This study aimed to analyze the mediating effects of organizational supportive learning environment and individual readiness for change in the relationship between organizational…
Abstract
Purpose
This study aimed to analyze the mediating effects of organizational supportive learning environment and individual readiness for change in the relationship between organizational digital transformation competencies and individual job performance among employees of large domestic companies in South Korea.
Design/methodology/approach
The authors surveyed employees of large domestic companies in South Korea and collected 260 questionnaires. The authors excluded eight responses that did not meet the research objectives and analyzed the remaining 252 responses using a structural equation modeling including measurement model analysis and structural model analysis using SPSS 29.0 and AMOS 26.0.
Findings
The authors found a statistically significant relationship between organizational size and organizational digital transformation competencies. Moreover, organizational digital transformation competencies positively influence individual job performance, and the dual mediating effects of organizational supportive learning environment and individual readiness for change are significant.
Originality/value
Since there is little empirical research validating the importance of digital transformation competencies in organizational settings related to job performance, this study holds academic significance in that it empirically validates the relationship between organizational digital transformation competencies and individual job performance and confirms the mediating effects of organizational supportive learning environment and individual readiness for change from both organizational and individual perspectives.
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Yoonhee Park, Jin Gu Lee, Hong Jeon Jeong, Min Sub Lim and Mi-Rae Oh
The purpose of this study is to investigate the structural relationships between protean career attitude, career resilience, proactive career behavior and external employability.
Abstract
Purpose
The purpose of this study is to investigate the structural relationships between protean career attitude, career resilience, proactive career behavior and external employability.
Design/methodology/approach
This study sampled 212 training apprentice employees who participated in training programs using a proportional stratified sampling in South Korea. The study tested the research model using structural equation modeling.
Findings
This study revealed that protean career attitude influenced external employability through career resilience and proactive career behavior. Career resilience fully mediated the relationship between protean career attitude and external employability and partially mediated protean career attitude and proactive career behavior. Proactive career behavior also mediated the relationship between protean career attitude and external employability.
Research limitations/implications
This study has a limitation by relying on cross-sectional data. In terms of theoretical implications, this study can add new knowledge to the protean career research by demonstrating that the protean career attitude influences perceived external employability through career resilience and proactive career behavior for the sample of young training apprentice employees.
Originality/value
This study uncovers the dynamic processes between protean career attitude and perceived external employability. Moreover, this study’s sample is significant because training apprentice employees are mostly young in their 20s and 30s with less than three years of working experience and working in small and medium-sized enterprises in South Korea.
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Yoonhee Park, Heajung Woo, Mi-Rae Oh and Sunyoung Park
The purpose of this study is to review the definition, perspective, measurement and context of workplace learning and explored workplace learning to identify its role in…
Abstract
Purpose
The purpose of this study is to review the definition, perspective, measurement and context of workplace learning and explored workplace learning to identify its role in quantitative research.
Design/methodology/approach
Through an integrative review of the literature, the following four roles that workplace learning has played in these studies were identified: workplace learning as an antecedent, a mediator, a moderator and an outcome.
Findings
This paper synthesized results for workplace learning in 45 studies. A total of 88 variables related to workplace learning were identified after four overlapped variables (autonomy, social support, work engagement and workload) in multiples areas were excluded from a total of 92 variables (56 antecedents, 8 mediators, 7 moderators and 21 outcomes).
Research limitations/implications
Because this study identified four roles of workplace learning (as antecedent, mediator, moderator and outcome), this study did not focus on the process of learning in the workplace. Additional study is needed to investigate how workplace learning can lead to outcomes and how this process can link workplace learning and its consequences.
Originality/value
This paper synthesized the antecedents, mediators, moderators and outcomes for workplace learning by integrating the findings in this study. This provided a comprehensive framework that could be used by researchers to continue the empirical research on this topic to develop the dynamics between individual, group, job and organizational variables on the one hand and workplace learning on the other.
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Suwon Yim, Minyoung Kim and Yoonhee Park
The purpose of this study is to investigate the structural relationships between clan culture, perceived supervisor support, leadership competencies and subjective career success…
Abstract
Purpose
The purpose of this study is to investigate the structural relationships between clan culture, perceived supervisor support, leadership competencies and subjective career success among South Korean female managers.
Design/methodology/approach
A structural equation modeling was used to analyze the sixth wave of data from the Korean Women Manager Panel (KWMP) survey by the Korean Women’s Development Institute in South Korea. The panel respondents were 1,384 female managers in tenured positions at South Korean companies.
Findings
The results showed that clan culture and perceived supervisor support directly influenced female managers’ subjective career success and indirectly affected their subjective career success through leadership competencies at the same time.
