Yunsoo Lee, Jae Young Lee and Jin Lee
The purpose of this study is to clarify the relationship between two sub-constructs of heavy work investment: work engagement and workaholism.
Abstract
Purpose
The purpose of this study is to clarify the relationship between two sub-constructs of heavy work investment: work engagement and workaholism.
Design/methodology/approach
The authors conducted a systematic review and meta-analysis to synthesize and critically assess existing research on the relationship between these concepts.
Findings
The review revealed three major shortcomings of the extant literature: a dichotomous perspective, variations in measurements and the unaddressed complexity of the relationship.
Originality/value
Based on these findings, this study provides a discussion on the limitations and suggestions for future research on work engagement and workaholism, including using a person-centered approach.
Details
Keywords
Yunsoo Lee, Junyeong Yang and Jae Young Lee
The high turnover of new graduate employees has become a concern for many organizations in Korea. This study explores when new graduate employees leave first jobs and what makes…
Abstract
Purpose
The high turnover of new graduate employees has become a concern for many organizations in Korea. This study explores when new graduate employees leave first jobs and what makes these employees decide to leave employees' organizations.
Design/methodology/approach
Using national panel data from South Korea, the authors employed a survival analysis and examined the factors that explain the turnover of new graduate employees.
Findings
The findings of this study reveal that many new graduate employees leave the employees' organizations within two years. Moreover, work conditions, work satisfaction and job-skill match were associated with new graduate employee turnover.
Originality/value
Based on the results of survival analysis derived from actual turnover data, not turnover intentions, the authors emphasize appropriate human resources (HR) intervention, a working environment and organizational culture, and employee development opportunities.
Details
Keywords
The purpose of this paper was to explore the underlying mechanism of the relationship between psychological safety and performance.
Abstract
Purpose
The purpose of this paper was to explore the underlying mechanism of the relationship between psychological safety and performance.
Design/methodology/approach
A serial multiple mediation model that explains the impact of psychological safety on performance via job crafting and thriving at work was proposed and tested using PROCESS macro (Model 6). Data were collected from 320 employees at three different large Korean organizations.
Findings
The results of this study found that job crafting and thriving at work sequentially mediate the relationship between psychological safety and performance. However, the direct effect of psychological safety on performance was found to be nonsignificant. Put differently, psychological safety is unrelated to performance independent of the effects of job crafting and thriving at work.
Originality/value
The present study theoretically contributes to psychological safety research by proposing and testing a serial mediation model that explores the underlying mechanism of the relationship between psychological safety and performance in detail. Practically, this study informs managers about the importance of ensuring a psychologically safe workplace environment and encouraging employees' proactive behaviors to enhance their performance and ability to thrive at work.
Details
Keywords
The purpose of this study is to validate the Korean version of the thriving at work measurement by Porath et al. (2012).
Abstract
Purpose
The purpose of this study is to validate the Korean version of the thriving at work measurement by Porath et al. (2012).
Design/methodology/approach
After translating the thriving at work measurement into Korean, the researchers assessed the validity and reliability of the measurement in a Korean working context using two different samples. In Study 1, the study validated the translated measurement using Rasch’s (1960) model, exploratory factor analysis and a reliability test with a sample of 322 employees. In Study 2, the study conducted a confirmatory factor analysis, a reliability test and a convergent and discriminant validity test using a sample of 187 employees.
Findings
Based on the analyses, this paper concluded that thriving at work has a two-factor construct and eight-item thriving at work measurement was better than the original 10-item measurement. The eight-item measurement demonstrated good discriminant and convergent validity.
Originality/value
This study validated the thriving at work measurement in a Korean context using Rasch’s (1960) model from the item response theory perspective.
Details
Keywords
The purpose of this study is to investigate individual and organizational factors that influence the relationship between career development and job performance improvement.
Abstract
Purpose
The purpose of this study is to investigate individual and organizational factors that influence the relationship between career development and job performance improvement.
Design/methodology/approach
This study adopts multilevel analysis, using the 2013 Human Capital Corporate Panel data set compiled by the Korea Research Institute for Vocational Education and Training.
