ISSN : 1229-0696
The present study examined (a) the effects of emotional experiences in organizations on the task performance, organizational citizenship behavior directed to Individual(OCBI) and organizational citizenship behavior directed to organization(OCBO), and (b) the moderating role of gender in the effects of the emotional suppression norm in explaining the relationship between emotional experiences and organizational effectiveness. The results of data from 390 employees showed that positive affects influence task performance and OCBI significantly, and either positive affects and negative affects influence OCBO significantly. Gender moderated the PA/NA-OCBI relationship, such that women`s OCBI was more influenced by PA and NA than men`s OCBI was. The joint effect of NA and emotion suppression norm was significant only to OCBO. Furthermore, the interactional effect of emotion suppression norm PA/NA on task performance and OCBI in women sample played a more important role than in men sample. We found the effects of emotional experiences on organizational effectiveness, strongly suggested the emotional effects should be moderated by the emotion suppression norm, and the moderating role would not be the same between men and women. Also we discussed the limitations of this study and the directions of future studies.
The purpose of the present study was to investigate the effects of visual information complexity(manipulated by the number of information items) of In-Vehicle Navigation System on driver`s visual search and driving performances. Two experiments were conducted. In Experiment 1, where the effects of the system use itself on driving performances were primarily examined, drivers in the system use condition showed more lane crossings than control condition. The effect of visual information complexity was investigated in the Experiment 2. The drivers` visual search time was increased as the number of the items on the screen increased. In addition, similar to the result of Experiment 1, drivers` lane crossings were as the number of items increased. However, longitudinal control of the vehicle(i.e., deviation from the target driving speed) appeared to be not affected either by the complexity of the information or the system use itself. Implications from the integrated analysis of the two experiments were discussed in terms of the guideline for the design of the In-Vehicle Navigation System.
Since Campbell and Fiske(1959) proposed the multitrait-multimethod approach as an effective strategy for construct validation, the latent variable model using confirmatory factor analysis has become the choice in analyzing multitrait-multimethod data in recent years. In the present study, we introduce the fixed effect model and the random effect model as an advanced version of the latent variable model and show that interpretations of analysis results can be differentiated depending on whether the measurement method is designed to have a fixed effect or random effect. Furthermore, it is shown that an application of the CU`-UM process in analyzing the fixed effect model allows researchers to obtain the information of individual measures more specifically.
This study examined the effects of different percentages of incentive pay on the performance of a simulated work task when the opportunities for off-task behaviors were available. The independent variable was the percentage of incentive pay. Three percentages of incentive pay were examined: 0%, 10%, and 100%. An alternating treatment design was adopted. The three experimental conditions were randomly alternated for each participant, each experimental condition being administered ten times for the whole experiment. Participants were 4 college students. Participants performed a simulated work task on the computer that consisted of computer-related activities such as dragging, clicking, and typing. The dependent variables were the number of correctly completed work tasks and the amount of idle time (time spent for engaging in off-task behaviors). The results indicated that the performance under the 100% incentive condition was higher than that under the 0% and 10% conditions. However, performance under the 0% and 10% conditions did not differ. Also, the amount of idle time under the 100% condition was lower than that under the 0% and 10% condition, while the amount of idle time under the 0% and 10% conditions did not differ. In addition, it was revealed that performance was significantly correlated with the amount of idle time. The results suggest that more realistic simulation is necessary to examine the effects of different percentages of incentive on work performance.
The purpose of this study was to examine the impact of career plateau(structural plateau and content plateau) on employee`s job satisfaction, career movement intention(career movement within an organization and career movement between organizations), and career withdrawal intention, and furthermore to identify the role of emotional intelligence and organizational support as a moderator. Survey data were collected from 173 employees. The results indicated that structural plateau was negatively related to job satisfaction and career movement intention within an organization, and was positively related to career movement intention between organizations and career withdrawal intention. Also, content plateau was negatively related to job satisfaction. and was positively related to career movement intention between organizations. In addition, the results of hierarchical multiple regressions and Hotelling`s t test indicated that both of structural and content plateau influenced on job satisfaction, and structural plateau had stronger impact on career movement intention between organizations and career withdrawal intention than content plateau. Futhermore, the results of hierarchical multiple regressions indicated that emotional intelligence showed significant moderating effect on the relationship between structural plateau and outcome variables(career movement intention between organizations and career withdrawal intention). Also, emotional intelligence moderated the relationship between content plateau and outcome variables(job satisfaction, career movement intention within an organization, and career movement intention between organizations). Organizational support moderated the relationship between structural plateau and consequences(job satisfaction and career movement intention between organizations), and the relationship between content plateau and career movement intention between organizations. Finally, implications and limitations of this study were discussed, and the future research tasks were suggested.
The purpose of this study was to investigate the moderating effect of acceptance on the relationship between perceived task control and affective well-being: for test hypothesis from the Warr`s Vitamin Model. Study 1 was conducted to laboratory experiment for the hypotheses testing. The results showed that in the total well-being, the interaction effects of perceived task control and acceptance were founded. the results of Trend analysis showed that in high acceptance group, `pleased-displeased`, `anxious-comfortable` and `depressed-enthusiastic` factors of the affective well-being and the total well-being was not significant to the linear, quadratic, and cubic trend. On the other hand, in low acceptance group, `pleased-displeased` axe of the affective well-being was significant to quadratic trend. And `anxious-comfortable` axe was significant to the linear trend. Study 2 was conducted to Field survey. The results showed that perceived job control and acceptance were significant predictors total job-related affective well-being, `pleased-displeased`, `anxious-comfortable` and `depressed-enthusiastic` sub-factors of the affective well-being. But the interaction effect of perceived job control and acceptance was not found. Hierarchical multiple regression analyses showed that the moderating effect of acceptance in low acceptance group was differ from ones of high acceptance group. The results of the present study 1 and study 2 suggest that perceived control and acceptance are important predictors for the affective well-being and acceptance moderate the relationship between perceived control and affective well-being. Implications of results, limitations of this study and suggestions for the future study are discussed.
