open access
메뉴
open access
메뉴
ISSN : 1229-0696
The purpose of this study is to search for variables that indicate the differences between the groups, occupation change group, same occupation turnover group, no turnover group. As a variable representing differences, it was classified into psychological variables, job-related variables, and career-related variables to investigate which characteristic variables represent differences between the occupation change group and other groups. For the study, a survey was conducted on male and female occupational workers in the early stage of their careers, divided into three groups according to the difference in career pursuit: occupation change group, same occupation turnover group, no turnover group, and data were collected from 1,002 people except for insincere responses. The results obtained through this study are as follows. First, the variables that differed between the occupation change group and no turnover group are as follows. For psychological variables, openness to experience, extroversion, growth needs, risk-taking tendency, and career-related variables were derived from protein career orientation and occupational identity. Second, the variables that differed between the occupation change group and the same occupation turnover group are as follows. The psychological variables were extroversion and risk-taking, and career-related variables were protein career orientation. Therefore, it is necessary to consider the protean career orientation, which is the value that he or she individuals pursues with the initiative in extroversion, risk sensitivity, and career when changing occupation. Based on the above results, the significance, limitations and suggestions of this study were discussed.
Empirical studies on positive outcomes of occupational calling are increasing, but there are relatively few considerations of psychological variables and mechanisms that predict perceiving a calling. We studied a mediating effect of leader identification and moral identity in a relationship between ethical leadership and occupational calling. 324 Navy personnel participated in this study and responded to the following questionnaires: Ethical Leadership Scale (ELS); Leader Identification Scale; Moral Identity Scale; Calling and Vocation Questionnaire (CVQ). The results showed significant relationships between ethical leadership, leader identification, moral identity, and occupational calling. Also, ethical leadership was positively related to occupational calling, and moral identity was also positively related to occupational calling. Lastly, a sequential mediating model showed the relationship between ethical leadership and occupational calling was mediated by both leader identification and moral identity sequentially. Based on the results, theoretical and practical implications for promoting an occupational calling, limitations, and suggestions for future research were discussed.
This study attempted to apply the concept of detached concern, an attitude that service workers may have towards customers, to Korean samples. In Study 1, the original detached concern scale was translated into Korean and then back-translated for comparison and refinement. The Korean detached concern scale was then validated with a sample of 143 full-time, overage Korean workers using three facets of burnout as the criteria. The results of confirmatory factor analyses indicated that detachment and concern were two independent facets. Also, the response surface graph showed that professional inefficacy significantly decreased when detachment and concern matched at high levels rather than at low levels. In Study 2, we examined whether detached concern would predict the three facets of work engagement after a month with 374 Korean customer service workers using the scale validated in Study 1. We also hypothesized that job control would weaken the relationships. All variables were measured twice with a one-month interval. Polynomial regressions revealed that detachment and concern measured at Time 1 jointly had significant effects on all facets of work engagement measured at Time 2. Also, the moderating effects of job control were observed but different for all three facets. These results suggest that detached concern may play an important role in the psychological well-being of emotional labor workers. Based on these findings, academic and practical implications were discussed along with suggestions for future research.
The aims of this study was to identify what behavior of employees in order to overcome the isolation in the environment in which telecommuting was implemented. Specifically, this study was the networking behavior will appear as a positive coping method for the employees to overcome the isolation, and the mediating process that it will have a positive effect on job crafting through these behaviors is examined. Also want to identify the moderating effect according of affective commitment in this influence series of processes. For this purpose, an online survey was conducted on employees who are currently telecommuting from domestic companies and a total of 313 data were analyzed. The results of this study are as follows. First, professional isolation had a positive related on task networking behavior and social isolation had a positive related on friendship networking behavior. Second, the relationship between networking behavior and job crafting had all positively related. Third, the mediating effect of networking behavior was significant in the relationship between isolation and job crafting. Fourth, the moderating effect of affective commitment was significant only in the relationship between social isolation and friendship networking behavior. Fifth, the moderated mediating effect of affective commitment was significant only in the indirect effect of friendship networking behavior. Based on these findings, we expect to help to understand the emotions and behaviors of employees that may appear at the beginning of introduction of telecommuting in depth.
Why some learn lessons from a high-performing coworker’s behavior and apply to themselves whilst others do not? The aim of the current research is to understand the characteristics of those who do learn lessons by observing high-performing coworker’s behaviors even though the interaction with them may be threatening. Specifically, we suggest that high-LGO(learning goal orientation) individuals and high-PPGO(performance prove goal orientation) individuals are observing high-performing coworker's behavior intention. Also, based on the motivated action theory, we argue that individuals with a different goal orientation set higher goal level with a different referenced goal level (i.e., self vs. other). The data from American full-time employees (n=221) has revealed that both LGO and PPGO had a positive relationship with observational learning. In addition, self-referenced goal level mediated the relationship between LGO and observational learning, while other-referenced goal level mediated the relationship between PPGO and observational learning. Based on the results, the implications of this study and the directions for future researches were discussed with limitations.
