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open access
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ISSN : 1229-0696
In the current study, we aimed to investigate the effect of job applicants’ achievement attribution(luck and effort) on their perceived overqualification(POQ) after employment. We examined the mediating role of career indecision in the causal relationship between achievement attribution and POQ and tested whether major commitment moderated the relationship between achievement attribution and career indecision. A total of 2,747 students participated in the longitudinal survey that was conducted across 20 universities located in different cities of Korea. Approximately a year after the participants reported their achievement attribution, major commitment, and career indecision, researchers contacted those who are employed, and 453 out of 2,747 participated in the follow-up survey and asked to report their POQ. The results showed significant correlations among luck attribution, effort attribution, career indecision, and POQ. Second, although career indecision fully mediated the negative relationship between luck attribution and POQ, it failed to mediate the positive relationship between effort attribution and POQ. Third, major commitment moderated the relationship between achievement attribution(both luck and effort) and POQ. Finally, the conditional effect of luck attribution on POQ was supported as hypothesized. More specifically, luck attribution affected POQ through career indecision while major commitment moderated the negative relationship between luck attribution and career indecision. Discussions on implications and limitations are provided.
The purpose of this study is to reveal the effect of coaching leadership on organizational trust and innovative behavior depending on the level of power distance orientation. Specifically, the relationship between coaching leadership and innovative behavior was examined and the mediating effect of organizational trust was identified in the effect of coaching leadership on innovative behavior. In addition, this study examined a moderating effect of power distance orientation on the relationship between organizational trust and innovative behavior Finally, the relationship between coaching leadership and innovative behavior is verified by the moderated mediating effect of power distance orientation in the mediation of organizational trust. For this purpose, data from 697 Korean workers were collected through Embrain, an Internet survey company in Korea. According to the research, the relationship between coaching leadership and innovative behavior has been proven to have a partial mediating effect significantly by organizational trust. The moderating effect of the power distance orientation and the moderated mediating effect were also both significant. Employees with lower organizational turst and lower power distance orientation tended to innovate more than employees with higher power distance orientation, but the difference was found to have been decreased significantly at a higher level of organizational trust. Finally, we discussed practical implications, limitations, and future research.
The purpose of this study was to (1) propose and validate the integrative job performance model composed of task performance, contextual performance, adaptive performance, and counterproductive work behavior (CWB), which have been identified as major dimensions of job performance in existing research, (2) explore the possibility of G factor in the 4 dimensions based on the integrative model, and (3) compare differences in the antecedents of personality variables and criteria of job effectiveness to confirm independence among performance dimensions. A total of 649 employees from various organizations participated in two online surveys. The main results were as follows. First, the factor structures of individual performance dimensions were examined through exploratory and confirmatory factor analysis before verifying the integrated model. A single factor structure for task performance and two-factor structure for CWB aimed at individuals (CWB-I) and organizations (CWB-O) were identified. Both contextual and adaptive performance were shown to have a hierarchical factor structure. Specifically, contextual performance consists of the 3-6 factor structure of individual-oriented (help-cooperation and consideration-courtesy), organization-oriented (organizational support and compliance), and conscientious-initiative (persistence-initiative and self-development). For adaptive performance, the 2-5 factor structure was extracted. That is, the five factors of adaptive performance are divided into two factors of reactive (coping, interpersonal adaptation, and stress) and proactive (creativity and learning). The integrative job performance model of task performance, contextual performance, adaptive performance, and CWB was verified. The hierarchical factor structure of the integrated model composed of the sub-factors of each performance dimension was also confirmed. Second, the Average Variance Extracted (AVE) demonstrated that the variance of G factor is 62.0%, supporting the presence of G factor in performance. Third, the differences were found in both antecedents of personality (HEXACO and dark personality factors) and criteria of job effectiveness (wage, promotion, job satisfaction, job engagement, burnout, and turnover intention) among the 4 dimensions of job performance. indicating the discriminant validity of performance dimensions. Finally, the implications and limitations of this study were discussed based on the above findings.