Research limitations/implications
The respondents’ self-report can be a limitation as it can result in inflated outcomes in research findings. Even though no common method bias was found using Harmans’ single-factor test, the bias might not be removed completely. The study’s limitation includes the panel data and measures from KWMP, which constrained attempts to create constructs for measuring variables more precisely.
Originality/value
There is little research on the relationships between leadership competencies and other variables of female managers. The current study expanded the research on female managers’ leadership competencies by verifying that the leadership competencies play an important role in the relationships between clan culture, perceived supervisor support and subjective career success. The findings highlight that it is essential for female managers in South Korea to have supportive environments to receive fair treatment, demonstrate leadership competence in organizations and perform challenging tasks.
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Yoonhee Park, Doo Hun Lim and Jaeeun Lee
This study aims to examine the direct effects of job support and the indirect effects of individual career planning on the motivational process of training transfer, which…
Abstract
Purpose
This study aims to examine the direct effects of job support and the indirect effects of individual career planning on the motivational process of training transfer, which consists of the structural relationship between learning goal orientation, learning motivation, transfer motivation and training transfer.
Design/methodology/approach
An online survey was administered to 255 respondents in South Korea, and 252 valid responses were used for analysis. A hypothetical model was examined using a structural equation model and multi-group analysis.
Findings
This study found that the synchronous process model of training transfer was well validated in the Korean context; moreover, job support promoted employee motivations that led to their training transfer. In addition, career planning was found to have a moderating role in the relationships explored in this study. That is, when the level of career planning was high, job support directly affected the motivation to transfer, and the link between intrinsic learning orientation and motivation to learn was highly activated compared to the group with a low level of career planning.
Research limitations/implications
This study is limited by the single-dimensional measurement of its constructs, including job support, goal orientation and motivation to transfer. This limitation should be considered when interpreting the study’s results. In terms of implications, the study suggests that organizations should help individuals identify their career interests and establish a strategy to achieve their career goals by providing information about specific areas of interest.
Originality/value
This study proposes that the motivational mechanisms leading to training transfer are affected by trainees’ level of career planning. In addition, the study findings emphasize the importance of organizations’ role in guiding individual employees’ career planning to facilitate performance through training transfer.
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This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Abstract
Purpose
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
This paper identified that digital transformation can influence individual job performance.
Research limitations/implications
This paper supports the importance of digital transformation competencies in their role on providing organizations a competitive advantage.
Practical implications
This paper proposed focusing on cultivating and nurturing digital transformation competencies within workforces.
Originality/value
The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
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Seung-Pyo Jun and Do-Hyung Park
Online web searches have played crucial roles in influencing consumers’ purchasing decisions. Web search traffic information enables researchers and practitioners to better…
Abstract
Purpose
Online web searches have played crucial roles in influencing consumers’ purchasing decisions. Web search traffic information enables researchers and practitioners to better understand consumers in terms of their preferences and interests, among other things. The purpose of this paper is to use web search traffic information provided by Google Trends to derive relationships among product brands as well as those between product brands and product attributes to propose a method to enhance the visibility of consumer brand positioning.
Design/methodology/approach
This study builds upon the interesting observation that consumers’ behavior in performing simultaneous searches, or searches including two or more keywords, can be converted into data indicating relationships among brands as well as those between brands and their attributes. The study focuses on the cases of hybrid cars and tablet PCs, and applies a social network analysis method to identify these relationships. Time series information on web search traffic is used because it can track these two product groups from the early stages to the present. This step is completed to verify the changes in the status of each brand and in their relationships that occurred in consumers’ minds over time.
Findings
Results show that consumers’ web search behaviors reveal the brand positioning and brand-attribute associations in their minds. Specifically, using consumers’ simultaneous search data, the authors derived relationships among brands (brand-brand network) from consumers’ behaviors of searching simultaneously for two brands and the relationships between brands and attributes (brand-product attributes network) from consumers’ behavior of searching simultaneously for a specific brand and certain product attributes.
Originality/value
Theoretically, this study verifies that consumers’ web search traffic information can be used to microscopically identify the positions of individual brands and their relationships in the minds of consumers. Regarding practical applications, this study proposes a method that can be used by companies to track how consumers perceive their brands by performing a simple and cost-effective analysis using the free search traffic information provided by Google.
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Yoonhee Choi and Namgyoo K. Park
This paper aims to examine the economic and psychological mechanisms in turnover at the managerial level. The paper investigates how (1) the ease of moving posed by alternative…
Abstract
Purpose
This paper aims to examine the economic and psychological mechanisms in turnover at the managerial level. The paper investigates how (1) the ease of moving posed by alternative jobs (i.e. the economic mechanism) and (2) the desire to move due to low job satisfaction (i.e. the psychological mechanism) simultaneously influence top management team (TMT) turnover and these managers' subsequent job position and pay.
