Top Manager's Efficacy Beliefs and Organizational Outcomes: An Application of Social Cognitive Theory

Top managers have been an area of active research in strategic management. The difficulty in accessing top manager has limited researchers to focusing on top managers demographic characteristics to explore their influence on organizational outcomes. These demographic characteristics have been considered as surrogates of top managers cognition. However this approach has critical limitations (Markoczy, 1997), and a cognitive approach will enhance our understanding of top managers influence on the organization. Recognizing this issue, I propose a cognitive approach to top management research. Specifically, top managers efficacy beliefs are conceptualized based on Social Cognitive Theory. Further, I develop several propositions on the effects of top manager efficacy beliefs on organizational outcomes

Psychological Contract Breach and Creativity: Examination of Linkages

This study focused on individual creativity in workplace. The aim was to identify the role of breach in psychological contract, the mediating variables (scouting behavior and perceived organizational support), and a moderating variable (employees belief in just world) on creativity. We surveyed 157 employees and their coworkers and supervisors to measure different variables thereby reducing common source bias. Analysis with multiple regression showed that the effect of psychological contract breach on creativity (supervisor-rated) was completely mediated by scouting behavior (coworker-rated) and perceived organizational support. Belief in just world had a moderating effect on the relationship between psychological contract breach and creativity, thereby supporting the betrayal hypothesis.This study was supported by the Institute of Management Research at Seoul National University

The Influence of Leader Behaviors on Follower Self-Leadership: An Application of Hierarchical Linear Modeling(HLM)

This study examined how leader behaviors influence follower selfleadership behavior. We used a relatively new technique in Organizational Behavior. Hierarchical Linear Modeling (HLM) which has been developed to analyze multi-level data. We found that empowering leader behaviors evoke individual self-leadership behavior, while directive leader behaviors hinder follower self-leadership

Is It the Company's or Mine? Perceived Organizational Justice Practices and the Ownership of Job Knowledge

This study examined the factors that determine a workers willingness to share private knowledge gained on the job. The recent vogue in knowledge management studies typically assumes that workers naturally are willing to share what they have learned, but economic theory suggests that there should be powerful disincentives to share. We explored justice practices, individual personality, the psychological contract, organizational commitment and their relationships to worker ownership. Results indicated that procedural and distributive justice had opposite effects on knowledge ownership, while psychological contract breach and continuance commitment had positive, direct effects on knowledge ownership

구성원의 직무 변화 행위와 창의성에 대한 연구 : 상사의 지원 행위를 중심으로

Based on significance of employees self-initiative change, this study examined the influence of supervisor support on employees job crafting behavior and creative performance. Results showed that supervisor support is positively related to employees creative performance, and it is mediated by employees job crafting behavior. Finally, employees exchange ideology moderated the overall relation, completing a moderated mediation model. Since todays organization cannot fit each individuals needs, importance of job crafting is magnified as a way of employees self-initiative change. This study explored job crafting behavior in an integrated model, thus we broadened the current perspective in the field and suggested the need for future research.오늘날 조직이 구성원 개개인 모두의 필요와 이해를 만족시킬 수 없기 때문에, 구성원의 자발적 변화의 중요성이 점점 강조되고 있다. 따라서 본 연구는 조직 내에서 구성원의 직무 변화 행위를 유발시킬 요인은 무엇인지, 또 그러한 직무 변화 행위의 결과는 무엇인지를 다방면으로 살펴보았다. 다양한 요인 중 본 연구는 상사의 지원 행위가 구성원에게 자원의 역할을 함으로써 직무 변화 행위를 유발시킨다고 보았다. 또한 그 결과로 구성원의 창의성이 증대될 것임을 주장하였다. 마지막으로 구성원 개인의 교환 관념이 이 관계에 정적 조절 효과를 가질 것임을 살펴보았다. 연구 가설 검증 결과, 본 연구에서 제시한 가설은 모두 지지되었다. 따라서 본 연구는 구성원의 직무 변화 행위를 중심으로 상사, 구성원 개인의 요인 모두를 포괄하는 모델을 제시하였다는 의의를 갖는다

