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Article
Publication date: 3 September 2019

Doo Hun Lim, Woocheol Kim and Heh Youn Shin

The purpose of this paper is to examine the mediating role of the attitudes toward seeking professional psychological help between career adaptability and active job…

Abstract

Purpose

The purpose of this paper is to examine the mediating role of the attitudes toward seeking professional psychological help between career adaptability and active job search behavior of older workers in South Korea.

Design/methodology/approach

From a review of related literature, six study hypotheses were developed to test the structural relationship between the variables.

Findings

This study identified that attitudes toward seeking professional psychological help mediated the relationship between career adaptability, the value of career coaching and active job search behavior.

Practical implications

A successful job search requires the use of substantial self-control and self-regulation skills, and there can be effective training in all these skills of self-disciplining when older workers can find a high level of value from career coaching programs.

Originality/value

Despite the growing popularity of career support programs, the quality of career coaching programs and participants’ perceived value toward them are critical to illicit positive outcomes of such programs. This study supports this premise by revealing a structural relationship between career adaptability, perceived value of career coaching, attitudes toward seeking professional career help and active job search behavior.

Details

International Journal of Manpower, vol. 40 no. 7
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 1 March 2021

Yoonhee Park, Doo Hun Lim and Jaeeun Lee

This study aims to examine the direct effects of job support and the indirect effects of individual career planning on the motivational process of training transfer, which…

Abstract

Purpose

This study aims to examine the direct effects of job support and the indirect effects of individual career planning on the motivational process of training transfer, which consists of the structural relationship between learning goal orientation, learning motivation, transfer motivation and training transfer.

Design/methodology/approach

An online survey was administered to 255 respondents in South Korea, and 252 valid responses were used for analysis. A hypothetical model was examined using a structural equation model and multi-group analysis.

Findings

This study found that the synchronous process model of training transfer was well validated in the Korean context; moreover, job support promoted employee motivations that led to their training transfer. In addition, career planning was found to have a moderating role in the relationships explored in this study. That is, when the level of career planning was high, job support directly affected the motivation to transfer, and the link between intrinsic learning orientation and motivation to learn was highly activated compared to the group with a low level of career planning.

Research limitations/implications

This study is limited by the single-dimensional measurement of its constructs, including job support, goal orientation and motivation to transfer. This limitation should be considered when interpreting the study’s results. In terms of implications, the study suggests that organizations should help individuals identify their career interests and establish a strategy to achieve their career goals by providing information about specific areas of interest.

Originality/value

This study proposes that the motivational mechanisms leading to training transfer are affected by trainees’ level of career planning. In addition, the study findings emphasize the importance of organizations’ role in guiding individual employees’ career planning to facilitate performance through training transfer.

Details

European Journal of Training and Development, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 7 November 2016

Baek-Kyoo Joo, Doo Hun Lim and Sewon Kim

The purpose of this paper is to examine the influences of psychological capital (PsyCap) on work engagement. It also investigated the role of work empowerment as a…

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Abstract

Purpose

The purpose of this paper is to examine the influences of psychological capital (PsyCap) on work engagement. It also investigated the role of work empowerment as a mediator and authentic leadership as a moderator.

Design/methodology/approach

Data were collected from 599 knowledge workers in a Korean conglomerate. For statistical analysis, the authors conducted the confirmatory factor analysis, reliability and correlation analysis, and hierarchical multiple regression analyses.

Findings

The results suggest that employees were highly engaged when they had higher PsyCap. Work empowerment partially mediated the relationship between PsyCap and work engagement. While authentic leadership was found to moderate the relationship between PsyCap and work empowerment, the proposed moderation effect of authentic leadership on the relationship between PsyCap and work engagement turned out to be non-significant.

Research limitations/implications

The sample of this study was focused on knowledge workers in the Korean private sector who are mostly male junior or middle managers. This empirical study relied on a cross-sectional survey method. As the results of exploratory and confirmatory factor analyses, however, common method variance was found not to be of great concern.

Practical implications

HR and OD practitioners can help employees develop more positive attitudes about their work. It is also important to improve employees’ empowerment and engagement level not only by helping employees enhance the level of PsyCap, but also by job enrichment and by developing authentic and supportive leadership.

Originality/value

The contributions of this study to theory lie in the fact that it: took an integrative approach encompassing both personal and contextual factors; introduced relatively new constructs in empowerment and engagement research: PsyCap and authentic leadership; was an international study, based on Korean cultural context.

Details

Leadership & Organization Development Journal, vol. 37 no. 8
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 26 June 2019

Doo Hun Lim, Dae Seok Chai, Sunyoung Park and Min Young Doo

Although the field of neuroscience has evolved dramatically, little research has attempted to conceptualize the impact of neuroscience on the field of human resource…

Abstract

Purpose

Although the field of neuroscience has evolved dramatically, little research has attempted to conceptualize the impact of neuroscience on the field of human resource development (HRD). The purpose of this study is an integrative review of the influential relationship between neuroscience and workplace learning including applicable implications for HRD research and practice.

