- P-ISSN2765-6934
- E-ISSN2765-7027
- KCI
ISSN : 2765-6934
Issues of Workplace in Korea: How to Inspire Temporary Workers?
Khan Tasnuva (JangAn University)
Abstract
Purpose - This study will focus on motivation of temporary workers working in distributors as well as generic companies, especially MPS (motivating potential score) proposed by job characteristics model. We think that temporary workers required intrinsic motivation in order to commit with their organization because they are difficult switch-regular workers due to glass ceiling. Research design, data, methodology – This study operates a survey targeting temporary workers, specifically, we used 144 copies except uncollected copies and dishonesty response of total 165 copies on analysis. We used multiple regression and 3 step regression to investigate the proposed model. Results - The high level of perceived distributional justice and procedural justice was increased the level of organizational commitment, respectively. And, MPS was increased the level of organizational commitment, too. Finally, this study showed that both justice and Job characteristics were very important to increase organizational commitment. Conclusions - In order to inspire temporary workers, the company provides placing enough considering job characteristics as well as fairness of the procedure and distribution. Also, to more fully understand the underlying processes between HRM (Human Resource Management) concepts, new fundamental methods may be required such as switch full-time opportunities.
- keywords
- Distributional Justice, Procedural Justice, MPS, Job Characteristics, Organizational Commitment
Reference
Adams, J. S. (1965), “Inequity in Social Exchange”, In L. Berkowitz, Advances in Experimental Social Psychology, Ed., (pp. 43-90), New York: Academic Press.
Bandura, A. (1977), “Self-efficacy: toward a unifying theory of behavioral change”, Psychological Review, 84, 191-215.
Belous, R. S. (1989), The Contingent Economy: The Growth of the Temporary, Part-time, and Subcontracted Workforce, Washington, DC: National Planning Association.
Cohen, J. & Cohen, P. (1983), Applied multiple regression/correlation analysis for the behavioral sciences, 2nd ed., Hillsdale, NJ:Erlbaum.
Colquitt, J. A. (2001), “On the dimensionality of organizational justice:A construct validation of a measure”, Journal of Applied Psychology, 86, 386-400.
Colquitt, J. A. & Greenberg, J. (2003), “Organizational Justice: A Fair Assessment of the State of the Literature”, In J. Greenberg, Organizational Behavior. The State of the Science, Ed., (pp. 165-210), Mahwah, NJ: Erlbaum.
Cropanzano, R., Byrne, Z. S., Bobocel, D. R. & Rupp, D. E. (2001), “Moral virtues, Fairness Heuristics, Social Entities, and Other Denizens of Organizational Justice”, Journal of Vocational Behavior, 58, 164-209.
Cropanzano, R. & Greenberg, J. (1997), “Progress in Organizational Justice: Tunneling Through the Maze”, In C. L. Cooper & I. T. Robertson, International Review of Industrial and Organizational Psychology, Eds.,(pp. 317-372), New York: Wiley.
George, J. M. & Jones, G. R. (2000), “The role of time in theory and theory building”, Journal of Management, 26, 657- 684.
Gist, M. E. & Mitchell, T. R. (1992), “Self-efficacy: A theoretical analysis of its determinants and malleability”, Academy of Management Review, 17, 183-211.
Greenberg, J. (1986), “Determinants of Perceived Fairness of Performance Evaluations”, Journal of Applied Psychology, 71, 340-342.
Hackman, J. R. & Oldham, G. R. (1976), “Motivation through the design of work: Test of a theory”, Organizational Behavior and Human Performance, 16, 250-279.
Judge, T. A. & Colquitt, J. A. (2004), “Organizational Justice and Stress: The Mediating Role of Work-Family Conflict”, Journal of Applied Psychology, 89(3), 395-404.
Leventhal, G. S. (1976), “The Distribution of Rewards and Resources in Groups and Organizations”, In L. Berkowitz & W. Walster, Advances in Experimental Social Psychology, Eds., (pp. 91-131), New York: Academic Press.
Leventhal, G. S. (1980), “What should be done with Equity Theory? New Approaches to the Study of Fairness in Social Relationship”, In K. J. Gergen, M. S. Greenberg, & R. H. Willis, Social Exchange: Advances in Theory and Research, Eds., (pp.27-55), New York: Plenum.
Marsh, H. W. & O’Neill, R. (1984), “Self Description Questionnaire III: The construct validity of multidimensional self-concept ratings by late adolescents”, Journal of Educational Measurement, 21, 153-174.
Mowday, R. T., Porter, L. W. & Steers, R.M. (1982), Employee-Organization Linkages, San Diego, CA: Academic Press.
Mowday, R. T., Steers, R. M. & Porter, L. W. (1979), “The Measurement of Organizational Commitment”, Journal of Vocational Behavior, 4, 224-247.
Northcraft, G. B. & Neale, M. A. (1990). Organizational behavior: A management challenge, Forth Worth: The Dryden Press.
Nunnally, J. C. (1978), Introduction to Psychological Measurement, New York: McGraw-Hill.
Pfeffer, J. & Baron, J. N. (1988), “Taking the workers back out:Recent trends in the structuring of employment”, In B. M. Staw and L. L. Cummings, Research in Organizational Behavior, eds., (pp257-303), Greenwich, CT: JAI Press.
Porter, L.W., Steers, R. M., Mowday,R.T. & Blulian, P. V. (1974), “Organizational commitment, job satisfaction, and turnover among psychiatric technicians”, Journal of Applied Psychology, 59, 603-609.
Statistics Korea (2011), from http://kosis.kr/eng/
Thibaut, J. & Walker, L. (1975), Procedural justice: A Psychological analysis, Hillsdale, NJ: Erlbaum.
- Downloaded
- Viewed
- 0KCI Citations
- 0WOS Citations