open access
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open access
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ISSN : 1229-0696
The purpose of this study was to investigate the relationship between leader's emotional intelligence(EI), leader's behavior, and the mediating effect of leader's behavior between leader's EI and subordinate's organizational commitment and job satisfaction. Also, this study examined the moderating effect of organization's career development and education support on the relationship between leader's behavior and subordinate's attitudes. Data were collected from 251 employees from a number of companies. The results of this study showed that leader's EI rated by her/his subordinate was significantly and positively related to leader's coaching behavior, considerate behavior, and vision presenting behavior. Also, leader's coaching behavior, considerate behavior, and vision presenting behavior were significantly positively related to subordinate's organizational commitment and job satisfaction. Leader's coaching behavior, considerate behavior, and vision presenting behavior mediated the relationship between the leader's EI and subordinate's organizational commitment and job satisfaction. And organization's career development and education support moderated the relationship between three types of leader's behaviors and subordinate's attitudes. Based on the results, the implications and limitations of this study and the directions for future research were discussed.
The purpose of this study was to examine the influences of individual display rules on job burnout and engagement, and separated mediating roles of emotional labor strategies on the several process models which was based on Job Demand-Resource(JD-R) model in a sample of 191 American hotel service employees. Thus, the general model that combine the individual mediation effects was proposed, and its path coefficient and fit indices were inspected. The result indicates that Display positive emotions(DPE) stir up the deep acting(DA) and consequently bring about the job engagement significantly. Hiding negative emotions(HNE), however, didn't have an effct on the job burnout directly, but in the case of supposing mediation variable, it enhance the burnout through the surface acting(SA). These results reflect DPE works as resource and HNE, on the contrary, has a function as demand in the JD-R model, and DA and SA are mediating variables that works exclusively between the display rules and job attitudes. The result was confirmed through the SEM path analysis and was supported the significance of 2-indirect effects by bootstrap method. Lastly, the implication and limitations were discussed.
The purpose of this research is to verify the impact of work-family conflict on depression among the married workers and to examine mediation effect of problem drinking between the two variables. 344 married workers in Seoul and Gyonggi Province were selected to analyze. The results indicate that work-family conflict was statistically influential on depression and problem drinking. And work-family conflict implied the partial mediation effect of problem drinking, with both direct and indirect impacts on depression. These findings indicated that maltreatment of work-family conflict and problem drinking would negatively impact on depression. Therefore, government and companies must launch and activate family-friendly welfare programs and EAP(employee assistance programs)services in order to increase the overall mental health of the employees.
This study was conducted to determine what factors the traffic accident risk index (TARI) consists of and whether the index is validly influential and convincing as a standard to measure the traffic accident proneness of drivers. To attain this objective, the TARI of 6 items was applied to 352 drivers. Based on the existing studies, the TARI was hypothesized in a model of 2 factors, i.e. near accident and accident anxiety and a model of 3 factors (near accident, self-evaluation of accident anxiety and surrounding evaluation of accident anxiety), and a confirmatory factor analysis was made of each model. The analysis revealed that the TARI of 3 factors was more appropriate than that of 2 factors. To determine whether the TARI is valid as a standard to indicate traffic proneness, this study examined to what extent a driver’s dangerous driving behaviors threatening traffic safety (regressive counteraction) affected and explained his/her past accident experiences and TARI. The findings showed that such behaviors affected and explained the TARI much more than the past accident experiences. Accordingly, the TARI of 3 factors proved to be a standard valid to measure the traffic accident proneness of a driver.
The purpose of this study is to examine the interaction effects of self-efficacy on the process that organizational silence affects turnover intention and the meditated moderation of interaction effects through organizational cynicism. 390 employees were surveyed, of which 329 responses were analyzed. Results indicated that organizational silence had greater effects on turnover intention for people who were higher in self-efficacy. Findings also showed that these moderating effects were fully mediated by organizational cynicism. Specifically, these interaction effects of self-efficacy were found in both paths of mediated effect(organizational silence->organizational cynicism, organizational cynicism->turnover intention). From these results, we discussed the interrelationship among these three variables on turnover intention and provided suggestions for future study.
