giorgi (2004) was applied to explore leadership experiences of 27 SMEs’ leaders. The results are as follows. The leadership obstacles are “situation where leadership is different”, “overwhelmed by team management and training responsiblity”, “recognize the lack of the leader-self”, “inconveniene caused by the age and gender of team members”, “a critical and personal attitude of team member”, “problems in team cohesion”, “unsupportive attitude of boss”, “conflict between relevant teams”, “discontent over company”, and “state economy and market situation”, totaling to 10 components, 25 subcomponents, and 112 conceptualized semantic units. Finally, the meaning of results and implications were discussed.

Understanding Grit in the Workplace

JinSoo Choi — 2021-02-28

This study aims to investigate the characteristics of Korean grit in the workplace. We conducted a cluster analysis to identify gritty workers' subgroups based on their work orientation(job, career, and calling). Organization-related variables such as organizational citizenship behavior, job crafting, job satisfaction, life satisfaction, workaholic, and intention to leave were used to explore potential group-specific differences. Among 361 Korean workers, the gritty worker group (n = 198) was selected based on the median score of grit. Our results show that gritty workers were subdivided into three groups: job-oriented grit(n = 44), neutral-oriented grit(n = 98), calling-oriented grit(n = 56). Calling-oriented grit scored mostly the highest in our study variables except intention to leave. However, job-oriented grit scored the highest in intention to leave, but mostly the lowest in the rest of the study variables. Our results suggest that not only grit but also their work orientation should be considered to improve understanding of grit in the Korean workplace.

The spillover of emotions from work to family

JeeSoo Yoo — 2011-05-31

This study aimed to investigate the spillover of emotions from work to family and the moderating effects of personality factors(extraversion and neuroticism) and job satisfaction. Using the ‘Day Reconstruction Method(DRM)’ that reconstructs the emotions of a day, we collected data concerning every episodes in a day and their concomitant emotions from a sample of 125 Korean working adults. The results of hierarchical multiple regression analysis showed the positive relationships of positive and negative emotions at work with those at home, indicating the ‘positive’ and ‘negative’ spillover of emotions from work to family. Furthermore, extraversion and neuroticism had significant moderating effects on the spillover of positive emotion: the spillover of positive emotion from work to family was stronger among extraverts, and weaker among neurotics. Contrary to our expectation, they had no such moderating effects on spillover of negative emotion. Finally, job satisfaction had a significant moderating effect on the spillover of positive affect. Some personality factors and job satisfaction seem to have moderating effects on spillover of positive emotion.

The effects of Core-Self Evaluation and cognitive ability on teller's satisfaction and objective performance

Byunghwa Yang — 2011-05-31

Drawing on the core-self evaluation literature, this study compares and integrates how the theoretical perspectives to motivational potentials differently affects relationships among core-self evaluation, cognitive ability and outcomes such as job satisfaction, life satisfaction, and objective job performance measures. Core-self evaluation (CSE) was assumed to be a broad personality concept manifested in four specific traits: self-esteem, self-efficacy, internal locus of control, and neuroticism. A strength of this study is to compare effects of core-self evaluation and general mental ability (g factor) to the objective performance in the line of financial services. Using data collected from financial tellers at a Korean big company, the proposed hypotheses receive support in that core-self evaluation are strongly associated with job satisfaction and life satisfaction. Interestingly, results indicate that CSE is related to objective performance measures for financial services via the work environment contingent on different levels of motivational potentials. Results also indicate that cognitive ability hardly affects job satisfaction and life satisfaction compared with CSE. Theoretical implications to the core-self evaluation literature are discussed along with practical suggestions to manager that are responsible for employee management.

The relationship of job satisfaction and leisure satisfaction to life satisfaction

SeaYoung Park — 2011-05-31

The purpose of this study were to examine the relationship between job satisfaction and life satisfaction, the relationship between leisure satisfaction and life satisfaction, the influence of job satisfaction and leisure satisfaction to life satisfaction, and the relationship between job satisfaction and leisure satisfaction. The data were gathered from 611 employees who are working in various organizations in Korea. Life satisfaction was measured with satisfaction with life and psychological well-being. Convergent validity of life satisfaction scale was identified with satisfaction with life scale and psychological well-being scale. Job satisfaction and leisure satisfaction were found to be significant positive predictors of life satisfaction. Regression analyses indicated that job satisfaction was the better predictor of life satisfaction, but leisure satisfaction added significantly to the prediction. Correlation between job satisfaction and leisure satisfaction was significant. Finally, the implications and limitations of this studty, and the directions for future research were discussed.

Effects of self-construals and the need for closure on self-Other evaluations

Jungsik Kim — 2011-05-31

The present study analyzed the relationships between self-construals on self-other evaluations and also investigated the moderating effects of the need for closure in this relationship. One hundred sixty eight participants were assigned to experimental conditions based on their self-construal scores, performed a cognitive task designed to manipulate the need for closure, were asked to evaluate their own and others' behaviors. The results showed that those with independent self evaluated themselves more positively and attributed others' behaviors more externally than those with interdependent self. It was also found that the need for closure moderated the relationships between self-construals and self-other evaluations. The results suggest that the effects of self-construals on behaviors are not fixed but vary with situational factors such as the need for closure, supporting the dynamic constructivist hypothesis of culture. Implications on personnel evaluation in organizational contexts are also discussed.

The effect of Openness, Extroversion, and Core Self-Evaluation on commitment to change and adaptive performance

HyangSin Son — 2011-05-31

The first purpose of this study was to examine the influences of openness, extroversion, and core self- evaluation on individuals' commitment to change and adaptive performance. And the second purpose was to examine moderating effect of change leadership on the relationship between openness, extroversion, and core self-evaluation and commitment to change. Data were collected from 200 employees of 32 different organizations that had been undergone organizational change recently. Respondents rated their openness, extroversion, core self-evaluation, and commitment to change. To reduce the effect from common method bias, the adaptive performance was rated by their peers or supervisors. The result showed that openness, extroversion, and core self-evaluation had positive relationships with commitment to change and adaptive performance, and commitment to change had mediating effect on the relationship between predictors (openness, extroversion, and core self-evaluation) and other-rating adaptive performance. There were significant moderation effects of the change leadership on the relationships between openness, extroversion, and core self-evaluation and commitment to change because the relationship was more positive when leader's change leadership was low. The implications for research and practice, limitations, and future directions were discussed.

The relationship of team learning behavior to team performance

HeeJin Park — 2011-08-31

The purpose of this study was to meta-analyze the research examining the effects of team learning behavior on team performance. In addition, team size, team type and study setting were investigated as potential moderators of the relationship between team learning behavior and team performance. In total, the database consisted of 21 effect sizes of 17 studies. They were analyzed by using Hunter & Schmidt (2004) meta-analytic procedure. The results indicated that team learning behavior was positively related to team performance and team innovation. The findings suggested that team size, team type, and study setting moderate the relationship of team learning behavior to team performance. The relationship of team learning behavior and team performance was stronger in small teams than in medium and large teams. The stronger relationship of team learning to team performance in project teams was found. Finally, the stronger relationship of team learning behavior to team performance in academic setting than organizational setting was shown. However, in small teams and the academic setting the number of independent studies was less than 5, so it was important to interpret with caution. The implication and limitations of this research were discussed.

Identification of dimensions in Organizational Safety Climate and relationship with safety behavior

Jonghan Yi — 2011-08-31

The purposes of this study were 1) to identify the dimensions of organizational safety climate and 2) to examine how these dimensions were related to safety climate and safety behavior in organization. The present study proposed 10 dimensions of safety climate (Management's commitment; Effectiveness of safety communication; Safety rules and procedures; Supportive environment; Supervisory environment; Worker's involvement; Appraisal of physical work environment and work hazards; Work pressure; Competence; Safety training) based on Mohamed(2002)'s and Zohar(1980)'s study. Questionnaire was administered to 210 workers in a shipbuilding company. The results of the confirmatory factor analysis showed that these 10 dimensions could be the valid factors of safety climate. The results of the multiple regression analysis which utilized safety climate as a criterion revealed that 4 dimensions were significant predictors(Appraisal of physical work environment and work hazards, Safety rules and procedures, Worker's involvement, Management's commitment). The same multiple regression analysis which used safety behavior as a criterion showed that 5 dimensions were significant predictors(Competence, Management's commitment, Safety rules and procedures, Worker's involvement, Supportive environment). Limitations of the study and implications for future research were discussed.

The effects of performance coaching and team task on job engagement

TaeYoung Han — 2011-08-31

Job engagement is a motivating factor for the self-driven role performance based on strong involvement. Following the performance management perspective that expands from a simple evaluation paradigm to stimulate work motivation, the current study investigated feedback-related factors that influence on job engagement. As factors that are associated with job engagement in the formal structural aspects in organizations, the performance coaching of team leaders at the individual-level and the task interdependence at the team-level were examined. The study also investigated the mediation role of performance appraisal effectiveness between performance coaching and job engagement, and the cross-level mediation effect of feedback environment at the team level between task interdependence and job engagement. Using the survey research method, data were collected from 214 employees in 29 teams. The individual-level hypotheses were tested by adopting an analytical method that examines the mediation effect controlling for the team influence, and the team-level hypotheses were tested not only for the suggested mediation path but also for the possible alternative path through the individual-level mediator. The results of the analyses showed that there was a partial mediation role of appraisal effectiveness from performance coaching toward job engagement. The results also showed that a significant cross-level mediation effect of feedback environment on the job engagement from task interdependence, which explains mediation processes better than the alternative path. The current study has provided implications for ways to stimulate job engagement through formal and informal performance management strategies in organizations.

The influence of shared awareness of the need for change, clarity of vision, and empowerment on effective change

Byungjoo Lee — 2011-08-31

Organizational change does not cease at one point. Rather it is continuously going on so that the emotion which employees experience during the changing process should be treated as an important factor since it influences their consequential emotion, cognition, and behavior. This study focused on the collective characteristics of emotion. Data were collected from the employees of 47 government organizations for the contextual factors and for the positive and negative emotions at the time of one year passed from the start of intervention. The innovation performances of the organizations were measured by outside experts when the intervention was over. As a result, except just one relationship, we found that the collective positive and negative emotions partially mediate the relationships between the shared awareness of the need for change, the clarity of organizational vision, and employee empowerment and the innovation performance. It showed that the change agents should keep in mind that they have to take care of the emotional responses of employees which innovation brings in. Lastly the limitations of this study and several suggestions for the future study were discussed.

The effect of subordinate motivation on performance

Euijin Kang — 2011-08-31

The purpose of this study is to examine whether subordinate attribution style on leader emotional (positive and negative) display moderates the relationship between subordinate achievement motivation/personal need for structure(PNS) and performance. 75 employees in the sales department of a pharmaceutical company participated in the survey. Results showed that subordinates using person-attribution style on leader negative emotional display performed better than those using performance-attribution style, though they had the same high level of explicit achievement motivation and PNS. That is, the moderating role of subordinate attributional style on leader negative emotional display was verified. On the contrary, subordinate attributional style on leader positive emotional display did not moderate the relationship between subordinate explicit achievement motivation/PNS and performance. Theoretical and practical implications, limitations, and future research are discussed.

A validation study of a Korean version of the Recovery Experience Questionnaire

HyungIn Park — 2011-08-31

This study validated the recovery experience questionnaire developed by Sonnentag & Fritz (2007) using a Korean sample (N = 286). The four-factor model consisting of psychological detachment, relaxation, mastery, and control was also applied to this Korean sample, and each subscale showed a high internal consistency. Job demands, job control, technology usage during weekend, leisure motivation, burnout, and physical symptoms were measured to examine how they were related to weekend recovery experience. Implications of the results and directions for future research were discussed. In particular, cross-cultural research was suggested.

Exploration of the structure of global mindset competency and development of global mindset index

HyoMi Lee — 2011-08-31

The purpose of the present study was to (1) investigate the structure of global mindset competency, (2) develop a global mindset competency scale with index and (3) examine the validity of the scale. The list of 62 behavioral descriptions of global mindset extracted through FGI and literature review were administered to a sample of 380 incumbents of 16 companies and 372 students of 20 colleges in order to measure their level of each competency behavior. The results of 1st & 2nd exploratory factor analysis on the global mindset indicated that the competency model of global mindset consists of 2 dimensions(conceptualization, contextualization) and 7 factors(openness, strategic thinking, cosmo-convergence mind, diversity seeking, foreign understanding, self-directed adaptability, consideration), and this structure was confirmed by the confirmatory factor analysis. The final scale of global mindset competency was composed of 42 behavioral descriptions of global mindset. Most of the factors of global mindset competency were also shown to have criterion related validity (.07 ∼ .62) with various criteria such as experience of overseas residence, participation in the program for improving foreign language proficiency, relatives living abroad, global competency, global identity etc. Futhermore, the results of step-wise multiple regression analysis showed that 4 factors of cosmo-convergence mind, strategic thinking, diversity seeking, self-directed adaptability were significant predictors on the criterion of global identity, while foreign understanding, diversity seeking, and self-directed adaptability were the significant predictors on the global competency. The incremental validity of these 7 factors of the global mind scale on both global identity and global competency was significant, indicating the possibility of the use of the scale in the selection, training or performance appraisal process. Finally, the limitation and future direction of the present study were discussed.

Relationships of burnout with job attitudes and turnover intention among Koreans

HyungIn Park — 2011-08-31

Two representative job attitudes (job satisfaction and organizational commitment) and turnover intention were meta-analytically examined in relation to burnout using articles published in Korean journals. In total, 11560 employees from 42 samples were included. The results showed that the three dimensions of burnout (emotional exhaustion, depersonalization, and reduced personal accomplishment) were negatively related with job satisfaction and affective commitment and positively related with turnover intention. Dimensions of job satisfaction (global versus overall facets), measurements of affective commitment, measurements of burnout, and job types were found as potential moderators. Taking steps to reduce burnout is recommended not only for individual health but also for organizations because it can promote job satisfaction and organizational commitment. Results also suggest that job types should be considered when dealing with burnout. This study summarized the status of the current research trend in the area and directed the future research orientation, although the exclusion of unpublished studies was a clear limitation. Overall, the results called for more empirical studies in the field.

