open access
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open access
메뉴
ISSN : 1229-0696
A model of the effects of the transactional and transformational leaders on their subordinates' work motivations was developed and tested with survey responses from 300 employees in eight large corporations in Korea. We defined and measured work motivation by Expectancy model (Nadler & Lawler., 1977), and leadership by Bass's model (Bass, 1985). A series of analysis of the hypothetical model indicated that subordinates' E-P Expectancy were influenced more by their supervisor's transformational leadership than by their supervisors' transactional leadership but their Instrumentality components, P-0 Expectancy and Valence, were be equally determined by their supervisors' transformational and transactional leadership. Methodological issues related to the examination of the model are discussed, along with the consideration of dualistic leaders who exhibit equally high level of transactional and transformational behaviors in the study of leadership.
The purpose of this study was to identify the factor structure of car store's service quality and extract organization factors contributing to prediction of service performance of salesperson. It was compared perceived service of customers with service performance of salesperson. Two hundred seventy three who bought cars in car store rated each of 26 items on their perception and expectation in describing service quality. One hundred forty one salespersons rated items about organization factors and service performance. The results of the present study were as follows. First, it was found that car store's service quality were composed of understanding the customer, tangibles, appearance of salesperson and benefit of customers. Second, organization factors was extracted in order of job fit, perceived control, supervisory control system and horizontal communication. Third, perceived service of customers was significantly lower than service performance of salespersons. Finally, implications of the results and limitations of the present study were discussed.
A variety of changes are expected to happen in the 21st century. Important changes related to industrial and organizational psychology are a change from traditional hierarchical structure to horizontal structure, a change from relatively fixed job to continuously changing tasks and activities, and a change from individual tasks to team's tasks. Employees in service companies as well as women employees increase. Mergers and downsizing also increase. Because of these changes, industrial and organizational psychologists need to approach differently to a various areas of tasks. For example, career development of employees needs to focus on developing a variety of abilities due to a change of an organizational structure. This research was intended to examine a wide variety of changes more closely, and discuss the effects of these changes to tasks of industrial and organizational psychology.
This study proposes to examine the relationship of stress and psychological distress among foreign migrant workers in Korea on the basis of the theoretical framework of job stress. The data for this study comes from a sample survey research on foreign workers from China and other four East Asian countries which was conducted in 1996. The subjects were sampled by an area-cluster sampling method and asked to answer a structured questionnaire. This study considers four stressor variables which assume to be influential on foreign workers' level of psychological distress- job stressor, cultural adjustment stressor, and family stressor. The individual, psychological, and social resources which assume to be supportive for overcoming stress are examined in this study. This study also examines the moderating effect of social resources on relationship of stressor and psychological distress. The three dimensions of psychological distress are analyzed as dependant variables: depression, anxiety, and somatization. As a result of analysis, it is found that the degree of job satisfaction is significant predictor on migrant worker's all three dimensions of psychological distress. The cultural stressor has important impact on somatization. The more troubles his/her family has, the higher level of anxiety and somatization the migrant worker has. The social supports from supervisor or coworkers moderate the impact of job stress and cultural adjustment stress on psychological well-being. The worker's ethnicity is found to be important in explaining the differential level of psychological adjustment among migrant workers. Lastly, the implications of these findings and suggestions for future research are discussed.
Participants were asked to estimate their preferences for intact objects (i.e., neckties) without experiencing the intact objects, using information about decomposed components of the objects (i.e., pattern, background color, and foreground color). It was examined whether subjects' estimation became better with immediate feedback over multiple trials. Because the task was about one's own preferences, 'experiential feedback' was introduced., which was to have direct experience of the intact objects immediately after estimation. With experiential feedback participants became better at estimation by learning which components were relevant and how components (individually or in combination) determined their preferences, and what the intact neckties looked like either by memory or visualization. Participants' estimation and criterion judgment also became more consistent with experience.
In two driving simulation experiments, it were investigated to the effects of alcohol and fatigue on divided attention task and driving performance. We examined the effect of alcohol in experiment 1 comparing the measurements of alcohol and non-alcohol group, and the effect of fatigue in experiment 2 comparing the measurements of 4 sections(30 mins per a section). In both experiments, divided attention task and driving simulation experiments were conducted. The performance of divided attention task was measured as visual search task and compensatory tracking task. And the driving performance was measured as response patterns to obstacle stimuli, lateral and longitudinal control of vehicle, and task completion time. The results in alcohol and accumulated fatigue condition showed that (1) the performance of divided attention task was impaired, however there were partial effects in alcohol condition. (2) The reaction time of obstacle stimuli were slowed, and (3) the quality of lateral and longitudinal control of vehicle was degraded. Therefore these results suggest overall performance impairments with alcohol and fatigue in driving.
