ISSN : 1229-0696
The purpose of this study was to develop the Career Barrier Scale(CBS) and examine the validity of the scale. In the study 1, the CBS consisting of 67 items with 25 factors were developed based on open-ended questionnaire. The construct validity of the developed scale was verified in the study 2 and the study 3. In the study 2, the result of an exploratory factor analysis showed that the factor structure of the 9 factor model with 45 items was the most meaningful. This nine factors are as follows: factor 1 is lack of fit on job; fiactor 2 is background difficulty; factor 3 is lack of career plan; factor 4 is sex discrimination; factor 5 is conflict with superior; fiactor 6 is work overload; fkxor 7 is lack of career system; factor 8 is age barriers; and factor 9 is conflict with family. In the study 3, confirmatory fiactor analysis was conducted. The result confirmed that the 9 factor model was meaningful. Also, career barrier factors were generally significantly related to job attitude variables and job stress, supporting the criterion-related validity of the CBS. Finally, the implications, limitations, and the directions of future study were discussed.
Recent reviews of occupational safety and health literature emphasize the influence of organizational factors. Using the current studies on the relations of the organizational climate and the performance, this study attempted co develope the mechanism of the effect of the safety climate as an organizational characteristics, and the safety knowledge and safety motivation as a personal characteristics on safety performances such as safety behavior and occupational accidents. It replicated the safety climate - safety behavior model of Griffin and Neal(2000) to Korean workers, and expended the model to accidents, which represent the eventual safety performance. Griffin and Neal's model fitted well, and also provided the more appropriate model to Korean workers. In the expended model applied to total workers, the relation from safety behavior to accidents are not significant But in the model applied to production workers, which has higher risk level, it revealed a significant path. Because of the rareness of accident and the reverse effect of accident to safety behavior, the effect of safety behavior to accidents are low.
The present paper investigated the relations between career commitment and its antecedents and consequences with 825 employees from the spin-ofF company and newborn company in Korea. Major findings are as follows. First, consistent with previous work, organizational commitment, job commitment, career commitment validated as distinctive constructs, suggesting that career commitment may be a important concern in coping with the organizational change such as restructuring. Second, career commitment significantly predicted organizational turnover intention, performance effort, and learning motivation. Third, career commitment significantly predicted by organizational commitment, job involvement, job satisfaction. Fourth, the effects of the organizational and career commitment profiles on organizational turnover intention, performance effort, and learning motivation was tested, and spillover effect was founded in the dually committed. These effect suggest that better understanding and intervention of HR practices can be enhanced by simultaneous understanding of career and organizational commitment.
Person-Organization fit can influence person's attitude and behavior toward organization as well as organizational outcome. The purpose of this study was to examine the effect of P-O fit in personality type on person's attitude and behavior toward organization. More specifically, this study hypothesized that the higher level of P-0 fit in personality type predicted higher level of crust and lower level of distrust toward organization, lower intention of retaliation toward organization and turnover, and more organizational citizenship behaviors. The Organizational Personality Type Indicator<OPTI) developed by Yoo(1999) was used to measure the type of organizational personality and some items from Myers-Briggs Type lndicator<MBTI) were used to measure the type of individual personality. Questionnaires were administered to 397 job incumbents to obtain the personality type of both individual and organization and attitudinal and behavioral variables toward organization, the P-O fit level was obtained from the match of personality type in each of four dimensions: Extraversion- Introversion, Sensing-Intuition, Thinking-Feeling, and Judging-Perceiving. The results indicated that the P-O fit level in personality type was negatively related to the level of distrust, intention of retaliation toward organization and turnover, and was positively related to the organizational citizenship behaviors. But, there was no statisticaliy significant relation between the P-O fit and trust toward organization. Among the four dimensions, the match of personality type in Extraversion-Introversion dimension was most strongly related organizational members's attitude and behavior toward organization. Based on these findings, the usablity of the OPTI for measuring organizational personality type, future research tasks, and implications and limitations of this study were discussed.
The present study examined if rater's rating on ratee's performance is biased by rater's expectation that results from ratee's previous performance. In addition, it was examined how the rating is moderated by motivational factors and rating procedure. Situation and trait were used as two motivational factors. Experiment 1 examined the effects of accountability and rating procedure. Accountability was the situational motivational factor, which demanded careful information processing. The result showed that the expectation did not bias the performance when the raters had low expectation. However when the raters had high expectation, the bias from expectation decreased as accountability was imposed on the raters. It was also investigated how the effects accountability changed according 的 the rating procedure. As a result, when the rating was prior to the recall, moderating effect of accountability on bias was not significant. On the other hand, when the recall was prior to the rating, the bias significantly decreased as the accountability was imposed. Experiment 2 examined the effects of need for cognitive closure and rating procedure. Need for cognitive closure represented the trait motivational factor. The result showed that the rating was less positively biased by raters with high expectation when the raters had low need for cognitive closure, than when the raters had high need for cognitive closure. It was also examined how the moderating effects of trait changed according 的 the rating procedure. The result showed that the raters with low need for cognitive closure rated ratees in an unbiased way regardless of the rating procedure. However, the rating of the raters with high need for cognitive closure was more biased in accordance with their expectation when the recall was prior to the rating than when the rating was before recall. Finally, the implications and future research were discussed.
The purpose of the present study was conducted to determine the relative effectiveness of various front-to-rear-end collision warning systems(collision warnings were presented through the systems configured Visual Only, Tone Only, Voice Only, Visual+Tone, and Visual + Voice) based on drivers' driving perfbrmances(i.e,, collision avoidance behavior) and their subjective evaluation on the systems. Driving simulation was employed to simulate front-to-rear-end collision situation and to measure the drivers' performance. The results of the experiment are as followings. First, compared with control condition, any type of collision warning system appeared to be helpful to avoid collision. Second, among the systems, Voice Only system induced better collision avoidance performances than other types. Third, drivers subjectively evaluated that the Voice Only system required less time to process the information provided by the system than other types. Finally, iir^lications of the study was discussed.
The purposes of this study were to examine the effects of noise-masking on performance and psychological responses. Because task complexity is to moderate the effect of noise-masking, this study was to testing interaction effect of noise-making and task complexity. Subjects in this study were 120 students who participate in introduction to psychology. All subjects were assigned to randomly in 6 experimental condition(control noise/simple task, official noise/simple task, masking noise/simple task, control noise/complex task, official noise/complex task, masking noise/complex task). According subjects were finished task, dependent measures was saved automatically in database. The results indicated that main effects of noise and task were significant and interaction effect was also significant on task performance. However, main effects of noise and task were significant on psychological responses but interaction effect was not significant. Based on these results, introduction to masking noise such as white noise will contribute co prevent irregular noise and co increase performance.