Navigating AI transitions: how coaching leadership buffers against job stress and protects employee physical health

The dynamic interplay between Artificial Intelligence (AI) adoption in modern organizations and its implications for employee well-being presents a paramount area of academic exploration. Within the context of rapid technological advancements, AI’s promise to revolutionize operational efficiency juxtaposes challenges relating to job stress and employee health. This study explores the nuanced effects of Artificial Intelligence (AI) adoption on employee physical health within organizational settings, investigating the potential mediating role of job stress and the moderating influence of coaching leadership. Drawing from the conservation of resource theory, the research hypothesized that AI adoption would negatively impact employee physical health both directly and indirectly through increased job stress. Critically, our conceptual model underscores the mediating role of job stress between AI adoption and physical health. Further, introducing a novel dimension to this discourse, we postulate the moderating influence of coaching leadership. To empirically test the hypotheses, we gathered survey data from 375 South Korean workers with a three-wave time-lagged research design. Our results demonstrated that all the hypotheses were supported. The results have significant implications for organizational strategies concerning AI implementation and leadership development

How Does Corporate Social Responsibility Promote Innovation? The Sequential Mediating Mechanism of Employees’ Meaningfulness of Work and Intrinsic Motivation

Based on group creativity framework, our research investigates how corporate social responsibility (CSR) promotes innovation of firms by revealing sequential mediating mechanisms of employee’s meaningfulness of work and intrinsic motivation. By applying a multi-level approach, this study examines the internal processes of micro-level variables between two macro-level variables (i.e., CSR and innovation). Utilizing a 3-wave longitudinal data from 4,178 organizational members in 502 branches as well as objective CSR records from one of the largest Korean commercial banks, we found that employee’s meaningfulness of work and intrinsic motivation sequentially mediate the CSR-innovation link. The results suggest that CSR functions as a powerful driver of innovation through enhancing employees’ perceptions and attitudes toward their job

The Development of Web3D-based Open-pit Mine Monitoring System

Large-scale open-pit mines are critical infrastructure for acquiring natural resources. However, this type of mine can experience environmental and safety problems during operations and thus requires continuous monitoring. In this study, a web three-dimensional(3D)-based monitoring system is constructed using geospatial information open platform and open-source geospatial information software which targets open-pit mines in Gangwon-do, Korea. The purpose is to develop a monitoring system of open-pit mines that enables any person to monitor the topographic and environmental changes caused by mine operations and to develop and restore the area’s ecology. Open-pit mines were classified into active or inactive mines and monitoring items and methodologies were established for each type of mine. Cesium which is a WebGL-based open-source platform was chosen as it supports dynamic data visualization and hardware-accelerated graphics related to elapsed time which is the essential factor in the monitoring. The open-pit mine monitoring system was developed based on the geospatial database which contains information required for mine monitoring as time elapses, and by developing the open-source-based system software. The geospatial information database for monitoring consists of digital imagery and terrain data and also includes vector data and the restoration plan datas. The basic geospatial information used in the monitoring includes high resolution ortho image(GSD 0.5 m or above) for all areas of the mines. This is acquired by periodically using an airborne laser scanning system and a LiDAR DEM (grid size 1m × 1 m). In addition, geospatial information data were acquired by using an UAV and terrestrial LiDAR for small-scale areas; these tools are frequently used for rapid and irregular data acquisition. The geospatial information acquired for the monitoring of the open-pit mines represents various spatial resolutions and different terrain data. The database was constructed by converging this geospatial information with the Cesium-based geospatial information open platform of the ESRI World Imagery map and with SDK World Terrain meshes. The problems that resulted from the process of fusing aerial imagery and terrain data were solved in the Cesium-based open source environment. The prototype menu for the monitoring system was designed according to the monitoring item which was determined by the type of mine. The scene of the mine and changes in terrain were controlled and analyzed using the raster function of PostGIS according to the elapsed time. Using the GeoServer, the aerial imagery, terrain and restoration information for each period were serviced using the web standard interface, and the monitoring system was completed by visualizing these elements in Cesium in 3D format according to the elapsed time. This study has established a monitoring methodology for open-pit mines according to the type of mine and proposes a method for upgrading the imagery and terrain data required for monitoring. The study also showed the possibility of developing a Web3D-based open-pit mine monitoring system that is applicable to a wide range of mashup service developments

Nonimmunity against hepatitis B virus infection in patients newly diagnosed with inflammatory bowel disease

Background/AimsThis study aimed to elucidate the prevalence of hepatitis B virus (HBV) serologic markers in Korean patients newly diagnosed with, but not yet treated for inflammatory bowel disease (IBD).MethodsWe prospectively enrolled 210 patients newly diagnosed with IBD (109 with ulcerative colitis and 101 with Crohn's disease). Hepatitis B surface antigen (HBsAg), hepatitis B surface antibody (anti-HBs), and hepatitis B core antibody (anti-HBc) levels were measured and compared with those of 1,100 sex- and age-matched controls.ResultsThe prevalence of chronic HBV infection (positive HBsAg, positive anti-HBc, and negative anti-HBs results) and past infection (negative HBsAg, positive anti-HBc, and positive or negative anti-HBs results) were not significantly different between the patients and controls (chronic HBV infection: IBD, 3.8% vs. control, 4.9%, P=0.596; past infection: IBD, 26.2% vs. control, 28.8%, P=0.625). The patients with IBD aged <20 years were at a higher susceptibility risk (nonimmune) for HBV infection than the controls (IBD, 41.5% vs. control, 22.4%; P=0.018). In the multivariate analysis, an age of <20 years (P=0.024) and symptom duration of ≥12 months before diagnosis (P=0.027) were identified as independent risk factors for nonimmunity against HBV infection.ConclusionsThe patients newly diagnosed with IBD were susceptible to HBV infection. The frequency of nonimmunity was high, especially in the patients aged <20 years and those with a longer duration of symptoms before diagnosis. Therefore, it is necessary to screen for HBV serologic markers and generate a detailed vaccination plan for patients newly diagnosed with IBD