Development and validation of knowledge hiding motivation scale

YounJin Ko — 2020-02-28

The purpose of this study was to develop and validate knowledge hiding motivation scale. First, in preliminary study, using the open-ended survey research method, 89 cases were collected from 200 employees who were working in a variety of organizations in Korea. After eliminating overlapped and unintended cases of knowledge hiding, 42 cases in five categories(rationalization, ownership, competition, avoidance, and relation) were obtained. Based on the previous theory, we removed one category(rationalization) and constructed 34 items from cases. Then, we conducted an exploratory factor analysis to find out factor structure of knowledge hiding motivation using the responses of 193 employees from a variety of organizations in Korea. After eliminating low factor loading item and double loaded items, 17 items were obtained in the structure of four factors(personal ownership, fear of loss, concern for negative evaluation, and negative relation). Then, we conducted an confirmatory factor analysis using the responses of 300 employees from a variety of organizations in Korea, and found the four factor structure of 17 items was valid. Also, we examined convergent, discriminant, and criterion-related validity of knowledge hiding motivation scale. In order to examine the convergent validity, we identified the relationship between each subfactor of knowledge hiding motivation and psychological ownership, interpersonal competitiveness, fear of negative evaluation, and negative reciprocity. As a result, personal ownership has a significant correlation with psychological ownership, fear of loss has a significant correlation with interpersonal competitiveness, concern for negative evaluation has a significant correlation with fear of negative evaluation, and negative relation has a significant correlation with negative reciprocity. We examined whether knowledge hiding motivation can be distinguished from other similar constructs such as knowledge sharing intention, knowledge transfer, knowledge sharing, and knowledge hoarding. As a result, we found that knowledge hiding motivation can be well discriminated with knowledge sharing intention, knowledge transfer, knowledge sharing, and knowledge hoarding. In order to testify the criterion-related validity, we examined the relationship between knowledge hiding motivation and knowledge hiding. As a result, we confirmed that knowledge hiding motivation has a significant relationship with knowledge hiding. Finally, the implications and limitations of this study were discussed, and the future research directions were suggested.

The effects of supervisor and team on suggestion behaviors of workers in manufacturing setting

Juyoung Han — 2020-02-28

The suggestion behavior of blue-collar workers is a voluntary action that may contribute to organizational effectiveness. The purpose of this study was to investigate the individual and team level processes of suggestion behavior in relation to the performance management context. At the individual level, we examined the effect of supervisor's performance coaching through workers' justice perception toward performance management. At the team level, the study investigated the effect of supervisor' performance management efficacy as a team factor to the extent to which team-member exchange (TMX) mediates at the team-level on suggestion behavior. To test the research model, data from 138 skilled engineers were collected in 36 teams of working for an automobile manufacturer. The results showed that performance management justice perception fully mediated between performance coaching and suggestion behavior, and TMX at the team level also had a full mediation effect between performance management efficacy and suggestion behavior. Further verification of alternative models has shown that the research model is more compelling. The study identified the effects of immediate superiors and colleagues that were overlooked in the previous study and found that it was necessary to manage the working environment rather than the institutional elements to facilitate the suggestion behavior of field workers. Based on this, the implications, limitations, and future research tasks were presented.

The effect of goal-focused self regulation on life satisfaction

Kyunghwa Choi — 2020-02-28

The purpose of this study was to examine the relationships among goal-focused self regulation, Life satisfaction, and work-life balance. Specifically, this study investigated the mediating role of work-life balance on the relationship between goal-focused self regulation life satisfaction. In addition, this study examined a moderating effect of WLB organizational culture on the relationship between work-life balance and life satisfaction. Data were collected from 216 Korean employees who were working in various organization via online survey, and 200 data were used for analyses. The findings were as follows: First, there were positive relationships among goal-focused self regulation, life satisfaction, and work-life balance. Second, the results of structural equation analysis showed a strong support for the proposed model, and the result of bootstrapping analysis supported that the effect of goal-focused self regulation on life satisfaction was partially mediated by work-life balance. Third, the results of hierarchical analysis showed that there was a moderating effect of WLB organizational culture on the relationship between work-life balance and life satisfaction. Based on these results, implications and limitations of this study with the directions for future research were discussed.

The Influences of Self-Improvement Motivation and Obsessive Self-Improvement on Psychological State of Undergraduate Student

ChangGoo Heo — 2020-02-28

The purpose of this study was to understand the phenomenon of ‘SPEC pursuit’ in psychological aspect. In study 1, ‘SPEC pursuit’ was redefined as 'self-development', and self-development motivation (promoting, preventive) scale and obsessive self-development scale were developed to measure it. These three self-development scales (promoting, prophylactic, and obsessive) showed logically valid correlations with the regulatory focus scale (promoting, preventing), goal orientation scale (learning, performancel), worry and obsessive-compulsive scale. Study 2 was conducted to confirm the effect of three self-development on psychological variables related to career and employment (job anxiety, career maturity, career decision-making, career preparation behavior, internal prejudice, life satisfaction). As a result, the positive effect of the promotional self-development and the negative effect of the obsessive self-development were supported. On the other hand, the negative effect of preventive self-development, which was assumed to have a negative effect, was not observed. It is expected that the tools and results developed in this study will be used for desirable self-development guidance and counseling for students.

The relationship of work overload and unreasonable organizational climate to emotional exhaustion and mediating effects of psychological detachment

Jina Park — 2011-11-30

The purpose of the present study was to examine whether work overload and unreasonable organizational climate have significant relationship with emotional exhaustion. The present study also attempted to find out whether psychological detachment has mediating effects on the relationship. Psychological detachment refers to an individual's experience of being mentally away from work, to make a pause in thinking about work-related issues, thus to “switch off”. Previous research has suggested that psychological detachment from work during off-job time is important in order to recover from stress encountered at the job. Data were collected from 234 workers employed in a variety of organizations. It was found that work overload and unreasonable organizational climate were significantly associated with low psychological detachment and high emotional exhaustion. In addition, psychological detachment had mediating effects on the relationship of work overload and unreasonable organizational climate to emotional exhaustion.

Assessment Center for selection of university student

ChangGoo Heo — 2011-11-30

This study were preformed for verifying the applicability of Assessment Center(AC) for selection of university student. First, the results of decision study of generalizability theory(D study) has shown acceptable reliabilities. So, we could think that this AC was designed properly. Second, the enrolled students of the university have said that the competencies rated in this AC were important for performing study and adapting to school. And participants in this AC reported they have felt fairness and they could have done their best. It means that this AC had validity. Third, generalizability study(G study) has shown dimension effect(21.1%) was higher than rator effect(10.2%). And, in the MTMM analysis, it were found both dimension effect and exercise effect. Forth, in relation analysis between AC ratings and the various records of participants, ‘Self-led Study’ related with ‘Records of Language’ positively, ‘Discussion Skill’ related with ‘Public Anxiety’ negatively, ‘Challenge’ related with ‘Extraversion, Self Efficacy, and Record of Award off campus’ positively and with ‘Anxiety to unfamiliar’ negatively, ‘Creativity’ related with ‘Extraversion’ positively, ‘Adapting to Change’ related with ‘Emotional Stability’ positively, and ‘Interpersonal Competencies’ related with ‘Performance Anxiety and Public Anxiety’ negatively. In short, this AC has shown applicability as selection tool for university student. Finally, the implications and limitations were discussed.

The relationships between organizational context and CEO’s use of psychological words in speeches

Jeeyoung Lee — 2011-11-30

This study examined the relationships between organizational context and the chief executive officer (CEO)’s psychological statements. To this end, using a linguistic analysis program of K-LIWC, content analyses were conducted on three major speeches-the New Year’s addresses, the founding day addresses, and the year-ending farewell Address-which had been presented between 1969 and 1992 by the founder and chief executive officer of POSCO. This study analyzed two kinds of organizational context; the number of critical events within and outside the organization and the three stages of organizational development. With respect to the number of critical events measured as one aspect of organizational context, it was found that the greater the number of critical events, the more the CEO used words with both positive emotion and negative emotion. In relations to the organizational development stage measured as another aspect of organizational context, psychological statements related to both emotional and social processes were made significantly more often during the entrepreneurial stage and growth stage compared to the expansion stage. The findings suggest that the outstanding CEO tend to adjust the use of psychological words according to the change in organizational context in communicating with organization members through speeches. Finally, the theoretical and practical implications and limitations of the current study were discussed.

The influence of leader’s communication style on the followers’ organizational commitment

ChunHee Lee — 2011-11-30

The purpose of this study is to identify the relationship between leader’s communication style and the members’ organizational commitment focusing on the mediating and moderating factors. Specifically, we considered trust as the mediator of the relationship between communication style and organizational commitment. Also, the perception of leader’s ability was considered as the moderator of the relationship between communication style and trust of the leader. Survey results on the 350 officers in the Korean Army show that the leader’s communication style was significantly influencing on the organizational commitment of the men under his(her) command. Specifically, sociable communication style had positive effects on the level of organizational commitment, whereas dominant style influenced negatively. Also, the relationship between leader’s communication style and organizational commitment has been partially mediated by trust of the leader. Finally, the perception of leader’s ability has moderated the relationship between leader’s communication style and trust of the leader, such that the negative effect of dominant communication style on the trust level has been strengthened when their leader's ability is low than high. Comparably, the positive effect of sociable communication style on the trust level has been strengthened when the perception of leader’s ability is high than low. The implications and limitations of those empirical results was discussed.

Impact of LMXSC on organizational commitment and deviant behavior

EunYul Son — 2011-11-30

The purpose of this present study was to investigate the influence of LMXSC(Leader-Member exchange social comparison) on organizational commitment and deviant behavior in workplace. It was also tested whether perceived leader status moderates the relationship between LMXSC and organizational commitment and deviant behavior. Data were collected from 306 employees who were working in various organizations. The results showed that (a) LMXSC was positively related to the organizational commitment, (b) perceived leader status moderated the relationship between LMXSC and organizational commitment. The relationship between LMXSC and deviant behavior was, however, not significant. Moderating effect of perceived leader status on relationship between LMXSC and deviant behavior was not significant, either. Based on these results, implications of these findings, limitations and future study directions were discussed.

Development of Holland Vocational Interest Inventory(short form) and investigation of Holland's hypotheses

ChangGoo Heo — 2011-11-30

This study were preformed for two purposes. The first is to develop a Korean vocational interest inventory based on Holland theory(short version) and second is to investigate of Holland's hypotheses(circular order and circumplex). With a sample of 149 high school students(male 58, female 91) and 224 college students(male 132, female 92), the main results were as follows. First, the scale which developed as 72 items in this study has shown acceptable reliabilities and construct validities, that is, this short form interest inventory could be used to verify student's vocational interest in conjunction with existing inventories. Second, the radnomization test using RANDALL(Tracey, 1997) has shown that the circular order hypothesis were supported. Third, in the results of confirmatory factor analysis, the modle that Holland's circumplex hypothesis was not adapted, has had better fit(TLI, RMSEA) than the model which Holland's circumplex hypothesis was adapted. Forth, the results of MDS showed the RIASEC interest types could be explained well through Sociaility and Confirmity of Hogan(1983). In summary, Holland's circular order hypothesis was supported but the circumplex hypothesis was not supported to Korean student's data. Finally, the implications and limitations were discussed.

Mediating effect of coping behavior on the relationship between driving stress and traffic accident risk

Soonyeol Lee — 2011-11-30

The present study was conducted to determine the effects of driving stress on traffic accident risk. Specifically, this study verified the effects of driving stress on drivers' coping behaviors and the aptitude of mediating models through which coping behavior types affect traffic accident risk. As a result, driving stress directly increased traffic accident risk and indirectly affected them through(good and bad) coping behavior types. This indicates that driving stress directly and indirectly affect traffic accident risk by the medium of(good and bad) coping behavior types in multilateral ways.(Commercial and leisure-purposed) driving purposes showed significant differences in the relations between driving stress and traffic accident risk. Specifically, commercial drivers were affected by driving stress, compared to leisure-purposed drivers. As they were unable to defer or abandon driving even under driving stress, commercial drivers responded to the stress more sensitively and increased traffic accident risk by selecting inappropriate(bad) coping behaviors. The results show that the mere concentration on driving stress management cannot sufficiently lower the traffic accident risks caused by driving stress. This is because driving stress have indirect influences on traffic accident risk. Hence, it will be necessary to seek how to reduce driving stress and control coping behavior types in order to lower the traffic accidents risk by the stress.

Comparison of validities for scoring keys and scoring algorithms in situational judgment test

EuiSoo Kim — 2011-02-28

The purpose of the present study was to examine the fakability of the situational judgment test. Specifically, the study was focused on the following questions; (1) whether participants are able to fake their answers on the situational judgment test in the real situation of selection, (2) whether faking influences the criterion-related validity of the situational judgment test and its incremental validity over cognitive and personality tests, and (3) whether the combination of different scoring key(SME consensus, average in response, and empirical keying) and different scoring algorithm(scenario, Best-Worst, and Pick most) has influence on the degree of fakability as well as both criterion-related validity and incremental validity of the situational judgment test. 110 students who applied to the leadership program were considered the faking group, while 129 students of B department at A university were considered the honest group. The members of both groups completed a cognitive test, a personality questionnaire and a situational judgment test. Only for the situational judgment tests, each group was asked to respond as instructed. Another group of 78 students of A university participated in the survey to develop two scoring key(empirical, average in response keying). SME consensus key was developed by 9 SMEs(5 undergraduate students with leadership and good GPA, 4 graduate students). And then 9 situational judgment scores were produced independently. Results indicated that the all scores of students in the faking group were significantly higher than those of students in the honest group. Furthermore, criterion-related validity of the situational judgement test in the honest group was higher than that of the faking group for both task performance and contextual performance. While faking had negative effects on the criterion-related validity for both criteria of performance, incremental validity of the situational judgement test in the honest group was higher than that of the faking group only for the contextual criteria. Finally, the limitation and future direction of the present study were discussed.

