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Article
Publication date: 4 November 2020

Yun Jeong Ro, Myunghyun Yoo, Yohan Koo and Ji Hoon Song

The purpose of this paper is to examine the relationships between several perceptional and behavioral determinants of employees’ knowledge sharing. Based on the conceptual model…

Abstract

Purpose

The purpose of this paper is to examine the relationships between several perceptional and behavioral determinants of employees’ knowledge sharing. Based on the conceptual model of the current research, individuals’ learning orientation was theorized as playing a mediating role in the influences of employees’ satisfaction and organizational commitment on knowledge sharing in the Korean retail service industry.

Design/methodology/approach

To analyze variable relationships, a total of 868 cases, collected from the Korean retail service industry, were used. Structural equation modeling was used for analyzing structural influential relationships among the variables.

Findings

One of the most important findings is that learning orientation is the key factor influencing knowledge sharing. More specifically, the analysis demonstrated that job satisfaction and organizational commitment have a significant influence on knowledge sharing only through learning orientation in terms of its mediating effect. In other words, learning orientation is a facilitator enhancing knowledge sharing through motivation and intention. The findings of this study have theoretical implications. In addition, an individual’s job satisfaction and organizational commitment could lead to a more active learning orientation and eventually could enhance knowledge-sharing activities.

Practical implications

The findings show that learning orientation is the key factor influencing knowledge sharing. In other words, learning orientation is a facilitator enhancing knowledge sharing through motivation and intention. These findings provide practical implications for practitioners who attempt to promote knowledge sharing among employees.

Originality/value

Most studies have considered the variables of job satisfaction and employee commitment as outcome variables. However, in the research, this paper founds that satisfied and committed employees could be the most critical influencers for organization performance and knowledge improvement.

Details

Industrial and Commercial Training, vol. 53 no. 1
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 16 October 2020

Ji Hoon Song and Yunsoo Lee

The purpose of this study is to identify latent profiles based on 3 dimensions of organizational commitment (OC) using 14 Korean samples.

Abstract

Purpose

The purpose of this study is to identify latent profiles based on 3 dimensions of organizational commitment (OC) using 14 Korean samples.

Design/methodology/approach

This study used unpublished raw data. Allen and Meyer’s (1996) measurement was used to maintain consistency and facilitate comparison across samples. To determine the number of latent profiles that exist in Korea based on employees’ level of OC, a latent profile analysis (LPA) was performed.

Findings

The findings showed that there are two or three profiles (i.e. fully committed, weakly committed and/or moderately committed) across various types of organizations in Korea. These findings are similar to those based on LPA conducted in the West. The number of profiles is more limited in Korean samples than it is in Western samples. Like Western studies, this Korean-focused study identified fully committed, weakly committed and moderately committed profiles, but it did not show any other types of profiles found in the Western sample.

Originality/value

Based on these results, this study suggests academic and practical implications for researchers and practitioners.

Details

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

Keywords

Article
Publication date: 24 May 2021

Soo Jung Kim, Youjin Jang, Myunghyun Yoo and Ji Hoon Song

The purpose of this study is to empirically examine the mediating effect of organizational communication in the relationships among transformational leadership, organizational…

Abstract

Purpose

The purpose of this study is to empirically examine the mediating effect of organizational communication in the relationships among transformational leadership, organizational justice and knowledge sharing within the higher education setting in South Korea.

Design/methodology/approach

A sample of 321 university employees, including 151 faculty members and 170 administrative staff members, from a representative private university, participated in the survey as part of a consulting project for university innovation. Structural equation modeling (SEM) was mainly used for data analysis to identify the structural relationship among the research variables.

Findings

The results of this study confirmed that transformational leadership positively influences organizational justice and knowledge sharing. However, the influence of organizational justice on knowledge sharing was not statistically significant. The mediating effect of organizational communication among those relationships to increase the members’ knowledge sharing behavior was statistically significant.

Originality/value

In this study, holistic aspects of the organization, including leadership, organizational culture and organizational strategy, were examined for encouraging employees’ knowledge sharing behavior while an organization undergoes innovational changes. More practically, this study suggested that organizational communication could be used as one of the critical strategies in the process of university innovation.

Details

Industrial and Commercial Training, vol. 53 no. 3
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 29 August 2023

Jaehong Joo, Hee Sun Kim, Sae Gyoung Song, Yun Jeong Ro and Ji Hoon Song

The purpose of this study is to emphasize the important role of performance-oriented human resource (HR) practices and gender equality perceptions in supervisors and chief…

Abstract

Purpose

The purpose of this study is to emphasize the important role of performance-oriented human resource (HR) practices and gender equality perceptions in supervisors and chief executive officers (CEOs) for career development among women in management.

Design/methodology/approach

This study used a quantitative methodology to examine relationships among variables. The authors conducted a survey to investigate factors influencing the career development of women managers in professional settings, with a sample of 1,502 female managers in South Korea.

