Various Organizations In Korea Research Articles

직무요구와 적응수행 간 관계에서 직무탈진의 매개효과와 LMX 질과 정서적 안정성의 조절효과

The purpose of this study was to investigate the influence of job demand(work load, time pressure, role conflict, and role ambiguity) on adaptive performance and the mediating effect of burnout. Also, this study examined the moderating effect of leader-member exchange on the relationship between quantitative demand and burnout, and the moderating effect of emotional stability on the relationship between qualitative demand and burnout. Using the survey research method, data were collected from 272 employees who were working in a variety of organizations in Korea. As results, work load, time pressure, role conflict, and role ambiguity had positive relationships with adaptive performance. And burnout had complete mediation effect on the relationship between work load, time pressure, role conflict, and role ambiguity and adaptive performance. And emotional stability had moderation effect on the relationship between qualitative demand and burnout. Specifically, the positive relationship between qualitative demand and burnout was weaker when emotional stability was high rather than low. On the other hand, moderating effect of leader-member exchange quality on the relationship between quantitative demand and burnout was not significant. Finally, based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.

기업가적 마케팅 척도개발에 관한 연구

Entrepreneurial marketing is a new concept and its concept has not been established due to the short duration of the study. The purpose of this study is to develop a generalizable entrepreneurial marketing scale that can be applied to various organizations in Korea because there is no instrument of measurement for agreed entrepreneurial marketing to date.BR To achieve the research purpose, this study refined the initial measurement items through in-depth literature review, interviews with managers and an expert panel survey. The questionnaire was distributed and collected for non-profit organizations under government control nationwide. A total of 230 copies were distributed and 225 copies were collected and 212 copies were used in the final analysis except for insincere data.BR After selecting the 7 sub-factors, pro-activeness, innovativeness, risk-taking, value co-creation, networking, opportunity focus, and resource leverage for which content validity was secured through literature review, interviews with managers and expert panel survey, convergent validity, and discriminant validity were measured through exploratory factor analysis and confirmatory factor analysis. Through these process, networking and resource utilization are finally composed of one factor to determine the scale of entrepreneurial marketing. Further a total of six sub-factors of entrepreneurial marketing networking resource, opportunity focus, innovativeness, and risk-taking value co-creation and pro-activeness were derived.BR As a study limit and future research direction, though the entrepreneurial marketing measurement scale was intended to reflect the comprehensive concept of entrepreneurial marketing including organizational characteristics and service characteristics, further research is needed to expand the scope.

Social Dominance Orientation and Job Performance

Recently, as one of few personality traits which significantly predicts discrimination and prejudice against various social groups, the researches on the effect of social dominance orientation are substantially growing, however researches directly aimed at the effect of social dominance orientation on individual performance are still limited. In this research, from the interactionalistic approach of person-environment, based on social dominance theory and resource theory, we investigated the effect of social dominance orientation on the employee’s job performance(task performance and contextual performance), along with exploring the moderating effect of leader-member resource exchange domains(contribution exchange and affect exchange) and job meaning factor from psychological empowerment. Self-reported survey data were obtained from 345 employees from various organizations in Korea. The results showed that LMX contribution exchange buffered the negative impact of social dominance orientation on contextual performance. The interaction between social dominance orientation and LMX affect exchange affected task performance negatively, but job meaning significantly reduced the negative impact. Based on these results, we discussed implications and limitations of this study and directions for future research.

