ISSN : 1229-0696
The study examined the relationships between organizational learning climate and individual's learning goal orientation and employee's participation in training and development activities and whether the relationships differ between informal versus formal training and development activities. Multi-level analyses on survey data from a total of 1,087 employees of 11 R&D organizations showed that learning climate and learning goal orientation were positively related to participation in training and development activities even after organizational training budget was controlled for. Further, organizational learning climate was more closely related to formal training and development activities while individual's learning goal orientation was more closely related to informal training and development activities. The theoretical and practical implications as well as directions for future research were discussed.
The purposes of this study were to examine the effect of perceived corporate philanthropy on organizational commitment and organizational citizenship behavior, the mediating effect of organizational commitment in the relationship between perceived corporate philanthropy and organizational citizenship behavior, and the moderating effect of service values in the relationship between perceived corporate philanthropy and organizational commitment. Data were gathered from 250 employees who were working in various organizations in Korea. To reduce the effect from the common method bias, the organizational citizenship behavior was rated by others(two hundred and fifty peers, subordinates, and supervisors). As a result, organizational commitment partially mediated the relationships between perceived corporate philanthropy and organizational citizenship behavior. Service values moderated the relationship between perceived corporate philanthropy and organizational commitment because the relationship was more positive when service values was high than low. Finally, implication of results and future research tasks were discussed with limitations.
The purpose of this study was to examine how positive and negative emotions fluctuate over time within one workday and to investigate the moderating effects of neuroticism and job satisfaction. Data were obtained from 201 Seoul citizens in Korea using the Day Reconstruction Method (Kahneman, Krueger, Schkade, Schwarz, & Stone, 2004). Data revealed that negative emotions increased over time; positive emotions did not show such a pattern. Job satisfaction correlated positively with average positive emotions and negatively with average negative emotions. Neuroticism correlated significantly and in opposite directions with average positive and negative emotions, but did not correlate significantly with the variability of emotions within a work day. Additionally, neuroticism had a significant moderating effect on the changing pattern of negative (but not positive) emotions over time, such that the negative emotions of workers with high levels of neuroticism increased more sharply than the negative emotions of workers with low levels of neuroticism. Contrary to expectation, job satisfaction did not moderate the pattern of positive or negative emotions at work. Changing patterns of negative emotions may be predictive of occupational accidents and diurnal patterns of positive emotions may be predictive of optimal concentration and efficiency at work. These patterns may also have implications for when we administer surveys in the workplace, when a boss should share bad news with his/her employees.
Haptic perception is considered as very important for human being since we can perceive the world and feel emotional stability through it, and also it is one of perceptual channels related to interaction with objects daily life. Traditionally, researches about haptic have been performed in the area of perception. However, recently psychologists who study in the field of social, organization, and consumer behavior deal with the haptic. The purpose of this study was that psychologists taking haptic into their study in the future would use like a tutorial, as reviewing the biological foundation, the perceptual mechanism, and the theoretical issue. Also, the present study introduced studies involving haptic in the areas of general psychology so that it would be possible to extend the concept of haptic and apply into other domains of psychology as well as perception. Finally, the propositions with haptic in the field of both organizational consumer behavior were presented for psychologists of organization and consumer psychology who would be interested in haptic.
The purpose of this study was to examine the mediating role of two self-esteem (organization-based self-esteem: OBSE; task-specific self-esteem: TSSE) in predicting two types of employee commitment (job involvement, organizational commitment) based on the framework of Lavelle, McMahan and Harris(2009)’s target similarity model. A sample of 746 south korean employees were participated in this study and data were analyzed by MPLUS 6.12. The main results are as follows. First, the indirect effects reflecting target similarity effect were supported, but another indirect effects which reflect spillover effect between two dimensions was not. Second, the result of comparison between target similarity effect and spillover effect, which has same predictor and criterion but different mediator in each dimensions, was significant in organization domain, but not in job domain. Finally, the implications and limitations were discussed.