This research is to validate family embeddedness scale, which measures why people leave and stay in the organization. Items were selected from Ramesh and Gelfand (2010) through translation and back-translation process. In study 1, we administered surveys to collect responses about family embeddedness and related variables on 300 Korean employees. The result from exploratory factor analysis demonstrated that there are three factors including (1) family fit (4 items), (2) family links (2 items), and (3) family sacrifice (3 items). Convergent and discriminant validity were examined by correlation analysis among family embeddedness and related variables. In study 2, we administered and collected two separate surveys which contained family embeddedness and variables related to turnover on 329 Korean employees at two points in time, approximately 6 month apart. The result from confirmatory factor analysis reexamined the factor structure of family embeddedness in study 1, and criterion validity of family embeddedness was tested by logistic regression. Results of this study found that family embeddedness predicted voluntary turnover in South Korean employees beyond job embeddedness and other traditional turnover and retention predictors.
This study investigated in what context and climate employees engage in cut-corner behavior. Cut-corner is an organizational behavior aimed at reducing the use of individual or organizational resources by being flexible within one’s own standards. In this study, we focused on the pressure employees feel on their work and the perceived competition with colleagues. We primarily examined the effect of work overload as a major factor influencing cut-corner behavior. We also tested that promotion regulatory focus as individual variable and psychological competition as contextual factor that have interaction effects to cut-corner. We further examined that counterproductive climate as an environmental factor, and applied a multi-level methodology using reference-shift composition model from the counterproductive behavior. For analyses, We used data collected from 141 people from 37 teams of various organizations. As a result of the analysis, it was found that the work overload has a positive effects on the cut-corner. The promotion regulatory focus has no significant interaction effect between work overload and cut-corner, whereas the three-way interaction with psychological competitive (work overload × promotion regulatory focus × psychological competition) has significant effect. Cross-level analysis found significant interaction effects between work overload and counterproductive climate on cut-corner behavior. Implications and suggestions for future research were provided based on the findings.
This study tried to verify how the global competency and personality characteristics of expatriates have an effect on the expatriate's work engagement and cross-cultural adaptation in a reality where the role and job performance of overseas expatriates is growing in importance. In addition, in the relationship between global competency and personality traits on cross-cultural adaptation through work engagement, this study tried to examine how career vision acts as a moderated moderated-mediation effect. The specific hypothesis tested the mediation effect of work engagement in the relationship between global competency and cross-cultural adaptation, and whether there is a moderated-mediation effect through the interaction between conscientiousness and career vision in such mediating model. In order to achieve the purpose of this study, a survey was conducted on Korean expatriates, and the final data of 164 people were analyzed. As a result, the mediation effect of global competency increasing cross-cultural adaptation through work engagement was verified. When the career vision and the conscientiousness were high, it was found that expatriates with high global competency increased their work engagement and had a positive effect on cross-cultural adaptation. However, when the career vision was low and conscientiousness was high, it was found that expatriates with high global competency had relatively low work engagement and had a negative effect on cross-cultural adaptation. Based on these results, the meaning, implications, limitations, and future research of the study were discussed.
Unlike most leader-member exchange research based solely on members' perceptions, the purpose of this study is focusing on leader-follower mutual perceptions of LMX and how it is related to work value congruence and follower outcomes such as affective commitment and turnover intention. Furthermore, we consider organizational culture and LMX differentiation as contextual variables that influences an antecedent and consequence of mutual perception of LMX. For this study, survey was administered to employees of various companies, and both leader and follower reported their perceptions of LMX. We finally analyzed responses of 266 leader-member dyad from 60 teams of 19 companies. The results show that leader-follower work-value congruence positively related to LMX perceived by leader-member and the sequential mediating effect of mutual perception of LMX and affective commitment in the relationship between work value congruence and turnover intention. Especially, through multilevel analysis, we examined the cross- level moderating effects of contextual variables such as organizational culture and LMX differentiation on mutual perception of LMX. As expected, findings show that the positive relationship between work value congruence and LMX perceived by leader-member is strengthened in the low ““performance oriented”” culture compared to high performance- oriented culture. Although the result was marginally significant, we also found that the cross-level interaction effects of LMX differentiation based on leader ratings on the relationship between the leader-member mutual perception of LMX and affective commitment. This implies that high mutual perception of LMX quality increases subordinate’s affective commitment when leader’s differentiation is low, and it results in lower turnover intention.