open access
메뉴
open access
메뉴
ISSN : 1229-0696
The purpose of this study was to examine antecedents variables of intragroup conflict. Intragroup conflict was divided into task conflict and relationship conflict. in this study, two situational variables such as promotive interdependence and value diversity, and three individual trait variables such as self-monitoring, reciprocation wariness, and perspective taking were included. Data were collected from 207 employees across various types of companies. The results of correlation analyses showed that promotive interdependence was more positively correlated with task conflict than relationship conflict, value diversity was more positively related to relationship conflict than task conflict, and self-monitoring was not related to any type of conflict, thus not supporting the hypotheses. Perspective taking was more negatively related to relationship conflict than task conflict, supporting the hyothesis. Reciprocation wariness was more positively related to relationship, but the difference in correlations was not significant, partially supporting the hypothesis. Finally, the implications and limitations of this study, and the directions for future research were discussed.
While the rapid development of information technology has led to the increasing use of computer -mediated communication(CMC), few studies have examined emotional aspects of CMC groups. A longitudinal field experiment comprising 301 undergraduate students was conducted to compare the development of positive affect and the role of positive affect in group processes and performance between face-to-face(FTF) and CMC groups. The findings suggest that there were no significant differences in the level and development of positive affect between CMC and FTF groups. However, the relationships between positive affect and group processes appeared to be stronger in FTF groups than in CMC groups. More specifically, in FTF groups, positive affect had a positive relationship to group commitment, cohesion, and organizational citizenship behavior, and a negative relationship to intragroup conflict and group performance. In contrast, positive affect did not play a significant role in CMC groups. In CMC groups, positive affect was negatively associated with intragroup conflict, but had no relationship to other group process variables.
We are concerned with the fact that workload can reduce a person’s ability to drive safely, thereby potentially causing serious traffic accidents. As such, we performed this study to determine which factors significantly effect a driver’s subjective workload. We used the Driving Behavior Determinants, Driving Confidence Level Questionnaire, subjective workload assessment tools(NASA-TLX, DALI(Driving Activity Load Index)). A total of 227 drivers, with an average age of 35 and average driving experience of 9 years, were asked to complete the questionnaires. Many researchers have utilized the Driving Behavior Determinants and Driving Confidence Level Questionnaire as tools for elucidating driver characteristics. Additionally, the factors examined by these tools have been demonstrated in several studies to have an influence on a person’s driving behavior such as speed. The NASA-TLX and DALI are also known as self-assessment tools for subjective workload. We conducted a correlation analysis between Driving Behavior Determinants and Driving Confidence Level and driver’s subjective workload level. The results indicated that ‘Lack of Interpersonal Adaptability’ and ‘Insensibility’ had a significant correlation with a driver’s subjective workload. We also conducted a factor analysis among 29 questionnaires which were related to a driver’s subjective workload. The results revealed that the 29 questionnaires could be divided to three factors (i.e. Situational Inadaptability, Interpersonal Inadaptability, Risk Taking Personality). In addition, Interpersonal Inadaptability and Risk Taking Personality factors also had significant effects on the DALI workload level. Of these factors, Situational Inadaptability factor had significant effects on NASA-TLX workload level. The purpose of this study was to determine a way of reducing a driver`s workload in advance and to provide people with an understanding of the theoretical driving workload. Given the results indicating specific factors affecting subjective workload, we expect that the results of this study will help drivers and researchers manage driving workload.
This study was conducted to identify the issue that the impact and contents of work-family conflicts(WFC) differed from generation to generation and these conflicts affect happiness of everyday life and organizational life differently from generation to generation. WFC was divided into work to family conflict(WIF) and family to work conflict(FIW). We analysed the differences between generations of impact and contents of WIF and FIW. We also analysed whether the two types of conflicts could explain happiness of everyday life and organizational life even when demographic variables or happiness decision variables were controlled by statistic procedure. Participants of our study were 412 working women in their 20s up to 60s. In this study, we identified the following results; 1) In case of women under the age of 60, qualitative contents of WFC differed from generation to generation, but the extent of WFC did not. 2) In the same group, frequencies of WIF were higher than of FIW regardless of generation, but among those in their 60s and older, the differences were not found. 3) The extent of influences on happiness of WIF and FIW differed from generation to generation. 4) Significant variables correlated with WIF and FIW differed from each other. 5) The two types of conflicts could explain happiness of everyday life even when demographic variables or happiness decision variables were controlled by statistic procedure, but it was not the same regarding the organizational life.