Comparison of factor scores and factor structures of NEO-PI R between job applicants and normative group

SungCheol Jung — 2011-02-28

The present study aimed to analyse the extent to which Positive Presentation Management influences on factor scores and factor structure of NEO-PI R personality inventory in the context of personnel selection. Subjects of present study are 21,349 applicants who applied for a French public transport organization and filled out NEO-PI R personality inventory during 5 years. Comparisons with French norm showed significant differences in scores of all of five factors: scores of Neuroticism and Openness are lower than French norm (deflation of factor scores) and those of Extraversion, Agreeableness, and Conscientiousness are higher than French norm (inflation of factor scores). Confirmatory factor analysis and Procrustes rotation demonstrated that variations of factor scores due to Positive Presentation Management did not affect 5-dimensional factor structure. From these results, we can conclude that applicants' Positive Presentation Management affect factor scores but does not affect structural validity of NEO-PI R. We further proposed a norm of NEO-PI R scores for individuals in contexts of high-stakes testing.

The effect of delegation and perceived organizational support on organizational identification and contextual performance

DongSun Lee — 2011-02-28

The first purpose of this study was to examine the influence of delegation and perceived organizational support(POS) on organizational identification and contextual performance. And the second purpose was to examine the moderating effect of growth need strength(GNS) on the relationship between delegation and organizational identification, and the moderating effect of dispositional cynicism on the relationship between POS and organizational identification. Data were gathered from 202 employees who were working in various organizations in Korea. To reduce the effect from common method bias, the contextual performance was rated by both self and others(twenty-two peers or supervisors). As results, the delegation and perceived organizational support had positive relationships with organizational identification. and organizational identification had mediating effect on the relationship between predictors(delegation and POS) and self-rating contextual performance. But there was no mediating effect of organizational identification on the relationship between predictors(delegation and POS) and other-rating contextual performance. The growth need strength had moderating effect on th relationship delegation and organizational identification because the relationship was more positive when GNS was high. Also dispositional cynicism had moderating effect on the relationship perceived organizational support and organizational identification because the relationship was more positive when dispositional cynicism was low. Finally, implication of results and future research tasks were discussed with limitations

A study on the relationship of team members' competitiveness, team commitment and team satisfaction

Kyusan Kang — 2011-02-28

The purpose of this study was to examine the relationship between team members' competitiveness, team commitment and team satisfaction, and also mediating roles of relationship conflict on the relationship between competitiveness and team commitment and satisfaction. Data were gathered from 285 employees. Results of correlational analyses showed that team members' competitiveness was significantly related to both team commitment and team satisfaction. Second, team members' relationship conflict fully mediated the relationship between team members' competitiveness and team commitment and partially mediated the relationship between competitiveness and team satisfaction. Third, verbal aggression and leader's consideration moderated the relationships between team members' competitiveness and relationship conflict. Finally, the implications and limitations of this study and the direction for future research were discussed.

Development and Validity of the Coaching Leadership Scale

Eunhyun Cho — 2011-02-28

The purpose of this study was to develop the coaching leadership scale and to examine the validity of the scale and the effect of coaching leadership on organizational attitude. 125 preliminary items and 8 factors of the coaching leadership scale were obtained based on contents analyses of relevant articles, focus group interview, executive coach interviews, and open questionnaires. I used an on-line survey to collect data. The initial coaching leadership scale was distributed to 293 employees for the first sample and 200 employees for the second sample. Results of exploratory factor analyses of the scale showed that the four factor solution with 38 items fit the data best. To test the validity of the scale, the questionnaire was distributed to 600 employees who were working in various types of companies. In order to check cross-validity of the scale, the total group was divided into two sub-groups with 300 employees of each group. 4 factors(respect, goal-setting and feedback, changing the view point, and belief of the growth potential of subordinates) with 24 items were obtained based on exploratory factor analyses for the first sub-group. This four-factor solution was supported by an confirmatory factor analysis for the second sub-group. The coaching leadership scale was significantly correlated with various criteria such as self-efficacy and supervisor trust, organizational citizenship, and organizational commitment, confirming criterion related validity of the scale. Finally, the implications and limitations of this study and the directions for the future research were discussed.

The self-assessment accuracy and its relationship with performance and individual characteristics

YounHee Roh — 2011-02-28

This study investigated the effects of self-assessment accuracy on individual performance. The self-assessment accuracy was defined as the degree of agreement between self- and other-assessments. A total of 158 subjects assessed themselves and others in their groups on the extent to which they actively participate in their group-based task. Following the method of Atwater and Yammarino (1997), subjects were classified into four groups. Individuals assessed as high by self and others, low by self and others, high by self and low by others, and low by self and high by others were categorized as in-agreement/high assessors, in-agreement/low assessors, over-estimators, and under-estimators, respectively. To test the hypothesis that in-agreement/high assessors will show greater performance than in-agreement/low assessors, over-estimators, and under-estimators, one-way ANOVAs and post-hoc analysies were used. The results showed that in-agreement/high assessors showed greater performance (i.e., final record) than in-agreement/low assessors and over-estimators, and so the hypothesis was partially supported. In addition, this study tested the hypotheses that in-agreement/high assessors will show better indices in such individual characteristics as internal locus of control, self-esteem, self-efficacy, conscientiousness, and neuroticism than in-agreement/low assessors, over-estimators, and under-estimators. The results showed that in-agreement/high assessors showed higher self-efficacy and conscientiousness than in-agreement/low assessors, and so the hypotheses were partially supported.

A study on the relationship between intragroup conflict and turnover intentions, and the mediating effect of job satisfaction

Junho Lee — 2011-02-28

The study delved into the impact of intragroup conflict on turnover intentions and cultural commonalities and differences in job satisfaction that mediates the relationship. To identify correlations among intragroup conflict, job satisfaction and turnover intentions for each Korean and Chinese employee, the study analyzed questionnaires used to survey Korean employees working at Korean companies and Chinese workers in Korean companies based in China. The study divided intragroup conflict into two types - relation conflict and task conflict - and looked into the impact of each conflict on turnover intentions, and found that both types of conflict heightened turnover intentions of both Korean and Chinese workers. The study also attempted to prove the mediating effects of job satisfaction on the relationship between relation conflict and task conflict, and turnover intentions. As a result, mediating effects were found only in the relationship between relation conflict and turnover intentions among Chinese employees, while Korean workers saw the same effects only in the relationship between task conflict and turnover intentions. The above-mentioned results indicate the following implications. Firstly, there were common effects of intragroup conflict on turnover intentions for both Korean and Chinese employees. Such effect can be understood from culture universal perspective. Secondly, differences emerged in the mediating effects of job satisfaction in the relationship between turnover intentions and intra-group conflicts. That is understandable from culture specific perspective. Thirdly, the result that can be inferred from the aforementioned findings is that when it comes to cross-cultural research on methods of management, it is important to consider two types of approaches - culture universal and culture specific approaches. Lastly, the study also indicated that companies operating overseas should seek both localized and global management.

The effect of organizational commitment on safety behaviors

Kwangsu Moon — 2011-02-28

The purpose of this study was to examine the effects of organizational commitment on safety behavior and to explore moderating effect of safety climate between organizational commitment and safety behaviors. 215 workers were asked to respond to the questionnaires that measured various demographic variables, organizational commitment, safety climate and safety behaviors. A hierarchical regression was conducted to identify variables that had significant relationships with safety behaviors and to examine moderating effect of safety climate between organizational commitment and safety behaviors. Results indicated that the emotional commitment significantly predicted both safety compliance and participation behavior and the normative commitment significantly predicted safety compliance behavior. It was found that the safety climate was also a significant predictor for both safety compliance and participation behavior. In addition, safety climate had a moderating effect on the relation between emotional commitment and safety compliance behavior and normative commitment and safety compliance and participation behavior. Based on these results, the implications of this study and suggestions for future research were discussed.

Changes in traffic accident risk degree according to driving workload rate and moderate effect of ego-resilience

HunHwa Song — 2011-02-28

Generation differences in importance perception of productive ageing and the validity analysis of productive ageing scale

Juil Rie — 2011-02-28

Emotional intelligence and adaptive performance

EungJae Kim — 2012-02-28

The purposes of this study were to examine the influence of emotional intelligence on adaptive performance, the mediating effect of self-efficacy on the relationship between emotional intelligence and adaptive performance, and the moderating effects of change leadership and climate for innovation on the relationship between self-efficacy and adaptive performance. Data were gathered from 198 employees who were working in various organizations in Korea. To reduce the effect from common method bias, the adaptive performance was rated by both self and others(one hundred and ninety-eight peers or supervisors). As results, there was significantly positive relationship between emotional intelligence and adaptive performance. Self-efficacy partially mediated the relationships between emotional intelligence and self-rating adaptive performance, and fully mediated the relationships between emotional intelligence and other-rating adaptive performance. Change leadership moderated the relationship between self-efficacy and other-rating adaptive performance because the relationship was more positive when change leadership was high than low. Also climate for innovation had the moderating effect on the relationship self-efficacy and both self-rating and other-rating adaptive performance because the relationship was more positive when climate for innovation was high than low. Finally, implication of results and future research tasks were discussed with limitations.

The effect of job autonomy on innovation behavior

Deukyoung Ko — 2012-02-28

The first purpose of this study was to examine the mediating effect of job satisfaction on the relationship between job autonomy and innovation behavior. The second purpose was to examine the moderating effect of proactive personality and openness to experience on the relationship between job autonomy and job satisfaction, And the third purpose was to examine the moderating effects of climate for innovation on the relationship between job satisfaction and innovation behavior. Data were gathered from 338 employees who were working in various organizations in Korea. As results, job autonomy had positive relationship with job satisfaction and innovation behavior, and job satisfaction had mediation effect on the relationship between job autonomy and innovation behavior. Proactive personality and openness to experience had moderating effects on the relationship job autonomy and job satisfaction because the relationship was more positive when proactive personality and openness to experience was high than low. Also climate for innovation had moderating effect on the relationship job satisfaction and innovation behavior because the relationship was more positive when climate for innovation was high than low. The implications for research and practice, limitations, and future research tasks were discussed.

The effect of coaching leadership on contextual performance and creative behavior

WonSik Ha — 2012-02-28

The purpose of this study was to examine the relationships among coaching leadership, contextual performance and creative behavior. Specifically, This study investigated not only the main effect of leader’s coaching leadership on subordinate's contextual performance and creative behavior, but also the role of organizational virtuousness and learning goal orientation on moderating these relationships. Survey was conducted to 250 employees working for 3 months at various korean companies. After elimination of inadequate data, 220 data were obtained for statistical analysis. Three steps of analysis procedures were carried out. First, factor analyses were conducted for identifying dimensions of coaching leadership, contextual performance, and organizational virtuousness. The results showed that factor structures of each of the variables were identical to those of previous studies. Second, the results of correlation analyses showed that coaching leadership was positively related to both contextual performance and creative behavior. Third, the results of hierarchial regression analyses showed that while organizational virtuousness moderated the relationship between coaching leadership and contextual performance, learning goal orientation did not moderated the relationship between coaching leadership and creative behavior. The implications and limitations of this study and the directions for future research were discussed on the basis of the results.

Mediating effect of job satisfaction in the relationship between leisure satisfaction and organization commitment according to individual versus group leisure activity of the employees

Sara Lim — 2012-02-28

The purpose of this study was to examine the difference in leisure satisfaction, job satisfaction and organization commitment according to individual vs group leisure activity and to find out whether job satisfaction mediate relationship of leisure satisfaction and organization commitment. Participants of this study were 553 employees of various organizations in Jeonbuk. Reliability Cronbach's of questionnaire was .936～.846 and validity was verified by applying confirmatory factor analysis. The collected data were statistically analyzed through t-test, correlational analysis and Structural Equation Model(SEM) with SPSS 19.0 and AMOS 19.0. As a result, we found that there were significant differences between individual and group leisure activity on leisure satisfaction, job satisfaction and organization commitment. so the employees who participated in group leisure activity is higher than employees who participated in individual leisure activity. Also, job satisfaction fully mediated the relationship between leisure satisfaction and organization commitment both employees who participated in individual and group leisure activity. In other words, we confirmed that participating in group leisure activity raised the level of leisure satisfaction, and leisure satisfaction effected on job satisfaction and organization commitment. Finally, we discussed significance, limitation of this study then implications for further research.

The effect of Transformational Leadership and Transactional Leadership on Work Engagement

ChulHee Lee — 2012-02-28

This study was conducted to identify the effects of transformational leadership and transactional leadership on work engagement in a sample of 156 employees from major company. The present study also attempted to find out the mediating effect of psychological capital on the relationship and to investigate transformational leadership's augmentation effect on psychological capital and work engagement. The results showed that both transformational leadership and transactional leadership elevated levels of work engagement and these effects were found to be partially mediated by psychological capital. This implies that it is crucial that the role of leader who motivates employees to perceive high level of their psychological resources to create above the average performance or beyond performance expectation. Also difference test for mediating effect of psychological capital, which is a research question in this study, revealed that psychological capital had been relatively strong mediating effect on the relationship between transformational leadership and work engagement. This indicates that transformational leadership's augmentation effect on job satisfaction, organizational commitment, job performance in previous research was also found in psychological capital and work engagement. Finally, Implications and limitations of these results are discussed.

The effects of Work Flow and leisure satisfaction on employees’ affect:

SoRi Park — 2012-02-28

In this paper, optimal experience that enhances positive affect and life satisfaction was explored based on the previous findings that defensive mechanism such as psychological detachment and relaxation does not promote positive affect but mastery experience does. Also the work-related factors and non-work-related factors among optimal experience were compared in terms of their influences on the arousal of positive affect. Lastly, the mediating effect of sleep quality on optimal experience was examined. The survey data were gathered from 142 conglomerate employees and work flow and leisure satisfaction were suggested as recovery mechanisms since each represents optimal experience in the work-related domain and non-work- related domain. In the first correlational analysis, psychological detachment and relaxation were negatively associated with negative affect whereas no significant correlation with positive affect was found, which was consistent with the previous findings. Work flow and leisure satisfaction were positively associated with positive affect while they are negatively associated with negative affect. In the hierarchical regression analysis, work flow and leisure satisfaction were compared in terms of their impacts on individuals’ affect. Predicting positive affect, work flow was the only significant predictor of the positive affect experienced next morning even when sex, age, school, usual positive/negative affect, and work satisfaction were controlled. Sleep quality significantly mediated the relation between work flow and positive affect experienced in the next morning. The result suggests that optimal experience such as work flow promotes a positive change not only in the affective level but also in the physiological level. The implications and limitations of this study and the directions for the future research were discussed.

