open access
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open access
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ISSN : 1229-0696
It has long been known that decision makers tend to show the confirmation bias and the hindsight bias. These biases are detrimental since they deteriorate the effectiveness of decision making. This study investigated the existence of these two biases and whether the hindsight bias could be reduced by CFT prime through the mediating role of the confirmation bias. Two experiments examined the relationship among these variables in a going concern setting. In experiment 1, Certified Public Accountants showed the traditional confirmation bias and hindsight bias in a simultaneous information seeking and upward CFT scenario. The activation of a counterfactual mind-set was an effective debiasing mechanism in reducing the hindsight bias. And the confirmation bias has been shown to mediate the effect of CFT prime on the hindsight bias: CFT group showed less confirmation bias and, in turn, less hindsight bias. However, since has not been reduced to zero, only partial mediation has been shown. Furthermore, Certified Public Accountants who received outcome information tended to rate outcome-consistent items of information as more important. In experiment 2, students have implemented the above task in a sequential information seeking and downward CFT scenario. Here the similar results were obtained as in experiment 1.
As recent society is confronted with the change from industrial society to knowledge-information society, organizations face the new paradigm that organizational systems should serve to their members. As a result, there is increased importance and necessity for the effective leader and leadership upon the new paradigm, as a factor for the accomplishment of the organizational mission, objective, and growth in both profit organizations and non-profit organizations including the Catholic church. The purposes of this study was to verify the influence of servant leadership on organizational commitment, the influence of servant leadership on leader commitment, the influence of servant leadership on religious participation and it aims to examine moderating effect of the quality of leader-member exchange (LMX) in the relationship between the servant leadership and the organizational commitment, leader commitment. For the practical analysis, 1301 questionnaires were used in analysis. The results can be summed up as the servant leadership of the pastors is positively related to organizational commitment of parish members and leader commitment of parish members. And the moderating effect of the quality of leader-member exchange(LMX) was only found in the relationship between the servant leadership and the organizational commitment(+).
We have conducted a survey to figure which human factor can affect distraction, fatigue management, and dangerous driving such as, speeding and drunken driving. As the result of factor analysis for the driving behavior determinant questionnaire, 50 questions divided into 9 factors. 4 of those were about personnel characters and the other 5 factors were related to the driving behavior. Driving behavior determinants questionnaire was explaining drivers' characters(lack of interpersonal adaptability, situational anxiety, lack of risk sensitivity, lack of law-abidance) and driving behaviors(speeding, lack of situational adaptability, drunken driving, distraction, fatigue management). From the results of the regression analysis, lack of interpersonal adaptability, lack of risk sensitivity and lack of law-abidance showed significant impacts on speeding, drunken driving, distraction and fatigue management. We, hereby, expect that the driving behavior determinants questionnaire can be used for detecting drivers' risk factors and as the foundation of new type of driver education system.
This longitudinal study aimed to investigate the effects of major commitment on the quality of employment(person-jon fit, person-organization fit, overqualification, organizational commitment) after graduation among Korean college seniors(290 male, 212 female participants). Results showed that the more are participants committed to their college major, the more job is likely to compatible with their major, and also the higher is the quality of employment. To analyze the moderating effects of gender on the relation between major commitment and quality of employment, moderated multiple regression was used. The results indicated that there is significant moderating effects. That is, for male college seniors, there was significant positive relations between major commitment and quality of employment, but for female college seniors, there were no such significant relations.
This study examined the relative effects of individual incentive system, equally and differentially distributed incentive system in small group on performance of a simulated work task when the opportunities for off-task behavior were available. Four working students (2 males, 2 females) participated in this study and they completed 21 four-hour sessions (7 sessions per each condition). An alternating treatment design was adopted and three experimental conditions were randomly alternated for each session. The computerized work task was used and it consisted of three steps. The number of the correctly completed work tasks and the amount of idle time were the primary dependent variables. Results indicated that the performance difference between the individual incentive system and equally distributed group incentive system was not statistically significant. However, performance differences both between the individual incentive system and differentially distributed group incentive system and between the equally distributed group incentive system and differentially distributed group incentive system were statistically significant. The amount of idle time under the differentially distributed group incentive condition was the lowest and that under the equally distributed group incentive condition was the highest. At the end of the study, participants were given satisfaction, perceived fairness level and future choice questionnaires. For satisfaction and future choice, two of the four participants found differentially distributed group incentive system to be most satisfying, and chose to work under that pay system in the future. These results suggest that the differentially distributed group incentive system might be an alternative plan to increase performance and keep satisfaction of the performers. Also, more realistic simulation is necessary to examine the effects of different types of group incentive on work performance.
