ISSN : 1229-0696
Stress mindset refers to implicit beliefs about the effects of stress. Although academical interests in stress mindset are growing, we know next to nothing about whether the original stress mindset scale, developed by Crum and colleagues (2013), can be used for working professionals in Korea. To examine whether the same stress mindset scale can be used in Korean adults with different occupations, we recruited college students and working professionals in finance, medicine, and education (N=531) and asked them to complete stress mindset and perceived stress questionnaires. Findings from a confirmatory factor analysis found no evidence for method effects in the original 8-item stress mindset scale. Furthermore, the results indicated that 4-item stress mindset scale, measuring debilitating effects of stress (Stress Mindset-N4), fits data better than the original 8-item scale and 4-item mindset scale, measuring enhancing effects of stress (Stress Mindset-P4). Measurement invariance testing of Stress Mindset-N4 supports configural, metric invarianc, and scalar invariance. Furthermore, the scale scale reliably predicts perceived distress.
The purpose of this research is to develop and validate the life-career adaptability scale of modern employees who have to cope with rapid changes in the working environment due to the 4th Industrial Revolution and the Pandemic Era. Research 1, an open-ended questionnaire was conducted to 117 employees who were uniformly sampled by gender, age group, and company size, and the scale was developed with 100 items of 13 factors. Research 2, a preliminary survey was conducted on 321 employees using the scale. The result of exploratory factor analysis(EFA), 79 items of 10 factors were extracted. Research 3, the data of 723 employees were divided into two groups to verify the validity of the compositional concept of the Life-Career Adaptability. In order to examine whether the scale and its sub-factors properly assess the degree of life-career adaptability of employees, Group 1 conducted an EFA, Group 2 conducted a confirmatory factor analysis(CFA). Result of the EFA, 40 items of 7 factors were extracted. Seven factors consist of Industrial Environment Change Awareness, Work Environment Change Awareness, Life-Career Plan, Future Career Exploration, Future Career Preparation, Current Career Adapting and Networking. CFA using structural equation modeling, turned out that it met the modeling fit criteria. These life-career adaptability factors were high rate of positive correlation with the Career Management Behavior, supporting convergence validity, and were significantly related to criteria such as Life Satisfaction, Hope, Adaptive Performance, and Career Commitment, confirming criterion-related validity of the scale. Finally, implications, limitations, and directions for future research discussed.
This study sought to examine the effects of transparency and warning messages on applicants’ reactions and faking in non-face-to-face interview situation. A study was performed with a 2(transparency vs. non transparency) x 2(warned vs. unwarned) factorial design, Interviewees(N=82) were randomly assigned to each conditions and participated in non-face-to-face interviews. The main results and meanings of this study are as follows: First, the transparency group perceived higher information known, chance to perform, and procedural justice than non-transparency group during the interview process. Second, transparency did not increase the faking, and significantly reduced the extensive image creation. Third, the warning message reduced the overall level of faking, specifically reducing the use of slight image creation and image protection. Fourth, warning messages increased performance anxiety, but did not have a significant effect on chance to perform and procedural justice recognition. This study provided meaningful implication in that it conducted an empirical study on the applicants’ reactions and behavior in non-face-to-face interviews, and it is expected that it will be used as basic explanation for constructing non-face-to-face interviews by suggesting the possibility of using transparency and warning messages.
This study investigated moderating effects of perceived supervisor support (PSS) on the indirect path from coworker incivility to task performance and two kinds of counterproductive work behaviors (CWBs), CWB directed toward the organization (CWB-O) and toward individuals (CWB-I), through three facets of work engagement (vigor, dedication, and absorption). Participants were 243 employees in South Korea who worked with at least one coworker and completed a two-wave online survey with a one-month interval. Results indicated that PSS had significant moderating effects on the relationships of vigor with task performance and of absorption with CWB-O, but not on the other relationships. Moreover, moderated mediating effects were observed in these two models. In addition, coworker incivility directly explained CWB-O and CWB-I even after controlling the other variables. Based on these findings, we discussed study implications and suggestions for future research.