Design/methodology/approach

By reviewing 93 studies on neuroscience and brain-based learning published between 1995 and 2017, the authors synthesized their findings.

Findings

This study discusses the basic concepts of neuroscience such as the structure and functions of the brain, neuroscientific findings about memory and cognition, the effect of neural transmitters on memory and cognition and the neuroscience of learning. This study also illustrates brain-based learning styles affecting learning and describes various neuroscientific learning principles and models that can be applied to practical planning and the delivery of workplace learning and HRD activities.

Originality/value

This study concludes with brain-based learning principles called neuroscientism compared with traditional learning theories. It also includes several brain-based learning cases from workplace settings and implications for future research and further HRD practices.

Details

European Journal of Training and Development, vol. 43 no. 7/8
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 22 June 2021

Chang Sung Jang, Doo Hun Lim, Jieun You and Sungbum Cho

The purpose of this study is to reveal how research on brain-based learning (BBL) addressing adult learners’ education and training issues has contributed to the overall…

Abstract

Purpose

The purpose of this study is to reveal how research on brain-based learning (BBL) addressing adult learners’ education and training issues has contributed to the overall knowledge base linking neuroscience, adult education and human resource development (HRD) research and practices. Through this comprehensive review of the BBL studies, this paper aims to expand the landscape of understanding educational phenomenon in adult education and organizational settings using the lens of neuroscience.

Design/methodology/approach

Using the content analysis method, this study extracts key research themes and methodological choices from the body of BBL studies. In addition, this paper explores the relationships and proximity among key concepts of BBL research using keyword network analysis. For data analysis, this study reviews the current literature on BBL addressing both adult education and HRD topics from 1985 to 2019.

Findings

The findings of this study provide a clearer picture of the potential mechanisms of BBL approaches observed in the literature of adult education and HRD. What has been found from the thematic analysis is that addressing misconceptions about the neuroscience of learning is regarded as an important topic. In terms of the methodological approaches, the literature review was a dominantly used method, whereas experimental or quantitative research has yet to be fully performed. Influential keywords and topics obtained from the keyword network analysis reveal the primary foci and structural patterns of current BBL research.

Originality/value

This study makes a significant contribution to theories and research in adult education and HRD scholarship as it provides an integrative view of key research themes and major issues about BBL. Additionally, our findings offer practical insights for adult educators and HR professionals to successfully apply neuroscientific approaches.

Details

European Journal of Training and Development, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2046-9012

Keywords

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Article
Publication date: 3 August 2020

Osaretin Uhunoma, Doo Hun Lim and Woocheol Kim

The purpose of this paper is to examine the mediating relationship between organizational culture, informal learning and work engagement of older workers in a public…

Abstract

Purpose

The purpose of this paper is to examine the mediating relationship between organizational culture, informal learning and work engagement of older workers in a public organizational setting. More specifically, this study aimed to investigate if informal learning is a pivotal component connecting an organizational-level factor (culture) to work engagement, which, in turn, directly influences business performance in the workplace.

Design/methodology/approach

After a careful review of the selected and relevant literature, four hypotheses were developed to test the structural relationships between the selected variables.

Findings

The data analysis indicated that informal learning mediated the relationship between organizational culture and work engagement for older employees working in a public organizational setting.

Practical implications

The findings from this study provide a solid justification for promoting informal learning in organizations to ensure knowledge transfer between younger and older generations while minimizing knowledge and financial loss for organizations.

Originality/value

In previous research, little emphasis has been placed on the impact of informal learning on work engagement. This study presents a valuable finding about the role of informal learning to facilitate work engagement for older workers.

Details

European Journal of Training and Development, vol. 45 no. 2/3
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 16 May 2018

Doo Hun Lim, Shin-hee Jeong, Sangok Yoo and Min Hee Yoo

The purpose of this study is to identify to what extent individual-level factors (age, gender, participation in formal and non-formal education and levels of skills use at…

Abstract

Purpose

The purpose of this study is to identify to what extent individual-level factors (age, gender, participation in formal and non-formal education and levels of skills use at work) and country-level factors (social capital factors, national competitiveness and gross domestic product [GDP]) have contributed to older generations’ earnings in developed countries.

Design/methodology/approach

Utilizing the data from the Organizational Economic Co-operation and Development Skills Outlook 2013 survey, GDP and the World Economic Forum’s annual Global Competitiveness Report, this study adopted a multilevel path analysis method to measure cross-country-level effect of the study variables on older workers’ earnings.

Findings

Study results indicated that age, gender, non-formal education, use of influencing and task discretion skills at work at the individual level, and GDP, social trust, and higher education and training at the country level were identified as influential factors for older workers’ monthly earnings.