The previous justice literatures have studied that member's justice perception influenced member’s attitude and behavior. Since the study of Tepper & Taylor(2003), the recent literature emphasize the necessity of considering trickle-down effect that focus on justice perception flows from leader to member and eventuates influence employee attitude. Therefore, We hypothesized that member' interactional justice perception will be influenced by leader' interactional justice perception in organization. To test multilevel analysis, we collected the survey data from 240 leader and 5626 members and analyzed Multilevel Structural Equation Modeling using Mplus 5. In result, We found that member’ interactional justice increases affective organizational commitment and mediate the relationship between leader' interactional justice and affective organizational commitment.
The first purpose of this study was to examine the effect of job overload on job burnout through a mediating variable of positive psychological capital. And the second purpose was to examine the moderating effect of social support as an environmental variable and personality(emotional stability and extraversion) as a personal variable on the relationship between job overload and positive psychological capital. Data were gathered from 312 employees who were working in various organizations in Korea. As results, job overload had negative relationship with positive psychological capital and positive relationship with job burnout. Positive psychological capital had mediation effect on the relationship between job overload and job burnout. And social support had moderating effect on the relationship job overload and positive psychological capital because the relationship was less negative when social support was high than low. Also the extraversion had moderating effect on the relationship job overload and positive psychological capital because the relationship was less negative when extraversion was high than low. Finally the implications for research and practice, limitations, and future research tasks were discussed.
It is hope and need of society that most of people will keep their life productive after becoming elderly. In this study, we want to find demographic-sociological and psychological determinants for productive ageing. In our study, productive ageing were constructed as 4 factors, goal pursuit activities, career development activities, family support activities, and society volunteering activities. We collected data from 471 elderly beyond 65. Sex, age, spouse existence, income by month, education, work or non-work, working time were correlated significantly with productive ageing. And openness to experience and conscientious personality, secure attachment, and future time perspective were correlated significantly with productive ageing. Especially, big five personality and future time perspective impacted significantly on productive ageing after controling demographic-sociological factors through hierarchical regression analysis. Openness to experience and future time perspective were important consistently for all productive ageing activities. When we analyzed causal relationship among openness to experience, secure attachment, future time perspective and productive ageing through AMOS, future time perspective mediated relationship between openness to experience and productive ageing, and relationship between secure attachment and productive ageing. Also, openness to experience, secure attachment, and time perspective all had a big impact on productive ageing directly.
The present study examined a factor that could contribute to cross-cultural differences in team performance (viz., age composition between team members) within one group motivation-gain paradigm (viz. the Köhler motivation gain, where a low-ability team member works harder in a team where they are the “weak link” than if s/he were working alone; Hertel, Kerr, & Messé, 2000a). In Exp. 1, I proposed that cultural difference between East Asians and Westerners(e.g., collectivism vs. individualism, interdependent vs. independent self-construal) could moderate the Köhler motivation gain effect, but the results showed that the culture did not moderate the Köhler effect. In Exp. 2, I found that age composition between group members (i.e., working with younger partner vs. older partner) might have different meaning in Korean culture compared to American culture. Finally, in Exp. 3., I conducted an experiment which extended the results of the Exp. 2 in two ways: 1) the Exp. 3 collected actual performance data rather than respondents’ intention to perform, as in the prior study, and 2) the Exp. 3 competitively tested alternative explanations for an age-of-partner effect in Korea. Both the performance results and subjective ratings of the present study suggested that the age effect in Korea could be explained in terms of participant’s felt responsibility in the task performance situation (i.e., Koreans felt more responsibility for the outcome of their group when they worked with a younger partner than an older partner). These results were discussed in terms of the social psychological implications of the deeply rooted Confucianism in Korean society (Koh, 1996). Limitations of the study and implications of the results for understanding existing cross-cultural theories were also discussed.