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open access
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ISSN : 1229-0696
This study was designed to investigate how person-organization fit, person-group fit, person-senior fit differently influences job satisfaction. Also the difference between groups divided by personality was another research question. Participants of the study were 286 newcomers of Korean large companies, who received education of more than a 4 year university. The result showed that person-group fit was the only significant variable that influences job satisfaction amongst three levels of fits. Within the low ambitious group, none of the fit influenced job satisfaction. However within the high ambitious group, person-group fit was the only significant variable predicting job satisfaction. The result supports person-environment fit theory in a concrete way. In other words, person-group fit was the only significant variable predicting job satisfaction amongst newcomers in large companies and this regression model can be changed by personality. Limitations and suggestions for further research are discussed.
조직내 피그말리온 효과와 관련한 대부분의 연구들은 현장 실험을 사용하여 실시되었으며, 부하의 역량(능력 혹은 적성)에 대한 허위 피드백(특정 부하에 대해서 실제 보유한 역량 수준과 상관없이 그가 높은 역량을 가졌다고 상사에게 거짓 정보를 제공)을 통해서 유도된 상사의 증진된 기대가 부하의 수행과 기타 조직효과성 변수에 미치는 효과에 주목하였다. 하지만, 이러한 관행은 두 가지 제한점을 갖는다. 먼저, 이러한 연구 관행은 상사의 증진된 기대가 표출되는 피그말리온 리더십 행동(조직내 피그말리온 효과의 리더십 측면의 매개 과정)을 고려하지 않고, 상사의 기대와 조직효과성 변수간의 단순 효과만을 주목하였다. 둘째로, 상사의 기대가 피그말리온 리더십 행동을 통해 부하에게 전달되어 그들의 동기를 증진시키는 또 하나의 매개 과정(조직내 피그말리온 효과의 작업동기 측면의 매개과정)을 체계적으로 검토하지 않았다. 따라서 본 연구에서는 이러한 두 가지 제한점을 극복하기 위하여 피그말리온 리더십 행동에 대한 이론적 개념화와 이와 관련한 연구 가설을 제안하였다. 먼저 조직내 피그말리온 효과와 관련한 광범위한 문헌을 토대로 요인 수준에서 피그말리온 리더십 행동의 6요인 (목표완수 지원/Input, 성과창출기회 제공/Output, 팀웍 촉진/Teamwork facilitation, 정서적 유대형성/Climate, 긍정적으로 봐주기/Feedback, 및 영감 고취/Inspiration)을 제시하였다. 또한 피그말리온 리더십 행동이 조직효과성 변수(유능과 협력)에 미치는 효과를 매개하는 작업동기 변수로서, 자기효능감, 상사-부하 교환관계의 질, 및 개인간 공정성을 검토하였고 이와 관련한 5가지 미래 연구 가설을 배경 연구와 함께 제안하였다. 추가적으로 피그말리온 리더십 행동의 리더십 교육/훈련 측면의 시사점과 미래 연구 방향을 논의하였다.
The purpose of this study was to examine the relationship between antecedent variables and subjective career success. Also, this study focused to investigate a moderating effect of gender difference between varieties antecedent variables and career success. Data were collected from 315 white collar employees who have been employed more than 3 years. The result of this study showed that subjective career success was significantly explained by sex role identity, political behaviors, career planning, school ties and regional relation, supervisor support, networking, and person-job fit. Gender moderated the relationship between career planning, networking and career satisfaction. Based on these results, the implications and limitations of this study and the directions for future research were discussed.
This study hypothesized "Driving Behavior Determinants" which is composed with `risk sensitivity`, `lawabiding spirit` and `situational adaptability` can affect on drivers` driving behavior directly. We framed a scale composed with 72 questions related to driving behavior and accident experiences, and conducted surveys to 1,050 drivers. As the result of this, we found that "Driving Behavior Determinants" was made up with 3 sub-factors; `lack of risk sensitivity`, `lack of law-abiding spirit` and `lack of situational adaptability`. These 3 sub-factors were divided into 10 categories. We analyzed the relationships among these categories and drivers` violations and accidents histories and found that every category of `lack of risk sensitivity` and `lack of law-abiding spirit` showed positive correlations with drivers` violations and accidents. Also, `some these factors` categories showed positive correlations with the experience of being prosecuted with DUI. In the age-related analysis, young drivers under age of 29 showed lower levels of risk sensitivity and law-abiding spirit however, elderly drivers over age of 65 showed lower level of situational adaptability. This result means there`s various origins of traffic accidents or violations even those physically look same, therefore we should look for diverse solutions considered drivers` "Driving Behavior Determinants".