Originality/value

With more aging societies worldwide, the traditional view of the aging workforce has been affected by the desires and needs of the elderly. This study contributes to the literature by identifying what individual- and country-level factors should be considered for policymakers to improve the economic benefits of older generations living in developed countries.

Details

European Journal of Training and Development, vol. 42 no. 3/4
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 9 October 2019

Doo Hun Lim, Seung Won Yoon, Jeeyon Paek and Yuri Choi

This study aims to examine a structural relationship among agreeableness, similarity in agreeableness, positive affect and transfer of informal learning. Also, it…

Abstract

Purpose

This study aims to examine a structural relationship among agreeableness, similarity in agreeableness, positive affect and transfer of informal learning. Also, it investigates the mediating role of motivation.

Design/methodology/approach

Data were collected by a survey via snowball sampling. In total, 742 respondents at 72 companies from multiple industries in South Korea participated. The authors performed exploratory confirmatory factor analyses and structural equation modeling to test the research model and hypotheses.

Findings

The results showed that agreeableness made a dual impact as a personal and a relational trait enhancing the employee’s positive affect, and motivation to learn fully mediated the relationship between agreeableness and transfer of informal learning. This supports that prosocial personality traits enhance the employee’s motivation, learning and learning application. The full mediation of motivation to learn between positive affect and informal learning transfer emphasizes the importance of intentionality on the part of employees in informal learning contexts.

Originality/value

Organizational research pays little attention to social perspectives of informal learning (Varela et al., 2011). The results highlight that workplace informal learning is a socio-psychological process; thus, examining social and psychological factors together would be beneficial.

Details

European Journal of Training and Development, vol. 44 no. 2/3
Type: Research Article
ISSN: 2046-9012

Keywords

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Article
Publication date: 31 January 2018

Jihye Oh, Daeyeon Cho and Doo Hun Lim

The purpose of this paper is to investigate the mediating effect of practicing core values on the relationship between authentic leadership and work engagement in a Korean…

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3435

Abstract

Purpose

The purpose of this paper is to investigate the mediating effect of practicing core values on the relationship between authentic leadership and work engagement in a Korean corporate environment.

Design/methodology/approach

Self-report data on authentic leadership, practicing core values, and work engagement were obtained from 281 employees of three major corporations in South Korea. Structural equation modeling was adopted to analyze the data.

Findings

The results revealed a direct and significant influence of authentic leadership on both practicing core values and work engagement. In addition, practicing core values was found to have a partial mediating effect on the relationship between authentic leadership and work engagement.

Research limitations/implications

This study revealed a three-factor model of authentic leadership compared to the four-factor model found in western cultural contexts. Similar findings are indicated for other Asian countries. A rigorous future study is warranted to validate the psychometric structure across different cultural settings. Harman’s single factor test was performed to address the common method variance issue.

Practical implications

Practicing core values functioned as a catalyst for developing authentic leaders. Therefore, it is necessary that organizational development practitioners perform developmental activities to purposefully facilitate practicing core values.

Originality/value

The study falls under the isolated or disregarded researched topic of the practicing core values in relation to authentic leadership and work engagement.

Details

Leadership & Organization Development Journal, vol. 39 no. 2
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 16 October 2019

Sarah M. Miller, JungHwan Kim and Doo Hun Lim

This study aims to explore how employees’ emotions after downsizing impact their learning that they partook in after the downsizing event.

Abstract

Purpose

This study aims to explore how employees’ emotions after downsizing impact their learning that they partook in after the downsizing event.

Design/methodology/approach

The methodological approach was a qualitative case study. Nine employees, considered layoff survivors in a downsized organization, participated in semi-structured interviews. For data analysis, authors performed an initial, focused and axial coding.

Findings

The findings highlight three themes: “resilience,” “loyalty” and “moral support.” These themes show the empathy that layoff survivors experienced and the impact the layoff had on their commitment to the organization, as well as the social learning that occurred after downsizing.

Practical implications

Downsized organizations need to consider the emotions of employees who survive layoffs and how layoffs impact their behavior at work, particularly their learning behavior. Organizations need to understand how to positively impact layoff survivors’ emotions to influence the survivors’ willingness to learn and implement the changes within the organization. Providing outlets for survivors to network within the company, as well as meaningful opportunities, is one of the few ways of addressing employees’ emotions and ensuring they will be encouraged to change with the organization.

Originality/value

Research that explores how emotions resulting from an organizational downsize impact employees’ learning is minimal. Although much of the downsizing research does explore layoff survivors’ experiences after a downsizing, it does not address the emotional factors or the learning experiences. This study seeks to fill this gap.

Details

European Journal of Training and Development, vol. 44 no. 2/3
Type: Research Article
ISSN: 2046-9012

Keywords

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