13 research outputs found
κ·Όλ‘μ κ΅νμμκ³Ό μ§μ곡μ νλμ κ΄κ³μ λν μ°κ΅¬ : κ·Όλ‘μ κ° κ΄κ³μ μ§μ 맀κ°ν¨κ³Όλ₯Ό μ€μ¬μΌλ‘
νμλ
Όλ¬Έ (μμ¬)-- μμΈλνκ΅ λνμ : κ²½μνκ³Ό(μΈμ¬μ‘°μ§ μ 곡), 2011.8. λ°μ€μ.Maste
λμΈκ΄κ³ μλ―Όνλκ³Ό λμΈκ΄κ³ λͺ°μ μ κ΄ν μ°κ΅¬: μνμ μΈμκ΄λ¦¬ λκΈ°μ μ‘°μ ν¨κ³Ό
μ‘°μ§ κ΅¬μ‘°μ μνν/μ μ°νκ° μ§νλλ©΄μ μ‘°μ§ λ§₯λ½μμ λμΈκ΄κ³ μλ―Όνλμ μ€μμ±μ λμμ§κ³ μλ€. κ·ΈλΌμλ λΆκ΅¬νκ³ , λμΈκ΄κ³ μλ―Όνλμ ν¨μμ λν μ°κ΅¬λ λΆμ‘±ν μ€μ μ΄λ€. λ³Έ μ°κ΅¬μμλ μ΄ νκ³λ₯Ό 극볡νκ³ μ, λμΈκ΄κ³ μλ―Όνλμ΄ λμΈκ΄κ³ λͺ°μ
μ λ―ΈμΉλ μν₯λ ₯ λ° κ·Έ κ΄κ³λ₯Ό λ³νμν€λ μνμ νΉμ±μ μ‘°μ ν¨κ³Όλ₯Ό κ³ μ°°νλ€. μνΈ μμ‘΄ μ΄λ‘ κ³Ό νμ ν©μ μ΄λ‘ μ ν΅ν©νμ¬, λ³Έ μ°κ΅¬μμλ λμΈκ΄κ³ μλ―Όνλκ³Ό λμΈκ΄κ³ λͺ°μ
κ°μ κ΄κ³κ° λλ£ μ λ’°μ μν΄ λ§€κ°λλ©°, μ΄ κ΄κ³λ μλ―Όνλ μνμμ μΈμκ΄λ¦¬ λκΈ°μ μν΄ λ³νν¨μ κ·λͺ
μ½μ νλ€. 183μμ κ·Όλ‘μμ κ·Έλ€μ λλ£μκ² μ€λ¬Έμ‘°μ¬λ₯Ό μ€μνμμΌλ©°, κ²μ¦ κ²°κ³Ό λͺ¨λ κ°μ€μ΄ μ§μ§λμλ€. λ³Έ μ°κ΅¬λ λμΈκ΄κ³ μλ―Όνλμ κΈμ μ ν¨μκ° μνμ νΉμ±μ λ°λΌ λ³νν¨μ λ°νμΌλ‘μ¨ λ³΄λ€ ν¨μ¨μ , ν¨κ³Όμ λμΈκ΄κ³ νλ μνλ₯Ό μ¬μΈ΅μ μΌλ‘ κ³ μ°°μ½μ νλ€.
While the importance of interpersonal cooperation has increased, few attempts have investigated the outcomes of interpersonal citizenship behavior. To fill the current gap, we examine the nuanced nature of interpersonal citizenship behavior and interpersonal commitment. Integrating interdependence theory with false consensus bias theory, we argue that the positive relationship between these two variables can be mediated by trust amongst coworkers; however, the relationship varies, depending on the personal characteristics of the help recipient, especially impression management motives. Using a sample of 183 employee-coworker dyads, this study presents the positive linkages among interpersonal citizenship behavior, trust in coworkers, and interpersonal commitment. We also determined the moderating role of the recipient"s impression management motives to mitigate the positive impact of interpersonal citizenship behavior. We further discuss the implications of these findings for research and practice.FALS
An Evaluation of Validity of Cross-Sectional Research in Organizational Science and Recommendations for Future Research: Based on Studies in Korean Journal of Management
μ°κ΅¬λ°©λ²λ‘ μμ νλΉμ±(validity)μ μ¬λ¬ λΆμΌμμ κ°μ‘°λκ³ μλ λ°, λνμ μΈ μκ° μ°κ΅¬μ€κ³μμμ νλΉμ±κ³Ό μΈ‘μ μμμ νλΉμ±μ΄λ€. μΈ‘μ μμμ νλΉμ±μ νΉμ κ°λ
μ΄λ μμ±μ μΈ‘μ νκΈ° μν΄ κ°λ°λ μΈ‘μ λκ΅¬κ° ν΄λΉ μμ±μ μΌλ§λ μ νν μΈ‘μ νκ³ μλκ°λ₯Ό λνλ΄λ κ°λ
μ΄λ€. κ·Έλ¬λμ°κ΅¬μ€κ³μμμ νλΉμ±μ μ΄λ³΄λ€ λ ν¬κ΄μ μΈ κ°λ
μΌλ‘, μ’
μλ³μμ λ³νκ° μμνκ² μ°κ΅¬μκ° μλν λ
립λ³μμ λ³νμ μν κ²μΈμ§(λ΄μ νλΉμ±), μ°κ΅¬μ€κ³μ μμ΄μ λ³μμ μ‘°μμ μ μ λ° λ³μμ μΈ‘μ μ΄ μ°κ΅¬μκ° μλνλ λ°λλ‘ μ΄λ£¨μ΄μ‘λμ§(κ΅¬μ± νλΉμ±), ν΅κ³λΆμμ μ μ°¨ λ° κ²°κ³Ό ν΄μμ΄ μ¬λ°λ₯΄κ² μ΄λ£¨μ΄μ‘λμ§(ν΅κ³μ κ²°λ‘ νλΉμ±), μ°κ΅¬λ₯Ό ν΅ν΄ λμΆλ κ²°κ³Ό λ° κ΄κ³κ° λ€λ₯Έ μκ°, κ³΅κ° λ° μν©, λμμμλ μΌλ°νλμ΄ μ μ©κ°λ₯νμ§(μΈμ νλΉμ±)λ₯Ό μλ―Ένλ€. λ°λΌμ, νλΉμ±μ΄ μ격νκ² κ³ λ €λμ§ μμ μ°κ΅¬λ κ·Έ κ²°κ³Όκ° νμμ μ μ€λͺ
