ISSN : 1229-0696
The first purpose of this study was to define the construct of occupational identity and develop the scale of occupational identity, the second purpose of this study was to examine the factor structure of occupational identity using exploratory common factor analysis and test the discriminant validity of occupational identity with workplace satisfaction, and third purpose of this study was to test the model of antecedents and outcome variables of occupational identity using confirmatory factor analysis. For fulfilling these purposes, three studies were conducted. Data were gathered from 390 workers in study 1, 505 workers in study 2, 1,115 workers in study 3. As the results, the three factor structure of occupational identity was stably replicated although the sample was changed. The occupational identity had the discriminant validity with workplace satisfaction. Except person-occupation fit(a subfactor of occupational identity) had a high correlation with general occupational satisfaction(a subfactor of workplace satisfaction), other subfactors of occupational identity had generally low correlations with other subfactors of workplace satisfaction. It was found that the occupational identity was derived from occupational reputation, dedication to occupation, occupational pride, and mission to occupation. And the occupational identity resulted in the purpose of worker’s life and intention to continue worker’s occupation. Based on these results. we made discussions about implications, limitations, and future research tasks.
The purpose of this study was to conduct meta-regression analysis to investigate the relations between personality factors and organizational citizenship behaviors(OCBs) mediated by job satisfaction. In order to meta-analyse 153 studies conducted in Korea, Hunter and Schmidt’s(2004) and Borenstein, Hedges, Higgins, & Rothstein’s(2005) meta-analytic procedures were adopted. Results showed that all the subcategories of OCBs have generalizable relations across studies with conscientiousness and agreeableness whereas individuals-oriented and organization-oriented OCBs have generalizable relations across studies with neuroticism and openness to experience. In addition, individuals-oriented and change-oriented OCBs have generalizable relations across studies with extroversion. Comparison of different rating methods revealed that self-reporting method has larger effect size than that of other-rating method due to common method effect. In meta-analytic regression analysis, all of the personality factors were mediated by both facet and overall job satisfaction. Lastly, the implications and limitations of this research were discussed.
The purpose of this study is to meta-analyze the relationships between the emotional labor and job-related variables such as burnout, turnover intention, job satisfaction, and organizational commitment among Korean emotional workers. In total, there were 11835 employees from 43 studies that were meta-analysed in the present study using Hunter and Schmidt(2004)’s and Borenstein et al.(2009)’s procedures. It was revealed that emotional labors, depending on whether they were surface acting or deep acting, have different relationships with criterion variables. That is, the surface acting was positively related with emotional exhaustion, depersonalization, and turnover intention. In contrast, the deep acting was negatively related with emotional depersonalization and positively related with organizational commitment. It was revealed that professionality of service was a thoretical moderator and source of papers was a methodological moderator. Comparing with a meta-analytic study in Western literature, it was shown that deep acting strategy would bring desirable results to organizations in terms of the relationships between emotional labors and criterion variables such as burnout, job satisfaction, and organizational commitment. Lastly, implications and limitations of the study, and directions for future research were discussed.
The purpose of this study was to examine the positive effect of self-monitoring among emotional display rules (fostering positive emotion(FPE) & suppressing negative emotion(SNE)) and consequential work attitude (job burnout & work engagement). A sample of 191 hotel employees were participated in this study and data were analyzed by SPSS. The results are as follows. First, the main effect of FPE on work engagement was supported, but the main effect of SNE on job burnout was not. Second, the main effects of self-monitoring on engagement and burnout were supported. Third, the moderation effects of self-monitoring which buffer the relationship of SNE on burnout and which facilitate the relationship FPE on engagement were significant. Finally, the implications and limitations were discussed.
The main objective of this study is to investigate the strength of the relationship among job embeddedness, organizational commitment, job satisfaction, and turnover intentions among Korean employees using meta-analytic methods with theoretical rationale. The results from meta-analysis of 44 Korean studies are as follows. First, the true-score correlations among on-the-job embeddedness, fit to organization, organization-related sacrifice, and turnover intention are -.569, -.462, -.414 each (k = 14-30, N = 4657-8299); the 95% CIs and 80% CVs for all relationships had no zero. Second, the true-score correlations among on-the-job embeddedness, three sub-factors, and work-related attitudes (affective commitment, job satisfaction) are all positively correlated and the 95% CIs and 80% CVs for all relationships had no zero. Third, the magnitude of true-score relationship between on-the-job embeddedness and work-related variables is somewhat stronger in this meta-analysis than in counterpart studies in western countries. Finally, estimating the incremental validity of on-the-job embeddedness using meta-analytic structural equation model, on-the- job embeddedness remains negatively related with turnover intention, after affective commitment and job satisfaction are controlled. This meta-analytic findings contribute to understanding of the relationships among job embeddedness and work-related variables among Korean employees. Future studies should attempt to overcome the limitations of this study such as lack of information related to demographics. Further, more primary studies are needed since there were very few available studies on actual turnover and off-the-job embeddedness. Hopefully, this study will be a good guide for the future Korean studies on job embeddedness.
The purpose of this study was to examine the moderating effect of positive psychological capital to analyze that emotional labor strategy(surface acting, deep acting) impacts on the job burnout and job engagement using samples of 314 salesperson in distribution services. The results were as follows. First, the surface acting of emotional labor strategies was increased job burnout, but deep acting decreased job burnout and increased job engagement. Second, positive psychological capital had negative effect on job burnout and positive effect on job engagement. Third, positive psychological capital had moderating effect between deep acting and job engagement. But, in contrast to the job engagement, job burnout had not effect on the moderation of positive psychological capital. That is, positive psychological capital was not a buffering effect between deep acting and job burnout, but worked as facilitator in a relationship between deep acting and job engagement. Finally, the implications and limitations of the present study as well as the future directions of this area were discussed.
This study aims to explore the reasons why employees of semiconductor manufacturing plants make a turnover decision, and their experiences on the factors that influence the withdrawal of a turnover decision during an exit interview with one’s superior and a human resources department staff in charge. The total number of participants was twelve, and the data was collected by conducting an in-depth interview and analyzed by Consensual Qualitative Research (CQR) method. The study results showed that there were three determinants of making a turnover decision: personal reasons irrelevant to an organization, conflicts with one’s superior, colleagues and subordinates, and a stress due to uncontrollable tasks. Four major factors that influence one’s withdrawal of a turnover decision during an exit interview with one’s superior and a human resources staff in charge were found: the interviewer him or herself, interviewer’s interview skills and attitude, participants’s cognitive and emotional changes, and the problem solving. Following the making of a turnover decision and a withdrawal, the participants experienced the weakening of a self-concept and the changes to their perspectives on an organization. This study is meaningful in the following respects. The research aimed at the members of an organization who actually had a turnover decision, and examined the factors that influenced the withdrawal of a turnover decision through an exit interview process for the first time. This study could serve as the basis when introducing a workplace counseling system or a training program for counseling techniques within an organization or a company, whilst also contributing significantly to the development of interview, leadership and communication training programs for the managers carrying out employee interviews within an organization.