The purpose of present study was to examine faking behavior on different types of personality measures(i.e., normative and ipsative type) for personnel selection. Specifically, the study was focused on the following three questions; (l)whether the college student participants(future job applicants) use their stereotypes of the desired workers in the target company, (2) whether participants are able to fake their answers on personality questionnaires when so instructed, and (3) whether they are able to fake equally well on both normative and ipsative type scales. Two hundred and ninety two participants, students of 6 different colleges, completed both a normative and an ipsative version of the RPST(Right People Selection Test) either honestly or in a fake-good condition. The normative form consists of 368 independent items while the ipsative is composed of 93 sets of items with 4 alternatives. They also identified what they believed to be an ideal personality profile for the target company. The high performers of the target company also completed an ideal personality profile for the company. Results indicated that there was considerable agreement between the incumbents and the student participants on what constitutes an ideal personality profile for the target company(Spearman p=.78, p<.00l), supporting that job applicants can use their stereotypes of desired workers of the target company to be selected in that company. In addition, a two-way AN OVA yielded a significant main effect for different types of personality measures(normative/ipsative) (F=48.66, p<.00l) and a significant two-way interaction(F=12.70, p<.00l). This demonstrated that there was no difference in the degree of faking on the ipsastive form between the honest and faking group, while on the normative form there was significantly more faking in the faking group than in the honest group. Finally, the limitations and future directions of the present study were discussed.
Recently, many organizations have reengineered their work procedures to accommodate small work groups in order to manage environmental changes effectively. Thus, group values function as an important social referent in the social comparison process of group members. The present study investigated the role of the group value of social integration, and the effects of demographic dissimilarity and person-group value fit in terms of group values. Specifically, we tested the hypotheses that the perceived degrees to which the group valued social integration would mediate the relationship between an individual`s demographic dissimilarity (in terms of gender, age, and major) and attitudes (in terms of group commitment, job satisfaction, and turnover intention), and that the congruence between individual values and group values would affect an individual`s attitudes. From data of 197 employees who work in small work groups, we found that the degree to which someone perceived the group to value social integration mediated the relationship between that person`s demographic dissimilarity in terms of gender and age and group commitment and job satisfaction, but the hypothesis for turnover intention was not supported, and that person-group value fit was positively related with an individual`s group commitment and job satisfaction, but it did not significantly relate to turnover intention. The implications and directions for future research were also discussed.
Nowadays, many organizations use a team-based work structure to adapt themselves to the radical changes of business environment. The team-based work structure is constructed by members who have complementary functions and abilities, therefore the interdependence among team members is increasing. However, the previous studies on psychological contract breach have been focused on the individual-level factors. Thus, we have given attention to the group-level effects on psychological contract breach. Specifically, we focus on the group-level moderating effects of procedural justice in the relationship between psychological contract breach and attitudes of organizational members(job satisfaction, organizational commitment, turnover intention). Using a sample of 182 employees of 32 departments in three organizations, the study found that psychological contract breach was related to organizational commitment/ turnover intention. Moreover, the group-level procedural justice was proved to be as a moderator on the relationship between psychological contract breach and organizational commitment/turnover intention. However, psychological contract breach was not related to job satisfaction and the group-level procedural justice had no moderating effect on the relationship between psychological contract breach and job satisfaction. This results contribute the psychological contract literature by appling a multilevel perspective.
This study aimed to investigate antecedents of employees` affective experiences, concentrating on the role of personality(extraversion and neuroticism) and perceptions of the work situation. We used in-depth interviews (N=24) and survey (N=392) methods to collect data, explored the antecedents of affective experiences in workplace, and tested research hypotheses. From the interview data, we identified four important categories of work situations(organizational constraints, role stressors, relationship, and treatment by organization), and developed self-report scales consisting of eleven factors belonging to four categories. Correlation and regression analysis results, using four composite of work situations and two personality variables, showed that most of the six predictors have significant influences on the affective experiences. Furthermore, interactions of extraversion with perceptions of relationships and treatment by organization were also significant. As expected, high extraverts were more susceptible to perceptions of their relationships for passion experiences, and more susceptible to perceptions of being treated by organization for anger experiences. From these results, we discussed the role of individual differences and perceptions of the work situation, and suggested future research questions.
In this study I tried to investigate the effects of cognitive failure, consciousness, job stress, safety locus of control, and emotional stability on safety behavior and accidents among Korean railroad workers. All five independent variables except emotional stability affected safety behavior or accidents. Cognitive failure and consciousness had a interacting effect on safety behavior. Cognitive failure and stress also had a interacting effect on accidents. Lastly I discussed this paper`s limits and suggested use of this paper in human resources management.
Drawing on mentoring theory and social network theory, this study investigates the effects of mentors` mentoring network characteristics on mentors` and proteges` Organization-based Self-esteem (OBSE). The purpose of this study is as follows: First, to examine the relationships between mentors` in-degree centrality and mentors` OBSE. Second, to examine the relationships between network means in-degree centrality of mentors and proteges` OBSE. We tested, in a sample of 167 managerial workers, hypotheses regarding the effects of mentors` network characteristics on OBSE. Complete network data was used in this study for the Social Network Analysis. Results supported our expectations concerning the positive relationships between mentors` mentoring network characteristics (in-degree centrality, network mean of in-degree centrality) and mentors` and proteges` OBSE. This study contributes not only to the mentoring literature, but to the literature on social networks by bringing mentors back in mentoring network studies.