This study was intended to examine the relations of a person-job fit to three antecedent variables and turnover intentions. Three antecedent variables such as realistic job preview, career planning, and core self-evaluation were included in this study. Using on-line survey, data were collected from 901 newcomers who had been in the organization less than 6 months. Male employees were 463(51.4%) and unmarried employees were 793(88%). AMOS was used to test the causal model. Various fit indices showed that fit of the causal model was high. Also, all the hypotheses were supported. Three antecedent variables directly influenced person-job fit, which directly influenced turnover intentions. Realistic job preview also directly influenced turnover intentions. Finally implications and future research were discussed.
Using 460 individuals from 97 teams in five pharmaceutical companies including four local companies and a multinational company, this research investigates the impact of team learning and team transactive memory(TTM) on team performance. In addition, the effect of team context factors on team learning and TTM, and the influence of team learning on TTM were examined. The results show that organizational support and trust were positively related to team learning, but communication was not. Both trust and communication were positively related to TTM. Team learning was significantly related to TTM, and team learning and TTM were positively related to team performance. Especially, TTM was significantly related to efficiency, quality of product and service provided, technical innovation, and work excellence whereas team learning was positively related to technical innovation only. The implication and limitations of this research were discussed.
This study aims to investigate the effect of navigation officer's expertise on their situation awareness(SA). For this purpose, the navigation officer's performance of (1) recognizing the previous navigation scenes, (2) comparing of two radar informations, and (3) projecting possible situations based on current context were compared among the officers whose expertise were different in terms of navigation career. The results indicated the experienced navigation officers showed higher recognition accuracy, more sensitive in discriminating the difference between two radar informations, and more correct prediction of future situation than less experienced navigation officers. This study implicated that navigation expertise gained by navigation experience is an important factor in SA of navigation officers who perform multiple and complex tasks involving ship control.
This study examined the relationship between achievement goal orientations and the acceptance of performance feedback. Three types of performance feedback, information, positive reward, and negative reward feedback, were addressed. One hundred eighty employees were participated in this survey study. The results indicated that 1) positive feedbacks were more accepted than negative feedbacks, 2) the mastery-approach and the performance-approach goal orientation were significantly correlated with the acceptance of information feedback, 3) the mastery-approach and the performance-approach goal orientations were significantly correlated with the acceptance of positive reward feedback, 4) but the negative reward feedback was correlated only with the mastery-approach goal orientation, 5) the variance of the information feedback was significantly explained by the mastery-approach goal orientation, but the variance of positive and negative reward feedback were significantly explained by the interaction between the mastery-approach and the performance-approach goal orientation, 6) when we examined participants' real feedbacks in their job, same trends of the results were observed. The practical implications and theoretical implications in normative and multiple goal theory of this research were discussed.
The purposes of this study was to identify the role of emotional intelligence in predicting deep acting, and the mediating role of personal accomplishment in a relationship between emotional labor strategies (i.e., surface acting and deep acting) and job related attitudes such as job satisfaction and organizational commitment. A total of 253 employees in service industry were surveyed in order to examine the relationships among these constructs. The results showed as follows. First, emotional intelligence was a positive predictor of deep acting after controlling big five personality and positive/negative affectivity. Second, personal accomplishment was fully mediated the relationship between deep acting and job related attitude variables. However, in case of surface acting, it was not. Additionally, it was confirmed a model that emotional intelligence leads to deep acting, which in turn make an effect on personal accomplishment, and finally leads positive job satisfaction and organizational commitment. Based on these results, the implication and limitation of this study and the direction for future research were discussed.