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Drawing on goal orientation theory, the authors propose a moderated mediation model, wherein objective career success is positively related to employees' life satisfaction through subjective career success moderated by learning and performance goal orientations.

Data were collected from 188 employees in South Korea. The hypotheses were tested with the moderated mediation regression analysis.

The results indicated that salary and promotion, as indicators of objective career success, were positively related to subjective career success. However, subjective career success mediated only the influence of salary, not promotion, on life satisfaction. Furthermore, the authors found that the indirect relationship between salary and life satisfaction via subjective career success was not significant for employees with high learning goal orientation but was significant for those with high performance goal orientation.

Organizations need to understand that a higher salary and frequent promotions may not always be positively related to employees' satisfaction with career and personal life and should consider the types of goal orientations.

The authors’ consideration of goal orientation as a dispositional characteristic contributes to the comprehensive understanding of how employees' learning and performance goal orientations interact with objective career success in influencing their subjective career and life satisfaction.

It is recognized that employees’ helping and voice behaviors are dimensions of organizational citizenship behavior used by supervisors to evaluate their job performance. However, existing empirical studies of these relationships have shown inconsistent findings. From the perspective of attributional theory, the purpose of this paper is to explain when subordinates’ helping and voice behaviors are more positively related to job performance by considering supervisor-attributed prosocial and impression management motives.

Using a sample of 200 supervisors in South Korea, the authors tested the hypotheses with hierarchical multiple regression analyses.

Results indicate that the positive effects of helping and voice behaviors on job performance were stronger when supervisors attributed such behaviors as driven less by impression management motives related to self-interest. However, contrary to the expectations, the positive influences of helping and voice behaviors on job performance were stronger when supervisors perceived low prosocial motives.

Findings suggest that supervisors need to avoid making the wrong attributions with regard to their subordinates’ helping and voice behaviors during the evaluation process. In addition, subordinates need to have clear motives and demonstrate consistent behavioral stances when engaging in such behaviors.

Using social information theory and attribution theory, this study contributes to explain when helping and voice behaviors improve evaluations of employees’ job performances by considering supervisor-attributed motives.

Based on the multiple domain perspective and self-identity theory, this study aims to investigate the effect of job applicants' volunteer experience on their attraction to organizations that engage in corporate social responsibility (CSR). Moreover, it examines the mediating effect of the CSR work role definition in this relationship and proposes a moderated mediation model of how the effect of volunteer experience on organizational attractiveness through the CSR work role definition differs according to other- and self-oriented motives.

Hypotheses were tested with a moderated mediation model using a scenario-based questionnaire with a sample of 146 undergraduate students in South Korea.

Job applicants' volunteer experience was positively related to attraction to socially responsible organizations, and the CSR work role definition mediated this relationship. The conditional indirect effect of job applicants' volunteer experience on their attraction to socially responsible organizations through the CSR work role definition was significant only for job applicants with lower other- and self-oriented motives.

The study findings suggest that organizations performing CSR should examine whether job applicants have experience with volunteering activities and the motives behind their participation in such activities.

This study contributes to a comprehensive understanding of how job applicants are attracted to organizations that perform CSR and when such attraction is significant by considering their perception of the CSR work role definition and motives for volunteering activities.

Based on a multidimensional perspective of workplace spirituality, the authors examined a moderated mediation model, wherein workplace spirituality leads to life satisfaction through organizational commitment moderated by employees' religious affiliation.

Data were collected from South Korean employees, and hypotheses were tested using hierarchical regression analysis.

Three subdimensions of workplace spirituality – meaning at work, membership and inner life – were positively related to organizational commitment. In addition, organizational commitment mediated the relationships between the subdimensions and life satisfaction. Employees' religious affiliation moderated the relationship between the inner life and organizational commitment, which, in turn, also mediated the interactive effect on life satisfaction.

Based on the awareness of the importance of workplace spirituality, organizations need to endeavor to help employees find meaningfulness in their work, experience a climate of mutual understanding and feel a sense of trust and respect within organizations by providing opportunities or resources to fulfill their needs to spiritual self. In addition, organizations need to consider implementing policies to support employees to pursue their inner spirit not only within the workplace but also in the areas of personal life.

This study verifies the internal mechanisms behind the workplace spirituality – life satisfaction relationship and underlines how religious affiliation interacts with workplace spirituality to influence organizational commitment and life satisfaction.

On the basis of an attachment style perspective, the authors explored a moderated mediation model in which career satisfaction reduces employees' turnover intention by enhancing subjective well-being; this mediated relationship would be moderated by three dimensions of attachment style as follows: secure, counterdependent and overdependent.

Data were collected from 192 employees in South Korea and hypotheses were tested using multiple regression analysis and the PROCESS macro for SPSS.

Subjective well-being mediated the relationship between career satisfaction and turnover intention. The indirect relationship between career satisfaction and turnover intention through subjective well-being was significant only when employees had high-secure attachment and low-counterdependent and -overdependent attachment styles.

On the basis of the authors' findings that not all employees' subjective well-being translates into a lower level of turnover intention despite being satisfied with their career, the study suggests that organizations should pay more attention to how the subjective well-being of employees can be enhanced in relation to their career by considering their attachment styles.

The study contributes to deepening the understanding of the mechanism of when and how career satisfaction reduces turnover intention by integrating subjective well-being and attachment styles that have been neglected in prior research.

