open access
메뉴
open access
메뉴
This study was conducted to examine how job crafting, an employee’s proactive behavior in creating meaning in their job, would explain turnover intention. Specifically, the study aimed to test the sequential mediating effects of job embeddedness and affective commitment in the relationship between job crafting and turnover intention. To achieve this, online and offline surveys were conducted targeting male and female employees currently employed. A total of 309 responses were analyzed. The research findings are as follows. First, job crafting was found to have a significant positive effect on turnover intention. Second, job embeddedness was found to mediate the relationship between job crafting and turnover intention. Third, job embeddedness had a significant positive effect on affective commitment. Finally, in contrast to the positive effect of job crafting on turnover intention, when job embeddedness and affective commitment were sequentially mediated, job crafting was found to have a negative effect on turnover intention. Based on these findings, the significance of this research, theoretical and practical implications, limitations, and suggestions for future research were discussed.
This study aims to examine the differential effects of challenge versus hindrance job stressors on turnover intentions and to explore the psychological mechanisms underpinning these relationships. Specifically, it proposes that challenge job stressors enhance employees’ perceptions of meaning at work, and that protean career orientation, as an individual characteristic, strengthens this positive effect. To test these propositions, we conducted a two-wave survey over a two-month interval with 275 working adults in Korea. The results demonstrated significant disparate effects of challenge versus hindrance job stressors on meaning at work. Additionally, the mediating role of meaning at work in the relationship between each type of stressor and turnover intention was significant. Moreover, protean career orientation moderated the positive relationship between challenge job stressors and meaning at work, as well as the negative indirect effect of challenge stressors on turnover intention through meaning at work. This study contributes theoretically to the literature on job stress and protean career orientation by elucidating the processes and boundary conditions that explain the influences of job stressors on turnover intention. It also offers important practical implications by highlighting the significance of considering employees’ protean career orientation in stress and turnover management.
The aim of this study was to develop a multidimensional scale for assessing maladaptive personality traits in organizational settings and to establish its reliability and validity. This process involved several stages of item development and validation, resulting in the Workplace Maladaptive Personality Inventory (WMPI). Initially, items were developed based on the Maladaptive Personality Traits Model (Skodol et al., 2011). These items underwent content validity evaluation by subject matter experts and were refined through exploratory structural equation modeling analysis using data from a sample of Korean employees (N = 557). In Study 1, the final WMPI scale was developed based on the analysis of data from another Korean employee sample (N = 444). Additionally, the relationships between WMPI maladaptive personality traits, the Big Five personality traits, and criterion variables were analyzed to establish convergent and criterion validity. In Study 2, the factor structure of the WMPI was cross-validated using data from an independent Korean employee sample (N = 550), and test-retest reliability was estimated alongside further evidence collection for convergent and discriminant validity. Overall, the results demonstrate that the WMPI is a valid and reliable measurement tool for assessing maladaptive personality traits in organizational settings.