The effect of mental war power on adjustment to military life

Il Park — 2012-02-28

The present study was conducted to examine the effect of mental war power on adjusting to military life. The participants were 1327 soldiers from Seoul, Gyeonggi-do, Gangwon-do, Gyeongsang-do, and Chungchong-do. The present study utilized mental war power, subjective well-being, depression, anxiety, suicidal behavior, and social desirability scales. The results showed that the level of mental war power had a significant effect on psychological adjustment to military life even after social desirability level was statistically controlled. Based on these findings, implications of the present study and directions for future research were discussed.

The effect of perfectionism on job burnout and professional efficacy

JinA Son — 2012-02-28

We examined the mediational role of goal orientations in the relations between two perfectionism dimensions(i.e., evaluative concerns and personal standards) and job burnout and professional efficacy. Survey data from a total of two hundred seventy four employees of a call center and a R&D organization showed that personal standards, a positive aspect of perfectionism, was positively related to profession efficacy, while evaluative concerns, a negative aspect of perfectionism, was also positively related to job burnout. Furthermore, each of the relations was mediated by learning goal orientation and avoiding goal orientation, respectively. The theoretical and practical implications as well as directions for future research were discussed.

The secrets behind talents companies crave

SangMin Whang — 2012-02-28

This research is aimed at identifying the features of ‘talented candidates’ sought after by professional human resources and recruiters in major companies. First, this research investigated how they perceive potential candidates by examining various standards with which candidates are evaluated in recruiting process. Various perceptions of ‘talented candidates’ was summarized into a questionnaire of 99 Q statements. The participants were then responded into ‘who you want to recruit’ and ‘who you don't want to recruit.’ The responses were subsequently subdivided by factor analysis employing the Q- Methodology. Wide perception of people’s for ‘talented candidate’ can be epitomized into a person who generates hard results, leads co-workers, and remains loyal to the organization with a proper dose of balance in professional life. They all seemed to embody the properties of a ‘passionate CEO’, an ‘eminent field expert’, or a ‘trophy-winning consultant’. To the contrary, the images of candidates unwanted by companies could be associated with the features of workers being laid off. These were a ‘couch potato with a sigh’, a ‘barely-surviver’ or ‘greedy-for-security’. Further subdividing those wanted and unwanted by companies leads to 6 categories of talents. Those wanted by companies were categorized into: ‘earlier company founder’, ‘corporate-fitter’, and ‘contract-based’. Those unwanted by companies were categorized into: ‘always-being-sacrificed’, ‘spec-builder’, and ‘need-based employee’. The categorization made clear there is a difference between talents companies crave and talents wanting to be hired, which reveals a dichotomy between a candidate and a recruiter. In the case of professional HR officials and recruiters, it was clear that a candidate with certain predispositions at company side for company were wanted more.

The Impact of Group Diversity and Kunja Leadership on Group Performance

SuYoung Ryu — 2012-02-28

This article studied the impact of group diversity and kunja leadership on group performance and studied the moderating effect of kunja leadership on the relationship between group diversity and group performance from a social capital perspective. Group diversity was evaluated in terms of demographic, job-related, and values-based measures. Demographic diversity was measured by the degree of variability in age and gender within a team. Job-related diversity was measured by the degree of variability within a team in education levels, positions, types of jobs and team members' tenure worked with current team leader. Value diversity was measured by the degree of separation in both Confucian values and in Western values found within a team. Specially, the Confucian values were measured in Ryu(2007)' Korean Confucian values, while the level of Western values using the Rokeach Value Survey. Kunja leadership refers to a team leader exhibiting moral virtues of a kunja-an ideal person in Confucian society. Group performance was evaluated by the company's executive directors. Data were collected from 288 team members, 66 team leaders and 12 executive directors in 66 teams of 10 Korean corporations. The results were as follows: Of the control variables, group size and the degree of group formalization were positively related to group performance, while a leader's tenure was negatively related to group performance. Of the independent variables, team members' tenure diversity, Western values diversity, and kunja leadership were positively related to group performance. In addition, the facets of kunja leadership of humanity, righteousness, courtesy, wisdom, and trustworthiness were positively related to group performance, with courtesy having the most positive relationship. Kunja Leadership was found to positively moderate the relationship between diversity in educational levels and group performance, and to positively moderate the relationship between diversity in Confucian values and group performance. However, kunja leadership negatively moderated the relationship between diversity in Western values and group performance.

An exploratory investigation on conflicts between physicians and nurses: Types, causes, and asymmetry

Byungjoo Lee — 2012-02-28

This study investigated on the conflict types, causes, and asymmetry, which can be witnessed between physicians and nurses who are the essential members of the hospital. The data was collected through semi-structured interviews of physicians and nurses who worked within the same department. The results of this exploratory research illustrated significant indications of task conflicts, relationship conflicts, and process conflicts, in accordance with Jehn’s(1997) study, among the two professions. Furthermore, there were some conflicts related to the typical in-role behavior caused by factors such as misperformance due to the lack of knowledge/skill and the partial completion or nonexecution of order along both occupations. Additionally, indications of conflict type asymmetry between physicians and nurses resulting from the differences of power and perception, and asymmetry on conflict causes even when experiencing the same type of conflict existed. The implications and the limitations of this study with invitation of suggestions to remedy such conflicts are discussed.

The relationship between reaction and learning in leadership training

ChangGoo Heo — 2012-05-31

This study examined the relationship between ‘reaction’ and ‘learning’ based on the Kirkpatrick's training evaluation model, with an emphasis on the moderating effect of trainee's difference variable(goal-orientation, openness to experience, extraversion). The survey data from a job training class of 212 employees were analyzed. The results of the study are summarized as follows; First, the three dimensions of reaction(enjoyment, usefulness, difficulty) predicted subjective learning significantly. In other words, when trainees felt enjoyment or usefulness about their training program, effect of learning increased. However, learning was decreased as they felt difficulties in training program. Second, the result showed that among trainee's individual difference variables, mastery goal-orientation, performance goal-orientation, and extraversion had positive effect on learning while openness to experience had not any effect. Third, this result proved to have a moderating effect of some trainee's individual difference variables in the relationship between reaction and learning. Specifically, extraversion moderated the relationship between enjoyment and learning positively. Goal-orientation did not moderat the relationship between difficulty and learning. Extraversion had neigher main effect nor moderating effect on learning. Finally, limitation of the study and the direction for future research were discussed.

A study on the Effects of LMX in team context

WonKyung Oh — 2012-05-31

The previous LMX literatures have studied that leader’s differential role influenced member’s attitude in leader and member dyadic relationship. But after the study of Sparrowe & Liden(1997), the recent literature emphasize the necessity of multilevel approach, focusing on the team context that belongs leader and members beyond independent dyadic relationship. So we explored ‘LMX differentiation’ and ‘TMS’ as team context factor that influenced employee in team. These factors extend LMX research in that team context could be consider as boundary condition in relationship. To test multilevel hypothesis, we collected the survey data from 277 members and 37 teams and analyzed Hierarchical Linear Modeling. In result, We found that employee’s LMX quality increases team commitment and TMS quality moderate that relationship.

Harmonizing dependency and independence

ByungJik Kim — 2012-05-31

Transformational leadership produces ambidextrous effects: followers' dependence on leaders and independent competence. These two effects represent affective and cognitive aspects of psychological process in the functioning of transformational leadership. This study examined the mediating role of trust and perceived control as the link between transformational leadership and organizational commitment. With analysis of data from 1,136 employees using structural equation modeling(SEM), we tested the hypothetical model explaining the structural relationships among the variables and interpreted the fitness and robustness of the suggested model. The results showed that (1) trust partially mediated the relationship between transformational leadership and organizational commitment, and (2) the relationship between transformational leadership and organizational commitment was also partially mediated by perceived control. The results suggest that transformational leaders need to harmonize both dependency and independence of followers. The implications and the directions for future studies were also discussed.

Comparison between dominance process model and ideal point response model for personality assesment

DongGun Park — 2012-05-31

The present study investigated the utilities of two types of item response process models(dominance model and ideal point model) for personality item parameter estimation and scoring. The authors developed scales for four personality traits(achievement, fairness, cooperation and honesty) using classical test theory, dominance item response theory(IRT) method, and ideal point IRT method and compared the methods in terms of model-data fit, information and criterion validity. Results show that the fit of ideal point IRT model was better than that of dominance IRT model, but the difference between the fit of two models was very slight. The test information functions of ideal point IRT model and dominance IRT model for honesty and cooperation scales were very similar. The criterion-related validity based on individual ability estimates and grades was not significant for the three methods but the validity for the ideal point method is not better than dominant IRT model. Implications and limitations of the findings are discussed.

The impact of Perception Of Organizational Politics on Organizational Citizenship Behavior

HyunSung Kim — 2012-05-31

The purpose of this study was to investigate the relationship between POPs, OJ, OCB, BJW and LPS. Also, this study examined the mediating effect of OJ on the relationship between POPs and OCB. And this study examined the moderating effect of BJW on the relationship between POPs and OJ and the moderating effect of LPS on the relationship between OJ and OCB. Data were collected from 283 employees from a number of companies. The result of this study showed that the relationship between POPs and OJ is significantly negative and the relationship between OJ and OCB is significantly positive. Also, OJ fully mediated the relationship between POP and OCB. And BJW didn't moderated the relationship between POPs and OJ. And LPS moderated the relationship between OJ and OCB. Finally, based on the results, the implication of this study and the direction for future research were discussed.

The effect of servant leadership on employee behaviors

DongSeong Son — 2012-05-31

The purpose of this study was to examine the effects of servant leadership on organizational citizenship behavior(OCB) and counter-productive behavior(CPB) through mediating variables of supervisory trust and organizational trust. In addition, a moderating effect of promotion focus of subordinate on the relationship between servant leadership and supervisory trust was examined. Data were collected form 205 employee who are working in various organizations in Korea. The results of structural equation analyses showed that servant leadership had a direct effect on supervisory trust, which then influences organizational trust, and then finally affects OCB and CPB. Promotion focus moderated the relationship between servant leadership and supervisor trust. Contrary to the hypothesis, however, the relationship between servant leadership and supervisor trust was stronger for the low promotion focus group. Finally, the implications, limitations, and suggestions for future research were discussed.

The effect of behavior based safety(BBS) program on safety climate and safety behaviors

Kwangsu Moon — 2012-05-31

This study examined the effectiveness of behavior-based safety(BBS) program in improving safe behaviors and safety climate of organization. BBS program was applied to the steel manufacturing and construction sites. The dependent variables were measured by the percentage of employees’ safe behaviors observed and perceived safe behaviors and safety climate of employees. BBS program consisted of goal-setting, feedback, and incentive. The one group pretest-posttest design was adopted for perceived safe behaviors and safety climate. Observed safe behaviors were measured during the baseline and intervention phases(AB design). The results indicated that the mean percentage of employees’ safe behaviors observed increased after introducing BBS program. Also, the mean scores of perceived safe behaviors and safety climate of employees significantly increased. Based on these results, the implications of this study and suggestions for future research were discussed.

The interaction effects of leadership style and team type on team effectiveness

YeonRan Jeong — 2012-05-31

The purpose of this study was to explore interation effects of leadership styles and team type on team effectiveness. 216 experimental participants were assigned to each experimental conditions according to 2 (type of team: face to face team vs. virtual team) × 3(leadership styles: transformational leadership vs. transactional leadership vs. laissez-faire leadership) factorial experimental design. As 7 participants were excepted because of incredible behaviors during experiment, finally data obtained from 209 participants were statistically analysed. 6 confederates played role as one leader's style according the script described leader's behavior in face to face team or virtual team. The results of 2-way ANOVA, the interaction effect of team type and leadership styles on the team effectiveness was statistically significant. Level of task effectiveness and team satisfaction of transformational leadership in virtual team were higher than other conditions. Thus, These results implied that transformational leadership will be superior than other leadership styles among various type virtual work teams in 21th century as a knowledge based society. The meaning of this study was to use the laboratory experimental design for examining differential effects of leadership styles in the face to face team and virtual team. Finally limitations of this study and tasks for future study were discussed.

The nonlinear relationships between personality traits and job performance

JeongLak Choi — 2012-05-31

The first purpose of this study was to examine the nonlinear relationships between personality traits (conscientiousness and emotional stability) and job performance(task performance and contextual performance). The second purpose was to examine the difference of inflection points in the nonlinear relationships between conscientiousness's narrow traits(achievement and dependability) and task performance. And the third purpose was to examine the moderating effect of job creativity on the nonlinear relationship between conscientiousness and task performance. Data were gathered from 211 employees who were working in various organizations in Korea. To reduce the effect from common method bias, task performance and contextual performance were rated by others(peers or supervisors). As results, there were significant nonlinear relationships between conscientiousness and job performance(task performance and contextual performance), and significant nonlinear relationship between emotional stability and task performance. But there was no nonlinear relationship between emotional stability and contextual performance. The inflection points in the nonlinear relationships between the conscientiousness's narrow traits(achievement and dependability) and task performance were different. Job creativity moderated the nonlinear relationship between conscientiousness and task performance. Finally, implication of results and future research tasks were discussed with limitations.

Relationship between employee's cultural orientation and Organizational Citizenship Behavior

Hyejean Kim — 2012-05-31

This study aimed to investigate the relationship between cultural orientations (horizontal/vertical -individualism/collectivism) and organizational citizenship behaviors (OCBI or OCBO). Levels of perceived organizational support (POS) was treated and evaluated as a moderator or a mediator. Data were collected based on a survey from 385 workers of various organizations. Correlation analysis for relationship between variables, hierarchical regression analysis for moderation effect of POS, and a series of simple regression analysis for mediation effect of POS were performed. The results showed the followings. First, except for OCBI, all types of cultural orientation appeared to relate to OCBO. Second, horizontal- individualism showed no indication of POS, resulted in a non-significant mediating effect on the relationship between horizontal-individualism and OCBI/OCBO. Third, except for the significant moderating effect of POS in the relationship between vertical-collectivism and OCBO, POS was found to have partial mediating effects on the relationship between cultural orientation-OCB. Limitations and further research consideration were discussed.