This study of 520 participants from hotels investigated that stress coping strategies mediates the relationships between job demand-resource and emotional labor strategies. The hypothesis underlying this study was that job demand-resource would use different coping strategies, with different outcomes in terms of surface acting and deep acting. Structural equation model results indicated that emotion-oriented coping fully mediated the relationships between job demand and surface acting, while problem-oriented coping partially mediated the relationships between job resource and deep acting. The results showed that high job demands elevate levels of surface acting and this effect was found to be mediated by emotion-oriented coping. Results also showed that high job resources elevate levels of deep acting and this effect was found to be mediated by problem-oriented coping. In addition, hypothetical integration model was compared to other competing models, demonstrating the independent effect of job demand-resource on coping strategies and emotional labor strategies in the hypothetical integration model. Overall, the study found how cognitive process(coping strategies) can influence employee's emotion regulation process(emotional strategies). Implications of these results for study and practice are discussed.
The purpose of this study was to examine the influence of self-regulation activities(goal setting and feedback seeking) and social network in the relationship between goal orientation(learning goal orientation, proving goal orientation, and avoiding goal orientation) and job performance(task performance and adaptive performance). First, the mediating effect of self-regulation activities in the relationship between goal orientation and job performance was tested. Second, the moderating effect of social network strength in the relationship between self-regulation activities and job performance was tested. The data were gathered from 286 employees who are working in various organizations in Korea. Thirty-eight peers or supervisors who knew 286 employees very well rated their job performance. As results, the learning goal orientation and the proving goal orientation had positive relationships with both of the performance. This relationship was mediated by two self-regulation activities: goal setting and feedback seeking. In contrast, the avoiding goal orientation had negative relationships with both of the performance, and this relationship was mediated by those two self-regulation activities. These results suggest that employees who have high learning goal orientation are interested in self-development, thus they are likely to show self-regulation activities and the outstanding performance in the workplace. The employees who have high proving goal orientation focus on demonstrating their competence and the gaining of favorable judgment from others, therefore they are likely to do self-regulation activities and show good job performance. On the other hand, the employees who have high avoiding goal orientation desire to avoiding negative judgments from others, therefore they show low self-regulation activities and job performance. In addition to these results, the moderating effect of the strength of social network in the relationship between feedback seeking and job performance was revealed. When social network strength is strong, there is more positive relationship between feedback seeking and job performance. Finally, based on these results, the implications and limitations of this study and the future research were discussed.
There are two problems in the practice of competency modeling. First, the levels of analysis are not congruent between the competencies and the criteria. Competencies as predictors are at an individual level and criteria are at a collective level. Second, although competency model has been employed for human resource management and organizational development at a variety of levels and domains in organizations, conceptualization of competency has not been updated to support the broad practice. I proposed a concept of consequential validity that would enable us to validate competency models against criteria. As a prerequisite for the validation, the concept of competencies needs to be modified so that it can cover all the range over which competency modeling is employed. For that pupose we borrowed general systems theory, situated perspective of cognition, and role theory. As a result, competencies can be defined at different levels and situation and competency modeling can be more flexible horizontally and vertically. Finally, I presented multilevel approach under which competencies can be modeled and validated.
The purpose of the present study was to investigate the construct validity of derailment factors and their effect on college life effectiveness based on HDS(Hogan Development Survey) which is composed of 11 derailment factors of personality. Specifically, the study was focused on (1) the convergent validity of the HDS factors with the clinical scales of PAI(Personality Assessment Inventory), (2) the discriminant validity of the HDS factors with the 6 factors of HEXACO, and (3) the criterion related validity of the HDS factors with the various criteria of college life effectiveness(i.e., contextual performance, basic occupational competencies required for college students, psychological well-being, and life satisfaction). 233 college students who applied to a leadership program of A university participated in the survey. The results of correlation analysis demonstrated that the factors of excitable, skeptical, cautious, and reserved(i.e., the cluster of moving away from people) were consistently positively related with the dark sides or clinical factors of PAI, while they showed negative correlations with 6 bright sides of personality measured by the HEXACO, supporting the convergent as well as discriminant validity of the 4 HDS factors. The 4 factors were also shown to have criterion related validity with both performance and well being measures, for they had significantly negative correlations with all of the criteria of college life effectiveness. Meanwhile, the 5 factors of arrogant, mischievous, colorful, imaginative, and diligent(i.e., the cluster of moving against from people) showed the positive relationship with bright sides of personality, performance, and well-being, indicating these factors seemed functional for Korean college students. And, leisurely and dutiful factor had no particular relationship with most of PAI & HEXACO factors and performance measures. Finally, the results of hierarchical regression analysis showed that incremental variances of the HDS 4 factors on both performance and well being were significant. Suggestions for future research and practical implications were provided based on the findings.