Design/methodology/approach
Using 25 years of panel data on more than 2,000 top managers in the United States, the paper utilizes fixed-effects logistic regressions and the ordinary least squares model to test the hypotheses.
Findings
The authors find that CEO awards (an economic mechanism) and low compensation (a psychological mechanism) independently have positive effects on turnover. Turnover due to the economic mechanism leads to a higher position and pay, whereas turnover due to the psychological mechanism does not guarantee the same outcome. Further, when examining how pay dissatisfaction influences turnover simultaneously with CEO awards, the authors find that managers with the highest pay leave their firm, and not those with the lowest pay.
Originality/value
The paper employs the pull-and-push theory in the employee turnover literature and applies it to the top management team literature. By doing so, this paper contributes original insights to how economic and psychological mechanisms simultaneously affect managerial turnover and its subsequent outcomes.
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Yonjoo Cho, Jieun You, Yuyeon Choi, Jiyoung Ha, Yoon Hee Kim, Jinsook Kim, Sang Hee Kang, Seunghee Lee, Romee Lee and Terri Kim
The purpose of this qualitative study is to explore how highly educated women respond to career chance events in a Korean context where traditional cultural values and…
Abstract
Purpose
The purpose of this qualitative study is to explore how highly educated women respond to career chance events in a Korean context where traditional cultural values and male-dominated organizational culture coexist.
Design/methodology/approach
The authors conducted 50 semi-structured interviews with highly educated women operationalized as women with doctoral degrees in and out of Korea. The authors used a collaborative research process with a team of ten Korean-born researchers who have built consensus on research themes through discussions on the collection and analysis of a large data set, thus reducing the researcher bias issue inherent in qualitative research.
Findings
In an analysis of the interview data collected, the authors report on three themes: before obtaining a doctoral degree, during and after their doctoral study and responses (coping strategies) to chance events in their careers. Highly educated women’s pursuing a doctoral degree was a way to maintain work–life balance in Korea where women are expected to take a primary caregiver role. After obtaining a doctoral degree, participants struggled with limited job opportunities in the male-dominated higher education. Women’s unplanned and unexpected chance events are intertwined with the male-dominated culture in Korea, and career interruptions as such a chance event, whether voluntary or involuntary, happened largely due to family reasons. In this context, highly educated women responded to chance events largely at individual and family levels and articulated the need for support at organizational and government levels.
Research limitations/implications
The study findings confirm the literature that women’s careers are limited by traditional family roles in non-Western countries where strong patriarchal culture is prevalent. Particularly, women’s career interruptions surfaced as a critical chance event that either disrupts or delays their careers largely because of family issues. Future research is called for to identify both individual and contextual factors that influence women’s decisions on voluntary and involuntary career interruptions as their responses to chance events.
Practical implications
Based on highly educated women’s coping strategies largely at individual and family levels, we suggest national human resource development policies put in place not to lose out on the opportunity to develop highly educated women with doctoral degrees as a quality workforce for a nation’s sustainable economic growth. Additionally, organizations need to be aligned with the government policies and programs for the provision of developmental programs for women in the workplace, beginning with highly educated women’s career planning, while creating organizational culture to promote gender equality as a long-term goal.
Originality/value
The participants’ voluntary career breaks helped them care for their children, be involved in their children’s education, reflect on work–life balance after having long hours of work for many years and move forward with personal satisfaction. Voluntary career breaks can be understood as highly educated women’s unique way of responding to chance events.
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Yoonhee Choi, Kenji Klein and Jun Yan
This paper aims to explore the innovation in small and micro family firms, in comparison to that of small and micro nonfamily firms, and the organizational characteristics that…
Abstract
Purpose
This paper aims to explore the innovation in small and micro family firms, in comparison to that of small and micro nonfamily firms, and the organizational characteristics that could enhance innovation in these firms.
Design/methodology/approach
We collected survey data from 215 small and micro business owner-managers in the United States and tested our hypotheses using ordinary least squares regressions.
Findings
We find that small family firms are less innovative than small nonfamily firms. However, our results suggest that small family firms can still enhance their innovation by cultivating a more collaborative organizational culture where bottom-level and non-family employees can participate in business decisions. Further, we find that while having an organic organizational design helps small firms be more innovative, the positive effect of organic design on small family firms’ innovation is not as strong as its effect on small nonfamily firms’ innovation.
Originality/value
This paper offers a unique and nuanced examination of innovation in family firms by narrowing down the scope to small and micro firms. Moreover, the paper investigated the drivers of innovation in small businesses and how these drivers enhance/decrease innovation in small family firms. Our findings suggest that the paths for more innovation are different for small family and nonfamily firms.