The relationship between proactive personality and creative behavior

YoungSin Eun — 2012-08-31

The purposes of this study were to examine the influence of proactive personality on creative behavior, the mediating effect of learning goal orientation in the relationship between proactive personality and creative behavior, the moderating effect of creative self-efficacy in the relationship between proactive personality and learning goal orientation, the moderating effects of organizational creative climate and supervisor support for creativity in the relationship between learning goal orientation and creative behavior. Data were gathered from 330 employees who were working in one organization in Korea. To reduce the effect from the common method bias, the creative behavior was rated by others(three hundred and thirty peers, subordinates, and supervisors). As a result, learning goal orientation partially mediated the relationships between proactive personality and creative behavior. Creative self-efficacy moderated the relationship between proactive personality and learning goal orientation. Organizational creative climate moderated the relationship between learning goal orientation and creative behavior. Also supervisor support for creativity had a moderating effect between learning goal orientation and creative behavior. Finally, implication of results and future research tasks were discussed with limitations.

The effects of Psychological Contract Breach on Organizational Citizenship Behavior

Jieun Park — 2012-08-31

This study examined that the role of dispositional affectivity in the relationship between psychological contract breach and organizational citizenship behavior (OCB). Based on data from 318 employees, we found that when the levels of promised and delivered inducements of psychological contract breach are equal, employees’ OCB increases the absolute levels of two types of inducements increase. Furthermore, we found that dispositional affectivity moderated the relationship between psychological contract breach and OCB. While positive affectivity strengthened the relationship between the delivered inducements of breach and OCB, negative affectivity moderated the relationship between the promised inducements of
breach and OCB. These results contribute the psychological contract literature and employment relationship. Implications are discussed and directions for future research are provided.

Moderating effect of speed desire frustration on the relationship between driving stress and coping behavior on traffic accident risk

SoonYeol Lee — 2012-08-31

The present study was conducted to determine the effects of driving stress on traffic accident risk. Specifically, the study verified whether a driver's speed desire frustration plays a control role in the relations between driving stress and traffic accident risk. As a result, a driver's speed desire frustration level played a control role in the relation between driving stress and traffic accident risk. This indicates that a driver's speed desire frustration level change driving stress sensitivities, thus changing the effects of selecting coping behavior types and causing differences in total traffic accident risk. The results show that the mere concentration on driving stress management cannot sufficiently lower the traffic accident risks caused by driving stress. This is because driving stress have indirect influences on traffic accident risk. Hence, it will be necessary to seek how to reduce driving stress and control coping behavior types in order to lower the traffic accidents risk by the stress.

Relationships between various Person-Environment Fit types and employees’ mental health

Jinkook Tak — 2012-08-31

This study investigated the relationships between various person-environment fit types and employees' mental health with a longitudinal data. I collected an initial survey data from 901 employees who had been with their organizations for 6 months at most and whose current organizations were their first employers. Of these respondents, only 297 responded to the second survey, 6 months after the first. Among these employees, 80 who left their companies were deleted. The results of correlational analyses showed that among three types of fit, person-organization fit correlated more strongly with mental health, life satisfaction, and burnout on the first and second surveys rather than did person-job fit and person-supervisor fit. Results of regression analyses also showed similar results. The implications, limitations, and future research of this study were discussed.

The influence of Person-Job Fit on burnout and work engagement

Changgoo Heo — 2012-08-31

This study was conducted to identify the effects of P-J Fit on burnout and work engagement in a sample of 382 employees from major company. The present study attempted to find out the influences of LMX to burnout and engagement and verify the moderating effects of LMX on the influences. The results showed that P-J Fit reduced level of burnout and elevated level of work engagement and the influences were statistically significant. It means that positive influence of P-J Fit which verified in many previous researches was also founded in burnout and engagement. Next, we found that these positive effects of P-J Fit were moderated by LMX. In other words, LMX were enhancing the positive effect of P-J Fit to engagement and negative effect to burnout. It implies that people who have good relation to their superiors feel less burnout due to P-J Unfit and feel more engagement due to P-J Fit. So, the relations between people in company are as important as job characteristics for human resource management. Finally, Implications and limitations of this study are discussed.

The effect of expertise on Air Traffic controller's situation awareness

ChangSun Song — 2012-08-31

This research examined air traffic controller performance on situation awareness (SA) tasks for routine and non-routine situations. Additionally, the difference of working memory capacity between novices and experts was analyzed. To assess SA performance, participants were asked to answer the query after the simulation was frozen. We employed 2*2*2 mixed factorial design including the between-subjects variable of air traffic controller expertise (novices, experts) and the within-subjects variables of the normality of situation (routine, non-routine), and the distracter task (yes, no) and then assessed the capacity of working memory. The results suggest that experts' performance significantly remained higher than novices for non-routine situations. When the distracter task was given, experts' SA accuracy was significantly higher than novices for both routine and non-routine situations. However, there is no difference in working memory capacity between experts and novices. These findings suggest that the performance on SA task was affected by the expertise of the professional development and training.

The influence of demographic and cognitive diversity and personality factors on team performance

YounHee Roh — 2012-11-30

The purpose of this study was to investigate the effects of team composition on team performance. A total of 67 student teams participated in their team-based task for more than 10 weeks and a team is an unit of analysis. The composition variables included demographic diversity (gender and college starting year), cognitive diversity, and Big Five personality factors. To test the hypothesis that there will be significant differences in team performance between three groups (low-, medium-, and high-diversity) varying with demographic (gender and college starting year) and cognitive diversity, one-way ANOVAs and post-hoc analyses were used. Findings regarding gender diversity revealed that team performance was greater for medium- and low-diversity groups than for high-diversity group. While findings regarding college starting year revealed that team performance was greater for low- and high-diversity groups than for medium-diversity group, findings regarding cognitive diversity measured by diversity of attending colleges revealed that team performance was greater for medium-diversity group than for high-diversity group. These findings suggest that there will be an optimal level of diversity for enhancing team performance. Then we examined the relationships between Big Five personality factors as team composition variables and team outcomes. Team extroversion showed positive relationships with the creative part and team presentation. However, the minimum of team agreeableness showed negative relationships with the logical part of team performance, which was the opposite of our hypothesis. We discussed that the personality factors for team composition could vary with task characteristics.

A study of glass ceiling effect on impression management behaviors between Korean and U.S. women managers in financial institutions

Jungjin Kim — 2012-11-30

This study examines contextual factors regarding glass ceiling effects women’s impression management behaviors arguing that impression management is not always caused by personal traits, but more importantly by context. This study explores to develop a cross-cultural examination to investigate glass ceiling effects over impression management behaviors of Korean and American female managers and organizational factors as moderating variables. Impression management is the process whereby individuals control their impressions in seeking to influence the perception of others about their own image (Rosenfeld, Giacalone, & Riordan, 1995). In the literature on impression management, gender difference in adopting impression management strategies are often considered (Singh, Kumra, & Vinnicombe, 2002; Thacker & Wayne, 1995). Although those studies contributed to further studies on impression management, this study focuses on women managers who try to control their impression. Leary & Kowalski(1990) argued that impression management may be a reaction to the discrepancy between desired social image and actual one. This implies that when people recognize a threat to their social identity, they are more likely to engage in impression management. Women employees may be inclined to engage in impression management behaviors for the following reason: they are structurally positioned as minorities even though recently women have advanced in terms of the number of women and the proportion of higher positions attained(Burt, 1997; Ibarra, 1992), and they may be more likely to experience the ‘glass ceiling’ within their organization (Dencker, 2008; Kirchmeyer, 2002; Thacker, 1995). In this sense, when women managers perceive glass ceilings within their organizations, it can affect the women’s impression management behaviors(Greenhaus, et al., 1990; Wayne, et al. 1999; Kirchmeyer, 2002). Second, this study examines organizational related factors which can moderate the above relationship. Supervisory supports and organizational informal networks within organization provide women employees with a sense of psychological satisfaction not only in terms of the practical support for careers but personal relationships and work in general (Forret & Dougherty, 2001). Thus, it would be a straightforward reasoning that women employees with supervisor supports & organizational informal network support would decrease the motivation of impression management behaviors. For data collection, this study surveyed women employees who have worked for at least 5 years in financial institutions. In Korea, questionnaires were administered to deputy managers and those at higher levels of 22 financial institutions and a total of 148 were used. In the United States, a random sample was selected because researchers were limited in accessing companies. Many financial institutions were visited, questionnaires were administered to managers with subordinates in state of California and New York, total 128 were used for research. The analysis of the study shows that the more perceived glass ceiling of women managers in organizations are likely to show supervisor-focused impression management behaviors. Second, supervisor supports have significant moderating impact on the supervisor-focused impression management. Third, organization informal networks have significant moderating impact on job-focused impression management in both Korea & U.S women managers.

Development and validation of the Global Competency Scale(GCS)

Sangchoong Roh — 2012-11-30

As the world economy is becoming globalized, more domestic businesses are branching to overseas. Thereupon the number of expatriate workers who are getting assigned to overseas are increasing, and needs for systematic selection and training system for overseas expatriate workers are in dire needs. Nevertheless researches in this area are not enough and still inadequate level domestically. Therefore we developed the Global Competency Scale (GCS) with the purpose of the local businesses to use it to predict the possibility of successful overseas job performance and to select and train the right overseas expatriate workers. To develop the scale we conducted researches on documentations and interviews with former overseas expatriate workers and expatriate program managers in human resource department(HRD). Based on these results we developed 14 initial factors with 138 items. Using theses items we conducted both on & offline survey to people who work at global and multinational companies in Korea. With the 381 people's survey results, we implemented the cross validity. After cross validating we generated final 6 factors with 24 items. The GCS score we developed in this research shows that the degree of their goal achievement during past overseas experience and level of their satisfaction was significantly high in those criterion variables proving the criterion-related validity. Especially the GCS we developed in this research shows that after controlling the effect of English skills, still appear to have significant effect on criterion variables. Finally based on research results we discussed academical and operational implication and limitations for the further researches.

The relationship of emotional labor, emotional exhaustion, turnover intention and customer orientation

ChoonShin Park — 2012-11-30

The purpose of this study aimed to investigate the relationships among emotional regulation stratrgies, emotional exhaustion, turnover intention and customer orientation, using data from 340 female home- study teachers through structural equation model(SEM). Service workers tends to perform surface or deep acting as emotional regulation strategy during interaction with their customers. Thus, surface and deep acting may affect differently on emotional exhaustion, turnover intention and customer orientation. The results were as follows; First, surface acting was positively related to emotional exhaustion while deep acting was negatively related. Second, emotional exhaustion influenced positively on turnover intention, and negatively on customer orientation. Third, emotional exhaustion fully mediated the relationship between surface acting and turnover intention and customer orientation. It also fully mediated the relationship between deep acting and turnover intention while partially mediated the relationship between deep acting and customer orientation. Finally, the moderating effects of social support on the relationship between emotional exhaustion and turnover intention were examined. Contrary to our expectation, the moderating effects of supervisor and peer group support showed opposite buffering effect on the relationship between emotional exhaustion and turnover intention.

The effect of newcomers’ proactive personality on organizational socialization through information seeking behavior

JiWoon Yoo — 2012-11-30

The purpose of this study was to examine the relationships among newcomers’ proactive personality, information seeking behavior and organizational socialization. Specifically, This study investigated not only the main effect of newcomers’ proactive personality on information seeking behaviors which related to job and relationship building, and organizational socialization but also the moderating roles of team climate and leader behaviors on the relationships between proactive personality and information seeking behaviors, and between information seeking behaviors and organizational socialization. Online survey was conducted to 151 korean employees working for at least 3 months to 6 months and 151data were obtained for statistical analysis. Three steps of analysis procedures were carried out. First, correlation analysis was conducted and the results showed that there were positive relationship among main variables such as proactive personality, information seeking behavior, organizational socialization and etc. Second, the results of structural equitation model analyses showed that newcomers’ information seeking behaviors fully mediate proactive personality and organizational socialization. Third the results of hierarchial regression analyses showed that while leader behaviors which were specified to feedback behavior and consideration behavior moderated the relationship between information seeking behaviors and organizational socialization, Team openness did not moderate the relationship between proactive personality and information seeking behaviors. The implications and limitations of this study and the directions for future research were discussed on the basis of the results.

Study on the influence of career planing and positive psychological capital on subjective career success

EunHye Oh — 2012-11-30

The purpose of this study was to examine the effect of career planning on subjective career success through a mediating variable of positive psychological capital. Further, moderating effects of future time perspective on the relationship between career planning and positive psychological capital and coaching leadership on the relationship between positive psychological capital and subjective career success were examined. Survey was conducted to 316 employees who have been working for more than 3 months at various korean companies. After elimination of inadequate data, 291 data were obtained for further analysis. The results of structural equation analyses showed that career planing had a direct effect on subjective career success and positive psychological capital partially mediated the relationship between career planning and subjective career success. The results of hierarchial regression analyses showed that future time perspective moderated the relationship between career planning and positive psychological capital. Contrary to the hypothesis, however, the relationship between career planning and positive psychological capital was stronger for the low level group of future time perspective. Coaching leadership moderated the relationship between positive psychological capital and subjective career success. Finally, implications and limitations of this study and the directions for future research were discussed on the basis of the results.

The effects of learning factor, individual & team network, and team adaptive performance on innovative behavior

SeokHyun Yoon — 2012-11-30

This study examined the factors that may affect the innovative behavior based on the learning organization theory and the social capital theory. Also, considering the prevalence of the team system in modern organizations, the study was carried out in team context. Specifically, the study investigated the individual-level factors (i.e., continuous learning activity and network centrality) and the team-level factors (i.e., team network density and feedback environment) as predictors of the innovative behavior. The study also tested the moderating roles of the two team factors and the mediation effect of team adaptive performance. Using the survey research method, data were collected from 158 employees in 35 teams. To test the suggested model, multi-level analysis was conducted using the HLM. The results showed positive relationships between continuous learning and innovative behavior at the individual level. and between team feedback environment and team adaptive performance at the team level. The mediation effect of adaptive performance was confirmed only between team feedback environment and innovative behavior, showing that a significant cross-level effect of team adaptive performance on innovative behavior. From the confirmed meso-mediational relationships of the team factors on the innovative behavior, this study provided theoretical and practical implications regarding the innovative behavior at team contexts.

