open access
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open access
메뉴
ISSN : 1229-0696
Using growth mixture modeling which tracks unobserved heterogeneity in population, the current study explored the change patterns of retirees’ psychological health and investigated factors influencing each developmental trajectory. Specifically, based on role theory, continuity theory, and resources theory, it was hypothesized that retirees would display three different types of psychological patterns: the maintaining, enhancing, and declining pattern. In order to test the above expectation, I adapted panel data of the Korean Retirement and Income Study including a total of 436 retirees who participated in survey every other year since 2005 to 2011. Results revealed that there are two distinct change patterns of retirees’ psychological health: the enhancing pattern and the declining pattern. Following was logistic regression analysis which investigated factors influencing each pattern. As a result, it was found that those with higher education and pre-retire satisfaction on health and economic status were more likely to display the enhancing pattern. On the other hand, those who retired late and retired due to health problems were more likely to display the declining pattern.
The purpose of this study was to identify the relationship between psychological detachment from work in nonworking time and it’s antecedents such as general self-efficacy and rumination behavior, and the relationship between psychological detachment from work in nonworking time and task performance. Also, this study tests the moderating effect of outcome-oriented culture in the relationship between psychological detachment from work and task performance. Using the survey research method, data were collected from 259 employees who were working in a variety of organizations in Korea. To reduce the effect from the common method bias, task performance of participants was rated by their peers or supervisors. The results indicate that general self-efficacy is positively related with psychological detachment, rumination behavior is negatively related with psychological detachment, and psychological detachment from work is not related with task performance. It is found the relationship between psychological detachment and task performance is moderated by outcome-oriented culture. When employees who perceive organizational culture is more outcome-oriented, there is a negative relationship between psychological detachment and task performance. In contrast, when employees who perceive organizational culture is less outcome-oriented, there is a positive relationship between psychological detachment and task performance. Based on there results, implication of results, future research tasks, and limitations of this study were discussed.
This study aimed to examine how social desirability responding(SDR) affects the criterion-related validity of self-reported personality. Specifically, this study examined how SDR, impression management(IM) and self deceptive enhancement(SDE) can take distinct effects on criteria when personality traits of 91 expatriates such as empathy, cooperation, and friendliness predict their performance criteria. Although previous studies suggested either suppression or moderation effects of SDR, the results indicated that there was no suppression effects but statistically significant moderation effects of SDE on the link between each of some predictors(empathy and cooperation) and expatriate’s negative emotional expression and helping behavior in organization rated by peers(host country nationals). However, such effects were not supported in case of IM. The importance of specifying two factors of SDR and suggestions for the future research were discussed.
The first purpose of this study was to investigate the effect of superior's belief about possibility of subordinate's ability change on subordinate's failure tolerance, self efficacy, and negative feedback acceptance. The second purpose was to examine the mediating effect of subordinate's learning goal orientation on the relationship between superior's belief about possibility of subordinate's ability change and subordinate's failure tolerance, self efficacy, and negative feedback acceptance. The third purpose was to examine the moderating effect of subordinate's gender on the relationship between superior's belief about possibility of subordinate's ability change and subordinate's learning goal orientation. Data were collected from 246 employees in a number of companies. It was found that superior's belief about possibility of subordinate's ability change is positively related to subordinate's failure tolerance and negative feedback acceptance, but superior's belief about possibility of subordinate's ability change is not related to subordinate's self efficacy. Learning goal orientation partially mediated the relationship between superior's belief about possibility of subordinate's ability change and subordinate's failure tolerance, negative feedback acceptance. Learning goal orientation fully mediated the relationship between superior's belief about possibility of subordinate's ability change and subordinate's self efficacy. And gender moderated the relationship between superior's belief about possibility of subordinate's ability change and subordinate's learning goal orientation because the positive relationship between two variables is stronger in the case of male subordinate than female subordinate. Finally, the implication of this study and the direction for future research were discussed.
The current study examined the three-way interaction among work-family conflict, leader-member exchange (LMX), and sex in predicting organizational commitment and organizational citizenship behaviors (OCB). Specifically, it was hypothesized that LMX would alleviate detrimental effects of work-family conflict on organizational commitment and OCB in women but not in men. Work-family conflict was measured by family interfering work (FIW). In a sample of 325 workers, the three-way interaction among FIW, LMX, and sex was significant for affective commitment, normative commitment, and OCB toward organization (OCB-O). In particular, LMX alleviated the negative impact of FIW on affective commitment, normative commitment, and OCB-O among women, but not among men. This pattern was not observed on continuance commitment or OCB toward individuals (OCB-I). Implications and future research directions were discussed.
The purpose of this present study was to investigate the predictors of an interaction effect between supervisors’ abusive supervision and work performance level, especially focused on the relationship to employee’s organizational cynicism. In addition, this study examined the mediated moderation effect of supervisors’ work performance level through employee’s silence. The results from 300 participants provided evidence that (1) the interaction effect of supervisors’ abusive supervision with work performance level was positively related to organizational cynicism, (2) employee’s silence mediated the relationship between the interaction effect of supervisors’ abusive supervision with work performance level and organizational cynicism. Based on the results, implications of these findings, limitations and future study direction were discussed in general discussion.
This study examined the influence of safety-specific leadership style (transformational, passive) on safety motivation and safety behaviors. Specifically, the study examined the sequential mediating effect of group-level safety climate and autonomous safety motivations (intrinsic, identified regulation) on the relationship between safety-specific transformational leadership (SSTL) and safety behaviors (participation, compliance) by using structural equation modeling. The study also investigated the moderating effect of trust in leader on the relationship of safety-specific leadership and group-level safety climate. Survey data were gathered from 440 military personnel in the Republic of Korea Navy. Results showed that SSTL predicted both safety participation and compliance through the sequential effect of group-level safety climate and intrinsic safety motivation. However, the path to the safety participation was not significant when identified regulation safety motivation was mediated. Safety-specific passive leadership (SSPL) also predicted safety behaviors through safety climate and motivation by the identical process of SSTL, but the effect was negative. Also, on the relationship between safety climate and safety motivation, group-level safety climate had more effect on intrinsic safety motivation than identified regulation safety motivation. On the relationship between safety motivation and safety behavior, intrinsic motivation had more effect on safety participation than compliance. Trust in leader had a moderating effect on the link between SSTL and group-level safety climate. However, the moderating effect was not significant on the association between SSPL and group-level safety climate. Based on these results, the implications and directions for future research were discussed.
The purpose of this study was to examine the relationships among leader empowering behavior, job crafting and work engagement. Specially, this study investigated not only the influence of leader empowering behavior on job crafting and work engagement that is mediated by job crafting but also the moderating effects of core-self evaluation and person-job fit on the relationships between leader empowering behavior and job crafting and between job crafting and work engagement. Data were collected among 312 korean employees who were working in various organization via online survey. Online survey was conducted by 312 korean employees who were working in various organizations. First, correlation analyses were conducted and the results showed that there were positive relationship among main variables such as leader empowering behavior, job crafting, work engagement and etc.. Second, the results of structural equitation modeling analyses offered strong support for the proposed model(partial mediation model). Employees who were empowered by leader were most likely to craft their job, relationship and cognitive boundary and boost work engagement; job crafting, in turn, was predictive of work engagement. Third the results of hierarchial regression analyses showed that core-self evaluation did not moderate the relationship between leader empowering behavior and job crafting. However, there was a moderation effect of person-job fit on the relationship between job crating and work engagement. Employees who did job crafting had a greater impact on work engagement under the low person-job fit situation than the high fit situation. The implications and limitations of this study and the directions for future research were discussed on the basis of the results.