ISSN : 1229-0696
This research extended the findings on job burnout to a South Korean sample. To identify the validity of MBI-GS, various antecedents and consequences of job burnout were investigated using 556 South Korean employees. All materials were translated into Korean and construct variables had similar measurement characteristics and structures to U.S samples. As is true in the U.S., the three factor model of job burnout has sustained, and demands (work overload, role ambiguity) were found to be positively related to job burnout levels which was, in turn, related to lower levels of job satisfaction and stronger intentions to leave the job. In case of resources (supervisor and coworker support), the opposite direction was found.
This thesis studied emotions felt negatively in the workplace and coping methods in that emotional experience. And the impact of controling emotions felt negatively was studied. In study 1, research participants were 63 nurses attending a special class of the university. In study 1, emotions which nurses most frequently experienced in the workplace were anger, anxiety and depression among negative emotions; and pity, pride and happiness among positive emotions. Controling negative emotions were more correlated with experience of negative emotion than experience of positive emotion. In study 2, research participants were 207 nurses and 163 employees of a service organization without nurses. Study 2 surveyed events evoking anger, anxiety and depression, and coping methods used in those events. Events evoking anger, anxiety, and depression were classified as 1) unjust behaviors of others, 2) lack of responsible role performance of others, 3) negative evaluations by others, 4) ineffective communications with others, 5) inconsiderate attitude of others, 6) pitiable situation of others, 7) unstable working situation, 8) doubt about self, 9) concern about family and personal problems. Coping methods used in those events were classified as 1) avoidance and distraction, 2) active coping, 3) seeking supports of others, 4) re-interpretation of the situation. In the case of anger, events that evoked it were caused by other agent, and coping methods used frequently were nonactive methods. But in the case of anxiety, events that evoked it were generally insecure situations, and coping methods used frequently were active methods. In the case of depression, events that evoked it were compounded by others and insecure situations, and coping methods were too. Controling of expression of anger, anxiety, and depression was positively related with well-being, job satisfaction, and organization commitment but was negatively related with job burnout. Active methods of emotion control were positively related with well-being, job satisfaction, and organization commitment but were negatively related with job burnout. But Nonactive methods of emotion control were not related with well-being, job satisfaction, organization committment and job burnout.
The purpose of this study was to examine how Strong Interest Inventory (SII) is related to MBTI, and if the relationships differ based on gender difference to provide more appropriate career guidance. Data were collected from 518 college students (male: 207, female: 311) across two universities in Seoul. The results of correlation and regression analyses showed that six interest types were related to MBTI dimensions. Also there were similarities and differences in the relationships between male and female students. These results imply that the separate analyses of male and female samples be desirable. These results were compared with previous research and the way to provide clients with information on career guidance based on these results was discussed. Finally, limitations and future research were discussed.
The purpose of this study was to investigate the rater levels(supervisor, peers, and subordinates) perspectives in leadership ratings. Ratees were 150 executive candidates, and raters were 1 supervisor, 2 peers, and 10 subordinates of each ratee. Ratee's leadership was evaluated by four styles of leadership from the competing values model(Quinn, 1988): Market, clan, hierarchy, and adhocracy. Results revealed low correlations between rater levels, and the causes of the low correlations were both the different magnitude of the rating errors between rater levels and their different perspectives. Supervisors adopted achievement and innovation, subordinates adopted relation and stability, and peers adopted all of the perspectives. The need for social-organizational approaches in multi-rater leadership ratings were discussed.
A six-dimensional model of personality structure, named the HEXACO model, was proposed to incorporate the new evidence emerging from recent multi-language lexical studies of personality structure. This new model differs from the widely accepted Big Five model in two important ways. First, a new sixth factor, Honesty-Humility, has been added as a major dimension of personality. Second, two factors in the Big Five model, namely Agreeableness and Emotional Stability, have been reconceptualized by re-rotating their axis locations to reflect findings from the majority of lexical studies. New empirical evidence indicates that the HEXACO model by far outperformed the Big Five model in predicting some important constructs in I/O psychology such as workplace deviance and sexual harassment proclivities. The importance of adopting the optimal framework of personality structure was discussed in the context of I/O research.
