ISSN : 1229-0696
In the field of organizational psychology, the study of task conflict and relationship conflict is noted. However, there seems to be a paucity in research clarifying relationship among organizational members that can reduce the impact of task conflict on relationship conflict. The purpose of this study is to conceptualization and scale development of organizational companionship, which mitigates the effects of task conflict on relationship conflict. In the first study, an in-depth interview was conducted in order to explore relationship-based factors that could reduce the effects of task conflict on relationship conflict. Such factors that reduce relationship conflict in presence of task conflict were defined as organizational companionship, and was conceptualized as being composed of five sub-factors-jeong, we-ness, mutual trust, loyal behavior, and responsibility-which were named based on literature review. In the second study, a scale for organizational companionship was developed based on the in-depth interview. The result of exploratory factor analysis using data of 310 participants showed a 5 factor structure with 28 items. It was also verified that organizational companionship reduced the effects of task conflict on relationship conflict. In the third study, confirmatory factor analysis was conducted with a sample of 304 participants, and the results signified that the 5 factor structure indicated a satisfactory fit. Based on such findings, theoretical and practical implication, limitations, and suggestions for future research were discussed.
The current study aimed to examine the relationship of antecedent variables of employees’ work-related learning intention. More specially, this study investigated the moderated mediating effect of perceived organizational support through affective commitment on the relation between self-directedness and work-related learning intention. To perform this study, online survey was conducted by Korean employees who were working in private enterprises. Total 311 data(men=148, women=163) were analyzed using SPSS 21.0 and SPSS Macro. A moderated mediation is an integrated model that combines mediation and moderation effect therefore we sequentially tested the effects of mediation, moderation and moderated mediation. The results of this study were as following. First, the mediation effect of affective commitment on the relation of self-directedness and work-related learning intention was verified. Second, perceived organizational support moderated the relation between self-directedness and affective commitment. Lastly, the moderated mediation effect of perceived organizational support on the relation between self-directedness and work-related learning intention through affective commitment was identified to be statistically significant at higher perceived organizational support group by using SPSS Macro. This study further expanded the understanding of the antecedent variables and its relationship on employees’ work-related learning intentions. Implications and limitations of this study as well as the suggestions for the future study were discussed.
This study investigated the moderating effects of supervisors’ personal power (i.e., expert power and referent power) on the relationships between two types of leadership, participative and directive, and work engagement. Specifically, it was expected that the two types of leadership would be positively related to work engagement, and that these relationships would be stronger when subordinates perceived high rather than low personal power in their supervisor. Data were collected from 435 workers who had a direct supervisor and analyzed using hierarchical regressions. Findings revealed that participative leadership and directive leadership significantly explained all of the three sub-factors of work engagement (i.e., vigor, dedication, and absorption) when either type of leadership was held constant. In addition, expert power enhanced the relationships of participative leadership with regard to vigor and dedication. Further, referent power enhanced the relationships of participative leadership with regard to vigor and absorption. On the other hand, the interaction between directive leadership and personal power was not significant with reference to any sub-factors of work engagement. These findings were discussed in the context of organizational culture.
This study was to investigate the organizational commitment of members of social enterprises, and the effects of the individual and the organizational variables. The social entrepreneurship was defined as the organizational-level value that includes balanced social and economic purposes to differentiate social enterprises from commercial enterprises or non-profit organizations. The study examined the effect of psychological ownership on organizational commitment, and the moderating effect of social entrepreneurship using multilevel methodology. Also, it tested the effect of perceived organizational support as an individual-level moderator. A survey research was conducted by gathering 140 employees of 32 companies(social enterprises=16, smaller enterprises=16), and HLM 6.08 was used to analyze the cross-level relationships. In terms of the results of affective commitment. the positive effect of psychological ownership and the moderating effect organizational support were significant, while cross-level moderating effect of social entrepreneurship was not found. The results of continuance commitment showed a different pattern where the cross-level moderating effect of social entrepreneurship was found significant, indicating that the non-significant effect of psychological ownership needs to be examined in more detail. From the results, the study provided theoretical and practical implications for the human resource management to improve members’ organizational commitment of Korean social enterprises.