The mediating effect of utility of informal organization between participation of informal organization and job satisfaction

Minji Kang — 2012-11-30

The purpose of the present study was to examine the influence of participation in informal organization on the job satisfaction. This study also attempted to find out the mediating effects of utility of informal organization in the relationship between participation and job satisfaction. Based on previous research, we classified utility into affective, communication, instrumental utility. Data were collected from 206 workers employed in various organizations. It was found that participation in informal organization were significantly related with high job satisfaction. In addition, the toeal utility were fully mediating the relationship between participation and job satisfaction. Affective, communication utilities had full mediating effects and instrumental utility had a partial mediating effect. This finding suggest that organizations should actively support informal organizations and find the way to encourage employees to participate informal organizations.

When females are more risk aversive?

Dinara Shosaidova — 2012-11-30

Although the issue of gender differences in risk taking behavior has been an interesting issue of industrial and organizational psychology fields, there is no univocal agreement on this topic. In this paper, we try to find supportive evidence that gender affects risk-taking behavior that is moderated by the frame. In addition, we extend the previous findings by adding variables such as ambition, responsibility, and internal locus of control. As expected, gender and frame interact to influence risk-taking behavior, such that positively framed men are prone to take more risks, whereas negatively framed women prefer risk-taking options. In addition, ambition and the level of internal locus of control are positively related to risk-taking behavior, while responsibility level is negatively related to risk-taking behavior. The implications and limitations of findings are discussed.

A study on student evaluating task competency from an admission officer’s perspective

YeeJee Kim — 2012-11-30

This study analyzed the characteristics of the perceived competency in student evaluating task from work experience, as well as observing the difference in the perceived importance of the skill and the actual performance level of the admission officers, based on the competence drawn. For this study, Study 1 used the concept map, while Study 2 used the IPA analysis method. In Study 1 conducted the multidimensional scaling (MDS) and hierarchical cluster analysis to rate the importance level of each core sentence. The analysis showed that a total of 93 core sentences were clustered into: (1) ‘the understanding of the student/major’, (2) ‘ability to evaluate the documents quickly, accurately, and insightfully’, (3) ‘vocation development through self-understanding’, (4) ‘Understanding of the high school curriculum and its characteristics’. Furthermore, the results of the importance rating showed that Cluster 3 (vocation development through self-understanding) showed the highest level of importance. Study 2 compared the perceived competency importance and the actual performance, using paired t-test. The results showed that from the 93 competency list, there were significant differences in 37 competencies; out of 37, 36 of them showed lower performance than the perceived importance in the specific competency. Finally, this study suggested its implications based on the results, as well as providing directions for future studies based on the study’s limitations.

The study on the relationship of workplace flexibility and turnover intention and innovative work behavior

HyunSun Chung — 2013-02-28

The purpose of the present study was to investigate the influence of workplace flexibility on turnover intention and innovative work behavior in workplace and the mediating roles of work-growth balance and perceived organizational support. In addition, this study examined the moderating effect of self-leadership in the relationship between workplace flexibility and work-growth balance and perceived organizational support. The results from 182 participants provided evidences that (a)workplace flexibility was positively related to the work-growth balance and perceived organizational support, (b) work-growth balance and perceived organizational support were negatively related to the turnover intention and positively related to the innovative work behavior, (c) work-growth balance and perceived organizational support mediated the relationship between workplace flexibility and turnover intention and innovative work behavior. The study revealed that self-leadership moderated the relationship between workplace flexibility and work-growth balance and perceived organizational support. Based on the results, implications of these findings, limitations and future study directions were discussed.

The relationship of perceived organizational support and deviant behavior in the workplace

Ahra Oh — 2013-02-28

In this study, the effect of perceived organizational support on affective commitment, in order to investigate the effects of perceived organizational support on employees' deviant behavior in the workplace, is firstly verified. Then the effect of affective commitment on employees' deviant behavior in the workplace(organizational deviant behavior and interpersonal deviant behavior) is verified. In addition, the mediating role of affective commitment on the relationship between perceived organizational support and deviant behavior is revealed. Organization-based self-esteem as the moderating variable that can strengthen the relationship between affective commitment and deviant behavior is verified. 252 employees were participated in the study and structural equation analysis was employed to examine the hypotheses. The following is a summary of the results. First, affective commitment increases as perceived organizational support increases. In other words, the higher employees' perception for organizational support are, the higher affective commitment are. Second, deviant behavior in the workplace decreases as affective commitment increases, that is affective commitment have contributed to the decrease in employees' organizational deviant behavior and interpersonal deviant behavior. Third, affective commitment was empirically verified to have a mediating effect between perceived organizational support and deviant behavior in the workplace. Also, the moderating effect of Organization-based self-esteem was verified in the relationship between affective commitment and interpersonal deviant behavior in the workplace. Based on these findings, it was determined that perceived organizational support is a significant antecedent of affective commitment and perceived organizational support can be recognized as the motive of affective commitment. The exchange between the employee and employer is positively related to employees' feelings of perceived organizational support and affective commitment to the organization and reciprocation in the form of lower levels of deviant behavior. Therefore, results also revealed that employees' perceptions of organizational support have an influence on their attitudes and behavior. Our findings emphasize the importance of valuing employees and investing in their well-being in the workplace.

The effects of contingent relationship magnitude between pay and performance on social loafing behaviors

Insub Choi — 2013-02-28

The main purpose of this study was to compare the effects of contingent relationship magnitude between pay and performance on social loafing behaviors and perception of the distributive justice. Sixty-four college students were applied in an ABC/ACB counter-balancing mixed factorial design(A: the high contingent relationship magnitude between pay and performance on individual performance, B: the high contingent relationship magnitude between pay and performance on team performance, C: the low contingent relationship magnitude between pay and performance on team performance), each participant attended 12 sessions in total. For this study, a brainstorming task was developed. The dependent variable was the sum of total idea frequency in the brainstorming task and the perception of the distributive justice. Analyses showed that each condition of contingent relationship magnitude between pay and performance had effectiveness in team idea frequency and perceived distributive justice. Result indicated that teamwork was better than individual work on performance. Also, the result suggested that social loafing behaviors or perception of the distributive justice could be effected depend upon the extent to which how the contingent relationship magnitude between pay and performance on team performance.

Contagion of silence behaviors

HyunSun Chung — 2013-02-28

The present research aimed to investigate the contagion of silence behaviors, and its effects process. 218 respondents who is employed in organizations were surveyed. What were analyzed using structural equation modeling are (1) the contagion of silence behaviors, (2) the casual relationship between two types of silence behaviors(defensive silence, acquiescent silence), and (3) the mediating role of employee's silence behaviors and acquiescent silence in the process of co-worker's corresponding behaviors and silence affecting team silence climate and innovative support behaviors. Results indicated that co-worker's silence behaviors could be contagious and their effects on outcomes were mediated by employee's silence behaviors. Findings also showed that employee's defensive silence affected his/her acquiescent silence and its effect on outcomes was mediated by acquiescent silence. From these results, we discussed the theoretical implications of findings, limitations, suggestions for future research in discussion.

The effect of continuous learning activity on organizational commitment and work engagement

SeongJoong Lee — 2013-02-28

The first purpose of this study was to examine the effect of continuous learning activity on organizational commitment and work engagement. The second purpose was to testify the mediating effect of self-perceived employability in the relationship between continuous learning activity and organizational commitment/work engagement. The third purpose was to examine the moderating effect of informal networking of employees in the relationship between continuous learning activity and self-perceived employability. The fourth purpose was to examine the moderating effect of distributive justice in the relationship between self-perceived employability and organizational commitment, and the final purpose was to testify the moderating effect of growth needs in the relationship between self-perceived employability and work engagement. Data were gathered from 264 employee who were working in various organizations in Korea. As results, continuous learning activity had positive relationships with organizational commitment and work engagement. Self-perceived employability had mediation effect in the relationship between continuous learning activity and organizational commitment/work engagement. Informal networking of employees had moderating effect in the relationship continuous learning activity and self-perceived employability because the relationship was more positive when informal networking of employees was high than low. Distributive justice had moderating effect in the relationship self-perceived employability and organizational commitment because the relationship was more positive when distributive justice was high than low. Also growth needs had moderating effect in the relationship self-perceived employability and work engagement because the relationship was more positive when growth needs was high than low. The implications for research and practice, limitations, and future research tasks were discussed.

Development and validation of the Career Concern Inventory

Jinkook Tak — 2013-02-28

This study was intended to develop and validate the Korean version of the Adult Career Concern Inventory. 147 items and 19 factors of the inventory were obtained based on open-ended questionnaires. A preliminary on-line survey from 336 employees was carried to collect data. Exploratory factor analyses excluded two factors such as person-environment fit and hobby and resulted into 115 items and 17 factors. To test the validity of the career concern inventory, the main on-line survey was carried and the questionnares were collected from 1091 employees. In order to check cross-validity of the scale, the total group was divided into two sub-groups: Group 1, 546 employees, and Group 2, 545 employees. The results of confirmatory factor analyses of Group 1 showed that the 16-factor model fit the data better after the vision-on-the-job factor was eliminated together with some items, which finally resulted in 94 items and 16 factors. These 16 factors were as follows: 1) retirement, 2) career management, 3) work-family balance, 4) interpersonal relations, 5) turnover, 6) health, 7) job performance stress, 8) establishing a business, 9) indecisive attitude, 10) promotion, 11) economic issue, 12) service, 13) marriage issue, 14) work sustainability, 15) competence improvement, and 16) lack of professionalism. The career concern inventory was significantly correlated with various criteria such as performance, job satisfaction, organizational commitment, career satisfaction, career commitment, mental health, life satisfaction etc. Finally, implications and limitations of this study and the directions for future study were discussed.

The effects of positive psychological capital, learning goal orientation, articulating a vision on affective commitment to organizational change

Jiseon Jang — 2013-02-28

The purpose of this study was to examine the effects of positive psychological capital, learning goal orientation, and articulating a vision on affective commitment to organizational change. and the moderating effects of benefits of change and organizational cynicism on the relationships between these three variables and commitment of organizational change. Data were collected form 320 employees that have undergone organizational change during recent 1 year. After elimination of inadequate data, 297 data were obtained for statistical analysis. The results of hierarchial regression analyses showed that positive psychological capital and learning goal orientation positively predicted commitment to organizational change. Contrary to hypothesis, however, articulating a vision was negatively related to commitment to organizational change. Also the results of hierarchical regression analyses showed that benefits of change and organization cynicism moderated the relationship between positive psychological capital and affective organizational change commitment. Relationships between leaning goal orientation and affective organizational change commitment are moderated by benefits of change and organizational cynism. Contrary to hypotheses, however, when benefits of change is low and organizational cynicism is high, the relationships were stronger. Finally, implications and limitations of this study and the directions for future research were discussed on the basis of the results.

A cross-cultural study on the Köhler Motivation Gain Effect in team performance

DongHeon Seok — 2013-05-31

The present study examined a factor that could contribute to cross-cultural differences in team performance (viz., age composition between team members) within one group motivation-gain paradigm (viz. the Köhler motivation gain, where a low-ability team member works harder in a team where they are the “weak link” than if s/he were working alone; Hertel, Kerr, & Messé, 2000a). In Exp. 1, I proposed that cultural difference between East Asians and Westerners(e.g., collectivism vs. individualism, interdependent vs. independent self-construal) could moderate the Köhler motivation gain effect, but the results showed that the culture did not moderate the Köhler effect. In Exp. 2, I found that age composition between group members (i.e., working with younger partner vs. older partner) might have different meaning in Korean culture compared to American culture. Finally, in Exp. 3., I conducted an experiment which extended the results of the Exp. 2 in two ways: 1) the Exp. 3 collected actual performance data rather than respondents’ intention to perform, as in the prior study, and 2) the Exp. 3 competitively tested alternative explanations for an age-of-partner effect in Korea. Both the performance results and subjective ratings of the present study suggested that the age effect in Korea could be explained in terms of participant’s felt responsibility in the task performance situation (i.e., Koreans felt more responsibility for the outcome of their group when they worked with a younger partner than an older partner). These results were discussed in terms of the social psychological implications of the deeply rooted Confucianism in Korean society (Koh, 1996). Limitations of the study and implications of the results for understanding existing cross-cultural theories were also discussed.

Impacts of secure attachment, 5 factor personality, future time perspective on productive ageing

JuIl Rie — 2013-05-31

It is hope and need of society that most of people will keep their life productive after becoming elderly. In this study, we want to find demographic-sociological and psychological determinants for productive ageing. In our study, productive ageing were constructed as 4 factors, goal pursuit activities, career development activities, family support activities, and society volunteering activities. We collected data from 471 elderly beyond 65. Sex, age, spouse existence, income by month, education, work or non-work, working time were correlated significantly with productive ageing. And openness to experience and conscientious personality, secure attachment, and future time perspective were correlated significantly with productive ageing. Especially, big five personality and future time perspective impacted significantly on productive ageing after controling demographic-sociological factors through hierarchical regression analysis. Openness to experience and future time perspective were important consistently for all productive ageing activities. When we analyzed causal relationship among openness to experience, secure attachment, future time perspective and productive ageing through AMOS, future time perspective mediated relationship between openness to experience and productive ageing, and relationship between secure attachment and productive ageing. Also, openness to experience, secure attachment, and time perspective all had a big impact on productive ageing directly.

The effect of job overload on job burnout

HyungJu Kim — 2013-11-30

The first purpose of this study was to examine the effect of job overload on job burnout through a mediating variable of positive psychological capital. And the second purpose was to examine the moderating effect of social support as an environmental variable and personality(emotional stability and extraversion) as a personal variable on the relationship between job overload and positive psychological capital. Data were gathered from 312 employees who were working in various organizations in Korea. As results, job overload had negative relationship with positive psychological capital and positive relationship with job burnout. Positive psychological capital had mediation effect on the relationship between job overload and job burnout. And social support had moderating effect on the relationship job overload and positive psychological capital because the relationship was less negative when social support was high than low. Also the extraversion had moderating effect on the relationship job overload and positive psychological capital because the relationship was less negative when extraversion was high than low. Finally the implications for research and practice, limitations, and future research tasks were discussed.

