open access
메뉴
open access
메뉴
ISSN : 1229-0696
This study aimed to verify the structural relationship among organizational culture, work-life balance, wellbeing and depression. A total of 569 Korean employees were recruited. The measurement model and the structural model were verified and also the model applicability was examined through cross-validation across gender and age. The results show that organizational culture supporting work-life balance has positive effect on employees’ well-being and work-life balance whereas has negative effect on depression, and those effects are mediated by work-life balance. The results from the multi-group analysis showed that for both male and female employees in all age groups, organizational culture supporting work-life balance has significant effect on well-being, depression and work-life balance. In addition, it was verified that work-life balance significantly affects well-being and depression in all age groups regardless of gender.
This study demonstrates how a multigroup analysis approach is used in the analysis of multilevel data to judge if a referent-shift consensus model is needed to measure a compositional property. A compositional property in multilevel context means that the forms of emergence from individual levels to group levels are isomorphic as individuals interact, communicate perspectives, and iteratively construct a common interpretation, so that all individuals in the collective are similar. The measurement principle for conceptualization of multilevel compositional properties is to use a referent-shift consensus model proposed by Chan(1998). However, if the researcher wants to use the samel construct in individual levels as well as in group levels, she needs to administer the same items to the same individuals again with a change of reference from “group” to “ individual”. It sounds bothersome and creates difficulties in reality. For that reason, researchers often collect data from individuals using self-referenced items, aggregate, and then use the aggregate scores as measures of group level variables. However in these cases, measurement invariance is tacitly assumed across the individual and group levels. We pointed out the problems of this unjustified assumption in analyses of multilevel data, and presented an analytic procedure to test the assumption using multigroup analysis framework. In sum, if measurement invariance across levels is established, researchers can use either a self-referent or a referent-shift data at individual levels and aggregate data at group levels without dual measurement. Moreover, in such a case, using a referent-shift data(‘we’ data) is more appropriate in light of construct validity because of its higher possibility to reveal group effects. If the measurement invariance across levels is not supported, researchers should collect data separately for individual level variables with a self-reference items and for group level variables with group-referenced items.
The purpose of this study was to investigate the influence of superior peer's job-focused impression management on knowledge hiding behavior and the mediating role of malicious envy to coworkers. In addition, this study examined the moderating role of employee's negative reciprocity in the relationship between malicious envy and knowledge hiding. The results from 350 participants provided evidence that (a) superior peer's job-focused impression management was negatively related to employee's malicious envy, (b) malicious envy was negatively related to employee's knowledge hiding behavior, (c) malicious envy partially mediated the relationship between superior peer's job-focused impression management and knowledge hiding, (d) employee's negative reciprocity moderated the relationship between malicious envy and knowledge hiding. Based on these results, theoretical and practical implication, limitations, and direction for future research were discussed.
The present research examined the possibility that mild task conflict and relationship conflict can serve as antecedents of psychological safety climate of newly formed teams and in turn influence team effectiveness in creative performance. Specifically, we suggest that mild task conflict is positively related to psychological safety, while relationship conflict is negatively related. Furthermore, psychological safety would mediate the relationships of mild task conflict and relationship conflict to creative team performance and team attachment. This proposed model was tested using a sample of 194 participants in a total of 35 teams surveyed at 2 time periods over about 4 months. The data analysis provides evidence to support our proposed model. The results indicate that mild task conflict and relationship conflict are critical team processes to influence emergence of team psychological safety climate which promotes team effectiveness in creative task performance. Finally, theoretical and practical implications, limitation and suggestion for future research are discussed.