상사에 대한 팔로워십이 공유리더십에 미치는 영향에서 업무의 가상성(virtuality) 및 부하의 변화지향적 가치의 조절효과

The purpose of this study is to find out the effect of followership based on formal leadership relationship on shared leadership, which is the horizontal and collective influence among team members. This aims to find the behavior of members in response to the trend of expanding distributed leadership that shares roles and responsibilities in modern organizations. In the process, the moderation effect of work virtuality, which reflects the characteristics of the work environmental changes in ICT, was investigated. Virtuality is an assistive technology in a non-face-to-face work environment, but it was intended to reveal the possibility of weakening the effectiveness of followership. The change-oriented value was operationalized from a relational point of view, and tested the moderation effect. The study also examined the moderation effect of promoting the followership-shared leadership relationship when followers’ change-oriented value is high compared to that of the formal the team leader. The purpose of this study was to verify the phenomenon in which members are more likely to demonstrate shared leadership through followership when there is a discrepancy due to the higher change-oriented value of the follower. To conduct this study, a survey was collected from 305 workers from various organizations in Korea. From results of hierarchical multiple regression analysis, it was found that the followership behavior had a positive effect on the shared leadership, and the moderating effect of virtuality was significant in the relationship between the followership and the shared leadership. In addition, the moderating effect of change-oriented value was also found to be significant, and when the change value of subordinates was higher than the leader, it appeared to be a pattern that exerts stronger shared leadership through followership. Based on the results of the study, the academic implications and practical implications were suggested, and limitations and implications for future studies were presented.

Development and validation of knowledge hiding motivation scale

The purpose of this study was to develop and validate knowledge hiding motivation scale. First, in preliminary study, using the open-ended survey research method, 89 cases were collected from 200 employees who were working in a variety of organizations in Korea. After eliminating overlapped and unintended cases of knowledge hiding, 42 cases in five categories(rationalization, ownership, competition, avoidance, and relation) were obtained. Based on the previous theory, we removed one category(rationalization) and constructed 34 items from cases. Then, we conducted an exploratory factor analysis to find out factor structure of knowledge hiding motivation using the responses of 193 employees from a variety of organizations in Korea. After eliminating low factor loading item and double loaded items, 17 items were obtained in the structure of four factors(personal ownership, fear of loss, concern for negative evaluation, and negative relation). Then, we conducted an confirmatory factor analysis using the responses of 300 employees from a variety of organizations in Korea, and found the four factor structure of 17 items was valid. Also, we examined convergent, discriminant, and criterion-related validity of knowledge hiding motivation scale. In order to examine the convergent validity, we identified the relationship between each subfactor of knowledge hiding motivation and psychological ownership, interpersonal competitiveness, fear of negative evaluation, and negative reciprocity. As a result, personal ownership has a significant correlation with psychological ownership, fear of loss has a significant correlation with interpersonal competitiveness, concern for negative evaluation has a significant correlation with fear of negative evaluation, and negative relation has a significant correlation with negative reciprocity. We examined whether knowledge hiding motivation can be distinguished from other similar constructs such as knowledge sharing intention, knowledge transfer, knowledge sharing, and knowledge hoarding. As a result, we found that knowledge hiding motivation can be well discriminated with knowledge sharing intention, knowledge transfer, knowledge sharing, and knowledge hoarding. In order to testify the criterion-related validity, we examined the relationship between knowledge hiding motivation and knowledge hiding. As a result, we confirmed that knowledge hiding motivation has a significant relationship with knowledge hiding. Finally, the implications and limitations of this study were discussed, and the future research directions were suggested.

The relationship between social dominance orientation and contextual performance

The purposes of this study were, first, to confirm the internal structure of social dominance orientation by using Korean working adult sample. Second is to investigate the effect of social dominance orientation on the employee’s contextual performance at the facet level, along with exploring the possible role of narcissistic self-concept(grandiosity) and interpersonal motive(dominance). Using the survey research method, data were collected from 411 employees who were working in a variety of organizations in Korea. The results of study showed that subdimensions of social dominance orientation(SDO-D, SDO-E) were significantly correlated with each other and SDO-E factor was negatively related with interpersonal facilitation. SDO-D factor was not significantly related with neither interpersonal facilitation nor job dedication. However, grandiosity and dominance fully mediated the relationship between SDO-D factor and both subdimensions of contextual performance. Based on these results, we discussed the implications of study, limitations, and the suggestions for future research.

The Relationship between Social Dominance Orientation and Contextual Performance: The Mediating Role of Grandiosity and Dominance

The purposes of this study were, first, to confirm the internal structure of social dominance orientation by using Korean working adult sample. Second is to investigate the effect of social dominance orientation on the employee’s contextual performance at the facet level, along with exploring the possible role of narcissistic self-concept(grandiosity) and interpersonal motive(dominance). Using the survey research method, data were collected from 411 employees who were working in a variety of organizations in Korea. The results of study showed that subdimensions of social dominance orientation(SDO-D, SDO-E) were significantly correlated with each other and SDO-E factor was negatively related with interpersonal facilitation. SDO-D factor was not significantly related with neither interpersonal facilitation nor job dedication. However, grandiosity and dominance fully mediated the relationship between SDO-D factor and both subdimensions of contextual performance. Based on these results, we discussed the implications of study, limitations, and the suggestions for future research.