Findings
Taking into consideration 572 employees over 61 companies, our findings reveal that job satisfaction and organizational commitment are significant individual factors that affect job performance through career development. Moreover, mentoring/coaching is found to be an organizational factor that influences job performance improvement through career development, while job rotation interferes with job performance through career development.
Research limitations/implications
The framework of the present study is consistent with the framework for organizational career development created by McDonald and Hite (2016), which emphasizes considering both organizational and individual factors together.
Practical implications
The results of this study provide empirical evidence and practical implications for leaders, line managers and human resource managers who are responsible for employees’ career development when they plan career development interventions.
Originality/value
This study offers a conceptual framework for career development, paying special attention to multi-level development.
Details
Keywords
Sunyoung Park and Jae Young Lee
The purpose of this paper is to review the existing workplace learning measures used in empirical studies in human resource development (HRD).
Abstract
Purpose
The purpose of this paper is to review the existing workplace learning measures used in empirical studies in human resource development (HRD).
Design/methodology/approach
By reviewing 141 studies on workplace learning published in six journals in the field of HRD, we identified nine measures for workplace learning. Tynjälä’s (2013) 3-P model of workplace learning was adopted as the framework to analyze the features of each measure in terms of presage, process and product.
Findings
Workplace Climate Questionnaire, Learning Opportunities Questionnaire, Approaches to Work Questionnaire and Self-regulated Learning in the Workplace Questionnaire belong to the presage category. Small Business Workplace Learning Survey and Workplace Learning Activities are categorized as the process dimension. The Questionnaire on Informal Workplace Learning Outcomes is in the product dimension. Informal Workplace Learning Survey and Workplace Adaptation Questionnaire are across the three categories.
Research limitations/implications
The authors identified the issues of existing workplace learning measures to emphasize the importance of reliable and valid measures for workplace learning and to gain the attention of researchers concerning these issues.
Practical implications
The findings can provide organizations and practitioners with insights and ideas on how to prepare employees to engage in diverse learning activities, how to support their learning activities and how to combine their learning activities with the existing job structure and work system.
Originality/value
This study is the first to review workplace learning measures in the field of HRD. The authors review the dimensions, items and reliability of each measure, and summarize the features of nine measures in terms of presage, process and product of workplace learning.
Details
Keywords
Jae Young Lee and Michele C. Welliver
The purpose of this study was to examine the indirect effects of strategic leadership for learning between sales employees’ perceived learning opportunities and organizational…
Abstract
Purpose
The purpose of this study was to examine the indirect effects of strategic leadership for learning between sales employees’ perceived learning opportunities and organizational commitment and job performance.
Design/methodology/approach
A total of 204 responses from sales employees in a South Korean company were analyzed using path analysis to test the hypothesized model and hypotheses.
Findings
Results of the analysis showed that strategic leadership has a significant indirect effect on the relationship between perceived learning opportunities and job performance and organizational commitment.
Originality/value
The results of this study challenge the belief that providing learning opportunities improves salesperson performance and organizational commitment. The results indicate that the relationship between continuous learning opportunities and performance, as well as between opportunities and organizational commitment, is statistically nonsignificant. However, the authors did find that providing continuous learning opportunities via strategic leadership because learning increases performance and organizational commitment.
Details
Keywords
Ngoc Anh Vu, Young‐Jae Lee, Jae‐Woo Lee, Sangho Kim and In Jae Chung
The purpose of this paper is to study the conceptual design and optimisation of a compound gyroplane. A study of a compound gyroplane configuration and its characteristics was…
Abstract
Purpose
The purpose of this paper is to study the conceptual design and optimisation of a compound gyroplane. A study of a compound gyroplane configuration and its characteristics was performed to develop a sizing program.