Leadership emergences and several related questions in leaderless group problem solving situation were examined applying Kenny's Social Relations Model(1994) through mutual evaluation among members after a brief group activity in the improvised group for problem-solving. Participants were randomly organized into Fifty six 4-person groups and evaluated oneself and others in each group by round robin method. Self and other evaluations based on Big Five personality, physical appearance, and two types of leadership were measured. Generally self-abasement bias rather than self-enhancing bias were dominant, but such self-enhancing bias was not shown in two types of leadership evaluations. Secondly, variances of the perceiver effect, the target effect, and the relationship effect was 27%, 10%, and 29%, respectively. That the target effect was the lowest in several aspects of evaluations including leadership rating suggests that there are low consensus among members in leadership evaluations. Thirdly, the older participants got higher credits in task leadership while no gender effects of target were evidenced. Finally, members' evaluations on target were substantially accurate in most of the evaluation dimensions. Especially evaluation was more accurate on task leadership rating than that on relationship leadership rating.
Situational judgement tests(SJTs) of paper and pencil type are low-fidelity simulation of work situations. These tests have some advantages over high-fidelity simulations such as assessment centers. SJTs of paper and pencil type are easy to prepare, economic, of good criterion validity, high face validity, and of less adverse effect on minority groups. However, validation studies of SJTs have been focused on criterion validity rather than construct validity. We still do not know what are measured by SJTs. Some argue that practical intelligence is measured and others argue that multidimensional attributes are measured. To make it worse, there are critiques that SJTs are valid only as measurement techniques. In order to overcome these problems, we propose domain-centered studies, three-step approach for factor analysis, and strong program of construct validation.
This research assessed working memory demands imposed by a flight situation awareness (SA) task and examined pilot performance on the task as a function of expertise and situation complexity. Forty pilots participated in the SA task to determine whether consecutive cockpit snapshots depicted an aircraft moving toward the goal state specified. We employed a mixed factorial design including the between-participants variable of pilot expertise (novice, expert) and the within-participants variables of the number of task (single, dual), situation complexity (single, double-independent, double-dependent), and goal-situation inconsistency type (opposite direction, undershoot the goal, overshoot the goal). Judgment sensitivity (d'), response bias, and judgment latency were measured as indices of SA performance. The results suggest that SA imposed substantial demands on pilot working memory regardless of piloting expertise and the demands were greater for goal-situation consistent judgments than for goal-situation inconsistent judgments when the situation complexity was double-independent. Also, pilots showed the greater judgment sensitivity for the double-dependent situation than for the double-independent situation. This effect might occur because pilots were able to keep track of inter-dependent flight elements by incorporating them into an associated unit to reduce working memory demands.
The study examined how raters integrated the informations of 360 degree feedback. It was tested how the informations from multiple sources(self, supervisor, subordinate and co-worker) influenced raters' rating and modification of it, which information was more influential among he informations from multiple source-multiple raters, and how the influence was differed depending upon the direction and the magnitude of the discrepancy between the informations of 360 degree feedback and raters' rating. In results, the informations significantly influenced raters' rating and modification of it, and the impact of the rating of peer and subordinate was stronger than that of supervisor and self. Moreover, it was testified that the tendency to modify raters' self-rating downward when they received lower rating scores from multiple source-multiple raters was stronger than the tendency to modify raters' self-rating upward when they received higher rating scores from them. There was the interaction effect between the direction and the magnitude of the discrepancy among ratings. The cause of the results and implications were discussed.
The purpose of this study was to investigate the effects of the fit of current-ideal organizational personality and the fit of current-ideal job characteristics on the attitudes toward the organization and the job by using the polynomial regression analysis and the response surface methodology as the alternative to difference scores. Questionnaires were administered to 307 job incumbents to obtain their perceptions on the current and ideal state about their own organizational personality and job characteristics. The current and ideal organizational personality were measured by the OPTI(Organizational Personality Type Indicator) developed by Yoo(1999), and the current and ideal job characteristics were measured by the items based on the Hackman and Oldham(1976)'s model. Their organizational attitude and behavior such as organizational committment, intention of turnover, and organizational citizenship behavior were obtained, and their job involvement, job satisfaction, and job performance were measured by the self-report. The results indicated the more correspondent the current organizational personality and the ideal organizational personality were in the dimensions of extraversion-introversion and sensing-intuition, the more organizational committment and the less turnover intention the employee showed. Also, the results indicated the more correspondent the current job characteristics and the ideal job characteristics were in the dimensions of skill variety, task identity, task significance, and feedback, the more job satisfaction and job involvement the employee showed. Finally, the implication and limitation of this study were discussed, and the future research directions were suggested.