Despite the steadily increasing social and academic interest in work meaningfulness, access to this concept as a psychological construct remains insufficient. This study aimed to provide reliable and valid measurement of work meaningfulness for Korean employees by adapting the CMWS, a scale developed by Lips-Wiersma and Wright(2012), into Korean. To verify its validity, data for 516 full-time Korean employees were randomly divided into two groups, and exploratory and confirmatory factor analyses were conducted. The analyses confirmed that the K-CMWS is a seven-factor structural model as shown in the original scale development study. In addition, by using the entire sample, the relationship between the CMWS and major variables related to work and life domains was verified for convergent and criterion validity. Finally, as a result of performing hierarchical regression analysis to verify the incremental validity of the CMWS for major job and organization-related outcome variables. The CMWS confirmed a significant incremental explanatory amount even while controlling for the existing work meaningfulness scales.
The purpose of this study was to evaluate the effects of supervisory justice on organizational citizenship behavior towards the organization(OCBO) and counterproductive work behavior towards the organization (CWBO), and their psychological mechanism based on the concept of identification and multifoci justice. Specifically, we assumed that supervisory justice has a significant relationship with OCBO and CWBO, and also that this relationship is mediated by supervisory identification and organizational identification. Finally, we expected that supervisor’s organizational embodiment moderates the indirect effect of supervisory justice through organizational identification. The results showed supervisory justice has a significant positive relationship with OCBO and no significant relationship with CWBO. Also, when supervisory identification mediates the relationship of supervisory justice with OCBO and CWBO, supervisory justice has a significant indirect positive relationship with OCBO but no significant relationship with CWBO. On the other hand, when organizational identification mediates, supervisory justice has a significant indirect positive relationship with OCBO and a significant indirect negative relationship with CWBO. Finally, the supervisor’s organizational embodiment moderates the relationship of supervisory justice with OCBO and CWBO, based on the mediation of organizational identification. Specifically, the mediation effect for OCBO was strengthened positively, and the meditation effect for CWBO was strengthened negatively. The results of this study showed a differential effect according to the object in which identification is formed in the process of transferring supervisory justice to behavior toward the organization. Based on these results, we presented the implication and limitations of this study.
This study identified the latent profile of two types of heavy work investment, namely workaholism and work engagement, by adding psychological detachment from work. Additionally, it was examined whether there were differences in well-being after work by each profile type. For this purpose, Latent Profile Analysis(LPA) was conducted using data of 548 korean employees in various occupations, and three types(workaholic, heavy work investors, disenaged) were confirmed as a result. There was a significant difference in all the well-being variables by type. The heavy work investors type showed the best well-being among the three types with the lowest emotional exhaustion, the highest positive affect, the middle level negative affect and the sleep quality. Our findings indicate that psychological detachment is an important factor that alleviates the detrimental effects of heavy work investment on employees’well-being and that work engagement can play a protecting role for employees’well-being even in absence of significant levels of psychological detachment.
The current study examined the construct validity and structural integrity of a Korean version of a short-form measure of the Dark Triad(K-Dirty Dozen). We recruited working adults in Korea to complete the K-Dirty Dozen, long-form measures of narcissism, Machiavellianism, and psychopathy, and the HEXACO personality traits. Then, we examined their intercorrelations to test the convergent and discriminant validity of the K-Dirty Dozen. Additionally, we conducted a series of confirmatory factor analyses to examine the internal factor structure of K-Dirty Dozen. Finally, we examined the criterion-related validity of K-Dirty Dozen by examining the correlations of its scores with counterproductive work behavior. We found results that generally provide support for the construct validity and structural integrity of K-Dirty Dozen. In addition to providing validity evidence for the K-Dirty Dozen, it is our hope that the current research will facilitate future research and discussions on the measurement of dark personality traits and their application to managing people in the workplace.