νκ±°λ μμΈ‘νμ§ λͺ»νλ λ±μ μ¬κ°ν μ μ€λ₯λ₯Ό κ°μ Έμ¬ μ μλ€.
λ³Έ μ°κ΅¬μμλ Cook & Campbell(1979)μ΄ μ μν νλΉμ±μ μΈλΆ λΆλ₯μ μ μλ₯Ό ꡬ체μ μΌλ‘μ΄ν΄λ³΄κ³ , κ°κ°μ νλΉμ± μ λλ₯Ό νλ³νλ μ μ ν κ·Όκ±°μ κ³Ό ν΅μ¬κΈ°μ€λ€(criteria)μ μ€μ νλ€. μ΄λ₯Ό λ°νμΌλ‘ μ΅κ·Ό 10λ
(2000λ
βΌ2009λ
) λμ μΈμ¬β€μ‘°μ§μ°κ΅¬μ λ°νλ λλΆλΆμ μ€μ¦μ°κ΅¬λ€μ΄ ν‘λ¨μ°κ΅¬(cross-sectional study) λ°©μμΌλ‘ μνλκ³ μμμ μ£Όλͺ©, μ°κ΅¬λ€μ΄ κ°κ°μ νλΉμ± κΈ°μ€μ μΌλ§λ λΆν©νλκ°λ₯Ό μ‘°μ¬, λΆμνμ¬ κ΅λ΄ μΈμ¬μ‘°μ§ μ°κ΅¬μ μμ΄μ νλΉμ±μ λν κ³ λ € μ€νλ₯Ό μ§λ¨ν΄λ³Έλ€. λμκ°, ν‘λ¨μ°κ΅¬ λ°©μμ΄ κ°μ§κ³ μλ νμμ νκ³μ λν μλ‘ μ λΉνμ΄ μλ, ν‘λ¨μ°κ΅¬μμμ΄μμ νλΉμ± μΈμ λ° μΈλΆ μ¦μ§λ°©λ²μ μ΄ν΄λ΄μΌλ‘μ¨ ν₯ν νκ΅ μΈμ¬μ‘°μ§ μ°κ΅¬μμ νλΉμ± μ¦λλ₯Ό μν΄ κ³ λ €ν΄μΌ ν λ°©ν₯μ μ μνλ€.In research methodology, validity is one of the most frequently mentioned concepts, validity in terms of measure and validity in terms of research design particularly. The former is a concept of how exactly researchers measure their constructs or attributes and thus, it is related to the degree to which the measures correctly indicate the attributes. More comprehensively, however, the latter, validity in terms of research design, means how exclusively variations in dependent variable(s) are interpreted by those in independent variable(s) in such a way that researchers originally designed and predicted (i.e., internal validity), whether operational definitions and measurements of variables coincide with constructs presented by the researchers (i.e., construct validity), whether the analytic procedure for results is conducted in the statistically correct manners (i.e., statistical conclusion validity), and how generalizably other researchers or practitioners can apply the findings to other settings such as different time, places, and subjects (i.e., external validity). Accordingly, unless an empirical study is rigorously conducted in terms of validity, it may spawn critical errors (e.g., the findings cant explain or predict the phenomena in the correct ways).
To improve validities of future research in organizational science, this study is aimed to specify and define validities, based on Cook & Campbell's (1979) research, and it develops generally-accepted scientific criteria with respect to validity. Specifically the authors evaluate them with the criteria noting that most studies published in Korean Journal of Management during the last decade (2000-2009) were cross-sectional. Moreover, not only avoiding nonconstructive critique for cross-sectional studies but also suggesting the detailed methods for better validity, the authors present recommendations to improve validity of future researches in the human resources and organizational behavior literature in Korea