To improve our understanding of employees' malicious and benign envy, this study analyzes the perceived unfairness and self-esteem as precedence factors and the relationships with counterproductive work behavior as outcome variables. A total of 493 participants from 20's to 50's completed a survey for the study. The results indicate people feel malicious envy and counterproductive work behavior is increased when they perceived unfairness of envied person or their self-esteem was threatened. People feel benign envy when they perceived fairness of envied person or they experienced high on self-esteem by that person, however, it do not lead to counterproductive work behavior. Furthermore, the results show malicious envy is ambivalent emotion while benign envy is positive. Finally, theoretical and practical implications and limitations of this study were discussed.
This study focused on motivational characteristics of two goal orientations affecting continuous learning activity. Specifically the study examined effects of performance goal orientation and learning goal orientation on continuous learning activity through mediation effects of two types of feedback seeking behavior - positive and negative feedback seeking behavior. The survey data from 208 employees working in various organizations were analyzed using structure equation analysis. For a comparison, analyses of two goal orientation were conducted separately. Results showed that each goal orientation has positive effects on positive and negative feedback seeking behaviors. While positive feedback seeking behavior was found to affect continuous learning activity positively, negative feedback seeking behavior was not significant. The study revealed that full mediation effect of positive feedback seeking behavior between performance goal orientation and continuous learning activity, and it also found that the effect of learning goal orientation on continuous learning activity was partially mediated by positive feedback seeking behavior. Similar relational patterns were found when the two goal orientations were put in the analysis simultaneously. Suggestions for implications and future research were provided based on the findings.
The goal of this study was to investigate the influence of task identity and perceived organizational support(POS) on the relationship between job crafting and meaningful work. Specifically, the mediating effect of task identity and the moderating effect of POS were examined in the relationship between job crafting and meaningful work. The survey was conducted on 300 adults who have been working for at least six months. Supporting the hypotheses, task identity partially mediated the relationship between job crafting and meaningful work. Also, POS moderated the relation between job crafting and task identity significantly, suggesting that job crafting was more strongly associated with task identity as POS was strengthened. In addition, the mediating effect of task identity was moderated by POS in the relation between job crafting and meaningful work, suggesting that POS moderated the mediating effect of task identity on the relationship between job crafting and meaningful work. Based on the results, implications, limitations, and future research directions of this study were discussed.
The purpose of the present study was to investigate integrally the relationships among work-family conflict, burn out, and morale of the navy female soldiers. Also, the study illustrated whether glass ceiling moderated the relationship between burn out and soldiers morale. For this purpose, Surveys and supervisor-rating performance data of 205 navy female soldiers. It was found that the work–family conflict of females negatively influenced morale, and burn out mediated the relationship with work–family conflict and morale. Also, the perception of glass ceiling was found to control the relationship between burn out and morale. Specifically, when the women perceived glass ceiling perception high, it was confirmed that the negative influence of burn out on morale was strong. we discuss the implications of these results, study limitations, and practical suggestions for future research.
The purpose of this study was to investigate the effects of personality (openness, neuroticism) and leader consideration behavior on team cohesiveness. The present study tests the mediating effect of psychological safety in the relationship between personality (openness, neuroticism) and team cohesiveness. While openness and neuroticism were examined as individual-level variables, leader consideration behavior, relationship conflict, psychological safety, and team cohesiveness were analyzed in team-level. Sequential mediation effects of relationship conflict and psychological safety on the relationship between leader consideration behavior and team cohesiveness were also examined. Data were collected from a total of 35 teams comprised of 194 students using survey. The results showed that psychological safety mediated the relationship between neuroticism and team cohesiveness. However, the mediating effect of openness was not significant. Moreover, relationship conflict and psychological safety sequentially mediated the relationship between leader consideration behavior and team cohesiveness. Based on these results, implications, limitations of research, and suggestions for the future research are discussed.
