ISSN : 1229-0696
The purpose of this study was to systematically analyze the content of 74 articles published in Korean Journal of Industrial and Organizational Psychology(KJIOP) from 1988 to 1997. These articles were analyzed in terms of the demographic characteristics of authors, the research topic, the research setting, the research method, the type of participants, and the type of statistical analysis. It was found that most of authors belonged to university and very few authors belonged to industry. The research topics concentrated on two subareas of I/O psychology: organizational and consumer psychology. The topics of 35 (47%) articles were related to organizational psychology and of 21 (28%) articles were related to consumer and advertising psychology. In the research setting, the majority (47%) of studies were conducted in the industrial settings including business companies, hospital, and army. Most of (66%) studies collected data by questionnaires. Twenty-nine(39%) studies obtained data from job incumbents in the industrial settings and 27 (37%) studies used college students as participants. Although a variety of statistical analyses were used in the 74 articles, factor analysis, correlational analysis, and regression analysis were most frequently used in the survey research and analysis of variance was most frequently used in the laboratoty experiment. In the last part of this paper, research findings published in the KJIOP during a decade were summarized according to research topics. Finally future research directions and tasks in Korean I/O psychology were discussed based on the content analysis.
This literature review investigated the mechanism of the effect of advertising based on the network theory. The potential effects caused by the cognitive and affective elements of advertisements were respectively explained within this theoretical framework. The psychological studies and experiments were reviewed, related to this issue and the implications of this framework on the context construction and the content of development of advertisements. Finally, the future research possibilities were discussed.
This study aimed at investigating how much burnout feeling individuals experience at work and which individual related variables give influence on the burnout experience. Emotional characteristics have been recently regarded as important factors to deal with stress from the outside world of individuals. In accordance to this regard, in this study it was investigated if the burnout experience is mediated by emotional dispositions (mood - awareness, mood - regulation, mood - expressiveness), emotion related motivations (ego - resilience, self - efficacy, optimistic thinking). Among scales measuring these variables, scales of ego - resilience and optimistic thinking, not introduced before in Korea, had been analyzed for their validity evidences. The regression analysis showed the burnout experience had quadratic relationship with months for participants to work at present job positions. Also, it was found that the more flexibly individuals made thoughts and the better they dealt with emotional problems, the less they experienced burnout feeling caused by work. Furthermore, the interaction was found between a quadratic term of months to work and emotional characteristics on burnout experience. In other words, middle - aged workers repressing emotional conflicts with rigid way of thinking could be most vulnerable to job - associated stress.
The purpose of present study is to identify relations of profession identification and, service quality, organizational identification, organizational commitment to find implication for hotel management. Profession identification was conceptualized as perceptions of common fate between the individual and the occupation, as suggested by the social identity theory. Employees identify their occupation, so that they considered occupational characteristics as theirs. The present study first investigated the conceptual discrimination of Profession identification from both organizational identification and organizational commitment. Responses to the self-administered questionnaire measuring profession identification, organizational identification, and organizational commitment were collected from 163 employees of the Korean large hotels, and analyzed by an exploratory factor analysis. All items in questionnaire consisted of 7-point Likert-type scales. Results supported three factor solutions as proposed. The second factor analysis was conducted to measure personal service quality dimensions. Personal service quality was measured by service consistency, readiness for service, kindness, understanding customer, understanding hotel's normative service policy. To identify the consequents, that is service quality, organizational identification, organizational commitment of profession identification, covariance structure analysis were performed. Major results from the analysis were follows. First, profession identification influenced on employee's service quality. Second, profession identification influenced on organizational identification, organizational commitment. Third, organizational identification influenced on employee's service quality and organizational commitment.
