open access
메뉴
open access
메뉴
ISSN : 1229-0696
The purpose of this study was to examine the effects of empowering leader behavior on team learning behavior and team transactive memory (TTM) through mediated factors. We examined whether team efficacy, support for innovation, and trust to leader among team members mediated the effect of empowering leader behavior on team learning behavior and TTM, using 568 individuals from 112 teams in nine local companies and five multinational companies. The results indicated that empowering leader behavior was positively related to team efficacy, support for innovation, and trust to leader. In addition, team efficacy and support for innovation were positively related to both team learning behavior and TTM. However, trust to leader was significantly relevant to team learning behavior, but not to TTM. Therefore, team efficacy, support for innovation, and trust to leader mediated between empowering leader behavior and team learning behavior. Also, team efficacy and support for innovation mediated between empowering leader behavior and TTM, but trust to leader didn't. The implication and limitations of this research were discussed.
The purpose of this study was to examine the influences of personal characteristics(emotional stability, extraversion, psychological collectivism, need for power, and need for achievement) on social network size in organization and the impact of social network size on a variety of job performance(task performance, contextual performance, and adaptive performance). Also, we examined moderating effect of social network strength in the relationship between social network size and job performance. Data were collected from 313 employees who had worked for more than six months in current workplace and 54 peers or supervisors who knew employees very well. Fifty-four peers or supervisors rated 313 employees' job performance. The results of correlation and hierarchical multiple regression analysis showed that extraversion, psychological collectivism, and need for achievement had positive relationships, but need for power had negative relationship with social network size in organization. Also, social network size had positive relationships with task performance and adaptive performance. There was significant moderation effect of social network strength in the relationship between social network size and task performance. Finally, the implications and limitations of this study and the directions for future research were discussed.
The purpose of this study is to examine the different criterion-related validities from six different combinations of three keying methods(SME consensus, average in response and empirical keying) and two scoring methods(-2~2, B-W) using a leadership situational judgment test with knowledge instructions. The test was administered to 395 employees who has managerial positions in a Korean company after developing items and deciding on keys. The results reveal that the combination of SME × B-W has the highest criterion-related validity among the six combinations. This study suggests that the keying method of a situational judgement test is one of the important factors that determine the psychometric and predictive aspects of the test.
The researchers conducted a survey to determine how Driving Behavior Determinants (DBD) and Job Satisfaction affect taxi drivers' driving behavior. One hundred sixteen taxi drivers and 95 non-commercial drivers responded to the questionnaire. The results of the survey analysis suggested that the ‘Lack of Risk Sensitivity’ and ‘Low level of Law-abidance’, both sub-factors of DBD, were causing taxi drivers' speeding, drunk driving, distraction, and failure of fatigue management. Also, their low level of job satisfaction was contributing to the taxi drivers' speeding. These results illustrate the importance of any method used to reduce taxi drivers' dangerous driving behavior, as well as the importance of education for taxi drivers. We propose these methods for the improvement of driving behavior, related human factors, and job satisfaction in the discussion.
We investigated the influence of workload and its six sub-factors on the bus and taxi drivers’ fatigue, as well as the mediating effects of emotional state on the effect of the workload on the drivers' fatigue. Participants included sixty-three bus drivers and forty-eight taxi drivers. We found workload to have a significant impact on driver fatigue. In our analysis of the six sub-factors of workload and their influence on fatigue, we found that mental demand had significant impacts on each driver group's fatigue. However, temporal demand, performance, and frustration showed significant effects only on bus drivers' fatigue. With respect to taxi drivers, physical demand and effort had an effect on fatigue. Specifically, if drivers are influenced greatly by their workload or a specific sub-factor, fatigue becomes much more pronounced. Also, results from both groups of drivers indicated that a negative emotional state had mediating effects on the workload, influencing their levels of fatigue. Given that both bus and taxi drivers share a driving purpose, they indicated similar levels of workload and fatigue in this study. However, our results confirm different psychological factors influencing the fatigue of each group, a result stemming from a difference in work environments. Given these results, transportation management personnel must make a strong effort to improve the working environment for these two groups of people. Initiatives such as reducing driving time and guaranteeing breaks and mealtimes are suggested.
This study examined the relationship between organizational safety culture and individual safety attitude, motivation, and behavior by surveying a sample of 202 pilots in 13 Republic of Korea Air Force air units. At the individual level of analysis, the relationships between three individual factors were explored using a hierarchical linear regression. Safety attitude was positively associated with safety motivation and behavior. Furthermore, safety motivation partially mediated the relationship between safety attitude and behavior. This study also explored cross-level relationships between organizational safety culture and the individual-level factors using a multi-level analysis. Safety culture of air units moderated the relationship between safety attitude and safety motivation. In other words, the higher organizational safety culture, the less individual safety attitude influences on safety motivation. Of significance in this research is determining the multi-level influence on pilot safety behavior that has been explored in limited research.
The purpose of this study was to examine the influences of supervisor's participative leadership, achievement -oriented leadership, and perceived readiness for organizational change on members' commitment to organizational change. Also this study investigated how commitment to organizational change affected adaptive performance and behavioral support for organizational change. Data were collected from 228 employees of 23 different organizations that have been undergone organizational change during recent 1 year. This study collected data from both self-report and other report of supervisor and co-worker concerning adaptive performance and behavioral support for organizational change. First, results from structural equation modeling indicate that supervisor's achievement-oriented leadership positively affected commitment to organizational change in the self-report model. Second, supervisor's participative leadership and perceived readiness for organizational change didn't affect commitment to organizational change significantly. Third, commitment to organizational change significantly affected both adaptive performance and behavioral support for organizational change, and the association of relationship in self-report was stronger than in other report. This study assumed member's change orientation as a moderator in the relationship between antecedents(supervisor's leadership and perceived readiness for organizational change) and commitment to organizational change. Results from hierarchical regression analysis indicate that member's change orientation moderated the relationship between perceived readiness for organizational change and commitment to organizational change. The implications for research and practice, limitations of this study, and future research directions are discussed.