ISSN : 1229-0696
It is necessary and required for an author to provide information for readers to evaluate the quality of his/her paper submitted to a journal for publication. In this article, factor analysis papers published in Korean academic journals of Psychology are reviewed to examine if proper information has been provided. It is uncovered that authors using factor analysis do not provide enough information for the reviewers and the readers of their research results. It is concluded that review practice should be tightened more than now in order for the articles to communicate and accumulate academic findings.
The purpose of this study was to select appropriate trait adjectives describing corporate image and identify the latent factor structure represented in those trait adjectives. For this purpose, three studies were conducted. In study 1, total 926 college students rated each of 770 trait adjectives on appropriateness in describing corporate image. Among 770 trait adjectives, 332 trait adjectives were judged as appropriate in representing the corporate image. In study 2, total 755 college students rated each of 332 trait adjectives on favorableness in describing corporate image. In study 3, total 764 college students rated image of Korean five largest corporations(Hyundai, Daewoo, Samsung, Lucky-Goldstar, Sunkyong) using 157 trait adjectives. Ratings were analyzed by common factor analysis. It was found that there are five latent dimensions in represented in those trait adjectives: Intellect(31%), Vitality(27%), Dehumanization(20%), Propulsion(12%), and Stability(10%). Based on these five dimensions, the five largest corporations were compared each other. Results from multiple comparison indicated that Samsung had generally good image in all of the five dimensions. The images of Daewoo and Lucky-Goldstar were relatively less favorable than those of other three companies. Results from cluster analysis indicated the image of Daewoo and Lucky-Goldstar and the image of Samsung and Sunkyong were similar each other. Lastly the limitation of this study and additional research tasks were discussed.
The present study based on the conceptual discrimination of organizational identification from both organizational commitment and organizational internalization. Organizational identification was conceptualized as perceptions of common fate between the individual and the organization, as suggested by the social identity theory. Responses to the self-administered questionnaire measuring antecedent variables, organizational identification, organizational commitment, and organizational internalization were collected from 513 white-collar workers of the Korean large corporations, and analyzed by an exploratory factor analysis and reliability, content validity analysis. All items in questionnaire consisted of 7-point Likert-type scales. To identify the antecedent variables and consequents of organizational identification, an analysis of covariance structure were performed two stages. A model search was first conduct 431 white-collar workers of the Korean large corporations, and the finally identified model was confirmed in a cross-validation study with 270 white-collar workers of the Korean large corporations. Major results from the structural equation analysis were follows. First the following variables were identified as the antecedents of organizational identification: 1) considerate leadership measured by leader-member relation, leader's comprehension of subordinate's task, leader's consideration of subordinate's career development, 2) significance of working department, 3) individual's organizational socialization experience measured by met expectation, favorable attitudes of peer group, 4) organizational characteristics measured by organizational prestige, organizational distinctiveness, inter-organizational competition, 5) job characteristics measured by job satisfaction, and job significance. Second, organizational identification directly influenced on organizational commitment
The purpose of these studies are to develop Korean version of Need for Cognition Scale. In a pilot study, 57 items were prepared as an item pool. Item generation procedure was not based on translation of Need for Cognition Scale items(Cacioppo & Petty, 1984) but based only on the original concept of Need for Cognition. 25 items were retained after the two studies(pilot and study 1) had been finished. Those criteria for item selection were item-total correlation, mean difference of high-low groups(classified by total score), and internal consistency. The sample of the pilot study was consisted of 273 students from two universities. For study 1, 72 adults and 253 students from 4 universities were tested. 34 items which survived the pilot study were factor analysed and yield one major factor. In study 2, the remaining 25 items scale was administered to 556 respondents(180 adults and 376 university students) to validate the factor structure obtained in study 1, to examine the mean difference between students and adults and between sex(male and female), and to determine whether the scale tapped a construct distinct from social desirability and good impression. The factor structure was replicated in study 2, significant tests were revealed that the mean of students'(male') was more higher than adults'(females'). Where as, the scale score was weakly but significantly related to both social desirability scale and good impression score. Study 3 was prepared to examine whether the scale taken the Korean version of Need for Cognition, and a questionnaire which asked some aspects of consumption behavior. Results indicated that need for cognition was related to the amount of information search behavior and to the time consumption of choice decision. Also the results suggested that the types of information which had more weighted in choice were different by the level of need for cognition. Results form these studies suggested that the scale had an acceptable level of reliability and validity.
The purpose of this study is two-fold. First is to investigate the influence of superior-subordinate's interdependency, the characteristics of superior's feedback and superior's leadership styles on subordinate's liking of his superior. Second is to investigate the influence of the superior-subordinate's interdependency and the levels of subordinate's performance on superior's liking of his subordinate. Two experiments were conducted in laboratory settings to achieve these purposes. The characteristics of superior's feedback and his leadership styles were differently manipulated in each experiment, that is, by the written message in the first experiment(study 1) and by the sound message in the second experiment(study 2). The results of this study are as follows. First, the subordinate who received positive feedback from his superior evaluated him more favorable than one who received negative feedback. Second, superior-subordinate's interdependency by the characteristics of superior's feedback interaction showed that the subordinate who can control benefit of his superior evaluated him more favorable in the positive and less favorable in the negative feedback condition than the subordinate who can't control benefit of his superior. Third, the characteristics of superior's feedback and his leadership styles had an interaction effect on subordinate's liking for him. Fourth, the superior evaluated his subordinate more favorable when his subordinate achieved high level of performance than low level of performance. In addition, superior-subordinate's interdependency by the levels of subordinate's perfomance interaction showed that the superior who can control benefit of his subordinate evaluated him more favorable in the high level of performance and less favorable in the low level of performance than the superior who can't control benefit of his subordinate. These results were discussed on the basis of exchange theory of leadership.