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Article
Publication date: 4 November 2020

Byoung Kwon Choi and Eun Young Nae

Drawing on goal orientation theory, the authors propose a moderated mediation model, wherein objective career success is positively related to employees' life satisfaction through…

Abstract

Purpose

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.

Design/methodology/approach

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

Findings

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.

Practical implications

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.

Originality/value

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.

Details

Personnel Review, vol. 51 no. 1
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 3 December 2021

Eun Young Nae and Byoung Kwon Choi

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…

Abstract

Purpose

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.

Design/methodology/approach

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

Findings

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.

Practical implications

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.

Originality/value

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.

Details

Baltic Journal of Management, vol. 17 no. 1
Type: Research Article
ISSN: 1746-5265

Keywords

Article
Publication date: 9 February 2015

Eun Young Nae, Hyoung Koo Moon and Byoung Kwon Choi

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…

2576

Abstract

Purpose

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.

Design/methodology/approach

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

Findings

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.

Practical implications

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.

Originality/value

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.

Details

Career Development International, vol. 20 no. 1
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 15 June 2020

Ga Eun Yeo, Mi-Sook Cho and Jieun Oh

As the risks associated with sugar-sweetened beverages (SSBs) increase, various policies require sugar to be reduced in beverages. This paper segmented consumers according to…

Abstract

Purpose

As the risks associated with sugar-sweetened beverages (SSBs) increase, various policies require sugar to be reduced in beverages. This paper segmented consumers according to food-related lifestyle (FRL), analyzed beverage selection attributes and preference for sugar-reduced beverages (SRBs) for each group and presented basic data for the strategies of SRBs for each consumer group.

Design/methodology/approach

In total, 1,000 Korean consumer panels responded to the online survey. The questionnaire consisted of FRL, beverage selection attributes and attitude toward SRBs.

Findings

Consumer groups were divided according to FRL: rational, value seeking and careless consumer. Rational consumers tended to be in their 30s or 50s and women, and they focused on product quality/hygiene when choosing beverages. Value seeking consumers were mainly in their 40s and 50s and were characterized by high education and income. They showed high scores in quality/hygiene, economy and sensory traits. Careless consumers were more likely to be in their 20s–30s, unmarried men and considered sensory traits as the most important factor.

Research limitations/implications

The main limitation of this study is the lack of generalization of consumer panels to represent the entire population because they were part of an online research firm.

Originality/value

This study implies that segmenting consumers according to FRL allows detailed analysis of consumer attitudes and behaviors. Using this analysis, the complex consumer pattern can be used as basic data for promoting sugar-reduced beverages.

Details

British Food Journal, vol. 122 no. 12
Type: Research Article
ISSN: 0007-070X

Keywords

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