The present study starts with hypotheses that response instructions and scoring alternatives influence construct validities, criterion-related validities and incremental validities. The results show possibilities that validities could vary with response instructions and scoring scoring alternatives. In a situational judgment test there are two types of instructions: One is to draw knowledge responses and the other is to draw behavioral tendency responses. In scoring the tests a scenario can be the unit or a response alternative under a scenario can be the unit. First, construct validities can be different depending on response instructions. Second, knowledge response instructions are more correlated with task performance when a scenario is the scoring unit and behavioral tendency response instructions with contextual performance when response alternatives are scored. Third, meaningful incremental validities are observed for each of response instructions. Finally the reasons why effectiveness of response instructions were not clearly differentiated are discussed.
The primary purpose of this study is to examine the relation between academic performance of college students and score of biodata inventory that consists of Owen`s Biographical Questionnaire(1976) and the biographical questionnaire for prediction of job performance developed by Lee(2001). The second purpose is to verify the stability of validity when the same biodata items and item weighting system were applied to freshmen after one year. Eight hundred sixty seven cases were used in the item analyses and validation study and 865 cases were used in cross-validation study. Based upon the relationship of biographical items and academic performance, 26 items among 86 biographical items were selected. The validity of empirically keyed biodata(WAB weighting system) was .59, which was higher than the validity of the National Academic Aptitude Test and the high school records. When weight yielded from this was applied to 865 freshmen(cross-validation group) after one year, the biodata was considerably stable in validity and had higher validity than other selection tools.
The present study has examined the individual difference variables(self-esteem, attribution style, ego-resiliency) which affect the job choice among female college students. Based on the response on the question `What kind of job do you want after graduation?`, participants of this study were divided into two groups: male-dominant occupation choice group and female-dominant occupation choice group. By the analysis of logistic regression it was shown that male-dominant occupation choice group had significantly higher level of self-esteem and the tendency of internal attribution(esp. effort). Furthermore, male-dominant occupation choice group showed significantly higher level of job search efficacy and job search behavior.
The purpose of this study is to investigate factors that influence on the reemployment success. Based on previous findings regarding the efficacy-performance relationships, this research examined factors that are effective in increasing job-seeking efficacy. A survey research was conducted using 1539 adult job seekers, and we examined the extent to which job seekers`s internal attribution and psychological hardiness in regards to their loss of employment affect their job-seeking efficacy via the two mediating variables, mental health and reemployment barriers. The results largely supported the suggested model. Job-seekers who attribute the cause of job lose internally showed lower job-seeking efficacy, while individuals with strong hardiness indicated higher job-seeking efficacy. Also, mental health after loss of employment and individuals` perception toward reemployment barriers mediated between the two antecedents (i.e., attribution mode and hardiness) and job-seeking efficacy. Implications were discussed based on the findings, and directions for future research and practical suggestions to help the successful reemployment were provided.
Work-family conflict has been known to have negative effects on organizational outcomes such as organizational commitment, work satisfaction and turnover intention, and family life satisfaction. It is necessary, therefore, to identify organizational variables that could decrease work-family conflict for better human resource management in organizations. Based on the results of existing studies indicating that family supportive organizational culture could decrease the work-family conflict, the present study examined the relationship between family supportive organizational culture and several important organizational effectiveness variables such as organizational commitment, work satisfaction, turnover intention, work-family conflict, and family life satisfaction. 251 male and female married employees were asked to respond to the questionnaires that measured the variables mentioned above. In order to find out the relationship among the variables, and mediating effect of work-family conflict, regression analysis was conducted. The analysis was conducted on group of men in dual-earner family, group of women in dual-earner family and group of men and women in a single-earner family. The results indicated that family supportive organizational culture had positive relationships with organizational commitment, work satisfaction, and family life satisfaction and negative relationships with work-family conflict and turnover intention. Also, work-family conflict mediated the relationship between family supportive organizational culture and organizational effectiveness variables and family life satisfaction on group of men and women in dual-earner family.
The purpose of this study was to develop and validate the Mentor Role Scale for effective mentoring system. First, the Mentor Role Scale consisting of 48 items with 11 factors was developed based on open-ended questionnaire. With a sample of 207 employees, the result of an exploratory factor analysis showed that the factor structure of the 9 factor model with 43 items was the most meaningful. This nine factors were as follows: Friendship; Support and Development of Ability; Sponsorship; Sharing Information; Leading by example; Teaching Skills of Task Processing; Consideration; Protection; and Counselling. With a sample of 238 employees, the result of an confirmatory factor analysis confirmed that the 9-factor model was meaningful. These factors were significantly related to various job-related variables, supporting criterion-related validity of the Mentor Role Scale. Based on these results, theoretical and practical implications were discussed and the limitations of this study and the directions for future study were discussed.