ISSN : 1229-0696
This study sought to examine the mechanism of how grit, defined by persistence and passion for long-term goals, affects job satisfaction. Specifically, we explored the relationship between grit and Goal-Current Work Congruence and job satisfaction. Second, the mediating effect of Goal-Current Work Congruence was investigated in the relationship between grit and job satisfaction. Third, we looked at the moderating effect of socioeconomic status in the relationship between grit and Goal-Current Work Congruence. Fourth, the moderated mediation effect of socioeconomic status was verified in the process of grit influencing job satisfaction through Goal-Current Work Congruence. The data of 269 workers in Korea was collected via online survey. Findings were as follows: First, grit positively predicted job satisfaction, which was partially meditated by Goal-Current Work Congruence. Second, the socioeconomic status was verified to moderate the mediating effect of Goal-Current Work Congruence between grit and job-satisfaction, which is moderating mediation. To be specific, the lower the socioeconomic status, the greater the indirect effect of grit on job satisfaction. If socioeconomic status was high, the indirect effect of grit was not significant. Based on these findings, the implications and limitations of this study and directions for future research were discussed.
As the world is at the beginning of a Fourth Industrial Revolution, using and applying artificial intelligence (AI) has become a significant task for organizations and individuals. In this study, based on the technology acceptance model and literature on trust at organizations, we investigated factors that influence employees’ intention to use AI. We hypothesized that perceived usefulness of AI and trust would increase employees’ intention to use AI, and examined the role of perceived organizational support on the effects of perceived usefulness on trust. Using an experimental study, we found that Korean employees with high levels of perceived usefulness of AI reported higher levels of cognitive trust and affective trust than their counterparts. Cognitive trust and affective trust fully mediated the effects of perceived usefulness of AI on intention to use it, and the effects remained significant even after accounting for the effects of age, gender, and prior experience of using AI. We also found that perceived organizational support moderated the effect of perceived usefulness of AI on affective trust such that its effect was positive only for those with low perceived organizational support. For those with high perceived organizational support, affective trust toward AI did not vary depending on perceived usefulness of AI. Based on these findings, we discussed implications, limitations, and recommendations for future research.
As we enter the digital age, new methods of personality testing-namely, machine learning-based personality assessment scales-are quickly gaining attraction. Because machine learning-based personality assessments are made based on algorithms that analyze digital footprints of people’s online behaviors, they are supposedly less prone to human biases or cognitive fallacies that are often cited as limitations of traditional personality tests. As a result, machine learning-based assessment tools are becoming increasingly popular in operational settings across the globe with the anticipation that they can effectively overcome the limitations of traditional personality testing. However, the provision of scientific evidence regarding the psychometric soundness and the fairness of machine learning-based assessment tools have lagged behind their use in practice. The current paper provides a brief review of empirical studies that have examined the validity of machine learning-based personality assessment, focusing primarily on social media text mining method. Based on this review, we offer some suggestions about future research directions, particularly regarding the important and immediate need to examine the machine learning-based personality assessment tools’ compliance with the practical and legal standards for use in practice (such as inter-algorithm reliability, test-retest reliability, and differential prediction across demographic groups). Additionally, we emphasize that the goal of machine learning-based personality assessment tools should not be to simply maximize the prediction of personality ratings. Rather, we should explore ways to use this new technology to further develop our fundamental understanding of human personality and to contribute to the development of personality theory.
The aims of this study were to identify the effects of regulatory focus organizational culture and feedback seeking behavior on innovative work behavior and to confirm the mediating effect of feedback seeking behavior. For this purpose, an online survey was conducted on employees of domestic companies and a total of 245 data were analyzed. The main results of this study are as follows. First, in the relationship between organizational culture and innovative work behavior, the promotion focus organizational culture increased innovative work behavior, but the prevention focus organizational culture did not affect innovative work behavior. Second, in the relationship between organizational culture and feedback seeking behavior, the promotion focus organizational culture increased both positive and negative feedback seeking behavior, but the prevention focus organizational culture increased only positive feedback seeking behavior. Third, in the relationship between feedback seeking behavior and innovative work behavior, negative feedback seeking behavior had a positive effect on innovative work behavior, but positive feedback seeking behavior did not affect innovative work behavior. Fourth, the promotion focus organizational culture had indirect effects on innovative work behavior through negative feedback seeking behavior. The results of this study suggest that the more companies that pursue innovation, the more they need to form a promotion focus organizational culture, so that employees can actively accept and utilize negative feedback without being wary of negative feedback.
This study is to analyze the moderated mediation effect of distress tolerance through coping drinking motivation in relation between job stress and impaired control over alcohol of office Workers in the manufacturing industry. To this end, an online survey was conducted on office employees of manufacturer L, located in Jeonbuk and Gyeonggi-do. Total 233 data(males=212, females=21) were analyzed using SPSS 21.0 and SPSS Macro. As a result, first, the coping drinking motivation had a full mediating effect in the relationship between job stress and impaired control over alcohol. Second, the distress tolerance moderated the relation between the coping drinking motivation and impaired control over alcohol. Third, the moderated mediation effect of distress tolerance on the relation between job stress and impaired control over alcohol through coping drinking motivation was statistically significant. The significance and limitations of this study on alcohol control management for workers in the manufacturing industry were discussed.
The purpose of this study is to verify the effect of personality diversity on well-being in life and job performance. Personality diversity is a hypothetical construct for this study based on self-concept differentiation across roles, considering both the variability between roles and the variability within a role in personality. Personality diversity is the variety of subject-specific personality, which refers to a variety of distinctive personality that are expressed according to the role. To this end, it is examined how personality diversity relates to life satisfaction and job performance. After that, the process is explained through a mediated model by achievement goals. As a result, personality diversity showed negative relationship with life satisfaction. This result reconfirmed the previous studies. However, personality diversity had positive correlations with task performance, context performance, and adaptational performance. And even after controlling the level of personality, personality diversity showed significant incremental validity for task performance. In addition, the mastery approach goal orientation showed partial mediation effect between the personality diversity and task performance and full mediation effect between the personality diversity and the other criterion variables, contextual and adaptational performance. These results suggest that personality diversity is distinguished from the level of personality and can have adaptive effect on job performance rather than supporting the self-fragmentation hypothesis of prior researches. Finally, the need of reliability test for personality diversity and further research was suggested.