ISSN : 1229-0696
The purpose of this study was to examine the effect of job demands on job stress and the moderating effects of job control and procedural justice. Specifically, first, the job demands were divided into quantitative demands and qualitative demands, and relative effects of the two demands on job stress were compared. Second, the moderating effects of job control and procedural justice were tested. Data were collected from 454 employees engaged in various domestic companies. The results showed that both quantitative and qualitative demands had positively significant effects on job stress and qualitative demands had a greater effect on job stress than quantitative demands did. The results of moderating effects showed that job control had a moderating effect on the relationship between quantitative demand and job stress whereas there was no moderating effect of job control on the relationship between qualitative demand and job stress. Also there was a moderating effect of procedural justice on the relationship between quantitative demand and job stress, but contrary to the hypothesis, the relationship was stronger when procedural justice was high. Finally, the academic significance and practical implications of the study, the limitations and future research were discussed.
The purpose of this study was to examine the effectiveness of authentic leadership on constructive voice. Especially, this study focused on not only investigating the mediating role of psychological ownership on the relationship between authentic leadership and constructive voice. Data were collected from 285 korean employees who were working in various organizations through online survey. The results of this study showed that authentic leadership was positively related to psychological ownership and constructive voice. And the effect of authentic leadership on constructive voice was fully mediated by the psychological ownership. The implications, limitations of this study and directions for future research were discussed on the basis of the results.
This study examined the effect of downward counterfactual thinking that imaging alternative relationships to the actual positive experiences with coworkers in the past on organizational citizenship behavior (OCB), through a moderated mediation model of positive meaning in work and perceived organizational support (POS). To address this mechanism, we conducted an experiment with 106 Korean employees, working in a variety of organizations, by assigning them to either counterfactual or factual conditions randomly. The results showed that participants who were in downward counterfactual thinking condition, manipulated to assume the alternative relationships to the actual positive experiences of helping other employees, evaluated more OCB than those who were in factual thinking condition. Positive meaning in work fully mediated the relationship between counterfactual reflection and OCB. There was also a significant interaction effect between positive meaning in work and POS on OCB. Specifically, positive meaning in work was more strongly associated with OCB as POS increased. Then, the result of examining the conditional indirect effect for a moderated mediation model showed that POS significantly moderated indirect path between positive meaning in work and OCB. Specifically, the mediating effect of positive meaning in work on OCB became stronger as POS increased. Limitations and further directions were discussed.
Equity Preference Questionnaire (EPQ; Sauley & Bedeian, 2000) was developed as an alternative measure of Equity Sensitivity Instrument (ESI; Huseman, Hatfield, & Miles, 1987) assessing the construct of equity sensitivity. However, EQP appeared to have sub-dimensions, making it difficult to explain which the sub-factors are relavant to the equity sensitivity and causing the dispute on the validity issue, including the multidimensionality, of the measure. Current study, by using the principal component analysis, was able to confirm that EPQ was unidimensional. Besides, with the use of Item Response Theory (IRT; Embretson, & Reise, 2000), the EPQ measuere was investigated at the item level, which was unable to precisely estimate, in the classical test theory, the trait of both ‘Benevolents’ and ‘Entitleds’ comprised of equity sensitivity. Based on the results of both item and test information funcion in IRT, 6 out of 16 items were dropped from the measure due to the lack of the item information. The modified EPQ resulted in single factor as originally devised by Sauley and Bedeian(2000), and the predicting power of the revised measure remained stable. Implications are noted for further inquiry into refinement of modified EPQ.
The purpose of this study is to examine the effect of emotional intelligence (EI) on turnover behaviors among call center employees. We investigated the relationship between EI and turnover behaviors during 190 days at two call centers located in Korea. Survival analyses revealed that EI significantly reduced turnover rate after controlling for the Big 5 personality traits. Specifically, most of the employees with low EI quit their jobs within the first 2 months while only half of the employees with high EI did. The importance of EI in the emotional labor settings and suggestions for the future research are discussed.
The current study explored structural relationships of ego-resilience, affect experience, meaning in life, and job satisfaction. Also, this study examined the moderating effects of transformational leadership between affect experience and meaning in life meaning. We collected data from 730 soldiers working at ROK Air Force air wing located at Gyeonggi-do. The results from mediation analysis showed that positive and negative affect mediated between ego-resilience and meaning in life, respectively. Also, meaning in life mediated between positive and negative affect, and job satisfaction, respectively. The results from regression analysis reported that transformational leadership moderated between positive and negative affect, and meaning in life, respectively. Additionally, transformational leadership moderated the mediation effects between positive and negative affect, and job satisfaction, respectively. In the discussion section, we discussed about theoretical and practical implications of this study.
This study examined the effect of interpersonal character strength of service employees on their emotional aspect of happiness. Interpersonal character strength has been shown to be a critical skillset required for service encounter employees, thus is expected to increase the levels of employee happiness, as well as to moderate the relationship between emotional labor strategies (e.g. deep acting and surface acting) that employees useand their positive emotion. The results from a sample of 129 receptionists working at imported electronics show rooms and service centers showed that interpersonal character strength indeed had a significant positive effecton happiness, even after controlling demographic variables and other character strengths. Furthermore, interpersonal character strength moderated the relationship between deep acting and happiness so that emotional laborers with high interpersonal character strength experienced more positive emotion when using deep acting strategy, as compared to those with low interpersonal character strength. These findings offer suggestions for organizations and their employees to develop both deep acting strategy and interpersonal character strength in order to enhance the level of happiness of employees.