An Exploratory Study on the Development and Validation of the Korean Unethical Pro-organizational Behavior Scale

한국형 비윤리적 친조직 행동 척도를 개발하고 타당성을 검증하기 위해, 연구 1(척도 개발)에서 국내외 비윤리적 친조직 행동 척도 검토, 국내 직장인 100명을 대상으로 한 개방형 설문조사 및 전문가 그룹의 검증 등을 통해 비윤리적 친조직 행동 측정문항을 개발했다. 연구 2(척도 타당화)에서 개발한 비윤리적 친조직 행동 측정문항을 사용해, 다양한 업종에서 일하는 국내 직장인 400명을 대상으로 설문조사를 실시했다. 수집한 자료를 바탕으로 탐색적 요인분석을 실시해, 비윤리적친조직 행동을 구성하는 하위요인 2개(비윤리적 친조직 외부지향 행동, 비윤리적 친조직 내부지향 행동)를 새롭게 발견했다. 이어서 확인적 요인분석을 실시해, 비윤리적 친조직 행동 2요인 모형이 가장 적합하다는 것을 확인했다. 그리고 기존의 유사 개념과 비윤리적 친조직 행동 구성개념간의 변별성을 확인하기 위해, 확인적 요인분석과 측정모형의 적합도를 비교했다. 분석 결과에 따르면, 비윤리적 친조직 행동은 기존의 유사 개념들(조직지향 조직시민행동, 조직일탈)과 확연히 구분되는것으로 밝혀졌다. 또한 선행연구에서 비윤리적 친조직 행동의 주요 원인으로 알려진 조직동일시와 비윤리적 친조직 행동 간의 관계를 분석해, 비윤리적 친조직 행동의 예측타당도를 검증했다. 검증결과에 따르면, 조직동일시가 비윤리적 친조직 외부지향 행동에 통계적으로 유의미하게 영향을 미치는 것으로 나타났다.The purpose of this study was to develop and validate the Korean Unethical Pro-organizational Behavior Scale. First, in preliminary study we reviewed papers related unethical pro-organizational behavior scales, and developed items to measure unethical pro-organizational behavior by open-ended questionnaires. After that, we examined content validity of those items with HR experts. In the present study, we conducted an exploratory factor analysis to find out internal structure of unethical pro-organizational behavior using the responses of 400 workers from a variety of organizations in Korea. The result revealed two-factor structure of unethical pro-organizational behavior for the first time. Also, in order to confirm the factor structure of unethical pro-organizational behavior obtained from the result of exploratory factor analysis, we conducted a confirmatory factor analysis, and found the two-factor structure had the most acceptable model fit. Also, we examined whether unethical pro-organizational behavior can be distinguished with other similar constructs in human resource management such as organization-focused citizenship behavior, and organizational deviance. As a result, it was found that unethical pro-organizational behavior can be well distinguished with organization-focused citizenship behavior, and organizational deviance. Furthermore, we investigated the criterion-related validity (predictive validity) of unethical pro-organizational behavior scale, and verified that unethical pro-organizational external behavior was positively influenced by organizational identification. This result was obviously correspondent with previous many research results. Finally, the implications and limitations of this study were discussed, and the future research directions were suggested.

The effect of supervisor’s characteristics on impression management and the moderation effect of perception of organizational politics

The purpose of this study was to investigate the effect of supervisor’s characteristics on impression management and the moderation effect of perception of organizational politics. Using the survey research method, data were collected from 296 employees who were working in a variety of organizations in Korea. As results, supervisor’s power distance orientation, social face sensitivity, and agreeableness had positive relationships with supervisor’s impression management, and supervisor’s neuroticism had negative relationship with supervisor’s impression management. However, supervisor’s extraversion did not have significant relationship with supervisor’s impression management. The perception of organizational politics had moderation effect on the relationship between supervisor’s agreeableness and impression management. That is, the positive relationship between supervisor’s agreeableness and impression management was stronger when the perception of organizational politics was high rather than low. On the other hand, moderation effects of the perception of organizational politics on the relationship between supervisor’s power distance orientation, social face sensitivity, extraversion, neuroticism and impression management were not significant. Based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.