Overqualified Employees’ Actual Turnover: The Role of Growth Dissatisfaction and the Contextual Effects of Age and Pay

Overqualified Employees’ Actual Turnover: The Role of Growth Dissatisfaction and the Contextual Effects of Age and Pa

상사의 행위 진실성과 멘토링 행동이 부하의 대인관계시민행동에 미치는 영향에 관한 연구

Organizational citizenship behavior (OCB) has been recognized as a significant factor determining organizational competitive advantage and success. Researchers have paid increased attention to OCB. This study focused on interpersonal citizenship behavior (ICB), an important form of OCB. Specifically, we examined the effects of managers behavioral integrity and mentoring behavior, i.e., vocational support, psychological support, and role modeling, on employees ICB. The results showed the positive relationship between managers behavioral integrity and employees ICBs, and also the positive relationship between vocational support and followers ICB-person focused. Furthermore, the results provided partial support for the interaction effects of behavioral integrity and psychosocial support on ICB-person focused. In addition, there was the interaction effects of behavioral integrity and role modeling on both ICB-person focused and ICB-task focused. Limitations and future research directions are discussed.본 연구는 일상적인 부하들의 역할외 행동보다 조직 유효성에 더 큰 기여를 할 것으로 기대되는 재량적이고 호혜적인 역할외 행동 (대인관계시민행동)의 동기과정을 밝히고자 하는 것을 목적으로 한다. 구체적으로 부하의 재량적 대인관계시민행동을 유발할 것으로 기대되는 상사의 행위 진실성을 선행요인으로 행위 진실성의 효과와 그로 인해 유발되는 부하의 대인관계시민행동에 대해 살펴보고자 하였다. 또한 이러한 관계 사이에서 상사의 멘토링 행동이 주는 조절효과에 대해 살펴봄으로써 입체적인 대인관계시민행동의 동기과정에 주목하였다. 연구결과, 상사의 행위 진실성이 부하의 대인관계시민행동에 긍정적인 영향을 주는 것으로 나타났다. 그리고 상사의 멘토링 행동 중 직무적 도움과 심리사회적 도움은 상사의 행위 진실성과 부하의 사람 중심적 대인관계시민행동 관계에만 긍정적인 조절효과를 주고, 상사의 행위 진실성과 역할 모델링의 상호작용 효과는 부하의 사람 및 직무중심적 대인관계시민행동에 영향을 미치는 것으로 나타났다. 본 연구는 상사의 행위 진실성과 멘토링 행동간의 상호작용 관계가 부하의 재량적 대인관계시민행동에 미치는 영향을 본 실증적 연구로서 그 의의가 크다고 볼 수 있다.This work was supported by the Institute of Industrial Relations, Seoul National University

구성원의 목표 성향에 따른 상사후원 인식과 지식공유 간의 관계

In todays turbulent business environments, knowledge management becomes critical factor determining organizational competitive advantage and success. Although researchers have paid increased attention to knowledge management, we do not have enough understanding of employee knowledge sharing behaviors. Therefore, integrating social exchange, goal orientation, and knowledge sharing literature, this study examines (1) the relationships between supervisory support and knowledge sharing and (2) the moderating role of individuals goal orientation on this relation. The results showed the effects of supervisory support on knowledge sharing, moderated by goal orientation.급변하는 오늘의 경영환경 속에서, 지식 경영은 조직의 경쟁 우위와 성공을 위한 핵심적인 요인이 되었다. 그간 지식 경영에 많은 연구자들의 관심이 쏟아졌지만, 여전히 구성원의 지식 공유에 대한 더 깊은 이해가 요구되고 있다. 이에 본 연구는, 사회 교환, 목표 성향, 그리고 지식 공유 분야의 선행 연구를 바탕으로, (1) 상사 후원과 지식 공유의 관계와 (2) 구성원들의 목표 성향의 조절 효과를 살펴보았다. 실증 분석 결과 상사 후원이 지식 공유에 미치는 효과가 구성원들의 목표 성향에 따라 조절됨이 밝혀졌다