open access
메뉴
open access
메뉴
ISSN : 1229-0696
The purpose of this study was to investigate the influence of perceived supervisor’s job crafting on employee’s creative behavior and the mediating role of employee’s job crafting. In addition, this study examined the moderating role of identification with supervisor in the relationship between supervisor’s job crafting and employee’s job crafting which is called “behavioral contagion” in this study. The results from 317 participants provided evidence that (1) perceived supervisor’s job crafting was positively related to employee’s job crafting, (2) employee’s job crafting was positively related to employee’s creative behavior, (3) employee’s job crafting mediated the relationship between supervisor’s job crafting and employee’s creative behavior, (4) identification with supervisor moderated the relationship between perceived supervisor’s job crafting and employee’s job crafting which is called behavior contagion in this study, (5) identification with supervisor also moderated the indirect effect of perceived supervisor’s job crafting on creative behavior. Based on the results, general discussion such as implications of these findings, limitations, and future research were discussed in the last section.
Rapid advances in technology in Artificial Intelligence(AI) influence work and workplace. In this study, we aimed to investigate how an employee’s perception of AI’s competence impacts their job insecurity and work cynicism. In an experimental study (Study 1) using a sample of 214 Korean employees, we found that an employee’s perception of AI’s competence increased work cynicism via increased job insecurity. In Study 2, using a sample of 242 American workers, we revealed that the employee’s judgment on AI’s competence positively related to work cynicism, and job insecurity partly mediated the relationship. As hypothesized, the moderating role of work meaningfulness was found. The relationship between job insecurity and work cynicism was stronger for those with a high level of work meaningfulness than those with a low level of work meaningfulness. Also, the mediating effect of job insecurity was moderated by work meaningfulness in the relationship between perceived competence of AI and work cynicism. We discussed implications, limitations, and recommendations for future research.
The purpose of this study is to explore the differential effects of regulatory focus on job crafting type(promotion/prevention-focused job crafting) and job crafting type on job satisfaction, turnover intention, innovative behavior. Also, this study assume the mediation model that job satisfaction has a mediation effect on relationship between job crafting and turnover intention/innovative behavior. To do this, we conducted an online survey of 394 workers and used 355 data for the final statistical analysis. The results showed that trait promotion-focus was positively related with promotion-focused job crafting, and trait prevention-focus was positively related with prevention-focused job crafting. Also relationship between trait promotion-focus and prevention-focused job crafting, between trait prevention-focus and promotion-focused job crafting was non-significant. That is, the trait regulatory focus was associated with the type of job crafting corresponding to each trait. Moreover, the results supported the differential effects of job crafting type by showing that promotion-focused job crafting has a positive relationship with job satisfaction/innovative behavior and a negative relationship with turnover intention, while prevention-focused job crafting has a negative relationship with job satisfaction and a positive relationship with turnover intention. Results of the mediation model showed that promotion-focused job crafting was negatively and prevention-focused job crafting was positively related with turnover intention through job satisfaction. There was no mediation effect of job satisfaction on relationship between job crafting and innovative behavior. At the end of this paper this study results, implications and limitations of this study were discussed.
Workplace boredom is an unpleasant affective state that workers experience along with a lack of interest and attention in the current activities in the workplace. The traditional view of workplace boredom postulates that boredom arises from monotonous and repetitive tasks. However, a contemporary view of workplace boredom seeks alternative causes of boredom which seems to be on the rise despite dramatic changes in work content. In the current research, based on the theoretical framework suggested by Mael and Jex(2015), we investigated the relationships among major antecedents, workplace boredom, and organizational outcomes. More specifically, we examined the effects of work characteristics, personal characteristics and information technology usage on workplace boredom; in addition, we tested the effect of workplace boredom on counterproductive work behavior and turnover intention. Conducting a two-wave survey using a sample of 188 full-time workers in Korea, we tested hypotheses using structural equation modeling. The results revealed that job characteristic was negatively related to workplace boredom, and boredom proneness (internal stimulation), underemployement (mismatch) and internet & smartphone use were positively related to workplace boredom. Finally, boredom positively predicted counterproductive work behavior and turnover intention. These findings empirically supported the integrative model (Mael & Jex, 2015) of traditional and contemporary approaches to workplace boredom.