Relationship between role stress and employee silence behavior

The purpose of this study was to investigate the influence of role stress(role conflict, role ambiguity, and role overload) on employee silence behavior and the mediating effect of psychological ownership between two variables. In addition, this study examined the moderating effect of perceived supervisor support on the relationship between psychological ownership and employee silence behavior. Using the survey research method, data were collected from 310 employees who were working in a variety of organizations in Korea. As results, role conflict, role ambiguity, and role overload had positive relationships with employee silence behavior. And psychological ownership had mediation effect in the relationship between role conflict/role ambiguity and employee silence behavior. The perceived supervisor support had moderation effect on the relationship between psychological ownership and employee silence behavior. That is, the negative relationship between psychological ownership and employee silence behavior was stronger when the perceived supervisor support was high rather than low. Finally, based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.

The mediating effect of family-work enrichment in the influence of community embeddedness on turnover intention and work engagement

The purpose of this study was to examine the effect of community embeddedness, which is one of the subfactor of job embeddedness, on turnover intention and work engagement. Specifically, this study investigated the influence of community embeddedness on turnover intention and work engagement, and the mediating effect of family-work enrichment in these relationships. Self-reported survey data were obtained from 276 employees from various organizations in Korea. The results showed that community embeddedness and family-work enrichment were negatively related with turnover intention and positively related with work engagement. And community embeddedness was positively related with family-work enrichment. Finally, the relationship between community embeddedness and turnover intention, and the relationship between community embeddedness and work engagement were partially mediated by family-work enrichment. Implications, limitations of this study, and suggestions for the future research were discussed on the basis of the results.

The Effect of Supervisor’s Characteristics on Impression Management and The Moderation Effect of Perception of Organizational Politics

The purpose of this study was to investigate the effect of supervisor’s characteristics on impression management and the moderation effect of perception of organizational politics. Using the survey research method, data were collected from 296 employees who were working in a variety of organizations in Korea. As results, supervisor’s power distance orientation, social face sensitivity, and agreeableness had positive relationships with supervisor’s impression management, and supervisor’s neuroticism had negative relationship with supervisor’s impression management. However, supervisor’s extraversion did not have significant relationship with supervisor’s impression management. The perception of organizational politics had moderation effect on the relationship between supervisor’s agreeableness and impression management. That is, the positive relationship between supervisor’s agreeableness and impression management was stronger when the perception of organizational politics was high rather than low. On the other hand, moderation effects of the perception of organizational politics on the relationship between supervisor’s power distance orientation, social face sensitivity, extraversion, neuroticism and impression management were not significant. Based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.

The effect of personality on task performance and adaptive performance

The first purpose of this study was to investigate the effect of personality(extraversion, openness, conscientiousness) on job crafting. The second purpose was to examine the effects of job crafting on task performance and adaptive performance. The third purpose was to examine the mediating effects of job crafting on the relationship between personality(extraversion, openness, conscientiousness) and job performance(task performance, adaptive performance). The last purpose was to testify the moderating effect of the leader’s empowering behavior on the relationship between personality(extraversion, openness, conscientiousness) and job crafting. Data were collected from 167 employees who were working in a variety of organizations in Korea by the survey research method. Both task performance and adaptive performance were rated by others(peer or supervisor). The result of this study showed that the relationship between personality(openness, conscientiousness) and job crafting, and the relationship between job crafting and job performance(task performance, adaptive performance) were significantly positive. Also, the job crafting had full mediation effect on the relationship between personality(openness, conscientiousness) and job performance(task performance, adaptive performance). Leader’s empowering behavior had moderation effect on the relationship between conscientiousness and job crafting. That is, the positive relationship between conscientiousness and job crafting was stronger when leader’s empowering behavior was lower rather than higher. Based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.

