ISSN : 1229-0696
The concept of metatraits (Baumeister & Tice, 1988) reflects that state personality, the levels of personality that vary based on time or role may moderate the relationship between trait personality and individual performance. This study investigated moderating effects of state conscientiousness variability on the relationships between trait conscientiousness and individual performance indicators; task performance, organizational citizenship behaviors (OCBs), and counterproductive work behaviors (CWBs). It was expected that the relationship between trait conscientiousness and performance would be stronger in case of small variability than in case of large variability, as small variability would imply stable expression of conscientiousness. An experience sampling method was applied to 300 full-time employees recruited through an online panel survey company. Variability of state personality was measured by the standard deviation of state personality measured for three days. The hierarchical regression results revealed that state conscientiousness variability did not moderate the relationships between trait conscientiousness and OCBs. However, it moderated the relationships of trait conscientiousness with task performance and CWBs, such that the relationships were stronger when the variability was small rather than when large. The results suggest that organizations can intervene to the performance of their employees by providing training programs focused on state conscientiousness.
The purpose of this study is to examine the mediation effects of knowledge hiding motivations(personal ownership, fear of loss, concern for negative evaluation, and negative relation) between the knowledge requester’s psychological entitlement and knowledge hiding. Also, the purpose of this study is to examine the moderated mediation effect of supervisor monitoring on the mediating effects of knowledge hiding motivations. For the study, the survey was conducted on 400 employees working at various companies in Korea. According to the data analysis, knowledge hiding motivations(personal ownership, fear of loss, and concern for negative evaluation) had mediating effects between the knowledge requester’s psychological entitlement and knowledge hiding. But, negative relation motivation had no significant mediating effect. The supervisor monitoring moderated the mediating effects of knowledge hiding motivations(personal ownership, fear of loss motivation) between the knowledge requester’s psychological entitlement and knowledge hiding. But, concern for negative evaluation motivation and negative relation motivation had no significant moderated mediation effects. This study is expected to provide important implications for practitioners about the mediating effects of knowledge hiding motivation and the moderated mediating effects of supervisor monitoring.
This study aimed to examine the reliability and validity of the Multidimensional Workaholism Scale (MWS) among Korean employees. Evidence in terms of the reliability of internal consistency, measurement invariance tests, discriminant validity, and criterion-related validity support that the MWS is a valid and reliable measure of workaholism for Korean employees. First, the MWS showed good internal consistency coefficients among full-time Korean employees (N = 358). Second, measurement invariance analyses showed that a four-factor model (behavioral, cognitive, motivational, and emotional) also holds in the Korean sample, and factor loadings were equivalent between the Korean and the U.S. (N = 407) samples. Third, correlation analysis and a series of confirmatory factor analysis results provide discriminant validity evidence between the MWS and work engagement. Finally, a portion of the Korean sample (N= 228) provided data for criterion validity. Correlation analysis of the data showed that the MWS revealed the expected relationships with emotional exhaustion, work interfering with family, family interfering with work, and work hours. For the variables of job satisfaction, life satisfaction, and physical symptoms, the expected relationships with the MWS appear when work engagement was controlled for. Overall, this study suggested that the MWS is a valid and reliable measure of workaholism for Korean employees.