Korean Journal of Social and Personality Psychology
- Log In/Sign Up
- P-ISSN1229-0653
- KCI
ISSN : 1229-0653
Browse Articles
- 2024 (Vol.38)
- 2023 (Vol.37)
- 2022 (Vol.36)
- 2021 (Vol.35)
- 2020 (Vol.34)
- 2019 (Vol.33)
- 2018 (Vol.32)
- 2017 (Vol.31)
- 2016 (Vol.30)
- 2015 (Vol.29)
- 2014 (Vol.28)
- 2013 (Vol.27)
- 2012 (Vol.26)
- 2011 (Vol.25)
- 2010 (Vol.24)
- 2009 (Vol.23)
- 2008 (Vol.22)
- 2007 (Vol.21)
- 2006 (Vol.20)
- 2005 (Vol.19)
- 2004 (Vol.18)
- 2003 (Vol.17)
- 2002 (Vol.16)
- 2001 (Vol.15)
- 2000 (Vol.14)
- 1999 (Vol.13)
- 1998 (Vol.12)
- 1997 (Vol.11)
- 1996 (Vol.10)
- 1995 (Vol.9)
- 1994 (Vol.8)
- 1993 (Vol.7)
- 1992 (Vol.6)
- 1991 (Vol.6)
- 1990 (Vol.5)
- 1989 (Vol.4)
- 1988 (Vol.4)
- 1987 (Vol.3)
- 1986 (Vol.3)
- 1985 (Vol.2)
- 1984 (Vol.2)
- 1983 (Vol.1)
- 1982 (Vol.1)
Vol.14 No.3
Abstract
This study purports to study the psychological, sociological, and cultural factors behind generation gap and conflicts in complex organizations. We surveyed directors, managers, and assistant managers in large business organizations, asking questions on various dimensions including each others' assessment and subjective generation gap. Results of survey analysis show that generational division exists between ranks and major division lies between assistant managers and their seniors. In organizations, new and old generations recognize each other's strength and weakness at the same time, and on some issues do not show any critical perspectives. Generations' assessment of each other, whether in negative terms or positive terms, have significant impacts on their perception of generation gap. However all generations (or ranks in organizations) agreed in that generation gap is not a big source of conflicts in organizations. In terms of coping strategy, old generation preferred active solution while new generation preferred passive solution.
Abstract
The relationship between personality traits and harvesting behavior was investigated in a resource dilemma situation. Two questions were examined: Under what conditions of resource dilemma will personality traits have significant relationship with, and are which personality traits related to cooperative behavior? Groups of four subjects (Military Academy male cadets) were asked to harvest points from a replenishable resource pool. Two factors were crossed in a factoral design; group membership (ingroup vs outgroup membership) and feedback type (individual vs aggregated group level). The primary dependent measure was mean group harvest. Subjects had completed 3 personality tests before they participated in the experiment. The tests were MMPI, Standardized Diagnostic Personality Inventory, and Self-Actualization Inventory. Personality traits measured through the tests were correlated with harvest points. There was no significant correlation between psychopathological traits and harvest points under the individual level feedback condition, in which conformity pressure was strong. In other conditions, the two variables were positively correlated. Healthy personality traits were negatively correlated with harvest points. Additionally, some personality traits were found to be related to individuals' willingness to give up free access to the resource in favor of a leader. Future research agenda was discussed in relation to these results.
Abstract
To integrate the increasing and decreasing effects of monetary incentives on creativity, we assumed that both effects were real and individual's type of motivation would moderate the effects. We used WPI scale(Amabile, Hennessey, & Tighe, 1994) to measure individual's intrinsic and extrinsic motivation. Intrinsically motivated group were composed of high in intrinsic but low in extrinsic motivation, extrinsically motivated group were composed of high in extrinsic but low in intrinsic motivation, and dually motivated group were composed of high in both intrinsic and extrinsic motivation. The intrinsically motivated group showed the decreasing effect in study 1 using algorithm task and study 2 using heuristic task The extrinsically motivated group showed the increasing effects in both studies. And the dually motivated group showed the increasing effects in study 1 but the decreasing effects in study 2. We concluded that the effects of monetary incentives on creativity were moderated by individual's type of motivation.
Abstract
The present study tested the hypothesis that perceptions of change over time would be different depending on time frame. More specifically, it was predicted and confirmed that people would perceive more change in personality (Study 1) and physical appearance (Study 2) when the change was presented in retrospective frame than in prospective frame. In both studies, the probability that the past would be like the present was significantly higher than the probability that the future would be like the present. Implications and future research were discussed.
Abstract
The aim of this study is to examine exaggeration of fault tree completeness and to test if it will be explained by the logic of conversation. Fault trees represent problem situations by organizing "things that could go wrong" into functional categories. The logic of conversation is a set of tacit assumptions between speakers and listeners that govern the conduct of conversation in everyday life. Three experiments were conducted. In experiment 1, the task of subjects was to estimate the causes of more than 1 minutes delay of car start. The result of experiment 1 showed exaggeration of fault tree completeness. Experiments 2 and 3 were conducted to test the role of the conversational logic in fault tree phenomenon. The two experiments showed that the fault tree phenomenon did not result from violations of the conversational logic. Finally, the implications and limites of the study discussed.
Abstract
There are considerable inconsistencies on the utility of face-to-face group brainstorming, which was considered a efficient technique for stimulating creative idea generation, between the field experience and the results of laboratory experiments. Contrary to the expectation of the field users of it, empirical evidences showed that the productivity of the brainstorming group is significantly lower than that of nominal group. This lower productivity stems from the various problems inherent in the group brainstorming procedure. Recently, electronic brainstorming(EBS) has been proposed as a superior approach to both nominal brainstorming and traditional face-to-face brainstorming. In this review, first, the problems inherent in the verbal brainstorming procedure were presented with the comparison of idea productivity between verbal brainstorming group and nominal group, and then, electronic brainstorming was introduced as an alternative technique. Second, the results of empirical research on the productivity of electronic brainstorming group were compared with that of nominal group, and the ceiling of its productivity was explained by the lack of cognitive stimulation. Finally, future research directions concerning the effective use of brainstorming technique were presented.
Abstract
This study examined the three-way interaction effect of success/failure feedback, goal-setting for social comparison and comparison target on experience of self-relevant agitation emotions. A 2(performance feedback: success, failure)×3(goal-setting for social comparison: self-promotion, self-assessment, self-enhancement)×3(comparison target: upward, similar, downward) complete factorial design was used in this experiment. Subjects performed a task and were told that their performance of the next trial would be compared with those of the comparison target the computer arranged. And then subjects rated their self-relevant emotional experience. The results showed that the hypothesized three-way interaction was confirmed. The self-relevant agitation emotion effects of comparison targets were varied according to the goals of social comparison and sucess/failure feedback. To put the three-way interaction effect concretely, in success condition more agitation-related emotion was experienced in self-promotion goal/upward comparison condition than self-promotion goal/downward comparison condition and less agitation-related emotion was experienced in self-prevention goal/upward comparison condition than self-prevention goal/downward comparison condition. And in failure condition more agitation-related emotion was experienced in self-prevention goal/downward comparison condition than self-prevention goal/upward comparison condition. Especially in self-promotion goal/success feedback/upward condition, choice percentage of the upward target was higher than other conditions, and in self-prevention goal/failure feedback/upward condition, choice percentage of downward target was higher than other conditions. The results were discussed in terms of the self-regulation theory of social comparison process(Hahn, 1999), and the implications for future studies were suggested.