조직정치지각과 지각된 업무성과: 리더-구성원 교환관계와 자기효능감의 삼원조절효과를 중심으로

본 연구목적은 조직정치지각과 리더-구성원 교환관계(LMX)가 구성원이 지각하는 업무성과에 미치는 영향을 살펴보는 데 있다. 또한 조직정치와 업무성과의 관계에서 LMX의 상호작용 효과를 규명하고자 한다. 특히, 본 연구는 LMX와 자기효능감과의 삼원상호작용 효과를 검증함으로써 연구영역을 확장하고자 하였다. 한국의 다양한 조직에서 근무하는 280명의 종업원을 대상으로 한 연구결과는 다음과 같다. 첫째, 조직정치지각은 지각된 업무성과에 별다른 영향을 주지 못했다. 둘째, 리더와의 높은 교환관계는 구성원의 지각된 업무성과에 긍정적인 영향을 주었다. 셋째, 리더-구성원 교환관계는 조직정치지각과 지각된 업무성과와의 관계를 조절하지 않았다. 마지막으로 본 연구결과는 자기효능감이 높은 집단에서 리더-구성원 교환관계가 조직정치지각과 지각된 업무성과의 관계를 조절하였다. 즉, 내집단에 속한 자기효능감이 높은 구성원은 정치적 환경에서도 업무성과가 증가하였다. 그러나 외집단 속한 자기효능감이 높은 구성원은 정치적 환경에서 업무성과가 감소하였다. 마지막으로 본 연구의 이론적 및 실무적 시사점과 향후 연구방향을 제시하였다. The purpose of this study is to identify the effects of perceptions of organizational politics(i.e., POPs) and leader-member exchange(i.e., LMX) on the perceived work performance. Also, this paper investigates the moderating effect of LMX on the relationship between POPs and work performance. Particularly, this study is to expand on prior research by investigating the three-way interaction effect of LMX and self-efficacy. The summary of results based on a sample of 280 employees who were working in various organizations in KOREA is following. First, POPs were not significantly related to perceived work performance. Second, LMX was positively and significantly related to perceived work performance. Third, LMX did not moderate the negative relationship between POPs and perceived work performance. Finally, our results showed that for individuals with a high level of self-efficacy, LMX moderates the negative relationship between POPs and perceived work performance. That is, for individuals with a high level of self-efficacy, POPs were positively related to work performance under high LMX(in-group), but were negatively related to work performance under low LMX(out-group). Theoretical and practical implications of our findings as well as directions for future research are provided.

The effects of self-development motive and impression management Motive on continuous learning activity

The first purpose of this study was to investigate the effects of self-development motive and impression management motive on continuous learning activity. The second purpose was to examine the mediating effects of feedback seeking behavior on the relationship between two motives(self-development motive, impression management motive) and continuous learning activity. The third purpose was to testify the moderating effects of the leader-member exchange quality on the two motives(self-development motive, impression management motive) and feedback seeking behavior. Using the survey research method, data were collected from 239 employees who were working in a variety of organizations in Korea. The results of this study showed that self- development motive was positively related to continuous learning activity, whereas impression management motive was not positively related to continuous learning activity. The self-development motive and impression management motive were positively related to feedback seeking behavior and feedback seeking behavior was positively related to continuous learning activity. Therefore, feedback seeking behavior had partial mediation effect on the relationship between self-development motive and continuous learning activity, and feedback seeking behavior had full mediation effect on the relationship between impression management motive and continuous learning activity. Finally, leader-member exchange(LMX) quality had moderation effect on the relationship between impression management motive and feedback seeking behavior. Specifically, the positive relationship between impression management motive and feedback seeking behavior was stronger when LMX quality was high than low. Based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.

The effects of personal characteristics on employee voice behaviors

The purpose of this study was to examine the validity of four different types of voice behavior developed by Maynes and Podsakoff(2013). In addition, relation of personal characteristics to four different types of voice behavior and moderating effects of organization trust on relationship between personal characteristics and voice behavior were examined. Data were obtained from 309 employees in various organizations in Korea. Results showed that proactive personality was positively influences constructive voice and negatively influences destructive voice. Also psychological collectivism was positively influences supportive voice, and trait cynicism was positively influences defensive voice and destructive voice. The results of hierarchial regression analyses showed that organization trust moderated the relationship between psychological collectivism and supportive voice, defensive voice. Finally, the implications and limitations of this study and the directions for future research were discussed.

