ISSN : 1229-0696
This study conducted meta-analyses of 26 Korean studies in order to examine the relationships of person-supervisor (P-S) fit with job attitudes and behaviors. Job attitudes included job satisfaction (k = 11), affective organizational commitment (k = 10), and turnover intention (k = 8). Work behaviors included organizational citizenship behaviors (OCBs, k = 11). The results showed strong positive relationships of P-S fit with job satisfaction, affective commitment, and OCBs. Also, P-S fit had a moderate negative relationship with turnover intention. Survey methods (online versus paper), publication sources, and sub-dimensions of outcome measurements were hypothesized as moderators with specific directions. Types of organization (private versus public) and types of industry (service versus non-service) were explored as moderators. The results indicated that the effect sizes were larger in online surveys (in case of OCBs) and journal publications than in paper surveys and dissertations, respectively. Regarding measurement dimensions, P-S fit showed stronger relationships with OCB-I than with OCB-O. We found that types of organization and types of industry could also function as moderators. This study contributes to the literature on P-S fit, which has been paid less attention to than other dimensions of person-environment fit, by demonstrating its importance. Limitations of the current study, future research directions, and implications of the results were further discussed.
This study divided work-life balance into multidimensional balance(work-family, work-growth, work-leisure) and analyzed the effects of multidimensional work-life balances on family domain (family relation, family burnout), organizational domain (innovative work behavior, job efficacy reduction), and personal domain (psychological well-being, job strain) criterions. The main results and meanings of this study are as follows: First, it is more valid to interpret the balance of work-life as multidimensional factor structure (home, growth, leisure) than to interpret one-dimensionally. Second, the explanation of three factors (home, growth, and leisure) compared to one factor of work-life balance showed incremental explanation in variables such as family exhaustion, job efficacy reduction, psychological well-being, and innovative work behavior. In particular, work-growth balance among the three factors explained more than 15% of innovative work activities than one factor. Third, the discriminatory relationship between various life domains and multidimensional balance was observed in the relationship between home domain and work-family balance, organizational domain and work-growth balance, but did not appear in the relationship between individual domain and work-leisure balance. The results of this study are significant in that it provides basic data suggesting that multidimensional support is needed for work-life balance by showing that workers' work-life balance can be divided into various dimensions and that work-life balance has unique influence on each dimension. Finally, the limitations of this study and suggestions for future research are discussed that it is necessary to conduct a study on the moderating effect of individual differences in the relationship between work-life balance and various areas of life, and a study on the mediating effect including the determinants of work-life balance.
The purpose of this study was to examine the effect of perceived overqualification on turnover intention and the interaction effect of perceived organizational support, distributive justice, and regulatory focus tendency(promotion/prevention) on the relationship between perceived overqualification and turnover intention. For the study, the survey was conducted on 250 employees working at various companies in Korea. Results indicated that perceived overqualification was positively related to turnover intention. The three-way interaction effect of perceived overqualification, perceived organizational support, and regulatory focus tendency was significant on turnover intention. Also the three-way interaction effect of perceived overqualification, distributive justice, and regulatory focus tendency was significant on turnover intention. This study provided important implications for practitioners as it verified the effect of perceived overqualification on turnover intention and the moderation effects of perceived organizational support, distributive justice, and regulatory focus tendency.
The purpose of this study was to (1) explore the predictors of individual and situational characteristics that affect the diversity beliefs of employees within an organization, and (2) examine the impact of diversity beliefs on their job performance as well as emotional commitment. A total of 300 employees working at various fields in Korea participated in on-line survey. The results of the hierarchical multiple regression analyses showed that the individual characteristics like agreeableness, extroversion, openness of HEXACO personality factors, need for uniqueness, perspective taking, and growth mindset were the significant predictors of diversity beliefs. It was also found that the situational characteristics such as diversity climate and inclusive leadership had significant effects on diversity beliefs. Furthermore, the impacts of pro-diversity beliefs on task performance, contextual performance, adaptive performance, and emotional commitment were all significant, supporting the predictive power of the diversity beliefs on individual job effectiveness. The results of structural equation models demonstrated the core predictors of the diversity beliefs were need for uniqueness, perspective taking, growth mindset, and diversity climate. We proposed a model that includes these predictors and 4 criteria of diversity beliefs, and the fitness of the models on each of job effectiveness were all acceptable. Finally, the implications and future research directions were discussed based on the findings.