The study was designed to investigate the effects of employees’ work meaning on organizational commitment and the moderating effect of transformational leadership on the relationship between work meaning and organizational commitment. Data were collected from 1,000 employees via online survey. Results of hierarchical regression analyses showed that work meaning explained an additional 26.1% of variance in organizational commitment with controlling demographic variables. Also among three factors of work meaning, self-actualization was the most important factor in explaining organizational commitment, and was followed by making a living and social relationships in order. Transformational leadership was found to play a moderating role on the relationship between self-actualization work meaning and organizational commitment. The higher transformational leadership of leaders was, the stronger relationship between self-actualization and organizational commitment was. This study showed that organizational commitment is influenced by work meaning and leadership style, and interactions of the two variables. Finally, the implications and limitations of this study and suggestions for the future research were discussed.
This study investigated the mechanisms of the relationships between role overload and three dimensions of work engagement. It was hypothesized that psychological detachment would mediate the relationship between role overload and work engagement, and the indirect effect of role overload on work engagement through psychological detachment would be conditional on job crafting and marital status. Consistent with our hypothesis, the moderating effect of job crafting on the relationship between role overload and psychological detachment was significant in a sample of 446 workers. That is, job crafting alleviated the negative impact of role overload on psychological detachment. The interaction between marital status and psychological detachment was also significant for vigor; however, the direction was different from what was expected. For the married, vigor was relatively constant regardless of the level of psychological detachment, but for the unmarried, the more the psychological detachment the lower the vigor. In addition, this difference was observed more for women than men. In case of women, marital status also moderated the relationship between psychological detachment and dedication. Although the direction was unexpected, there was a conditional indirect effect of role overload on vigor and dedication through psychological detachment depending on the level of job crafting and marital status combined with sex differences. There was no conditional indirect effect for absorption. Implications and limitations of this study, and future research directions were discussed.
An experimental study was conducted to find a possible answer for the inconsistent results of the relationship between the equity sensitivity and organizational citizenship behavior(OCB) in previous studies. Because OCB could be observed only in organizational context, cooperation intention, as a dependent variable, was used for the experiment. The data of 89 students, obtained by the experiment, were used for the analysis. The results showed that benevolents, who were highly cooperative, decreased the cooperation intention when others competed. In addition, even though we did not develop specific hypotheses, by using an survey gauging competition orientation, choice autonomy, egocentrism, fairness perception, rationality and justification on cooperation/competition of other, the differences between benevolents and entitileds, in terms of their attitudes and perception, were investigated. Based on the results, the psychological process of changing cooperation intention and future research were discussed.
The purpose of the study was to investigate the effects of alcohol drinking of employee on job engagement and interpersonal conflict at work. In order for a better understanding of the effects, we distinguished drinking based on whom they drank with: work-related vs. non-work related. Based on self-control strength theory(Baumeister, Vohs, & Tice, 2007) and effort-recovery model(Meijman & Mulder, 1998), we hypothesized that self-control plays a key role in the process by which work-related drinking influences job engagement and interpersonal conflict. Multi-level analyses on daily survey data from a total of 367 employees for two weeks showed that as participants drank more alcohol with work-related person(s), the level of ego-depletion got worse, and as a result, job engagement faltered. As for interpersonal conflict, the effects of work-related alcohol consumption and ego-depletion varied according to the level of trait self-control. On the other hand, non-work related drinking was positively related to ego-depletion, which was related to only interpersonal but to job engagement. Theoretical and practical implications of the findings and future research directions were discussed.
The purpose of the present study was to examine the effects of grit at work. Especially, this study investigated the effects of grit, known as a personal success factor, on organizational citizenship behavior (OCB) which is voluntary behavior for the organization and colleagues. In addition, we focused on the mediation effect of job positive affect and occupational self-efficacy on the relationship between grit and OCB. Results from an online survey undertaken with Korean workers showed that grit had a positive effect on OCB when conscientiousness was controlled for. Moreover, job positive affect mediated the relationship between grit and OCB. On the other hand, occupational self-efficacy did not mediate the relationship. We discussed the implications of these results, study limitations, and practical suggestions for future research.