open access
메뉴
open access
메뉴
ISSN : 1229-0696
This study aimed to investigate the spillover of emotions from work to family and the moderating effects of personality factors(extraversion and neuroticism) and job satisfaction. Using the ‘Day Reconstruction Method(DRM)’ that reconstructs the emotions of a day, we collected data concerning every episodes in a day and their concomitant emotions from a sample of 125 Korean working adults. The results of hierarchical multiple regression analysis showed the positive relationships of positive and negative emotions at work with those at home, indicating the ‘positive’ and ‘negative’ spillover of emotions from work to family. Furthermore, extraversion and neuroticism had significant moderating effects on the spillover of positive emotion: the spillover of positive emotion from work to family was stronger among extraverts, and weaker among neurotics. Contrary to our expectation, they had no such moderating effects on spillover of negative emotion. Finally, job satisfaction had a significant moderating effect on the spillover of positive affect. Some personality factors and job satisfaction seem to have moderating effects on spillover of positive emotion.
The first purpose of this study was to examine the influences of openness, extroversion, and core self- evaluation on individuals' commitment to change and adaptive performance. And the second purpose was to examine moderating effect of change leadership on the relationship between openness, extroversion, and core self-evaluation and commitment to change. Data were collected from 200 employees of 32 different organizations that had been undergone organizational change recently. Respondents rated their openness, extroversion, core self-evaluation, and commitment to change. To reduce the effect from common method bias, the adaptive performance was rated by their peers or supervisors. The result showed that openness, extroversion, and core self-evaluation had positive relationships with commitment to change and adaptive performance, and commitment to change had mediating effect on the relationship between predictors (openness, extroversion, and core self-evaluation) and other-rating adaptive performance. There were significant moderation effects of the change leadership on the relationships between openness, extroversion, and core self-evaluation and commitment to change because the relationship was more positive when leader's change leadership was low. The implications for research and practice, limitations, and future directions were discussed.
The present study analyzed the relationships between self-construals on self-other evaluations and also investigated the moderating effects of the need for closure in this relationship. One hundred sixty eight participants were assigned to experimental conditions based on their self-construal scores, performed a cognitive task designed to manipulate the need for closure, were asked to evaluate their own and others' behaviors. The results showed that those with independent self evaluated themselves more positively and attributed others' behaviors more externally than those with interdependent self. It was also found that the need for closure moderated the relationships between self-construals and self-other evaluations. The results suggest that the effects of self-construals on behaviors are not fixed but vary with situational factors such as the need for closure, supporting the dynamic constructivist hypothesis of culture. Implications on personnel evaluation in organizational contexts are also discussed.
The purpose of this study were to examine the relationship between job satisfaction and life satisfaction, the relationship between leisure satisfaction and life satisfaction, the influence of job satisfaction and leisure satisfaction to life satisfaction, and the relationship between job satisfaction and leisure satisfaction. The data were gathered from 611 employees who are working in various organizations in Korea. Life satisfaction was measured with satisfaction with life and psychological well-being. Convergent validity of life satisfaction scale was identified with satisfaction with life scale and psychological well-being scale. Job satisfaction and leisure satisfaction were found to be significant positive predictors of life satisfaction. Regression analyses indicated that job satisfaction was the better predictor of life satisfaction, but leisure satisfaction added significantly to the prediction. Correlation between job satisfaction and leisure satisfaction was significant. Finally, the implications and limitations of this studty, and the directions for future research were discussed.
Drawing on the core-self evaluation literature, this study compares and integrates how the theoretical perspectives to motivational potentials differently affects relationships among core-self evaluation, cognitive ability and outcomes such as job satisfaction, life satisfaction, and objective job performance measures. Core-self evaluation (CSE) was assumed to be a broad personality concept manifested in four specific traits: self-esteem, self-efficacy, internal locus of control, and neuroticism. A strength of this study is to compare effects of core-self evaluation and general mental ability (g factor) to the objective performance in the line of financial services. Using data collected from financial tellers at a Korean big company, the proposed hypotheses receive support in that core-self evaluation are strongly associated with job satisfaction and life satisfaction. Interestingly, results indicate that CSE is related to objective performance measures for financial services via the work environment contingent on different levels of motivational potentials. Results also indicate that cognitive ability hardly affects job satisfaction and life satisfaction compared with CSE. Theoretical implications to the core-self evaluation literature are discussed along with practical suggestions to manager that are responsible for employee management.
The purpose of this study was to examine the effects of leader's behavioral integrity on subordinate's job satisfaction and organizational commitment and the mediating role of leader legitimacy perception. Data were gathered from 304 employee who are working in various organizations in Korea. Results of correlational analyses showed that behavioral integrity was significantly and positively related to leader legitimacy perception, job satisfaction, and organizational commitment. Also leader legitimacy perception was significatnly related to job satisfaction and organizational commitment. Second, leader legitimacy perception was served as a full mediating role on the relationship between behavioral integrity and job satisfaction and a partial mediating role on the relationship between behavioral integrity and organizational commitment. Third, leader's collaborative communication and subordinate's conscientiousness had moderating roles on the relationships between behavioral integrity and leader legitimacy perception. Finally, implications, limitations, and future studies were discussed.
The purpose of this study was to examine the relationship between proactive personality and career success and a mediating role of protean career on this relationship. Data were obtained from 204 employees who were working in a wide variety of organizations in Korea. Proactive personality was significantly related to career success. Protean career played a mediating role on the relationship between proactive personality and career success. Also, career support from organization played moderating roles on the relationship between protean career and career success. Finally, implications, limitations, and future research were discussed.
The purpose of this study was to examine the particular influences of sub-constructs of emotional intelligence which was based on the framework of Lazarus & Folkman's(1984) stress transactional model. Thus, the mediating, moderating, and mediated moderating effects was tested based on Shaufeli & Bakker's(2004) Job Demand-Resource Model in a sample of 308 hotel service employees. First, the result of mediation tests indicates that the ability to percept emotions(APE) predicts emotional labor strategy through display rule significantly. Second, the result of moderation tests, however, indicates that the ability to use emotions foster the path which was display rule about expressing positive emotion(EPE) to deep acting(DA) only. Third, testing the mediated moderation hypothesis using the technique was developed by Preacher et al.'s(2009), the result indicates that just one of two conditional indirect effect, APE to DA through EPE depends on several AUE levels, was significantly. And the simple slopes of significant conditional indirect effect with 95% of confidence interval by bootstrapping method was depicted. Finally, the implications and limitations were discussed.