An Empirical Study on Union and Company Commitment on Korean and Chinese Employees

Particular attention of this study was paid to the determinants and the different level of company and union commitment between Korea and China. We used a theory of cognitive dissonance and exchange relationship in order to examine the determinants of it. To examine the proposed model, we collected 890 data from manufacturing company of each country and had regression, paired-wise t-test, and independent t-test analysis to get empirical results. The results of this study can be summarized into four points. First, union and company commitment have a positive correlation in both country. Second, motivation among antecedent of dual commitment is significantly related to dual commitment both country. But labor-management climate and cooperative program have significant effect on union commitment, labor condition and job satisfaction was related in company commitment in Korea. In china, labor-management climate, job satisfaction, motivation is correlated with dual commitment and cooperative program has positive effect on union commitment, labor condition has relationship with company commitment. This result shows that each country has same and different antecedents of company and union commitment. Third, demographic variables, for example, sex, tenure, full time worker, have no effect on dual commitment. Only Chinese women have high union commitment more than company commitment. Fourth, there was a difference of union and company commitment between Korea and China. Korean workers have high company commitment more than Chinese. A China’s level of union commitment is higher than Korea. Based on the findings, we provided Korean subsidiaries with managerial implications. Suggestions for future research also follow

The Evaluating Model Development and Criterion Validity Test on Knowledge Activities: Kant Epistemological Perspective

The purpose of this study is to develop the evaluating model of knowledge-based working activities(KBWA) on individuals and empirically explore the criterion validity of it. Particular attention is paid to the theoretical development and operationalization of KBWA evaluating model in terms of Kant epistemology. The KBWA evaluating model consists of three level knowledge activities, i.e. job, group, organizational related knowledge activities. These activities as predictive variables on knowledge performance have positively outcomes (dependent variables) to examine criterion validity. Job-related activities include experience knowledge, theoretical knowledge, conceptualization, integrated judgment, and individual knowledge creation. Group-related activities are knowledge suggestion to achieve team goal and knowledge sharing with team members. Organization-related activities of individuals are organizational knowledge diffusion using various IT tools. For validity test of KBWA, first, this study was conducted interview on 75 SME in HR field. Second, empirical tests the structural equation modeling using 413 questionnaire survey data from a leading 11 Informational Technology Firms. Three major LISREL results have emerged from the study. First, job-related activities are positively and significantly correlated to expected outcome variables which are task performance and intellectual stimuli toward co-worker. Second, group-related activities are strongly positive correlated to group-level knowledge creation and group performance. Third, Organizational knowledge diffusion of individuals are not significant effect on HR based organizational innovation. This research has conclusively shown that KBWA evaluating instruments can be considered predictive validation with regard to job and group related knowledge activities on individuals. Based on the findings, managerial implications are derived. Suggestions for future research also follow

The Korean Style Knowledge Management Model: Cultural Psychology Approach

The paper is available in Korean only.In recent years, knowledge has emerged as a major source of competitive advantage. Nevertheless theoretical backgrounds of Korean style knowledge management are not actively discussed. This paper identified the Korean style knowledge management model design based on cultural psychology of Korean. For this, literature review of existing model was conducted. As a result, we could find normative KM model. This includes the models in terms of environmental and corporate strategy, information system, HRM, knowledge transformation process. And we examined the Korean value, belief, affect, and attitude because of applying these for Korean style model. As result, we could find three level points for KM design: employment relationship between organization and employees based on community, pursuit of cooperation to have knowledge sharing and creation among work group members, individual development to get task knowledge of employees. This study further offered concrete design factors and propositions inherent in the model.Eulteo___WP_2___Cultural_Approach.pdf: 1662 downloads, before Oct. 1, 2020

Personality and Rating Error

The paper is available in Korean only.This study was designed to investigate the relationship between rater’s personality and rating errors. For this, I propose a model that is Big Five Factors may relate in rating errors. This study predicted (1) Extraversion and Agreeableness is hypothesized to positively relate to the leniency error (2) Conscientiousness, Neuroticism may be positively correlated to the severity error and halo effect. Particular attention was paid to the consistency of rating error according to personality factors. The Crosstable results showed that the Agreeableness and Extraversion were significantly correlated in with leniency. But rater's other personality factors were not significantly related in leniency, severity, and halo error. The result of ANOVA indicated that Agreeableness had significant level between leniency and severity group. There was no correlation between personality factor and halo effect. Based on the empirical findings, implications and limitations were discussed. Suggestions for future research also follow.Eulteo___WP_3___Personality_and_Rating_Error.pdf: 993 downloads, before Oct. 1, 2020