The purpose of this study was to investigate the effect of task and relationship conflict on job burnout and the moderating effects of achievement motivation of engineers in plant design and engineering division. To study this investigation, 483 questionnaires were collected from the staff in big and medium size engineering companies in Seoul. The result of this study was summarized as below; Firstly, task and relationship conflicts have positive relationship on emotional exhaustion and cynicism. Secondly, relationship conflicts have negative relationship on reduction of accomplishment but task conflicts showed no relation on it. Thirdly, interaction effects of task and relationship conflict, and achievement motivation showed significant moderating effects on job burnout partially. In conclusion, conflicts were identified as significant predictor variable on job burnout and achievement motivation showed the moderating effects partially. Accordingly, as per meaningful results of this study, it was proposed ideas to utilize these results in counseling for prevention of job burnout.
In this study, the effects of auditory pedestrian collision warning system’s stimulus-response compatibility (compatible vs. incompatible) and warning timing(TTC: 2sec. vs. 4sec.) and type of driver distraction (control condition vs. auditory distraction vs. visual distraction) on pedestrian avoidance response were examined. The dependent measures were time to initial steering wheel maneuvering, steering wheel rotation angle, clearance distance to the pedestrian, ratio of pedestrian-collision and ratio of lane departure. The experiment used driving simulator and the results was as follows. First, the effects of stimulus-response compatibility appeared to differ as warning timing and types of driver distraction were varied. To be specific, stimulus-response incompatible condition was more suitable for auditory pedestrian collision warning system than stimulus-response compatible condition. Second, compare to 4sec, 2sec TTC condition yielded larger steering wheel rotation angle and higher ratios both in pedestrian-collision and lane departure. Third, among the types of driver distraction, the visual distraction impaired drivers’ ability to avoid the pedestrian most seriously. In conclusion, stimulus-response incompatible warnings which provided 4sec TTC condition seemed to be more reliable and useful in providing pedestrian-collision warning to drivers.
The first purpose of this study was to investigate the effects of self-development motive and impression management motive on continuous learning activity. The second purpose was to examine the mediating effects of feedback seeking behavior on the relationship between two motives(self-development motive, impression management motive) and continuous learning activity. The third purpose was to testify the moderating effects of the leader-member exchange quality on the two motives(self-development motive, impression management motive) and feedback seeking behavior. Using the survey research method, data were collected from 239 employees who were working in a variety of organizations in Korea. The results of this study showed that self- development motive was positively related to continuous learning activity, whereas impression management motive was not positively related to continuous learning activity. The self-development motive and impression management motive were positively related to feedback seeking behavior and feedback seeking behavior was positively related to continuous learning activity. Therefore, feedback seeking behavior had partial mediation effect on the relationship between self-development motive and continuous learning activity, and feedback seeking behavior had full mediation effect on the relationship between impression management motive and continuous learning activity. Finally, leader-member exchange(LMX) quality had moderation effect on the relationship between impression management motive and feedback seeking behavior. Specifically, the positive relationship between impression management motive and feedback seeking behavior was stronger when LMX quality was high than low. Based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.
The Purpose of this study is to analyze psychological factors which be able to have an effect on Future career design. In our study, Future career design is consisted of Career planning, Career development, and Active-ageing. Based on personality-beliefs-behavior model, proactive personality and openness to experience are selected. as personality traits that have an effect on Future career design. Protean career orientation and Career future time perspective which are belief variables are chosen as mediation factors between two personalities and Future career design. In order to demonstrate mediation effects of beliefs factors, between Future career design and personalities, multi mediation analysis is used. Followings are results of analysis of data for 203 baby boomers having a jobs. First, protean career orientation, future time perspective, career future time perspective have full mediation effects, between two personalities and career plan. Second, protean career orientation and career future time perspective have partial mediation effects, between two personalities and career development. Third, between proactive personality and active ageing intention, future time perspective and career future time perspective have partial mediation effects. On the other hand, between openness to experience and active ageing intention, there are full mediation effects of 3 belief factors. As a result, our study demonstrate effects of personality factors and mediating factors of 3 beliefs for Future career designs. Our research also suggests that career management behavior be organized by personality-belief-behavior model. Lastly, this study suggests importance of psychological traits in career design for aged baby boomers.
This study was conducted to develop a scale which can measure the Korean culture adjustment of Chinese workers employed in Korea. In the study 1, we selected 4 sub-dimensions and 24 questions that measure the characteristics of Korean culture adjustment through literature review and in-depth interviews. In the study 2, we conducted surveys on 405 Chinese workers to verify the constructs of the Korean culture adjustment scale. Subjects were divided into the two groups of Korean Chinese and Han Chinese, exploratory analysis was conducted in Exploratory Structure Equation Model frame. If sub-divisions are observed by group, the Korean Chinese group showed a 3 dimensional (adjustment to occupational environments, adjustment to living environments, psychological adjustment) structure and the Han Chinese showed a 4 dimensional (adjustment to occupational environments, adjustment to living environments, psychological adjustment, communicational adjustment) structure. In particular, communicational adjustment was a factor drawn only from the Han Chinese through factor analysis. This implied that the reason is because the language used by the Korean Chinese is similar to the Korean language. In the study 3, multi-group analysis was performed to observe whether a measurement model of the Korean culture adjustment scale can generalize or differentiate between groups. As a result, equal interpretation between groups was possible for questions forming coidentity. The Korean culture adjustment scale developed in this study is significant in that it can assess the unique Korean culture adjustment of Chinese workers.