Researchers have begun to explore new selection variables in search of measures to complement a long industry tradition of IQ-type intelligence or ability tests as predictors of job performance. Among the most promising variables is practical intelligence(PI), the construct supposed and measured by Sternberg. A PI inventory for entry-level job applicants was developed and known to have predictive validity with the criterion measure of supervisor's ratings in Kim, Kim, Lee(1996)'s study. The purpose of the present study was to examine the construct (particularly discriminant) validity of this inventory in a large corporation. More specifically, the relationships between the PI inventory and other common selection measures such as general or academic intelligence(AI) test, personality test, interview, TOEIC, education level, etc. to examine whether the PI inventory has the potential to make a unique contribution to the field of selection testing. The inventory was which comprised of 25 job-relevant situations or scenarios with 4 or 5 response alternatives was administered to approximately 20,000 entry-level job applicants each time in May, 1995, December, 1995, and May, 1996. It was found that the PI inventory showed weak correlations with AI inventory ranging from .22 to .29 across five job groups. It also correlated trivially with personality test(about -.14~.14), interview(about .06), and TOEIC(about .09). In addition, the correlation between the PI test and education level was .26 which was much smaller than that between AI inventory and education level. Consequently, PI is not a proxy for measures of AI, personality or interview, and the test of PI could increase the variance not accounted for in the real-world criterion of job performance by existing selection measures. Lastly, the implications of these findings and limitation of this study were discussed. Also additional research tasks on PI were suggested.
The present study attempted to explore (1) the relationship between company commitment(CC) and union commitment(UC) and (2) the relationship of union member's individual characteristics, the union-management relation, the union climate, and the influential power of the union with CC and UC. It also examined (3) the effect on the CC and UC of the effectiveness of the representatives from the union and the company management in the collective bargaining. The final objective of this study was (4) to test whether perceptual congruence between the union members and their representatives and that between the union members and the company representatives have any effect on CC and UC. To this end, data were collected from 251 union members, 73 union representatives, and 33 company representatives of 10 unionized companies. The main results of the study were as follows: (1) the relationship between CC and UC was found to be different depending upon the job type (i.e., white or blue collar). The relationship between CC and UC were significantly positive for the white collar workers, but negative for the blue collar. (2) The union members' individual characteristics had significant but different relationships with CC and UC, depending upon the job type. (3) The relationships between the labor-management relational characteristics and OC/UC were generally positive, but the better the labor-management relation, the lower the blue collar's UC. (4) The effectiveness of the union representatives' behavior during the collective bargaining was found to increase both OC and UC whereas the effectiveness of the company representatives had a positive relationship with CC and a negative one with UC. (5) The representatives from both the union and the company tended to evaluate their own bargaining effectiveness higher than their counterparts'. (6) The perceptual congruence between the union members and the company representatives on the bargaining effectiveness of the company representatives tended to make a significant decrease in UC whereas that between the union members and their representatives on the effectiveness of the union representatives increased UC. Finally, the conceptual and practical implications of the research findings were discussed.
The present study investigated whether the instrumental and noninstrumental voice enhance perceptions of procedural justice. The instrumental explanation proposes that the opportunity to excercise voice over procedures enhances perceptions of procedural justice because it increases the probability of obtaining a favorable outcome. In contrast, the noninstrumental explanation asserts that voice effects work irrespective of its influence on outcomes because the opportunity to speak one's view has symbolic value in itself. Previous studies attempted to test noninstrumenal hypothesis have failed because they were not successful at manipulating noninstumentality of the voice. Unlike them, the present study distinguished between direct-voice and indirect voice, and manipulated direct-voice. A 2(agency of voice: self-voice and vicarious-voice) × 2(instrumentality of voice: instrumental and noninstrumental) × 2(consideredness of voice: considered and nonconsidered) completely randomized factorial experiment was conducted with control (no-voice) condition. Results showed noninstrumental voice effects as well as instrumental effects, and the noninstumental effect was shown only in conjuction with considered voice. Thus, the present study provided the first empirical evidence indicating noninstrumental voice effects and vicarious voice effects which could be utilized a lot in an organizational setting.
Although the concept of relevance of inputs and outcomes play central roles in equity theory, they have not been clearly grasped which inputs and outcomes are perceived more importantly. The present study attempted to infer relevance of effort and ability among inputs from the subjects' allocation and relevance of ecomomic reward and achievement-related reward by asking fairness perception and satisfaction. We examined the weight of inputs and outcomes in Korea and America. Effort was weighted more importantly than ability in Korea and America. For fairness perception, economic reward was weighted more importantly than achievement-related reward in Korea, whereas achivement-related reward was weighted more importantly than economic reward in America. Korean students preferred equality allocation and American students preferred equity allocation. The results were discussed with regard to the weight of inputs and outcomes and preference of allocation principle.