ISSN : 1229-0696
The purpose of this study was to examine whether work-family conflict(WFC) is distinguished into time-based WFC and strain-based WFC, and to investigate the effects of job-related variables on work-family conflict and the influences of work-family conflict on organizational commitment and job engagement. In addition, it was tested whether career planning moderates the relationship between WFC and job engagement. Data were collected from 318 married employees who are working in various organizations. The data from 159 employees were used in exploratory factor analysis and another data from 159 employees were used in confirmatory factor analysis to test discrimination between time-based WFC and strain-based WFC. The result showed that time-based WFC and strain-based WFC were discriminated from each other. And the data form total 318 employees were used to examine the relationships between job-related variables and WFC, and WFC and outcome variables(organizational commitment and job engagement). The results indicated that while quantitative job-related variables were more strongly related with time-based WFC than strain-based WFC, qualitative job-related variables were more strongly related with strain-based WFC than time-based WFC. Only strain-based WFC negatively influenced on organizational commitment and job engagement. And career planning moderated the relationship between two forms of WFC and job engagement. Finally, the implications and limitations of this study and the directions for future research were discussed.
The objective of this study is to reveal the antecedents and outcomes of trust, or more specifically swift trust, among team members in a temporary task team. The purpose of this study is to analyze trust antecedents based on social network variables and conduct trust research among team members of a temporary task team. The conclusions drawn from this study are briefly summarized as follows: First, the attributes of each team member within a temporary task team have an overall positive effect on swift trust. Second, the social network of the team members has a direct influence on the swift trust among team members in a temporary task team. Third, it is clearly proven that swift trust in a temporary task team has a positive influence on the work attitudes of the team members. In other words, if swift trust exists between team members, it will have a positive influence on each individual's job commitment, team commitment and organizational citizenship behavior. Fourth, swift trust was seen to play an intermediary role between preceding factors and outcome variables. Factors such as ability, reputation, benevolence, and strength of ties comprise swift trust and these factors directly influence the working attitudes of the team members. The implications and limitations of this study was discussed.
Recent studies on organizational socialization have started to consider newcomers as an proactive entity in the process of adaptation to the organization. The present study examined the role of proactive behavior and impression management in organizational socialization. Based on data from 184 newcomers of 11 organizations, we tested the mediating relationships among goal orientation, socialization tactics, and organizational socialization via Structural Equation Modeling(SEM). The results are summarized as follows. First, newcomer's socialization tactics had significant effects on organizational socialization. Secondly, newcomer's goal orientation significantly affected their socialization tactics. Thirdly, the results of Sobel tests showed that newcomers' proactive behavior mediated the relationship between mastery goal orientation and organizational socialization. In addition, assertive impression management mediated the relationship between performance-approach goal orientation and organizational socialization. Contrary to our prediction, defensive impression management did not mediate the relationship between performance- avoidance goal orientation and organizational socialization. The implications and directions for future research were also discussed.
In this thesis, the effects of abusive supervisors on employee behavior, especially deviant behavior in the workplace, are empirically verified. The aim is to determine the negative effects on both individuals and organizations. Deviant behavior in the workplace was divided into organizational deviance and supervisor -directed deviance in order to determine the effects of abusive supervision in the respective areas. In addition, regarding variables that moderate the relationship between abusive supervision and deviant behavior, the individual characteristic of self-esteem and the status of psychological empowerment of employees are studied in order to analyze their moderating effects. For the empirical analysis, 271 employees from 40 corporations were surveyed, and from the analysis of the collected data, the effects of abusive supervision on deviant behavior of employees in the workplace were confirmed. The results were as follows; firstly; abusive supervision increases not only deviant behavior towards supervisors but also towards the organization Secondly, moderating effects of self-esteem were unverified in the relationship between the deviant behavior of employees towards their supervisors and organizations; however, moderating effects of self-esteem seemed significant in the relationship between abusive supervision and deviant behavior of employees Thirdly, it was determined that psychological empowerment has a moderating effect in the relationship between abusive supervision and deviant behavior of employees in the workplace.
This study identifies whether different types of self-development motivation exist among salaried workers based on the self-determination dimensions guided by the Self-Determination Theory (Deci & Ryan, 1985). The study examines whether self-development motivation with a higher level in self-determination are more strongly related to psychological well-being. Furthermore, the study examines whether fulfillment of basic psychological needs (competence, autonomy, and relatedness) mediates the relationship between different types of self-development motivation and psychological well-being. Finally, the study investigates the role of personal growth initiative and autonomy supportive environment as antecedent variables predicting self-development motivation. Explorative factor analysis (EFA) yielded the four dimensions of self-development motivation (i.e. intrinsic motivation, identified regulated motivation, introjected regulated motivation, and externally regulated motivation). Structural equation modeling (SEM) was performed on the group of employees (N = 200) currently involved in the self-development activity. The SEM analysis revealed that intrinsic self-development motivation alone predicts psychological well-being, and basic psychological need satisfaction fully mediates the relationship between intrinsic motivation and psychological well-being. Next, personal growth initiative was significantly related to intrinsic motivation, but autonomy supportive environment was not. In addition, Intrinsic motivation partially mediated the association between personal growth initiative and basic need satisfaction, which subsequently led psychological well-being. The study findings suggest that employees' self-development may lead psychological well-being only when including enjoyment and personal interests because intrinsic self-development motivation alone fulfills basic psychological needs. Additionally, the results indicate that personal growth initiative may play an important role in promoting intrinsic self-development motivation, which in turn leads to psychological well-being.
The purpose of this study was to analyze antecedents and outcome variables of workaholism disposition. Data were collected from 256 workers. The results of this study showed that Type A, achievement motivation, emotional instability, self-esteem were significantly correlated with workaholism disposition. Especially Type A, achievement, and emotional instability were positively correlated with workaholism disposition and self-esteem was negatively correlated with workaholism disposition. Secondly, Workaholism disposition was significantly related to various outcome variables such as task performance, turnover intention, work-family conflict, psychological exhaustion, and mental health. However, workaholism disposition was not significantly related to contextual performance. Finally, the implications and limitations of this study, and the directions for future research were discussed
The purposes of this study were to test for the direct effect of correctional officers' role conflict on emotional exhaustion and the indirect effect which is mediated by job satisfaction, and to compare the differences in results according to correctional officers' attitudes toward inmates through multigroup analysis. Structural equation modelling was used to analyse. Results indicates that role conflict is positively associated with emotional exhaustion, and job satisfaction mediates the relationship between role conflict and emotional exhaustion. Also, after testing the difference of correctional officers' attitude towards inmates in model paths, no statistically significant difference between two groups was supported. These results provide several key implications for social work practice: (1) To succeed in the effective rehabilitative goal of correctional organizations, it is suggested to introduce counselling and treatment programs such as EAPs for correctional officers who experience severe emotional exhaustion. (2) To reduce role conflict, standardized manuals for corrections work and regular-basis training program for correctional officers are recommended. (3) Better work environments for preventing and managing COs stresses is needed. This study has a significance in testing the relationship between role conflict and emotional exhaustion, and the mediating effect of job satisfaction while not enough studies have been made in Korea in relation to correctional officers' job stress or burnout. In further research, more various factors related to job stress of correctional officers are expected to be tested.