ISSN : 1229-0696
This study was to investigate the mediating effects of psychological safety and perspective taking in the process of intergenerational harmony influencing constructive and supportive voice behavior. In addition, in this process, group differences in terms of generational identity were examined. For the study, data were collected from 311 workers in domestic organizations, and the research model was tested using the structural equation modeling. The result showed that the perception of intergenerational harmony had a positive effect on constructive speech behavior through psychological safety and acceptance of perspective, and it was appropriate to view it as a complete mediation. In the process of intergenerational harmony affecting supportive speech behavior, the mediating effect of perspective taking was significant, while that of psychological safety was not significant. In addition to these results, the group difference in terms of generational identity was found in the mediating process of psychological safety on supportive speech behavior. In the group classified as the new generation, the mediating effect of psychological safety was significant, while the older generation was not. Based on the research results, the academic significance and practical implications of this study were discussed, and limitations and future research tasks were presented.
This study compared the differences in mental models of Autonomous Vehicles(AVs), which have recently received attention, by dividing them into ordinary people and occupational drivers. In Study 1, 16 psychological concepts(nodes) for car driving and AVs were extracted by interviewing ordinary people and occupational drivers. The connection relationship between the psychological concepts extracted for car driving in Study 2 and AVs in Study 3 was identified, and the differences in mental models between the two groups were compared. The relationship between concepts was analyzed through social network analysis. As a result of the study, there was a difference in the perceptions of car driving and AVs between ordinary people and occupational drivers. With respect to car driving, ordinary people recognized a direct relation with positive words such as relaxation, travel, family, and comfort, whereas occupational drivers recognized direct relation with occupations such as livelihood, accident, occupation, and labor. For AVs, ordinary people recognized a direct relation with only positive words such as freedom, leisure, and development, whereas professional drivers recognized not only positive words such as happiness, joy, and leisure but also nagative words such as anxiety, job loss, risk, crisis. This results show that ordinary people have more positive expectations for the changes that AVs will bring than occupational drivers. Whereas it can be said that occupational drivers have a more conservative attitude than ordinary people in accepting AVs, and show anxiety about job loss that AVs will bring. Based on the above results, the implications and limitations were discussed.
This study was conducted to investigate the mediating effect of workplace spirituality in the relationship between equity sensitivity, OCB, and knowledge sharing. Data used for the analysis were obtained from 385 employees in domestic companies. The results showed that equity sensitivity and workplace spirituality had a positive relationship. Benevolents were higher on workplace spirituality than entitleds. Besides, workplace spirituality was positively correlated with both OCB and knowledge sharing. Finally, the relationships between equity sensitivity and both OCB and knowledge sharing were fully mediated by workplace spirituality. Based on the results, the implications, the limitations of the study, and the future research direction were discussed.
Shared leadership has recently attracted attention as the leadership that promotes team effectiveness in the organizational context, but the scale with high validity is very insufficient. The purpose of this study was to conceptualize shared leadership characteristics as being shared among team members and develop a shared leadership scale with content validity. In Study 1, we conducted in-depth interviews with 10 team members who were now practicing shared leadership in their teams. Then, we operationally defined shared leadership based on both literature reviews and in-depth interviews. It is composed of four factors: (1) identity of a shared leader (2) support and consideration (3) voluntary work performance (4) horizontal work interaction. Integrating similar item contents of previous scales and reflecting the shared leadership behavior statement derived from in-depth interviews, 40 preliminary items were constructed. In Study 2, two groups of experts and employees (naive judges) were used to examine the two content validity of the items constructed in Study 1. The results of the two content validity analyses showed that the scale consists of 28 items satisfying the quantitative criteria. Moreover, we revised some item expressions to effectively reflect the representative behavior of shared leadership based on the free opinions of experts and employees judge. Finally, the implications, limitations, and future research directions of this study were discussed based upon the above finding.
The existing studies on organizational culture, drawn on the social learning theory, have the somewhat passive and reactive perspective on new-comers’ socialization process; that is, they have considered that new-comers often learn organizational culture in the provision of compensation or reinforcement. According to Social Psychology literature, however, human beings are usually viewed as those who will develop perception of themselves (i.e., ‘self’), who can evaluate the level of fit or congruence between their own ‘self’ (or value) and social requirements, and who may actively determine the degree to which they conduct behaviors corresponding to something socially-demanded. In the present research, we rely on the concept of ‘self’, introduce the concepts of ‘self and organizational identity’ to the literature of organizational culture, and adapt the concept of ‘identity work’ - which refers to employees’ proactive endeavor to reconcile their ‘self’ with organizational culture in the case of cultural conflict between the two - to attempt to further understand the internalization process of organizational culture. Beyond the bifurcated existing theoretical framework of employees’ behaviors toward organizational culture (i.e., either acceptance or exit; c.f., attraction-selection-attrition theory), our discussion presents a more balanced view on the interactive internalization process of organizational culture.
The purpose of this study is to examine the effect of growth orientation on life satisfaction through subjective career success. Specifically, first, the relationship between growth orientation, subjective career success, and life satisfaction was examined. Second, the mediating effect of subjective career success on the effect of growth orientation on life satisfaction was confirmed. Third, the moderating effect of positive leadership was verified on the relationship between growth orientation and subjective career success. Finally, the moderated mediating effect of positive leadership was verified in the process of growth orientation affecting life satisfaction. To this end, an online survey was conducted on 255 office workers in their 20s and 60s (124 males, 131 females) asking about their growth orientation, life satisfaction, subjective career success, and the degree of positive leadership. Analysis was performed with SPSS 23.0, PROCESS macro v3.0, and AMOS 23.0. The analysis results are as follows. First, subjective career success was found to mediate the relationship between growth orientation and life satisfaction. Second, it was found that the positive leadership of superiors significantly modulated the relationship between growth orientation and subjective career success. Third, the higher the positive leadership of the superior, the stronger the positive relationship of growth orientation on life satisfaction through subjective career success, and thus the moderated mediating effect was verified to be significant. Based on these research results, the significance and limitations of the study, practical implications, limitations, and future research were suggested.
This study attempted to clarify the effect of various factors related to online new employee learnings on the virtual work adaptability based on various problems felt by new employees in the online learning situation spread due to COVID-19. In addition, it was intended to verify the impact of supervisors who play an important role in effectiveness of virtual work. Specifically, the effect of social presence on virtual work adaptability by mediating learning flow and the mediated moderating effect of supervisor’s coaching behavior were verified. To clarify the research model, data were collected from 263 new employees with online learning and virtual work experience within 3 years working in various organizations in Korea, and data were analyzed by using SPSS PROCESS Macro As a result of the study, it was found that social presence influenced virtual work adaptability by mediating learning flow, but unlike the assumptions of this study, learning flow partially mediated. In addition, the moderating effect of the supervisor’s coaching behavior was not significant. Based on the research results, the implications of this study were discussed, and limitations and future research were presented.