Findings

The relationship between performance-oriented HR practices and career development for women managers was supported. In addition, self-leadership significantly mediated the relationship between performance-oriented HR practices and career development. Finally, double moderator effects of gender equality perceptions of CEOs and supervisors on the relationship between performance-oriented HR practices and self-leadership were significant.

Originality/value

This study emphasizes that career development for women in South Korea depends on gender equality awareness and institutional reorganization for best practices at top management levels. Specifically, this study identified the essential role of performance-based HR practices to support self-leadership and career development in women managers. Furthermore, this study recognized gender equality perceptions of CEOs and supervisors as a critical factor in the successful career development of women managers.

Details

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

Keywords

Article
Publication date: 11 August 2020

Soo Jung Kim, Miryoung Song, Eunhye Hwang, Taehwan Roh and Ji Hoon Song

The purpose of this paper is to examine the mediating effect of regulatory focus for educational welfare specialists in the relationship between their career commitment and job…

Abstract

Purpose

The purpose of this paper is to examine the mediating effect of regulatory focus for educational welfare specialists in the relationship between their career commitment and job satisfaction.

Design/methodology/approach

A total of 650 responses were used for the data analysis after removing 80 incomplete responses through general data screening procedures. The two-step approach of SEM (structural equation modeling) analysis was mainly used for testing the hypotheses.

Findings

As the results of this study, career commitment was statistically significant for job satisfaction. Promotion focus of the regulatory focus was shown to have a mediating effect on the relationship between career commitment and job satisfaction, while prevention focus did not.

Practical implications

Theoretical and practical implications are provided and further studies are recommended. Career paths for educational welfare specialists should be provided to increase their career commitment. The training and development program geared by psychological assessment could be expanded to play a major role in giving an opportunity where employees perceive the type of regulatory focus that they have and the need to adjust it according to the job situation.

Originality/value

This study identified the mediating role of promotion focus when educational welfare specialists’ career commitment positively influences their job satisfaction. It is meaningful to look into the internal aspect of the variables, such as individuals’ self-regulation strategy, rather than external factors, such as compensation, to increase job satisfaction.

Details

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

Keywords

Article
Publication date: 14 July 2021

Byung Han So, Ji Hyun Kim, Yun Jeong Ro and Ji Hoon Song

The purpose of this paper is to develop a reliable and valid measurement scale of employee engagement that can be used in human resources departments in any industry field.

Abstract

Purpose

The purpose of this paper is to develop a reliable and valid measurement scale of employee engagement that can be used in human resources departments in any industry field.

Design/methodology/approach

This study used the measurement development process with three steps. The first step was to generate items for measuring employee engagement. For this reason, the authors proposed an integrated conceptual model based on the results of a literature review and justify the concepts from self-determination theory and person-environment fit theory as the theoretical foundation. The second step was to determine the types of questions suitable for measurement, examining the content validity. Content validity was conducted two times by the group, academic experts and business practitioners. The last step was to examine the exploratory factor analysis (EFA), confirmatory factor analysis (CFA), multi-group analysis and reliability with 352 survey responses from the South Korean business context.

Findings

Findings of the measurement scale development procedure, i.e. employee engagement, should be managed in a balanced manner in all dimensions, as it is composed of four dimensions (person engagement, work engagement, organization engagement and relation engagement) and 16 sub-factors. Additionally, organization engagement was the major factor among the four dimensions of employee engagement with the highest variance explanation. From the statistical standpoint, the employee engagement scale (EES) is possible to use in any industry field because it demonstrated not only content validity and internal consistency reliability but also the three steps of factor analysis (EFA, CFA and multi-group analysis).

Research limitations/implications

This survey was conducted with an assistant manager located in Korea. Therefore, it will be necessary to analyze both leader and employee engagement for those who live in foreign countries. The EES is useful to leaders and human resource managers because it is applicable to managing engagement levels of employees and fosters customized training programs.

Originality/value

This is the first study to develop measurement tools for employee engagement in South Korea. In addition, most studies demonstrated that individual feeling was valued to drive employee engagement. This research, however, proposes an extended concept of employee engagement for four dimensions (person, work, relation and organization) and emphasizes the important relationship between individuals and colleagues in an organization. Based on these results, a theoretically integrated model of employee engagement was developed and a practically valid measurement tool for capturing comprehensive domains of employee engagement was proposed.

Details

European Journal of Training and Development, vol. 46 no. 5/6
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 8 June 2021

Jinju Lee and Ji Hoon Song

The purpose of this study is to develop a reliable and valid measurement of employee learning agility for use in human resources development.

1386

Abstract

Purpose

The purpose of this study is to develop a reliable and valid measurement of employee learning agility for use in human resources development.

Design/methodology/approach

This paper analyzed a total of 365 cases collected from Korean organizations. This paper conducted exploratory factor analysis, confirmatory factor analysis and Rasch analysis to validate the measurement. This paper conducted a measurement invariance (MI) test to confirm the generalizability of the measurement and used Harman’s single factor test to assess the common method variance (CMV).