Design/methodology/approach
The vertical takeoff and landing capabilities of a helicopter are particularly important. The need for efficient hover and the effectiveness of forward flight in the helicopter can cause conflicts within the design process. The designers usually wish to increase the helicopter's maximum forward speed. Recently, the compound aircraft is one of the concepts considered for the purpose of expanding the flight envelope of rotorcraft. The study of the compound gyroplane showed its advance capabilities for this purpose. Understanding its characteristics, a number of calculations are conducted to implement a sizing program for compound gyroplanes based on the conventional helicopter sizing process.
Findings
The results of the sizing program were validated using existing aircraft data such as the Challis Heliplane, Carter Copter, FB‐1 Gyrodyne, and Jet Gyrodyne. The program is appropriate to size a compound gyroplane at the conceptual design phase. An optimisation study was also performed to enhance sizing results. The compromise between the rotor lift sharing factor and the ratio of the wing span (Bw) to rotor diameter (D) was solved by choosing the total gross weight (TOGW) as the objective function, while the design variables are compromising factors. The optimum results showed that the TOGW of all four kinds of compound gyroplanes was considerably reduced.
Originality/value
A conceptual sizing program for unconventional compound aircraft was developed. The study showed that an optimum design process is necessary to enhance the sizing results.
Details
Keywords
Young-Jae Yoon, Arup Varma, Anastasia Katou, Youngjae Cha and Soohyun Lee
The support of host country nationals (HCNs) is a key determinant of expatriate adjustment and performance. The purpose of this paper is to explore underlying motivations for…
Abstract
Purpose
The support of host country nationals (HCNs) is a key determinant of expatriate adjustment and performance. The purpose of this paper is to explore underlying motivations for their support to expatriates. Previous research has shown that HCNs with pro-social motivation are more likely to help expatriates. Drawing upon motivated information processing in groups (MIP-G) theory, the authors test whether epistemic motivation moderates the observed relationship between pro-social motivation and HCNs’ support toward expatriates.
Design/methodology/approach
The authors ran two correlational studies (N = 267) in the USA (Study 1) and South Korea (Study 2). Across two studies, epistemic motivation and social motivation were measured using their multiple proxies validated in previous research. The authors also measured HCNs’ willingness to offer role information and social support to a hypothetical expatriate worker.
Findings
Results lend support to our hypotheses that pro-social HCNs are more willing than pro-self HCNs to provide role information and social support to the expatriates, but this occurs only when they have high rather than low epistemic motivation.
Originality/value
The current paper contributes the literature on HCNs helping expatriates by qualifying the prior results that a pro-social motivation (e.g. agreeableness and collectivism) increases the willingness of HCNs to help expatriates. As hypothesized, this study found that that case is only true when HCNs have high, rather than low, epistemic motivation. Also, previous research on MIP-G theory has mainly focused on the performance of small groups (e.g. negotiation, creativity and decision-making). To the best of the authors’ knowledge, this research is the first attempt to test MIP-G theory in the context of HCNs helping expatriates.
Details
Keywords
This study seeks: (1) to identify whether the form of governance adopted (relational or contractual) drives suppliers' and buyers' collaboration in the same way; (2) to examine if…
Abstract
Purpose
This study seeks: (1) to identify whether the form of governance adopted (relational or contractual) drives suppliers' and buyers' collaboration in the same way; (2) to examine if both parties hold a similar view on the simultaneous use of both governance forms; and (3) to explore whether their perceptions on governance, collaboration and performance differ.
Design/methodology/approach
The study used data from a survey of 150 matched buyer–supplier dyads from South Korea, using structural equation modeling (SEM) for the analysis.
Findings
(1) While governance mechanisms assist collaboration and affect operational and innovation outcomes, the significance and relative strength of the proposed relationships are perceived differently by buyers and suppliers. (2) Contrasting results are found regarding the interaction effect of the governance mechanisms on collaboration: a complementary relationship for the buyer and a substitutive relationship for the supplier.
Originality/value
Studies on buyer–supplier relationships have yielded inconsistent results regarding whether the interactions of governance mechanisms function as substitutes or complements, because research has largely been conducted from the buyer's perspective, rather than the supplier's; this imbalanced view calls for integrated perspectives.