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open access
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ISSN : 1229-0696
This study was conducted to classify Korean retirees based on what work means for them, looking specifically at its four factors (financial, social-contact, personal, and generativity). The study also explored whether there are significant differences in the resources (health, financial, psychological, and social support) and life satisfaction among different subgroups of retirees. For this study, data from 453 questionnaires were collected from Korean retirees over age 55, who had worked more than 10 years before retiring and were now searching for jobs. A cluster analysis of their responses on the 12-item Meaning of Work Scale showed it was statistically reasonable to classify the retirees into 4 clusters, as follows: “economic need type,” “generativity type,” “continuity seeking type,” and “unmotivated type.” Furthermore, there were significant differences in resources and life satisfaction among these four types. The continuity seeking type, which had high scores in all 4 factors, was the healthiest subgroup, psychologically and physically. The generativity type, which had the highest score in the generativity factor, was relatively well-off with regard to financial resources and life satisfaction. In contrast, the economic need type, which had the highest financial factor score, showed the lowest financial resources, social supports, and life satisfaction. Finally, the unmotivated type, with low scores on all the factors, was the high-risk group, with the lowest rating on perceived health and on psychological resources. In addition, generativity was found to be positively related to high financial resources and life satisfaction in the aged.
This study investigates how work-family interaction and organizational support emphasizing family-friendly policies affect organizational commitment and turnover intention of both men and women managers, using the Wave 2 data of the Korean Women Manager Panel (KWMP) study (KWDI, 2007), Traditionally work-family interaction has been focused solely on negative aspect of the interaction, i.e., work-family conflict, and how they disrupt each other; however, recently studies on work-family interaction begin to notice the possibility that work and family domain can facilitate each other. Based on this line of research, this study distinguished the work-family interaction into positive and negative interaction, and investigated its respective influence on organizational commitment and turnover intention. In addition, this study attempted to see how organizational support emphasizing family-friendly policies affects mangers' organizational commitment and turnover intention. First, the study revealed that work-family interaction has discrete influence on organizational commitment and turnover intention: Work-family facilitation, but not work-family conflict, had a significant effect on organizational commitment. On the other hand, work-to-family conflict increased and work-to-family facilitation decreased turnover intention. Second, the effect that family-friendly policies had on organizational commitment was dependent on their perceived ease of use as well as their availability. Finally, gender comparisons revealed that supervisor's support was effective in increasing organizational commitment and decreasing turnover intention especially in male employees. This result suggests that organizational support emphasizing family-friendly policies is beneficial not only to women but also to men. In sum, this study emphasizes that work-family interaction and family-friendly organizational support have predictive value for understanding organizational commitment and turnover intention of men as well as women.
A number of theorists argued for a normative goal perspective focusing on the adaptive consequences of mastery goals orientations and the maladaptive consequences of performance goals orientations. Others endorsed a multiple goal perspective in which both mastery and performance goals orientations can be beneficial. The purpose of the present investigation was to review why this debate has emerged and to verify a boundary condition of the two perspectives. We set up hypothesis that adaptive variables or variables related to surface process will be explained by multiple goals perspective, whereas maladaptive variables or variables related to deep process will be explained by normative goal perspective. Three hundreds and sixty employees provided ratings of achievement goal orientations, competitive behavior, learning strategy, motivational system, social identification, emotional labor. The hypotheses were accepted from the results of additive goal and interactive goal pattern. We discussed the academic and practical contributions of this research.
The purpose of this study was to compare alternative models of factor structure of the Korean MLQ Form 5-45. For this purpose, MLQ Form 5-45 was administrated to 700 employees by field survey method, then data were collected from 616 participants and statistically were analysed. 6 models were compared to test the level of fitness with data from Koran MLQ Form 5-45: Two factors model, three factors model(A), threes factor model(B), six factors model(A), six factors model(B), and nine factors model. Cronbach's Alpha coefficient, and Confirmative Factor Analysis were used to statistically analysis data. Results showed that nine factors model was best fitted to data than others. This model suggest that Korean MLQ Form 5-45 is consist of 9 factors of original MLQ Form 5-45 version. Discussion focused on the need to further examine the construct of Korean MLQ.
The purpose of this study was to examine the effect of team transactive memory(TTM) on team mental model (task knowledge variety and task knowledge overlap) through team learning behavior, using 460 individuals from 97 team in five pharmaceutical companies including four local companies and a multinational company. The results indicated that TTM was positively related to team learning behavior and that team learning behavior were positively related to task knowledge variety and task knowledge overlap. Team learning behavior mediated the effect of TTM on task knowledge variety and task knowledge overlap. Finally, task knowledge variety was positively relevant to team performance, but task knowledge overlap was negatively relevant to team performance. The implication and limitations of this research were discussed.
This study aims to analyze and compare relative usability of conventional 2D-graphic in-car navigation system and augmented reality in-car navigation system on driver's information-processing and driving-related tracking performance using driving simulation method. For this purpose, participants were asked to track longitudinal and lateral changes in driving scene and to detect location of target which was provided randomly at one of four location of the screen. Eye movements such as glance frequencies and dwelling time were also measured. The results showed that augmented reality system induced better lateral tracking, faster target detection, and shorter system dwelling time than 2D-graphic system condition. The results implicated that augmented reality in-car navigation system can provide the driver with opportunity of preparing for lateral control of the vehicle by previewing future direction of the car, and allow for them to detect outside hazards with the less cost of system monitoring.