Findings

This paper derived a learning agility measurement with six subfactors (Cronbach’s α = 0.893). This paper verified that it could be applied equally to supervisors and subordinates using an MI test. Factor analysis confirmed the feasibility of CMV. Based on I-ADAPT theory, the learning agility measurement can be applied to assess not only leader competency but also general employee competency.

Research limitations/implications

Practitioners may use this model of learning agility for developing competency-based training programs and evaluations. This study is meaningful because it extends the concept of learning agility. In particular, the MI test indicated that there are no differences between supervisors and employees regarding the utility of the concept.

Originality/value

This study is meaningful because it extends the concept of learning agility. In particular, the MI test indicated that there are no differences between supervisors and employees regarding the utility of the concept. The concept in this paper is distinguished from other studies by applying the Rasch model from an item response theory perspective.

Details

European Journal of Training and Development, vol. 46 no. 5/6
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 23 February 2024

Junseon Jeong, Minji Park, Hyeonah Jo, Chunju Kim and Ji Hoon Song

This study identifies the policing pre-deployment training content for Korean experts based on needs assessments. Korean policing is at an excellent level to transfer knowledge…

Abstract

Purpose

This study identifies the policing pre-deployment training content for Korean experts based on needs assessments. Korean policing is at an excellent level to transfer knowledge and skills. Pre-deployment training should be designed systematically and training of trainers approaches should be implemented.

Design/methodology/approach

This study used T-tests, Borich needs assessments, and Locus for Focus model analyses to determine the priorities of needs for pre-deployment training in policing. A survey of 116 experienced experts was conducted, with 87 responding (75%).

Findings

The study identified 26 factors that deployed law enforcement professionals want to learn from pre-deployment training. These factors were categorized into three areas: research, training design and methods and understanding of partner countries and international development cooperation. The nine highest priorities for training needs were related to understanding the status and conditions of police training in the country to which policing experts are deployed.

Research limitations/implications

This study was limited to Korean policing experts. And the study did not evaluate the validity of the training curriculum or indicators.

Practical implications

Technical assistance in international policing development cooperation aims to train future trainers who can train local police. This study found that limited learner information and poor communication skills can lead to ineffective technical assistance.

Originality/value

This study highlights the importance of knowledge transfer and effective pre-deployment training for policing. The findings can be used to improve training programs and police human resource development.

Article
Publication date: 3 June 2020

Sun Kyung Yoon, Jae Hyun Kim, Jung Eun Park, Chan Ju Kim and Ji Hoon Song

The purpose of this study is to examine the influences of creativity, psychological ownership (PO) and perceived organizational support (POS) on knowledge creation, using the…

1179

Abstract

Purpose

The purpose of this study is to examine the influences of creativity, psychological ownership (PO) and perceived organizational support (POS) on knowledge creation, using the integrative systems model of creativity.

Design/methodology/approach

A survey was used to collect data from 188 workers in Korean public service organizations. Analyses, including bootstrapping and hierarchical regression analysis, were performed to determine the mediating effect of PO and also the moderating and the moderated mediating effects of POS.

Findings

The results showed that PO mediates partially between creativity and knowledge creation and that POS moderates the relationship between PO and knowledge creation. Notably, the moderated mediating effect of POS was only significant when employees had a high level of POS.

Practical implications

The findings suggest that creativity dissemination requires employees’ social consciousness, collaborative interactions and organizational support. The results imply that human resource development (HRD) practitioners need to cultivate the creativity capacity in the organization.

Originality/value

This study discusses the effects of PO and POS on creative performance, which HRD professionals and organizational leaders draw attention to for organizational development. Implications for organizational composition and interventions to enhance creative performance are provided.

Details

European Journal of Training and Development, vol. 44 no. 6/7
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 29 August 2023

Hyeonah Jo, Minji Park and Ji Hoon Song

A boundaryless career perspective suggests that career competencies are essential for employees who wish to advance their careers in high uncertainty. This study aims to propose…

Abstract

Purpose

A boundaryless career perspective suggests that career competencies are essential for employees who wish to advance their careers in high uncertainty. This study aims to propose an integrated conceptual model for career competencies to provide insights for employees and organizations by identifying what and how one can prepare and provide support for career development in an uncertain and complex work environment.

Design/methodology/approach

The integrated literature reviewed was adapted to provide a conceptual model for career competencies. All 77 studies were reviewed, guided by the intelligent career theory (ICT) and social cognitive career theory (SCCT).

Findings

The mechanisms of career competency development were examined through the interrelationship between three types of knowing; knowing-why, knowing-whom and knowing-how. Career competencies can be considered a developmental process, therefore, they could develop through various interventions and accumulate over time. Especially the results indicate that learning is an essential component of career competencies, as it increases self-efficacy and promotes a desire to achieve positive career outcomes.

Originality/value

This study provided a conceptual model, explored the mechanisms of career competency development and considered how career competencies influence career outcomes. Furthermore, it identified the context of the construct of career competencies by integrating the SCCT and ICT. Finally, it showed the inadequacy of existing research on negative factors of career competency outcomes and recommended further research to broaden the general context of career competency studies.

Details

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

Keywords

1 – 10 of 35