This study aims to examine the relationships between three dimensions – vision, hope/faith and altruistic love – of spiritual leadership and employees' creativity and to verify the mediating role of affective commitment in such relationships.

Data were collected from 462 South Korean employees in diverse industries through self-reported questionnaires, and hypotheses were tested using hierarchical multiple regression analysis.

The authors found that vision, hope/faith and altruistic love were positively related to employees' creativity, while their affective commitment mediated such relationships. The authors also verified that the multidimensional structure of spiritual leadership was valid in the context of South Korea.

The findings suggest that leaders need to understand the importance of vision, hope/faith and altruistic love toward employees in formulating employees' affective commitment and stimulating creativity. Thus, organizations need to establish and operate leadership training programs for promoting leaders' behaviors that are based on spirituality.

This study contributes to broadening the variety of spiritual leadership's outcomes by providing an initial evidence of how spiritual leadership is associated with employees' creativity. Extending the verification of multidimensional structure of spiritual leadership so that it can be applied in South Korea has also been considered.

Using Hofstede’s cultural value model, the purpose of this paper is to investigate how Chinese employees’ cultural values differ according to firm ownership type such as state-, privately, and US-owned firms.

Data were collected from 367 Chinese employees working at firms located in Beijing.

Results showed that while Chinese employees in state-owned firms scored the highest in collectivism, those working at privately and US-owned firms scored higher for individualism. The score for long-term orientation was also higher in state-owned firms than in privately and US-owned firms. However, contrary to the expectation, the scores for Chinese employees for power distance in state-owned firms were lower than in the others, while the scores for masculinity in state-owned firms were higher than for the others. Chinese employees in all three types of firms showed lower scores than reported in previous studies for uncertainty avoidance.

This study contributes to a deepened understanding of how the cultural values of Chinese employees differ depending on firms’ ownership types, with significant implications for managers, who do business in China as they seek to establish management practices more closely aligned with the cultural values of Chinese employees.

This study may be the first attempt to examine how Chinese cultural values differ according to various ownership types. It suggests that Chinese employees at privately and US-owned firms have different cultural values from employees at state-owned firms, even though all three groups of employees are Chinese.

Researchers in the field of business ethics have posited that an organization's ethical climate can benefit for employees as well as organizations. However, most of the prior research has been conducted at the level of the individual, not organization. Thus, the purpose of this paper is to examine how an organization's ethical climate has a positive influence on two its performance indicators – customer satisfaction and financial performance – with a perspective of organizational innovation.

The data were collected from 29 subsidiaries of a conglomerate in South Korea. Hypotheses were tested using the partial least squares (PLS).

The result showed that an organization's ethical climate was positively related to customer satisfaction as well as financial performance, and this relationship was mediated by perceived organizational innovation. Additionally, the positive influence of an ethical climate on employees’ perceived organizational innovation was mediated by their organizational commitment and the climate for innovation.

With a focus on innovation, the study explained how an organization's ethical climate influences customer satisfaction and financial performance. Furthermore, as was the case in studies conducted in other developed countries, the results derived from South Korea sample demonstrated that an ethical climate is critical for organizational performances in developing countries.

Building on trait activation theory, theory of other orientation, and self-perception theory, the purpose of this paper is to examine how employees’ perceptions of helping efficacy and instrumentality influence the relationship between their prosocial motive and helping behavior.

Data from 304 supervisor-subordinate dyads in South Korea were analyzed. Hypotheses were tested using hierarchical multiple regression.

The results show that prosocial motive had a stronger positive influence on helping behavior among employees with high levels of helping efficacy. However, contrary to our expectation, prosocial motive was more positively related to helping behavior when employees had high levels of helping instrumentality.

Organizations need to present employees with effective, standardized work procedures to make them feel efficacy in helping others. It is also necessary for organizations to consider helping behavior an important factor in performance evaluation and to signify to employees that helping behavior will be rewarded.

Helping behavior is critical for the effectiveness of both organizations and society at large; voluntarily helping people can enhance various kinds of performance at the societal level and can contribute to people’s welfare. Thus, it is necessary to teach people how to help others and to recognize helping behavior.

This study contributes to the understanding of when the influence of prosocial motive on helping is more strongly activated by incorporating employees’ perceptions of the contexts in which helping behavior operates – efficacy and instrumentality.

The purpose of this paper is to investigate the boundary conditions in the relationship between feedback-seeking behavior (FSB) and work performance. The authors hypothesized that the positive influence of employees’ FSB on their work performance is influenced by perceived quality of feedback. The authors also expected that employees’ trust in their supervisors moderated the interaction between their FSB and perceived feedback quality.

Data were collected from 202 employees in South Korea. A hierarchical multiple regression analysis was performed to test the hypothesis.

The results showed that while employees’ FSB was positively related to work performance, the influence was stronger for employees who perceived they were receiving high quality of feedback from supervisors. The authors also found that the moderating effect of feedback quality on the relationship between FSB and work performance was stronger when employees had high levels of trust in their supervisors.

The findings suggest that if managers wish to encourage employees to achieve work goal and desirable performance levels by actively engaging in FSB, they should pay more attention to providing high quality of feedback and building trust with employees.

This study contributes to expand the understanding of FSB-work performance relationship by verifying the boundary conditions, which suggests the importance of examining the moderating factors in the FSB mechanism.