Based on Event System Theory, this study investigates conflict event strength, which represents how team members interpret conflict event as the reason for withholding effort. In this study, we identify the impact of conflict event strength on withholding effort. At the same time, as a way of changing the effect of conflict event strength on withholding effort, we examine the cross-level effects of peer monitoring and team conflict management. The data are collected 127 employees from 37 teams, and the multi-level model was tested. Results indicated that conflict event strength was positively related to withholding effort. Also, peer monitoring which is first team-level variable moderated the relationship between task/relationship conflict event strength and withholding effort. Interestingly, we hypothesized that the peer monitoring cause employee’s psychological reactance when relationship conflict event strength is high, which in turn reinforce withholding effort, but the result shows exactly the contrary effect. The second team-level variable, which is team conflict management, only moderated the relationship between task conflict event strength and withholding effort. Based on these findings, the limitation and suggestions of the research and the direction for future research were discussed.
This study investigated the effects of demands-abilities (D-A) fit on task performance and turnover intention among young generation newcomers. We measured D-A fit in the workload and job complexity dimensions using the atomistic approach. Furthermore, we examined whether the accessibility to work-life balance (WLB) programs would buffer the relationships between D-A misfit and the criteria. Data collected from 343 Korean newcomers aged 35 or under were analyzed using polynomial regressions and response surface graphs to examine the three-dimensional relationships. Results showed that task performance decreased in general as demands surpassed abilities, although it slightly increased when demands surpassed abilities to a great extent. As we expected, turnover intention increased as demands exceeded abilities. In addition, linear relationships were observed in both criteria along the congruence line in the job complexity dimension as hypothesized. In the workload dimension, task performance decreased along the congruence line, but the decrease rate changed showing two different slopes. Additionally, turnover intention showed a U-shaped relationship. Although the accessibility to WLB programs moderated the effects of D-A misfit on both outcomes, the buffering effects that we expected were observed only on turnover intention. Our results suggest that D-A fit and organizational culture regarding WLB may play important roles in the adjustment of young generation newcomers. Based on these findings, we discussed academic and practical implications and suggested future research directions.
This study was conducted to investigate the antecedent of job crafting and to identify the psychological mechanism of job crafting. Spiritual leadership was presented as the predictor of job crafting, and perceived value of work was presented as the mediator explaining the relationship between spiritual leadership and job crafting. Additionally, this study also tried to verify the moderating effects and the moderated mediating effects of self-efficacy. The survey responses of 357 employees in Korea were collected, and the hypotheses were tested using PROCESS Macro 3.4. The main results are as follows. First, the relationship between spiritual leadership and perceived value of work, and the relationship between perceived value of work and job crafting were positive. Second, the mediating effects of perceived value of work were significant in the relationship between spiritual leadership and job crafting. Third, the moderating effects of self-efficacy were significant in the relationship between perceived value of work and job crafting, and the moderated mediating effects were also significant. In summary, the effects of spiritual leadership on job crafting were fully mediated by perceived value of work. Furthermore, this study confirmed that three needs, which have been suggested as the main motivation for job crafting, have the significant effects on job crafting. Based on these findings, the implications and limitations of this study and the directions for further research were discussed.
Recently, the high turnover rate of MZ generation public employees has emerged as a serious problem for public organizations in Korea, and it is necessary to explore the underlying reasons. This study aimed to explain job satisfaction, organizational commitment, and turnover intention of public organizational workers in the perspective of basic psychological needs satisfaction in the workplace by generation. In other words, this study examined whether the basic psychological needs satisfaction by generation affects job satisfaction and organizational commitment, and further predicts turnover intention. A survey was conducted on 205 public organizational workers. Findings demonstrated that the interaction effect of the generation was significant in the relationship between basic psychological need satisfaction and work attitudes. Specifically, among workers in public institutions, in the older generation, the satisfaction of autonomy and relatedness in the workplace increased job satisfaction and organizational commitment, and finally lowered turnover intention. On the other hand, in the MZ generation, the satisfaction of competence increased both job satisfaction and organizational commitment, and the satisfaction of relatedness increased organizational commitment, thus finally lowered turnover intention. This study discusses the theoretical implications of the generation gap in the influence of basic psychological needs, as well as the practical implication in suggesting new insights for an intervention program to prevent the turnover of workers in public organizations.
Based on the intrinsic nature of job control (Spector, 1998), this study attempted to investigate the contradictory function of decision authority by showing the reverse buffering effect of decision authority in the relationship between work-family conflict and job burnout. In addition, built upon the matching hypothesis (Amstad et al., 2011), we examined whether the main and the interactional effects of decision authority would vary depending on the direction of work-family conflict in explaining burnout. Participants were 470 full-time employees in South Korea who were working in public sectors or private companies. The results showed that decision authority exacerbated the relationship between work-family conflict and burnout. Also, the relationship with burnout and the moderating effect of decision authority were stronger when work interfered with family than when family interfered with work. Based on these results, implications and limitations of this study were discussed, and plans for future research were suggested.