This research has two aims- first to describe how service provider and customer interact at a car maintenance shop with use of naturalistic inquiry. Secondly, it tries to identify dimensions that people use in appraising and interpreting behaviors of the other party. The inquiry reveals that customers tend to find out whether provider's behaviors were made on the basis of their interest in a long-term relationship or the greatest profit of the current case, and of craftmanship or exaggerated display of their skill. Customer's behaviors seem to be taken as an index of their trust level and potentional intention to become future customers. The authors also find out that there are several features of the situation that affect the dyadic relationship, such as customer's anxiety about his own car, a skill gap between the two parties, and intangibility of services.
The main purpose of this study was to investigate the relationships between the Big 5 personality factors(Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Intellect) and a variety of performance criteria(class examination, shooting, exercise, and so on) in the police academy. The Big-Five personality test that was composed of 119 items was administered to 750 students in the police academy and the personality test scores were obtained. Also, life experiences of each student were collected by a questionnaire. Then several performance criteria regarding their training proficiency were also obtained. Correlation analysis was conducted to examine the relationships between the five personality factors and training performance criteria. Results indicated that Extraversion, Emotional Stability, Intellect, and Conscientiousness showed statistically significant relations with a variety of the performance criteria. Among the five factors, Extraversion was related to so many performance criteria. Generally, the more extrovert student showed worse training performance in the police academy. Life experiences were also related to the training performance criteria. Overall, a previous school information about the graduate point average was strongly related to so many training performance, especially a written exam score. Based on these results, the usability of the Big-Five personality test and life experiences information for the purpose of predicting job performance in the police setting, the limitations of this study, and the future tasks in this area were discussed.
Present research is an attempt to theorize driving aptitude on which have not been studied much. Even though the original purpose of driving test battery was to screen examinees only based on ability indices, this study aimed to add functions to provide diagnostic indices on driving related aptitude as well as personality characteristics. Therefore, this study consists of two parts. The first part looked into driving aptitude composed of ability components based on the present commercial driving test battery. The second part explored personality characteristics necessary for safe driving. The criterion measures included in these sections of this study were accident records in study 1 and data on driving behavior in study 2. A canonical correlation between driving aptitudes and criterion measures, a discriminant analysis to distinguish accident oriented drivers, and causal modeling showed the relatively more effectiveness of personality characteristics to predict drivers' future driving behavior compared to ability components as well as demographic variables. Among ability components, speed calculation test, perceptual speed test, motor ability test were found to be useful to predict future accidents. Furthermore, psychoticism, impulsivity, and anger scales were found effective to explain driving behaviors. However, this research had several limitations. The first one was an excessively small explanatory power in study 1 in spite of a huge sample size. The second one was the primary findings of study 2 came from self-reported data.
This study examined the relations of discrepancies between experienced emotions and expressed emotions to employees; psychological well-being, job satisfaction and organizational citizenship behavior. Two separate studies were conducted to compare three competing hypotheses which were emotional labor, face feedback, and additive sum, drawn from the extant literature. In study 1 which focused on the effects of emotional discrepancies occurring in general organizational life, the additive sum hypothesis was supported more than the face feedback hypothesis, whereas the emotional labor hypothesis failed to receive any empirical support. In contrast, in study 2 where the emotional discrepancies in the specific situations were investigated, the emotional labor hypothesis turned out to be the best one among the three. The overall results thus imply that the comparative explanatory power of the three hypotheses depend upon whether the focal emotions were situation-specific or free.
The present study investigated the effects of organizational culture and human resources practices on customer-oriented service performance. Data obtained from 365 workers of 106 branches in S insurance company were analyzed. Three major findings were reported; (1) Organizational culture was significantly associated with customer-oriented service performance; (2) HR practices were also associated with customer-oriented service performance; and (3) HR practices were different significantly across different clusters of organizational culture. The results showed that both organizational culture and HR practices were essential for service company trying to improve the quality of service performance.
This study was conducted to test the task-related effects on decision making processes. Experiment la and lb were intended to study whether or not the decision steps operate as assumed in the dominance structure model in a simple task. As a result, the importance of dominant attributes in the selected alternative was bolstered more strongly in a post-decision than in a pre-decision, however, the importance of the dominant attributes in the competitive ones were de-emphasized much more low. The result on the attractiveness evaluation of attribute values showed that the evaluation of attractiveness of attribute values in the competitive ones was not changed in the process of decision making, however, the attractiveness of attribute values in the selected one was bolstered more strongly. But, the differences between a simple task and a complex task were not found in the pre- and post-rate of interaltematives search, the importance of attributes, and the attraction evaluation of attribute values. The result suggests that the decision even in a simple task can be also made via the stages assumed in the dominance search model. In Experiment 2, the effects of information presentation format on the way of combining information in the post-stage of decision making were investigated. The result showed that subjects used the noncompensatory rules even in the display condition that the compensatory rules can be employed easily in the post-stage. Thus, it seems that the compensatory rules are not used frequently in the decision making process, regardless of the information presentation format. Some possible limits and the future directions of the present research were discussed.