The influence of opportunity and type of wage negotiation on the pay satisfaction and trust in management

The studies about negotiation have been conducted in the various research fields. However, despite of its importance of employees’ concern, the number of studies for wage negotiation was few. Specifically, there have been no empirical studies directly examined the influence of participation of wage negotiation on the employees’ pay satisfaction and trust in Korea. The purpose of this study was to examine the influence of the opportunity and type of the wage negotiation on the pay satisfaction and trust in management. Data were collected from 315 workers employed in a variety of organizations in Korea and hierarchical multiple regression and MANCOVA were conducted to test hypothesis. The results of regression analysis indicated that the providing opportunity of wage negotiation have positive influence on the level of pay satisfaction and trust in management. Also, union negotiation rather than individual negotiation have positive influence on the level of pay satisfaction and trust in management. In addition, the results of MANCOVA was similar with that of regression analysis, however, there was no significant difference for trust in management and satisfaction of pay policy and management between union negotiation and individual negotiation.

The influence of opportunity and type of wage negotiation on the pay satisfaction and trust in management: Exploratory study

The studies about negotiation have been conducted in the various research fields. However, despite of its importance of employees’ concern, the number of studies for wage negotiation was few. Specifically, there have been no empirical studies directly examined the influence of participation of wage negotiation on the employees’ pay satisfaction and trust in Korea. The purpose of this study was to examine the influence of the opportunity and type of the wage negotiation on the pay satisfaction and trust in management. Data were collected from 315 workers employed in a variety of organizations in Korea and hierarchical multiple regression and MANCOVA were conducted to test hypothesis. The results of regression analysis indicated that the providing opportunity of wage negotiation have positive influence on the level of pay satisfaction and trust in management. Also, union negotiation rather than individual negotiation have positive influence on the level of pay satisfaction and trust in management. In addition, the results of MANCOVA was similar with that of regression analysis, however, there was no significant difference for trust in management and satisfaction of pay policy and management between union negotiation and individual negotiation.

Antecedents of psychological detachment from work and it's effect on task performance

The purpose of this study was to identify the relationship between psychological detachment from work in nonworking time and it’s antecedents such as general self-efficacy and rumination behavior, and the relationship between psychological detachment from work in nonworking time and task performance. Also, this study tests the moderating effect of outcome-oriented culture in the relationship between psychological detachment from work and task performance. Using the survey research method, data were collected from 259 employees who were working in a variety of organizations in Korea. To reduce the effect from the common method bias, task performance of participants was rated by their peers or supervisors. The results indicate that general self-efficacy is positively related with psychological detachment, rumination behavior is negatively related with psychological detachment, and psychological detachment from work is not related with task performance. It is found the relationship between psychological detachment and task performance is moderated by outcome-oriented culture. When employees who perceive organizational culture is more outcome-oriented, there is a negative relationship between psychological detachment and task performance. In contrast, when employees who perceive organizational culture is less outcome-oriented, there is a positive relationship between psychological detachment and task performance. Based on there results, implication of results, future research tasks, and limitations of this study were discussed.

The mediating effect of silence motivation on the relationships among employee silence behavior, perceived supervisor support, and perceived procedural justice

The purposes of this study were to investigate the relationship between perceived supervisor support and employee silence behavior, the mediating roles of acquiescent silence motivation and defensive silence motivation in the relationship between perceived supervisor support and employee silence behavior, the relationship between perceived procedural justice and employee silence behavior, and the mediating roles of acquiescent silence motivation and opportunistic silence motivation in the relationship between perceived procedural justice and employee silence behavior. Using the survey research method, data were collected from 498 employees who were working in a variety of organizations in Korea. The results of this study showed that perceived supervisor support is negatively related with employee silence behavior. And the relationship between perceived supervisor support and employee silence behavior is partially mediated by acquiescent silence motivation and defensive silence motivation. Also, perceived procedural justice is negatively related with employee silence behavior. The relationship between perceived procedural justice and employee silence behavior is fully mediated by acquiescent silence motivation and opportunistic silence motivation. Based on these results, we discussed the implications of study, limitations, and the suggestions for future research.