Analysis of the Importance of Job Insecurity, Psychological Safety and Job Satisfaction in the CSR-Performance Link

Existing works on the association between corporate social responsibility (CSR) and performance have investigated how CSR affects external stakeholders (e.g., shareholders, customers, local communities, and environment). However, the effect of CSR on internal stakeholders such as employees who ultimately determine organizational performance is relatively underexplored. Institutional theory suggests that institutional enablers, e.g., CSR practices, influence macro-level variables, like organizational performance, via micro-level intermediating processes, such as perceptions, attitudes and behaviors of employees. Thus, this paper proposes that internal mechanisms are essential to explain the CSR-performance link. Using a 3-wave time-lagged survey data of 301 workers in South Korean firms (144 men and 157 women, average age: 40.30), this research examines how psychological safety and job satisfaction of an employee function as sequential mediators in the CSR-performance link. Moreover, the current research also investigates how job insecurity negatively moderates the link between CSR and psychological safety. The results demonstrated that psychological safety and job satisfaction function as sequential internal mediators in the link. In addition, job insecurity negatively moderated the influence of CSR on psychological safety. The results suggest that an employee&rsquo;s perceptions and attitudes, such as job insecurity, psychological safety, and job satisfaction, significantly influence the relationship between CSR and performance

How to Enhance Sustainability through Transformational Leadership: The Important Role of Employees’ Forgiveness

The present research attempts to investigate an intermediating process that influences an association between transformational leadership and innovative behavior. Previous studies have mainly focused on the intrapsychic traits of individual employees (e.g., intrinsic motivation and psychological empowerment) as an important mediator to explain the enhancing effect of transformational leadership on employee&rsquo;s creativity. Yet, given that many interactions among employees in an organization tend to occur in the form of &lsquo;interpersons&rsquo;, the importance of interpersonal relationship-based traits has received relatively less attention from leadership scholars. Based on the context-attitude-behavior framework, we posit that transformational leadership enhances innovative behavior by boosting the level of employees&rsquo; forgiveness which is an interpersonal relationship-based trait among employees. We conducted structural equation modeling analysis with a survey from 374 employees in South Korea. The result demonstrated that forgiveness partially mediates the influence of transformational leadership on innovative behavior. We believe that our finding may contribute to expanding transformational leadership and positive organizational scholarship literature by identifying a new path that transformational leadership increases innovative behavior. The theoretical and practical implications, limitations of this study, and suggestions for future research are discussed

“Does a Good Company Reduce the Unhealthy Behavior of Its Members?”: The Mediating Effect of Organizational Identification and the Moderating Effect of Moral Identity

In the contemporary business environment where business ethics is critical for organizational performance, the importance of corporate social responsibility (CSR) is increasing. By investigating the mechanism of the effects of CSR on counterproductive work behavior (CWB), the present study suggests that CSR decreases negative employee behavior. Based on social identity theory and context-attitude-behavior framework, this research examines the underlying process and its contingent factor of the association between CSR and CWB. Specifically, this study hypothesizes that CSR decreases CWB by enhancing employees’ organizational identification and that moral identity positively moderates the relationship between CSR and organizational identification. Using three-wave online survey data from 368 employees in Korean firms, this paper tested our hypotheses by conducting moderated mediation analysis with structural equation modeling. The results showed that CSR is negatively related to CWB through organizational identification and that moral identity positively moderates the relationship between CSR and organizational identification. The current study’s findings have crucial theoretical and practical implications in CSR literature

Unstable Jobs Cannot Cultivate Good Organizational Citizens: The Sequential Mediating Role of Organizational Trust and Identification

Although existing works have investigated the influence of employee&#8217;s job insecurity on his or her perceptions or attitudes, those studies relatively have paid less attention to the influence of it on employee&#8217;s behaviors, as well as to its intermediating mechanisms of the relationship between job insecurity and the behaviors. Considering that employee&#8217;s behaviors substantially influence various organizational outcomes, I believe that studies which examine the impact of job insecurity on the behaviors as well as its underlying processes are required. Grounded on the context&#8211;attitude&#8211;behavior framework, I delved into the intermediating mechanism between job insecurity and organizational citizenship behavior with a sequential mediation model. In specific, I hypothesized that employee&#8217;s organizational trust and organizational identification would sequentially mediate the job insecurity&#8211;organizational citizenship behavior (OCB) link. Utilizing 3-wave time-lagged data from 303 employees in South Korea, I found that organizational trust and organizational identification function as sequential mediators in the link. The finding suggests that organizational trust and organizational identification are underlying processes to elaborately explain the job insecurity&#8211;OCB link