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The purpose of this study is to identify latent profiles based on 3 dimensions of organizational commitment (OC) using 14 Korean samples.

This study used unpublished raw data. Allen and Meyer’s (1996) measurement was used to maintain consistency and facilitate comparison across samples. To determine the number of latent profiles that exist in Korea based on employees’ level of OC, a latent profile analysis (LPA) was performed.

The findings showed that there are two or three profiles (i.e. fully committed, weakly committed and/or moderately committed) across various types of organizations in Korea. These findings are similar to those based on LPA conducted in the West. The number of profiles is more limited in Korean samples than it is in Western samples. Like Western studies, this Korean-focused study identified fully committed, weakly committed and moderately committed profiles, but it did not show any other types of profiles found in the Western sample.

Based on these results, this study suggests academic and practical implications for researchers and practitioners.

Drawing on the socially embedded model of thriving at work, this study aims to test a moderated mediation model to elucidate the mediating effect of work meaningfulness and the moderating role of perceived interpersonal justice on the relationship between servant leadership and thriving at work.

Based on a sample of 221 employees from the manufacturing industry in South Korea, a series of hierarchical regression analyses were conducted by using statistical package for the social sciences (SPSS) software. For conducting moderated mediation analysis, the PROCESS macro for SPSS was utilized.

The findings show that servant leadership significantly relates to thriving at work, and work meaningfulness and perceived interpersonal justice act as a mediating mechanism and a boundary condition, respectively. Based on moderated mediation analysis, the collective effect of servant leadership, work meaningfulness and perceived interpersonal justice on thriving at work were also confirmed.

The findings suggest that organizations should adopt servant leadership to promote employee thriving at work. In doing so, it is important to ensure that employees experience work meaningfulness, and are treated with respect and dignity.

This study extends research on servant leadership, and sheds light on important mechanisms and boundary conditions under which servant leadership promotes thriving at work.

The purpose of this study is to clarify the relationship between two sub-constructs of heavy work investment: work engagement and workaholism.

The authors conducted a systematic review and meta-analysis to synthesize and critically assess existing research on the relationship between these concepts.

The review revealed three major shortcomings of the extant literature: a dichotomous perspective, variations in measurements and the unaddressed complexity of the relationship.

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.

This study aims to examine residents’ perceptions of adult and continuing education (ACE) in Seoul, Gyeonggi-do and Incheon in South Korea, by conducting a needs assessment of university degree programs for adults.

This paper uses Borich’s educational needs formula and Hershkowitz’s criticality function on the data obtained from a survey of 1,500 residents of the three regions to determine their priorities for degree programs.

The results show that the top priorities for degree programs in Seoul are computer information and communication and therapeutic health. In Gyeonggi-do, the top priorities are computer information and communication, language and literature and business and economics. In Incheon, participants prefer computer information and communication, agriculture, forestry and fisheries and therapeutic health, in that order.

This study examines Koreans’ perceptions of ACE and conducts a needs assessment to determine their priorities for university degree programs in metropolitan areas in Korea. It provides practical information for policymakers and universities who design and implement ACE programs.

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.

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.

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.

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.

Given that knowledge hiding hampers the management of employee knowledge, it is important to measure the phenomena before applying the intervention to alleviate it. This paper aims to validate knowledge hiding measurements in South Korea.

The research collected 420 and 415 different Korean employee samples for each study, and they responded to their quality of knowledge hiding. The research conducted factor analysis using Mplus software and the Rasch model using JMetrik software based on the item response theory.

The research validated Korean versions of knowledge hiding measurements consisting of three factors and ten items. The study also found that knowledge hiding has a negative relationship with knowledge sharing and an unexpectedly positive relationship with team creativity. The study confirmed that the modified measurement yields acceptable discriminant and convergent validity.

The research relied on self-reported data and may have an issue measuring their knowledge hiding generously. Therefore, researchers are encouraged to measure it from others, including supervisors and colleagues. This research has theoretical implications for psychometrically and systematically validating the measurement.

The research includes practical implications for contributing to Human resource development practitioners could assess employee traits accurately and manage their negative knowledge behavior.

The research suggests the implications for detecting a positive relationship between knowledge hiding and team creativity. The study discussed that the specific climate could contribute to team creativity in Eastern contexts.

The research identified the importance of a psychometric validating process in the development of measurements.

The purpose of this paper is to examine the influences of job insecurity on life satisfaction and to assess the moderating effects of several facets of job satisfaction between job insecurity and life satisfaction.

Drawing on the survey conducted in Seoul, this paper runs the hierarchical regression models.

The results of this study suggest that job insecurity is detrimental to life satisfaction. Satisfaction with pay and co-workers enhances life satisfaction. Only satisfaction with co-workers exerts a moderating influence.

The results obtained from Seoul may reflect sample-specific dynamics that may be different from other areas, which may limit the generalizability of the findings of this paper.

Organizations would be dysfunctional if workers are not satisfied with their life. Therefore, human resource professions must be vigilant about fostering conditions supportive human relations.

Previous studies revealed that job insecurity has the undermining impact on employees’ life satisfaction. However, there has been little research done to examine the moderating factors of job satisfaction. In this study, it is argued that satisfaction with co-workers is a critical condition in moderating the effect of job insecurity on life satisfaction.

The purpose of this study is to validate the Korean version of the thriving at work measurement by Porath et al. (2012).

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.

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.

This study validated the thriving at work measurement in a Korean context using Rasch’s (1960) model from the item response theory perspective.

The purpose of this study is to investigate individual and organizational factors that influence the relationship between career development and job performance improvement.

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.

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.

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.

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.

This study offers a conceptual framework for career development, paying special attention to multi-level development.

The purpose of this study is to identify latent classes of work values that influence the career choices of Korean workers through a person-centred approach. Because work values may be diverse in individuals, investigating the various combinations of those values will help understand individual's decisions to take, maintain and leave a job.

The authors used a total of 15,103 datasets collected at the national level in South Korea. Data were analyzed by using latent class analysis (LCA); a three-step approach was employed to address classification.

As the results of this study, Class 3, “seeking balanced work values rather than income,” presented the highest level of job satisfaction, whereas Class 1, “seeking job security and income,” exhibited the lowest.

Employing an assessment tool to identify the distinct combinations of work values that individuals possess and then providing them with appropriate training and development programs and customized Human Resource (HR) policies aligned with the classes will be essential tasks for HRD (Human Resource Development)/HRM (Human Resource Management) practitioners.