Conventional LMX theory basically assumes that leaders will have different social exchange with each members. However, previous research has rarely investigated the possible antecedents of LMX differentiation at the team level. Current study examined the effects of team variability of surface level (i.e. gender, age, tenure, education) similarity and deep level (i.e. job satisfaction, affective organizational commitment) similarity between leader and members as well as task competence and contextual performances of team members. We also investigated the influence of contextual factors such as team size and team cohesiveness. Results from the sample of 218 team and 1,617 participants from Korean firms, we found that team variability of deep level similarity, task competence, contextual performance, and team cohesiveness were positively associated with team level LMX differentiation. However, no support was found for the relationship between LMX differentiation and team variability of surface level similarity and team size. We discussed theoretical and practical implications of these findings.
The purpose of this study was to examine the mediating effect of goal orientation on the relationship between core self-evaluation(CSE) and continuous learning activity of employees, and the moderating effect of supervisor's support on the relationship between goal orientation and continuous learning activity. Data were gathered from 295 employees who were working in various organizations in Korea. First, the results of data analysis indicated that there were positively significant relationships between core self-evaluation and learning-goal orientation, proving-goal orientation, and negatively significant relationship between core self-evaluation and avoiding-goal orientation. Also there were positively significant relationships between learning-goal orientation, proving-goal orientation and continuous learning activity, and negative relationship between avoiding-goal orientation and continuous learning activity. Second, there were full mediating effect of learning-goal orientation, and partial mediating effect of proving-goal orientation and avoiding-goal orientation on the relationship core self-evaluation and continuous learning activity. Third, the moderating effect of supervisor's support on the relationship proving-goal orientation and continuous learning activity was found. Finally, the implication of the results and the direction for future research were discussed with the limitation.
The purposes of this study were to examine the mediating effect of general self-efficacy in the relationship between personality(openness to experience, emotional stability) and adaptive performance in individual level, the relationship between team personality and team adaptive performance in team level, the mediating effect of general self-efficacy in the relationship between team adaptive performance and individual adaptive performance in the cross level, and the moderating effect of team leader's transformational leadership in the relationship between personality and adaptive performance at team level. Using a survey research method, the data were collected from 193 employees in 49 teams from different organizations. The results showed that general self-efficacy fully mediated the relationships between personality(openness to experience, emotional stability) and adaptive performance. And there was positively significant relationship between team openness to experience and team adaptive performance. But the relationship between team emotional stability and team adaptive performance was not significant. It was found that there was partial mediating effect of the general self-efficacy in the relationship between team adaptive performance and individual adaptive performance. Team leader's transformational leadership moderated the relationship between team openness to experience and team adaptive performance. Finally, theoretical and practical implications and limitations of the research were discussed.
The purpose of this study was to investigate the sequential relationship between job burnout and emotional labor. For this purpose, We hypothesized two structural equation models and compared their fit indices to examine whether emotional labor elicited job burnout or surface acting was resulted from job burnout. Hypothetical models of this study was based on Schaufeli & Bakker(2004)'s job demand -resource model and job burnout models of Yi et al.(2006)'s. Exogenous variables in this hypothetical models were job demands(which includes customer-related social stressor, work overload) and job resources(which includes community, control, reward, value and fairness). 478 female call center employees participated in the study. The results of structural equation modeling revealed that the fit indices of the model which hypothesized the effects of job burnout on surface acting and job engagement on deep acting was better than the model which hypothesized the effects of emotional labor on job burnout and engagement. In addition, not only customer-related social stressor, work overload and job engagement had a direct effect on job burnout and engagement, but it also had a significant indirect effect on emotional labor mediated by job burnout and job engagement. Limitations of the study and the directions for future study were discussed.
Through two empirical studies, the structure of social and personal identification was examined, and the relationships between the observed identification factors and achievement goal orientations were investigated. Personal identification, social identification, and social disidentification factors were consistently observed by factor analyses from each participant groups: Service employees, manufacturing employees, and College students. Each of personal and social identification were significantly correlated with mastery approach and performance approach goal orientations in Service and Manufacturing employees. But the correlation between social identification and performance approach goal was significantly stronger than the correlation between social identification and mastery approach goal orientation in Service employees, and the correlation between personal identification and mastery approach goal was significantly stronger than the correlation between personal identification and performance approach goal orientation in Manufacturing employees. Social disidentification was significantly correlated with mastery avoidance and performance avoidance achievement goal orientations in each participant groups. Limitations of this study and directions for future studies were discussed.