ISSN : 1229-0696
The purpose of this study was to examine the relationships among Protean Career Attitude, Flexibility, Strengths Use, Job Autonomy, Growth Opportunity and Adaptive Performance. Specifically, first, this study investigated the influence of individual Characteristics(Flexibility, Strengths Use) and Organization Characteristics(Job Autonomy, Growth Opportunity) on Protean Career Attitude. Second, this study examined the influence of Protean Career Attitude on Adaptive Performance 2 month later. Third, this study examined the influence of individual Characteristics(Flexibility, Strengths Use) and Organization Characteristics(Job Autonomy, Growth Opportunity) on Adaptive Performance 2 month later and partially meditated by Protean Career Attitude. Data was collected from 1,000 Korean employees who had more than 3 years of working experiences in various organizations for the first survey via online. After 2 months, 500 data was collected from the 1st survey respondents. The findings are as follows: First, there were positive effect of Flexibility, Strengths Use, Job Autonomy on Protean Career Attitude. However, Growth Opportunity had positive effect on Protean Career Attitude only in simple regression. Second, there was positive effect of Protean Career Attitude on Adaptive Performance 2 months later. Third, individual Characteristics(Flexibility, Strengths Use) and Organization Characteristics(Job Autonomy, Growth Opportunity) on Adaptive Performance was partially mediated by Protean Career Attitude. Based on these results, implications and limitations of this study with the directions for future research were discussed.
Implicit trait policy(ITP) theory는 성격을 나타내는 행동의 효과성에 대한 개인의 판단, 즉 implicit trait policy에 의해 사람의 성격과 행동 간의 관계가 매개된다는 이론이다. 또한 ITP theory에 따르면 사람들은 일반적으로 자신의 성격을 나타내는 행동이 그렇지 못한 행동보다 더 효과적이라고 판단하기 때문에, 자신의 성격특성을 나타내는 행동을 통해 다양한 사회적 상황에 대처하는 경향이 있다고 설명한다. 본 연구에서는 ITP theory에서 제시하는 사람의 성격과 행동 간의 관계에 관한 가설을 조직에서의 피드백 상황에 적용하여 관리자의 우호성(agreeableness)과 친화적 피드백(prosocial feedback; 피드백 수신자에게 친절을 보이고 공감하려는 태도) 간의 관계에서 이타적 직무행동의 효과성에 대한 개인의 판단, 즉 prosocial ITP의 매개효과에 대해 알아보았다. 이를 위해 관리자 248명을 대상으로 연구를 진행하였다. 연구 결과 prosocial ITP가 관리자의 우호성과 친화적 피드백 간의 관계를 매개하며, 관리자의 우호성과 친화적 피드백 간의 직접적 관계는 매우 약한 것으로 확인되었다.
The constructs of workaholism and work engagement share commonalities as both tend to invest a lot of energy in work. However, they are also known to have opposite consequences for individuals’ well-being and organizational effectiveness. Considering the fact that both workaholism and work engagement are defined as multidimensional constructs, this study argues that analyses at sub-dimensional levels would provide a deeper and more nuanced understanding of the interplay between the two constructs and their consequences. Accordingly, the current study conducted a series of latent profile analyses on sub-dimensions of workaholism and work engagement using two independent samples of Korean workers. The results revealed four latent profiles based on combinations of different levels of workaholism and work engagement: “the engaged workaholics”; “the workaholic”; “the engaged”; and “the disengaged”. Further, the profile membership predicted different levels of emotional exhaustion, job satisfaction, organizational commitment, and contextual performance. The findings provide insights into not only their combined effects on individual well-being and organizational effectiveness but also the characteristics of each construct.
The purpose of this study is to examine the predicting effect of TPB(Theory of Planned Behavior) variables on bystanders’ voice intention for workplace bullying including anticipated self-conscious emotion(guilt and pride). Data were collected from its 300 employees working at organizations located in Korea. We measure attitude, subjective norm, perceived behavioral control, anticipated guilt, and pride after 1-week bystanders ‘voice intention was measured for the same employees. The regression analysis results suggested that attitude, perceived behavioral control, and anticipated guilt are positively related to voice intention. Additionally, the gender difference was significant in the perceived behavioral control toward bystanders’ voice intention and in the correlation difference test. The gender difference was also found in the regression analysis results on the voice intentions. Especially, attitude in male group and perceived behavioral control and anticipated guilt in female group significantly predict voice intention. Finally, this study discusses theoretical as well as operational implications, limitations, and future research directions.