open access
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open access
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ISSN : 1229-0696
The purpose of this study was to investigate the effects of team monitoring, team backup behavior, and transformational leadership in the relationship between resistance to change and continuous learning activity in the team context. Using a survey research method, the data were collected from 175 employees in 38 teams of different organizations. Those participants have experienced organizational change during recent 1 year. This study identified the cross-level effect: both the team level and individual level. Individual's resistance to change negatively influenced the continuous learning activity The more team members had resistance to change attitudes, the less did the continuous learning activity at individual level. At team level, the cross-level direct effect of team monitoring and team backup on the relation between individual resistance to change attitude and the continuous learning was found. The cross-level moderating effect of the team backup behavior on the relationship between individual resistance to change attitude and the continuous learning at the individual level was found, but this effect was marginally significant. At team level, the cross-level direct effect of the transformational leadership on the resistance to change was not found. Finally, theoretical and practical implications, and limitations of the research were discussed.
The goals of this research are three-fold: (1)identifying causes reducing allotment of individual’s family activity hours, (2)exploring gender differences in work-family experiences and reports of work-interference -to-family (WIF) and family-interference-to-work (FIW) while focusing on time-based role conflict aspect, (3) replicating and extending Gutek et al.’s (1991) theoretical framework with married, dual earning subjects from diverse work groups which are sampled from a nation-wide survey. Using a nation-wide telephone survey data, we found that (1)men spent more hours on commuting than women, (2)women with highly gender-role stereotypic attitudes spent more hours with their families compared to women with a low attitude but highly gender-stereotypic men spent more hours on work compared to their counter part, (3)the more time a person spends in work activities and the higher one's proportional contribution to the total family income, the less time the person spends in family activities. In addition to those, we found a significant three-way interaction amaong gender, gender-role stereotype, and family-related hours in predicting amount of work-related hours. Finally, the implications and limitations of this study and the directions for future study were discussed.
The purpose of this study was to examine the influence of person-job fit on job engagement and mediating effect of meaning or competence on this relationship. In addition, moderating effect of learning and development opportunity in the relationship between person-job fit and meaning or competence were tested. Another moderating effect of job autonomy in the relationship between meaning or competence and job engagement were also tested. Data were gathered from 351 employees who were working in various organizations by questionnaires. The result indicated that there were significantly positive relationships between person-job fit and meaning or competence. Also, there were significantly positive relationships between meaning or competence and job engagement. It was found that meaning or competence partially mediated the relationship between person-job fit and job engagement, and job autonomy moderated the relationship between competence and job engagement. Based on these results, implication and limitation of this study and future research tasks were discussed.
In this study, multilateral conceptualizations of underemployment were measured in terms of wages, permanence of the job, social status, and skill utilization and then the relations among the measures were examined. Data obtained by a longitudinally designed survey at intervals of 18 months with the reemployed(N=153) after job loss were used. The comprehensive measures include 1) the ratio of wage change - present wage/past wage before job loss, 2) the ratio of wage difference - present wage/average wage in the same kind of occupation, 3) the ratio of status change - social status of present job/social status of past job before job loss, 4) the ratio of education - educational requirement for the current job/individual educational attainment, 5) the occurrence of change from the permanent job to temporary job, 6) overqualification - the absence of growth opportunity, 7) overqualification - the degree of mismatch in educational attainment, skills and experiences. The first five measures are social-economic and objective measures and the last two measures are psychological and self-reported ones. The results show that the ratios of status change and educational match have significant correlations with psychological measures, but neither the ratio of wage change or the one of wage difference do not have such correlations.
The purpose of this study is to confirm the effect of client violence toward the burnout of social workers in homeless assistance organization and the moderating effect of institutional interventions. Researching the actual condition of client violence and making efforts for solution can help provide basic safety and superior quality of welfare service to social workers. This study carried out a survey of 149 social workers in homeless assistance organizations (homeless shelter, drop-in center) located in Seoul. The major findings can be summarized as follows: First, client violence showed effects on both “emotional exhaustion” and “depersonalization”, but not “personal accomplishment”. Second, the moderating effect of Institutional Interventions and prevention was shown on the relationship between client violence and burnout(depersonalization). Based on the research results above, the implications of this study and the directions for future research are suggested.
We define “hasteful behavior” as the action of accomplishing a optimal goal as well as possible while increasing the speed of the action to the greatest extent possible. Five factors influence hasteful behavior ;time-pressure, discomfort, isolation, boring-condition, and reward expectation. Hasteful behavior can be divided into “Missing Confirmation Domain” and “Need for Achievement Domain”. We investigated the 'Need for Achievement Domain' in hasteful behavior as related to time-pressure, boring-condition, and reward expectation. A total of 4 conditions were set according to the presence or absence of time pressure and reward expectation. The boring-condition was reflected to the task; therefore a ‘line-drawing task’ was set as the tedium task. 81 subjects performed the ‘line-drawing task’ for 30 min in compliance with same direction, and then repeated the task for 1 min under a direction as each condition. Time pressure resulted in increased task performance speed and reduced task performance accuracy. Also, time pressure and reward expectation had an interactive effect on task performance accuracy. According to the analysis of task performance based on reward expectation varied across presence or absence of time pressure, reward expectation appeared to increase accuracy. We discussed the results in the condition with time pressure and the reward expectation to show characteristics of “Need for Achievement Domain” in hasteful behavior.