Despite increasing interest among researchers in the job satisfaction of disabled employees, surprisingly little attention has been directed to the difference in job satisfaction between disabled and non-disabled employees in Korea. This research intends to understand the levels of job satisfaction between employees with and without disability. Another important goal of the current research is to understand which job characteristics can explain the difference in job satisfaction between disabled and non-disabled employees. This paper analyzed Korean Labor and Income Panel Study (KLIPS) data collected in 2018. The result showed that disabled paid workers’ job satisfaction was lower than that of non-disabled workers. Mediation tests indicated that the difference in job satisfaction can be explained by several job properties such as lower monthly income, fewer fringe benefits, mismatch between job and skill, and greater proportion of part-time workers of disabled (vs. non-disabled) employees.
Recently, as one of few personality traits which significantly predicts discrimination and prejudice against various social groups, the researches on the effect of social dominance orientation are substantially growing, however researches directly aimed at the effect of social dominance orientation on individual performance are still limited. In this research, from the interactionalistic approach of person-environment, based on social dominance theory and resource theory, we investigated the effect of social dominance orientation on the employee’s job performance(task performance and contextual performance), along with exploring the moderating effect of leader-member resource exchange domains(contribution exchange and affect exchange) and job meaning factor from psychological empowerment. Self-reported survey data were obtained from 345 employees from various organizations in Korea. The results showed that LMX contribution exchange buffered the negative impact of social dominance orientation on contextual performance. The interaction between social dominance orientation and LMX affect exchange affected task performance negatively, but job meaning significantly reduced the negative impact. Based on these results, we discussed implications and limitations of this study and directions for future research.
This study investigated the effect of socio-economic status (SES) on honest IM (self-promotion, honest ingratiation, honest defensive impression management) and deceptive IM (slight image creation, extensive image creation, deceptive ingratiation, image protection) in employment interview, and examined the mediating effect of sense of control. For this purpose, a survey was conducted on 235 university students with employment interview experiences. The results showed that subjective SES had a positive association with self-promotion and honest defensive IM of honest IM, and this relationship was mediated by sense of control. However, subjective SES was not associated with honest ingratiation of honest IM, nor with any tactic of deceptive IM. While objective SES was positively associated with sense of control, objective SES had no statistically significant relationship with honest and deceptive IM. The current study provided meaningful implication as it emphasized the role of SES in the employment interview by identifying behavioral differences among job applicants with varying SES, and providing basic explanation on the effect of SES by clarifying the role of sense of control.
The present study aims to assess the psychometric properties (i.e., reliability and validity) and factor structure of the Korean version of the Short Dark Triad (SD3) with 27 items for evaluating the traits of the Dark Triad: narcissism, Machiavellianism, and psychopathy. An analysis of factor structure using both exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) within Study 1 and Study 2 (N = 250 for study 1, N = 250 for study 2) yielded two factors of Machivellianism-Psychopathy (Ma-Psy) and Narcissism in Korea and did not suport the 3-factor solution of the original SD3 developed by Johns & Paulhus (2014). For item-level validity, the Rasch Rating Scale Model was applied and the final 17 items with two factors of the dark personality (SD-2) were confirmed as a result of an item goodness-of-fit and item difficulty. Also, the psychometric properties of the Korean adaptation of the SD3 (2-factor solution with 17 items, called SD2) provided support for both convergent and discrimiant validity estimates as well as stability over 1-month time interval. Implications and limitations of the current research are discussed.
The purposes of this research were 1) to identify criterion-related validity of the developed Honesty test using situation judgment test format and 2) to test mediating role of moral disengagement process including self-sanction. For these purpose, the situational judgment test measuring sub-constructs (i.e., sincerity, fairness, greed avoidance and modesty) of honesty-humility factor in HEXACO model(Lee & Ashton, 2004) was developed. eria(i.e., counterproductive work behavior, task performance and contextual performance). Total 365 employees(male, N=170, 46.58%; female, N=195, 53.42%) were used in the study. The Honesty test developed in the study included 24 items(i.e., 6 items for each 4 sub-constructs). The criterion-related validity analyses results showed that the Honesty test using situational judgment test format had significant correlations with counterproductive work behavior(r = -.49) and task performance(r = .39). The results of structural equation model revealed that the effects of honesty on counterproductive work behavior was mediated by moral disengagement process and the direct effect of honesty on counterproductive work behavior was also significant. Overall goodness of fit indexes of this model were favorable except for the chi-square value(χ2(32) = 50.44, p = .0202, CFI = .990, TLI = .986, RMSEA = .040). Limitations of the study and directions for future study were discussed.