open access
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open access
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ISSN : 1229-0696
The purpose of this study was to develop and validate the Korean Work Flow Scale. First, in preliminary study we investigated work flow related scales, and developed items to measure work flow by open-ended questionnaires and group interview. In the present study, we conducted an exploratory factor analysis to find out factor structure of work flow using the responses of 508 workers from a variety of organizations in Korea. The result revealed that the nine-factor structure of this study was obviously correspondent with Csikszentmihalyi(1990)'s factor structure. Also, in order to confirm the factor structure of work flow obtained from the result exploratory factor analysis, we conducted a confirmatory factor analysis using the responses of another 508 workers from a variety of organizations, and found the nine-factor structure in this study was supported. Also, we investigated the criterion-related validity of work flow scale, and verified that work flow was significantly related to various criteria like task performance, job satisfaction, turnover intention, and so on. Furthermore, as a part of construct validation process, we examined whether work flow can be distinguished with other similar constructs in industrial and organizational psychology such as job engagement, job involvement, and organizational commitment. As a result, it was found that work flow can be well discriminated with job engagement, job involvement, and organizational commitment. Finally, the implications and limitations of this study were discussed, and the future research directions were suggested.
The purpose of this study was to examine the mediating effects of autonomous motivation on the relationship between psychological empowerment(meaning, competence, autonomy) and organizational commitment. And also this study was aimed to discover the difference between high performance group and low performance group on the level of perceived psychological empowerment and autonomous motivation. The results of analysis of the survey data collected from 214 employees at a Korean insurance company showed that there were significant differences between high and performance groups on the three psychological empowerment elements. Further, the result showed that the mediating effects of autonomous motivation were also significant on the all the three empowerment elements. Finally, the theoretical and practical implications of this research were discussed based on the self-determination theory, and the limitation of his study and several directions for future research were also suggested.
The purpose of this study was to examine the relative effectiveness of immediate and delayed feedback on unsafe sitting behaviors that may cause VDT syndromes. Participants were four white color workers (2 males and 2 females) who spend most of their working time on interacting with computers. Chairs were developed particularly for the present study such that they could detect participants' unsafe sitting postures using sensors and provide feedback on the computer monitors. Under the delayed feedback condition, the feedback was provided after each 6 hour session was completed. Under the immediate feedback condition, on the contrary, small “pop-up” windows appeared on the computer monitor whenever participants engaged in unsafe postures more than 14 seconds. Multiple baseline across participants were adopted. After baseline phase, the delayed feedback condition was first introduced and then the immediate feedback condition was added for the next phase for two participants. For the remaining two participants, the delayed plus immediate feedback was first introduced after baseline and then the immediate feedback was withdrawn for the next phase. The results indicated that feedback, regardless of the type, considerably increased safe sitting behaviors. More importantly, the immediate feedback was more effective than was the delayed feedback in increasing safe sitting behaviors.
This research examined the effect of procedural justice and interactional justice on individual self-esteem as a function of selection outcome. The justice factors and selection outcome were manipulated by means of employee selection tests in an experimental context. The experiment was conducted using 2 (procedural justice: just/unjust) x 2 (interactional justice: just/unjust) x 2 (selection outcome: pass/fail) between-participants design, and state-dependent self-esteem was measured as a dependent variable. The results suggest that the self-esteem for those who passed the selection tests was higher in the high justice condition than in the low justice condition, whereas the self-esteem for those who failed the selection tests was higher in the low justice condition than in the high justice condition. Finally, the limitations of this research and implications for enhancing self-esteem in an organization were discussed.
This study carried out an exploratory investigation of the risk assessment of Air Traffic Controllers. Analysis of data showed that the risk assessment was different based on expertise, gender, work experience, and the perception of critical factors for job efficiency and safety. ATCs evaluated the flight situation less riskier when they had experience, knowledge, training, or procedures. the perception of critical factors for job correlated with risk assessment. The results of multi-dimensional scaling analysis indicated that the main dimension of risk assessment on flight situations was complexity of situation and coping strategy. This dimension appeared across all variables. However, the other dimensions differed based on expertise, gender, and work experience.