The effects of leader's perception of interactional justice on member's affective organizational commitment

WonKyung Oh — 2013-05-31

The previous justice literatures have studied that member's justice perception influenced member’s attitude and behavior. Since the study of Tepper & Taylor(2003), the recent literature emphasize the necessity of considering trickle-down effect that focus on justice perception flows from leader to member and eventuates influence employee attitude. Therefore, We hypothesized that member' interactional justice perception will be influenced by leader' interactional justice perception in organization. To test multilevel analysis, we collected the survey data from 240 leader and 5626 members and analyzed Multilevel Structural Equation Modeling using Mplus 5. In result, We found that member’ interactional justice increases affective organizational commitment and mediate the relationship between leader' interactional justice and affective organizational commitment.

The effects of organizational based self esteem and task specific self esteem on employee commitment

SeungGeun Baeck — 2013-05-31

The purpose of this study was to examine the mediating role of two self-esteem (organization-based self-esteem: OBSE; task-specific self-esteem: TSSE) in predicting two types of employee commitment (job involvement, organizational commitment) based on the framework of Lavelle, McMahan and Harris(2009)’s target similarity model. A sample of 746 south korean employees were participated in this study and data were analyzed by MPLUS 6.12. The main results are as follows. First, the indirect effects reflecting target similarity effect were supported, but another indirect effects which reflect spillover effect between two dimensions was not. Second, the result of comparison between target similarity effect and spillover effect, which has same predictor and criterion but different mediator in each dimensions, was significant in organization domain, but not in job domain. Finally, the implications and limitations were discussed.

Current researches of haptic perception and applying it into the fields in the psychology of organizational and consumer behavior

InJo Park — 2013-05-31

Haptic perception is considered as very important for human being since we can perceive the world and feel emotional stability through it, and also it is one of perceptual channels related to interaction with objects daily life. Traditionally, researches about haptic have been performed in the area of perception. However, recently psychologists who study in the field of social, organization, and consumer behavior deal with the haptic. The purpose of this study was that psychologists taking haptic into their study in the future would use like a tutorial, as reviewing the biological foundation, the perceptual mechanism, and the theoretical issue. Also, the present study introduced studies involving haptic in the areas of general psychology so that it would be possible to extend the concept of haptic and apply into other domains of psychology as well as perception. Finally, the propositions with haptic in the field of both organizational consumer behavior were presented for psychologists of organization and consumer psychology who would be interested in haptic.

Temporal dynamics of emotions within a workday

JaeYoon Chang — 2013-05-31

The purpose of this study was to examine how positive and negative emotions fluctuate over time within one workday and to investigate the moderating effects of neuroticism and job satisfaction. Data were obtained from 201 Seoul citizens in Korea using the Day Reconstruction Method (Kahneman, Krueger, Schkade, Schwarz, & Stone, 2004). Data revealed that negative emotions increased over time; positive emotions did not show such a pattern. Job satisfaction correlated positively with average positive emotions and negatively with average negative emotions. Neuroticism correlated significantly and in opposite directions with average positive and negative emotions, but did not correlate significantly with the variability of emotions within a work day. Additionally, neuroticism had a significant moderating effect on the changing pattern of negative (but not positive) emotions over time, such that the negative emotions of workers with high levels of neuroticism increased more sharply than the negative emotions of workers with low levels of neuroticism. Contrary to expectation, job satisfaction did not moderate the pattern of positive or negative emotions at work. Changing patterns of negative emotions may be predictive of occupational accidents and diurnal patterns of positive emotions may be predictive of optimal concentration and efficiency at work. These patterns may also have implications for when we administer surveys in the workplace, when a boss should share bad news with his/her employees.

The effect of perceived corporate philanthropy on organizational citizenship behavior

KyunHwan Roh — 2013-05-31

The purposes of this study were to examine the effect of perceived corporate philanthropy on organizational commitment and organizational citizenship behavior, the mediating effect of organizational commitment in the relationship between perceived corporate philanthropy and organizational citizenship behavior, and the moderating effect of service values in the relationship between perceived corporate philanthropy and organizational commitment. Data were gathered from 250 employees who were working in various organizations in Korea. To reduce the effect from the common method bias, the organizational citizenship behavior was rated by others(two hundred and fifty peers, subordinates, and supervisors). As a result, organizational commitment partially mediated the relationships between perceived corporate philanthropy and organizational citizenship behavior. Service values moderated the relationship between perceived corporate philanthropy and organizational commitment because the relationship was more positive when service values was high than low. Finally, implication of results and future research tasks were discussed with limitations.

The role of organizational learning climate and individual's learning goal orientation in training and development activity participation of R&D organization employees

Sunhee Lee — 2013-05-31

The study examined the relationships between organizational learning climate and individual's learning goal orientation and employee's participation in training and development activities and whether the relationships differ between informal versus formal training and development activities. Multi-level analyses on survey data from a total of 1,087 employees of 11 R&D organizations showed that learning climate and learning goal orientation were positively related to participation in training and development activities even after organizational training budget was controlled for. Further, organizational learning climate was more closely related to formal training and development activities while individual's learning goal orientation was more closely related to informal training and development activities. The theoretical and practical implications as well as directions for future research were discussed.

The effect of family interference with work on attitudes and behaviors of married working women

Kyuhyun Choi — 2013-08-31

This study has following objectives. (1) examining the effects of role pressure at home on work performance for married working women by focusing on FIW(family interference with work). (2) investigating relationship between FIW and employee’s behavior(in-role behavior and extra role behavior) that affects organizational effectiveness. (3) exploring the moderating effects of supervisor support and positive psychological capital on the relation between FIW and job burnout. This research was undertaken using data from 193 married women employees and 67 relevant team managers who have the rights to allocate team tasks and to evaluate employee’s performance. The results can be summarized as follows. (1) FIW has effect on job burnout of married womon employees. (2) job burnout related with FIW has effect on both in-role behavior and extra-role behavior. Especially, job burnout has fully mediating role between FIW and extra-role behavior, compared to partially mediating role between FIW and in-role behavior for married woman employees. (3) moderating effect was shown from supervisor support and positive psychological capital in relationship between FIW and job burnout. This research provides implications on how to understand the married woman employees’ FIW and resolve it. Finally, the implications and limitations of this research and the directions for future study were discussed.

A study on the antecedents and outcomes of using an organization Social Networking Service

BiNaRee Na — 2013-08-31

The purpose of this study was to analyze antecedents and outcome variables of using an organization social networking service. Data were collected from 314 workers. The results of this study showed that as antecedents innovative culture, learning organization, relationship orientation, and curiosity were significantly related to social networking Service use. Also, social networking service use was significantly related to all the outcome variables such as organizational communication, team cohesion, work intensity, and social networking service stress. Finally, the implications and limitations of this study, and the directions for future research were discussed.

The effect of perception of organizational politics on turnover intention

JinHyeok Jang — 2013-08-31

The first purpose of this study was to examine the effect of perception of organizational politics and stress on turnover intention. The second was to examine the mediating effect of stress and organizational commitment in the relationship between perception of organizational politics and turnover intention. The third was to examine the moderating effect of honesty in the relationship between perception of organizational politics and stress. Data were gathered from 203 employees who were working in various organizations in Korea. As results, perception of organizational politics and stress had positive relationship with turnover intention. Stress and organizational commitment sequentially mediated in the relationship between perception of organizational politics and turnover intention. Also, honesty had moderating effect in the relationship between perception of organizational politics and stress because the relationship was more positive when honesty was high than low. Finally, implication of results and limitations and future research tasks were discussed.

What makes professional officers hard in military life?

Il Park — 2013-11-30

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.

Exploratory factor analysis on situational judgment data after controling for scenario effect

JunJae Namgung — 2013-11-30

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.

The role of empathy(emotional contagion, empathic concern) in service relationship

ChangGu Heo — 2013-11-30

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.

The relationship between physical environment and safety behavior

BeomJin Lee — 2013-11-30

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.

The effect of empowering leader behavior on innovative behavior and job engagement

SunHwa Jung — 2013-11-30

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.

The influence of work values on the employees’ organizational commitment

YeSeul Jung — 2013-11-30

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.

Effects of reinforcement delay and rule explicitness on work performance

Minji Kang — 2013-11-30

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.

Exploration of predictive variables of emotional labor in subordinate roles and verification of the relations model between emotional labor and burnout

GeonWoo Park — 2014-02-28

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.

The relationships between personal needs and subjective career success

SeungHye Kang — 2014-02-28

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.

Proactive career behavior of middle-aged worker for post-retirement career

HyeonJu Lee — 2014-02-28

Career transition of middle & 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 & 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 & young-old aged workers for post-retirement career. The proactive career behavior of middle & 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 & 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 & 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).

Validation of the Korean version of Multidimensional Calling Measure(MCM-K)

YooJin Ha — 2014-02-28

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.

The relationship between daily mood and Creative Process Engagement(CPE)

JaeYoon Chang — 2014-02-28

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.

The effect of applicant’s impression management strategies on personality rating in interview

SoHyun Park — 2014-02-28

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.

The relationship of Transformational Leadership and innovative behavior

ByungJik Kim — 2014-02-28

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.

What would be a prictor and outcome of career success to senior in the frame of time?

InJo Park — 2014-02-28

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.

The consistency effect between applicants’ personality traits and job characteristics on employment advertisement

Byunghwa Yang — 2014-02-28

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.

A study on the influence of Authentic Leadership on psychological contract

Joonwon Choi — 2014-02-28

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.

A study on the effect of psychological characteristics on aviation safety

Jeongyeol Choi — 2014-02-28

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.

The Five-Factor Model of Workplace Spirituality

Sangchoong Roh — 2014-05-31

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.

The effect of proactive personality on job performance

DongUk Kim — 2014-05-31

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.

Conflict transformation

Byungjoo Lee — 2014-05-31

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.

Conflict Mindset

Sunyoung Oh — 2014-05-31

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.

The effects of achievement goal orientations and safety climate on safe and unsafe behavior

JiHee Jung — 2014-05-31

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.

The impact of superior’s anger out on employees’ creative process engagement

SeulKi Lee — 2014-05-31

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.

The effects of Work-Life Harmony and Leader-Member exchange on organizational commitment

JiYeon Park — 2014-05-31

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.

The mediating effect of silence motivation on the relationships among employee silence behavior, perceived supervisor support, and perceived procedural justice

AReum Jo — 2014-05-31

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.

Effect of pay satisfaction on organizational commitment

Kwangsu Moon — 2014-11-30

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.

The effects of work centrality on active ageing among the older adults

Songhwa Doo — 2014-11-30

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.

Work-Family Conflict and organizational commitment workers in small and medium sized enterprises

SooChan Choi — 2014-11-30

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.

The effects of hierarchical organizational structure and performance-based human resource system on climate of silence and selfish silence behavior

Eunbi Ko — 2019-11-30

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.

Development and validity of the communication competence scale of middle managers

Jiyeon Kang — 2021-01-17

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.

The effects of workaholics and job engagement on sleep quality

Sunhee Lee — 2019-11-30

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.

The effects of growth orientation and job crafting on creative behavior

Eunyoung Seo — 2021-01-17

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.

A study on the characteristics of college graduate job seekers who strongly believe unfounded tips on the successful job interview

HanUlAn Baek — 2014-08-31

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.

The effect of ego-resilience and perception of social support on job satisfaction and burnout

Bobae Ahn — 2014-08-31

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.

A study on an exit interview process, influencing the withdrawal of a turnover decision

HyangSook Jeon — 2014-11-30

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.

The effect of emotional labor strategy on job burnout and job engagement

SunAe Park — 2014-11-30

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.

The effectiveness of job embeddedness in turnover studies

JongHyun Lee — 2014-11-30

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.

Who can enjoy the unavoidable emotional labor

SeungGeun Baeck — 2014-11-30

The purpose of this study was to examine the positive effect of self-monitoring among emotional display rules (fostering positive emotion(FPE) & suppressing negative emotion(SNE)) and consequential work attitude (job burnout & 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.

The relationships between emotional labor and job-related variables

MoonSook Kim — 2014-11-30

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.

The relations between personality factors and Organizational Citizenship Behaviors mediated by job-satisfaction

YeSil Kim — 2014-11-30

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, & Rothstein’s(2005) meta-analytic procedures were adopted. Results 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.

Scale development of occupational identity and testing model of antecedents and outcome variables of occupational identity

HongJoon Yoo — 2014-11-30

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.

Resilience as a mediator linking transformational leadership and person-centered organizational culture to organizational effectiveness

Sunyoung Oh — 2015-11-30

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.

Evaluation of the three-component model of organizational commitment in South Korea

Jungwon Ahn — 2015-11-30

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.

“Mission Matters”

ByungJik Kim — 2015-11-30

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.

The newcomer’s psychological contract breach and its change

KyungMin Kim — 2015-11-30

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.

The effect of role stress on organizational commitment

SooMin Ryu — 2015-11-30

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.

The effect of organizational member's allocentrism-idiocentrism on the emotion expression and favoritism

YoungSik Kim — 2015-11-30

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.

Calling and continuous learning activity

Seungha Oh — 2015-11-30

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.

The buffering effects of positive emotion on the relationship between interpersonal conflict and relationship damage

Sunyoung Oh — 2015-11-30

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.

The effects work engagement and generativity on post-retirement preparation

KyoSoo Shin — 2015-11-30

The post-retirement preparation of middle & 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 & 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.

Validation of the career adaptability scale

Jinkook Tak — 2015-11-30

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.

The effects of personal characteristics on employee voice behaviors

Nuri Kwon — 2015-11-30

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.

The effects of pay for performance on creative performance

WooYoung Kim — 2015-08-31

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.

An exploratory study on the antecedents and consequences of workplace envy

Sookyung Lee — 2015-08-31

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.

The effect of subordinate’s emotional labor on job burnout and job engagement

DongKyun Kwon — 2015-08-31

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.

Development and validation of the work meaning inventory

Jinkook Tak — 2015-08-31

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.

“Finding meaning of work through a good action”

ByungJik Kim — 2015-08-31

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.

