This study was conducted to validate the Five Factor Machiavellianism Inventory (FFMI) in Korea. Machiavellianism, one of the dark triad personality traits, is characterized by a goal-oriented personality that justifies the means for the end. In Study 1, the FFMI was translated to suit the Korean context, and exploratory factor analysis, along with partial constraint target rotation, was conducted on a sample of 210 adults aged 19 and above. The results revealed the same three higher-order factor structure as the original scale, identifying Agency, Planfulness, and Antagonism as the factors, with some shifts in sub-factors observed. In Study 2, confirmatory factor analysis was performed on a different sample of 300 adults aged 19 and above, confirming that the FFMI is a generalizable tool. Additionally, a Rasch analysis indicated that the FFMI's 5-point Likert scale is appropriate. Upon examining the appropriateness of the items, three out of the 52 items were found to have a minimal impact on the quality of measurement and were excluded, leaving the remaining items at an appropriate level. Finally, convergent validity and correlation analyses with criterion measures demonstrated that the FFMI could serve as a substitute for existing Machiavellianism assessment tools and effectively captures the theoretical characteristics of Machiavellianism.
This study aimed to investigate whether work-family enrichment (WFE) would strengthen the positive effects of family supportive supervisor behaviors on organizational citizenship behaviors (OCBs), and to examine whether the frequency and the intensity of the moderating effects would differ according to the targets and contents of each variable. Participants were 350 married employees from dual-income families who had an immediate supervisor. Results indicated that WFE had significant moderating effects on the relationships of emotional support and instrumental support, two subtypes of family supportive supervisor behaviors, with OCBs. Regarding the subtypes of OCBs, moderating effects were more observed in the model on OCB directed towards other individuals which stemmed from interpersonal sources, sharing the matching content and domain as family supportive supervisor behaviors. Furthermore, among the three subtypes of WFE (i.e., development, affect, and capital), capital WFE showed the highest frequency of moderating effects, and the intensity of significant moderating effects also varied depending on the predictor subtypes to interact. Based on these findings, we discussed academic and practical implications and suggestions for future research.
This study tested a moderated mediation model whether employees with higher equity sensitivity (i.e., the entitled) would strengthen the indirect paths from leader-member exchange differentiation (LMXD) to knowledge sharing (KSB) via procedural and interactional justice compared to lower equity sensitivity (i.e., the benevolent). To test our hypotheses, a survey was conducted on 300 South Korean employees working with colleagues under the same direct supervisor. The results implicated that LMXD was negatively related to KSB. Moreover, the relationships of LMXD with procedural and interactional justice were stronger for entitled employees than benevolent employees. Furthermore, equity sensitivity strengthened the indirect path from LMXD to KSB via interactional justice in the parallel mediation model where both procedural and interactional justice were simultaneously input, whereas equity sensitivity did not change the indirect path from LMXD to KSB via procedural justice. However, when procedural and interactional justice were input separately, equity sensitivity also strengthened the indirect path from LMXD to KSB via procedural justice. Based on these research findings, implications of this study were discussed along with suggestions for future research.