The influences of career future time perspective on job attitudes and career behaviors

InJo Park — 2015-08-31

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 (N = 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.

Analysis of the factor structure of Core Self-Evaluations through exploratory structural equation modeling

Jongkuy Kim — 2015-08-31

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.

The relationship of team personality to team learning behavior

HeeJin Park — 2015-08-31

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.

The effects of disagreement, interference, negative emotion on the transference of conflict

Seunghoo Lee — 2015-08-31

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.

The influence of opportunity and type of wage negotiation on the pay satisfaction and trust in management

Kwangsu Moon — 2015-08-31

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.

The effect of leader empowering behavior on work engagement

HyeSeon Kim — 2015-05-31

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.

The influence of safety-specific transformational leadership on the safety behaviors

HaJin Jung — 2015-05-31

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.

The effect of supervisors’ abusive supervision on organizational cynicism

HyunSun Park — 2015-05-31

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.

Interaction of work-family conflict, LMX, and sex in organizational commitment and organizational citizenship behaviors

Jiwon Jang — 2015-05-31

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.

The effect of superior's belief about possibility of subordinate's ability change on subordinate's failure tolerance, self efficacy, and negative feedback acceptance

Nakyoung Lee — 2015-05-31

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.

The moderating effects of Social Desirability responding on the criterion-related validity of self-report personality inventory

JaeYoon Chang — 2015-05-31

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.

Antecedents of psychological detachment from work and it's effect on task performance

SeonMyoung Yu — 2015-05-31

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.

Exploring the change patterns in retirees’ psychological health using growth mixture modeling

Songhwa Doo — 2015-05-31

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.

The relationship between management’s emphasis on human resources and innovation

Jinwoo Kim — 2019-08-31

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.

The content analysis of the Korean Journal of Industrial and Organizational Psychology from 1988 to 2018 and future suggestions

TaeYong Yoo — 2021-01-18

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.

The effects of emotional labor(surface acting, deep acting) and job burnout on job satisfaction among securities branch clerks

SoonJeong Yang — 2019-08-31

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.

The effect of peer's impression management on employee's organizational behavior

SoDam Park — 2015-02-28

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.

The development and effect of risk sensitivity improvement program for driver

Soonyeol Lee — 2015-02-28

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.

The effects of store managers’ empowering leadership on contact employees’ cooperative behavior

HackSoo Kim — 2015-02-28

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.

The relationship between multidimensional traffic locus of control and reckless driving behavior

ByoungHee Choi — 2015-02-28

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.

The effect of personality on task performance and adaptive performance

TaeYong Yoo — 2016-11-30

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.

The influence of newcomers’ proactive personality on their job satisfaction

Kyungmin Kim — 2016-11-30

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.

The effect of Job Autonomy on Job Satisfaction

NaYoung Kwon — 2016-11-30

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.

The effects of professionalism, likelihood of job embeddedness, and interaction quality with recruiters at entry on turnover behavior among R&D Professionals

Jiyun Choi — 2016-11-30

The purpose of this study is to examine the effects of job embeddedness, professionalism, and recruiters on turnover of R&D professionals. The data was collected from a sample of 132 R&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&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.

Daily work characteristics and daily creativity

Hyejin Moon — 2016-11-30

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.

Hostile attribution and counterproductive work behavior

Jeongmin Rhee — 2016-11-30

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.

The effect of team factors on workplace bullying in team

EunJung Jo — 2019-05-31

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.

The effect of smartphone use during off-job time on emotional exhaustion and job engagement

DaYun Kim — 2019-05-31

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.

The effect of person-job fit and age on service attitude toward bad customers

Yewon Son — 2021-01-18

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.

A study of salary peak laborer’s retirement perception

SuGyeong Lee — 2021-01-18

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.

The effects of mindfulness on burnout

YoungMi Song — 2019-05-31

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.

The relationships between person-environment fit and job-related variables

JongDae Ahn — 2019-05-31

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.

The effects of humor behavior on adaptive performance and contribution to team members’ adaptive performance

EuiYoung Jung — 2016-08-31

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 & 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.

Development and validation of the Spiritual Management Index (SMI)

JungAh Lee — 2016-08-31

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.

The effect of job stressor on flourishing

HeeJin Kim — 2016-08-31

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.

Interaction effects of P-O fit and Machiavellism on the perceived organizational politics

JongWon Lee — 2016-08-31

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<.01). Second, the higher level of machiavellism was, the lower perceived organizational politics( =.272, p<.001). Third, interaction effect of P-O fit and machiavellism on the perceived organizational politics was significant(⊿ =.024, p<.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<.001; demands-ability: ⊿ =.024, p<.01). Finally, implications of this study and tasks of future research were discussed.

Validation of the time perspective inventory

Jinkook Tak — 2016-08-31

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.

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

Qinghua Gao — 2016-05-31

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.

Effects of proactive personality, openness to experience, Future time perspective, protean career orientation on future career design

Sujin Kim — 2016-05-31

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-beliefs-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 beliefs 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 jobs. 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.

The effects of self-development motive and impression management Motive on continuous learning activity

YeYoung Ko — 2016-05-31

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.

Differences in drivers’ pedestrian avoidance response based on Warning timing, stimulus-response compatibility and Drivers’ distraction of auditory pedestrian collision warning system

Hyunmin Kang — 2016-05-31

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.

Effects of task and relationship conflicts on job burnout of Engineers in plant engineering design work

SangTaek Lee — 2016-05-31

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.

The effects of interpersonal character strength on service employees’ happiness in the emotional labor context

SunHee Park — 2016-05-31

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.

Structural relationships of ego-resilience, affect experience, meaning in life, and job satisfaction

ChiSung Yu — 2016-05-31

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.

The effect of emotional intelligence on turnover behaviors among call center employees

Sanghee Kim — 2016-05-31

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.

A preliminary study for refinement of equity preference questionnaire

SeungRib Park — 2016-05-31

Equity Preference Questionnaire (EPQ; Sauley & Bedeian, 2000) was developed as an alternative measure of Equity Sensitivity Instrument (ESI; Huseman, Hatfield, & 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, & 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.

The effect of downward counterfactual thinking on organizational citizenship behavior

Jaehyun Shin — 2016-05-31

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.

The effect of authentic leadership on constructive voice

GoDoh Kim — 2016-05-31

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.

The effects of job demands on job stress

KwangMo Lim — 2016-05-31

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.

Exploration of work motivation structure and profiles based on self-determination theory among Korean employees

JiHyeon Park — 2016-02-28

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.

Relationships of role differentiation, cohesion, team member satisfaction and perceived group performance

JungIn Lim — 2016-02-28

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.

The influence of newcomers’ proactive personality on their psychological contract

Kyungmin Kim — 2017-11-30

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.

Differences in emotion regulation strategies across time and situational contexts among emotion laborers

MinYoung Kim — 2017-11-30

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.

The effect of Organizational change on job stress

YongJae Won — 2017-11-30

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.

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.

A study on the predictive validity of conditional reasoning test for aggression

Sohyun Jeon — 2017-11-30

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.

The effects of power distance orientation difference between leaders and followers on attitudes and behaviors in military organizations

YoungNam Choi — 2017-11-30

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 leader trust and cohesion in military organizations. A total of 288 ROK Army soldiers participated in this research and data were collected through survey. Inconsistent with previous research findings from person-supervisor fit studies, the results from polynomial regressions showed that congruence between leaders' and followers' PDO did not have a significant effect on organizational level variables in military organizations. Rather, when leaders' PDO was lower than followers', leader trust and cohesion decreased, and counterproductive work behavior(CWB) increased. Moreover, a double mediation estimate technique was conducted to investigate the impact of the PDO difference between leaders and followers on organizational level variables. We found that the relationship between the PDO difference and CWB was sequentially mediated by leader trust and cohesion. Based on the results, we discussed the implications and limitations of the study, and the directions for the future research.

The relation between calling and career adaptability

Jihyun J Min — 2017-11-30

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.

Latent profile analysis ofemotional labor strategies in subordinate roles

Soran Yeum — 2017-08-31

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.

Who suffers the most from abusive supervision?

YeonSun Gwak — 2017-08-31

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.

Identifying moderators of effects of task conflict on relationship conflict

Youngshik Kim — 2017-08-31

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.

Emotional labor actors, well-being, and objective performance

ChoonShin Park — 2017-08-31

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.

The effect of coaching leadership on creative behavior

HyunJeong Sung — 2017-08-31

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.

The relationship between task conflict, relationship conflict, team efficacy and task performance of Air Force Combat Flight Team

Kyoungsu Lee — 2017-08-31

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.

A test of construct validity of the work meaning inventory

Jinkook Tak — 2017-08-31

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.

Impact of goal-setting and feedback on negotiators performance in multilateral negotiation

HeaKyung Ro — 2017-05-31

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.

Effects of mental fitness positive psychology program for improvement of adjustment to military life

Minsoon Kim — 2017-05-31

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 & 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.

The effects of sympathy module and psychological capital on job satisfaction and happiness

HyunHee Kim — 2017-05-31

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

The effects of strengths coaching program on strengths self efficacy, positive affect, self efficacy, job engagement and organizational commitment based on Korean employees

Hyaeyeong Seon — 2017-05-31

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.

The mediating effect of goal orientation in the relationship between perfectionism and active-passive procrastination

MinSik Choi — 2017-05-31

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.

The influence of adaptability for uncertainty on turnover intention and the serial multiple mediating effect of role ambiguity and job satisfaction

ChiHun Park — 2019-04-18

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.

Moderating effects of psychological empowerment on the relationships between person-job fit and turnover intention

YuSeon Jeong — 2017-05-31

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.

The Influence of the ROK Army Junior Leader’s Relationship Conflict and Fear of Negative Evaluation on Defensive Silence

JungIn Lim — 2017-05-31

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.

The cultural difference in equity norm preference and the effects of pay-for-performance perception on job attitudes

WooYoung Kim — 2017-02-28

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.

The effect of perceived overqualification on job crafting

Eunju Bang — 2017-02-28

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.

Whom should you start a company with?

JaeYoon Lee — 2017-02-28

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.

The effect of authentic leadership on job engagement

YoungJu Choi — 2017-02-28

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.

The relationship among inner meaning of work, protean career, subjective career success

Soyeon Sin — 2017-02-28

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.

Positive and negative effects of anger expression in workplace

Eunyoung Park — 2018-08-31

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.

The buffering effects of trait resilience on The damaging effects of conflict on residual emotion

Sunyoung Oh — 2018-08-31

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.

Validation of the Korean version of the thriving at work scale

JungKoum Choi — 2018-08-31

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.

The effect of organizational companionship on team effectiveness

Youngshik Kim — 2018-08-31

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.

Influences of power distance and uncertainty avoidance on innovative work behavior

Jungsik Kim — 2018-08-31

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.

An exploratory study on profiles of recovery experiences among Korean employees

SunA Kang — 2018-08-31

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 & 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.

Verifying the effectiveness of career group coaching for the promotion of individual resources related to job searching

Heejeong Jeong — 2018-08-31

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.

The effect of work life conflict on organizational commitment and counterproductive work behaviors

MinU Kang — 2018-08-31

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.

Malicious envy and benign envy in organization

Junyeob Kim — 2018-02-28

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.

The social enterprises’ organizational commitment

Hyunsun Yang — 2018-02-28

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.

The interaction between leadership and personal power in work engagement

JaeSeok Jang — 2018-02-28

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.

The relation between employees’ self-directedness and work-related learning intention

Jihye Kim — 2018-02-28

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.

Organizational Companionship

Youngshik Kim — 2018-02-28

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.

The effect of superior peer's job-focused impression management on knowledge hiding

NaRa Lee — 2019-02-28

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.

The relationship between social dominance orientation and contextual performance

HyunJun Lee — 2018-11-30

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.

Influence of organizational culture supporting work-life balance on well-being and depression mediated by work-life balance

Jeong Mi Lee — 2019-02-28

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.

Multigroup analysis in the context of multilevel analysis to judge if a referent-shift model is needed for measurement of composition emergence

Jungwon Ahn — 2019-02-28

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.

The transformation from task conflict into relationship conflict

Youngshik Kim — 2018-11-30

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.

Unstructured data analysis and visualization “Korean Journal of Industrial and Organizational Psychology(2010～2017)”

Insun Yi — 2018-05-31

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.

The effects of surface acting toward supervisor on employee burnout

Sunkyung Hwang — 2018-05-31

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.

The effects of mild task conflict and relationship conflict on psychological safety and team effectiveness

Sunyoung Oh — 2019-02-28

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.

The effect of supervisor’s characteristics on impression management and the moderation effect of perception of organizational politics

ARam Choi — 2018-05-31

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.

Conceptualization and validation of organizational commitment

Jungwon Ahn — 2018-05-31

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.

The mediating effect of family-work enrichment in the influence of community embeddedness on turnover intention and work engagement

HoKyoung Sung — 2018-05-31

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.

Relationship between role stress and employee silence behavior

SoYeon Jung — 2018-05-31

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.

Relationships between role overload and work engagement among employees

Yukyeong Kim — 2018-02-28

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.

The influence of job crafting and task identity on meaningful work

Alim Seo — 2018-02-28

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.

Effects of alcohol drinking of employee on job engagement and interpersonal conflict at work

Sunhee Lee — 2018-02-28

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, & Tice, 2007) and effort-recovery model(Meijman & 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.

The relationship between work-family conflict and morale of female soldiers

Gui Hyun Son — 2018-02-28

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.

Influence of equity sensitivity on cooperation intention

Seung Rib Park — 2018-02-28

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.

Influence of equity sensitivity on organizational citizenship behavior and knowledge sharing

Seung Rib Park — 2018-05-31

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.

The effect of the work meaning on organizational commitment

Miae Lee — 2018-02-28

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.

Effects of grit on organizational citizenship behavior

Yoo Jin Lee — 2018-02-28

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.

Is it happy to work with leaders viewing their work as a calling?

Jiyoung Park — 2018-05-31

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.

The effect of goal orientation on continuous learning activity

Eolim Kim — 2018-02-28

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.

The effects of personality and leader consideration behavior on team cohesiveness

Youngshik Kim — 2018-02-28

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.