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Article
Publication date: 18 January 2022

Jihye Oh, Shinhee Jeong, Seung Won Yoon and Daeyeon Cho

From a social capital perspective, this study aims to shed light on the link between social capital and career adaptability by focusing on how social connections and interactions…

Abstract

Purpose

From a social capital perspective, this study aims to shed light on the link between social capital and career adaptability by focusing on how social connections and interactions shape and nurture career adaptability. Drawing on socioemotional selectivity theory, the authors further examined the critical moderating role of age on the above relationship.

Design/methodology/approach

Survey responses from 208 HRD professionals were analyzed via a moderated mediation analysis.

Findings

The results showed that there is a positive relationship between social capital (network size and intimate network) and career adaptability; frequent interaction increases intimacy, in turn enhancing career adaptability; and the indirect effect of social capital on career adaptability (via intimate network) is stronger when the employee is younger.

Originality/value

The most novel theoretical contribution of this study is that the authors lend empirical support to the connection between social capital and career adaptability moderated by age. The study also contributes to understanding how core aspects of social capital are inter-related each other and have directional relationships.

Details

European Journal of Training and Development, vol. 47 no. 5/6
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 12 June 2023

Jihye Oh, Seung-Hyun Han, Jia Wang and Seung Won Yoon

Drawing on the theories of social capital and leader–member exchange (LMX), the authors examined the moderated mediation relationships of psychological ownership and perceived…

Abstract

Purpose

Drawing on the theories of social capital and leader–member exchange (LMX), the authors examined the moderated mediation relationships of psychological ownership and perceived supervisory support on social capital and organizational knowledge.

Design/methodology/approach

To test the proposed model, the authors collected data from 522 employees working in large corporations in South Korea.

Findings

The authors found that (a) social capital was positively related to organizational knowledge sharing, (b) perceived supervisor support mediated the linkage between social capital and knowledge sharing and (c) psychological ownership moderated the indirect effect of social capital on knowledge sharing through perceived supervisor support, such that the indirect effect was stronger for employees with low rather than high psychological ownership.

Originality/value

This study sheds new light on how the nature of relationship between the leader and followers as well as individual's psychological ownership play a crucial role in knowledge sharing.

Details

Leadership & Organization Development Journal, vol. 44 no. 4
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 14 May 2020

Seung Hyun Han, Seung Won Yoon and Chugnil Chae

This study has adopted theoretical frameworks of social capital, social networks and the Community of Practice to study how different types of relationships influence the…

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Abstract

Purpose

This study has adopted theoretical frameworks of social capital, social networks and the Community of Practice to study how different types of relationships influence the knowledge sharing relationship. This paper aims to suggest that building social capital, particularly structural capital, is part of expected key in knowledge sharing networks.

Design/methodology/approach

Using social capital theory, through social network analysis of 111 management students in the US business school, identified key social capital dimension in knowledge sharing networks. To incorporate the interdependency among examined relationships, network logistic regression with the quadric assignment procedure was used.

Findings

The proposed research model showed that about 98% of the existence of knowledge sharing relationship could be correctly predicted. Among three dimensions of social capital, this study found a superior influence of the structural dimension (i.e. task interdependence) in predicting having a knowledge sharing relationship. The significant effect of trust and friendship network on knowledge sharing was also found. Implications for practice and suggestions for future research were also discussed.

Originality/value

Existing literature as to how people learn through knowledge sharing is limited in at least two important ways. First, scholars of knowledge management acknowledge that organizational knowledge originates from dyadic relationships between or among individuals at work. However, prior research has heavily relied on survey responses from one’s perception of knowledge sharing experience, viewing as unidirectional. Second, substantial attention of prior research has been devoted to the factors of individual attributes. Emphasizing individual interactions as the fundamental building blocks of learning, this study focuses more on relational characteristics of knowledge sharing based on social capital theory.

Details

Journal of Knowledge Management, vol. 24 no. 4
Type: Research Article
ISSN: 1367-3270

Keywords

Article
Publication date: 11 April 2016

Seung Hyun Han, Gaeun Seo, Seung Won Yoon and Dong-Yeol Yoon

The purpose of this paper is to empirically examine the fundamental process through which transformational leaders play a significant role in employees’ knowledge sharing by…

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Abstract

Purpose

The purpose of this paper is to empirically examine the fundamental process through which transformational leaders play a significant role in employees’ knowledge sharing by investigating mediating roles of individual affects, particularly psychological empowerment, organizational commitment and organizational citizenship behavior (OCB).

Design/methodology/approach

Structural equation modeling, including confirmatory factor and path analysis, is conducted to test proposed hypothesis.

Findings

The results of this study indicate significant direct effects of transformational leadership on psychological empowerment, organizational commitment and OCB. Moreover, transformational leadership also shows an indirect effect on employees’ OCB, which, in turn, is identified as the primary factor that influences knowledge sharing. However, organizational commitment does not provide a significant influence on knowledge sharing. These findings highlight the importance of mediating roles, particularly OCB, to predict employees’ knowledge-sharing intention.

Originality/value

Identifying structural determinants of knowledge sharing is an important scholarly agenda. In particular, the mechanisms and processes by which leadership exerts influence to motivate employees to share knowledge deserve scholarly inquiry, and there, is a need for more research to understand the mechanisms and processes through which leadership influences individual motivation and attitudes toward pro-social behaviors, such as knowledge sharing.

Details

Journal of Workplace Learning, vol. 28 no. 3
Type: Research Article
ISSN: 1366-5626

Keywords

Article
Publication date: 2 May 2017

Jong Gyu Park, Jeong Sik Kim, Seung Won Yoon and Baek-Kyoo Joo

The purpose of this paper is to investigate the effect of empowering leadership on employees’ psychological well-being (PWB) and job engagement. This study also examines the…

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Abstract

Purpose

The purpose of this paper is to investigate the effect of empowering leadership on employees’ psychological well-being (PWB) and job engagement. This study also examines the mediating role of psychological capital (PsyCap) in these relationships.

Design/methodology/approach

The study draws on survey data (n=285) from employees in eight large-sized firms in South Korea. Confirmatory factor analysis was conducted to examine the convergent validity of the construct measures. Structural equation modeling was used to estimate the fit of the hypothesized model to the data.

Findings

The authors found that empowering leadership influenced job engagement both directly and indirectly through PsyCap. Employees’ PsyCap fully mediated the relationship between empowering leadership and employees’ PWB, while partially mediating the relationship between empowering leadership and job engagement.

Originality/value

This is the first empirical study to examine the effects of empowering leadership behaviors of leaders on both PWB and PsyCap, which are positive psychological resources of employees. The study has also provided empirical evidence for the importance of PsyCap, which plays a positive role in the ability of employees to manage their overall feelings in achievement situations and in employees’ engagement in the workplace.

Details

Leadership & Organization Development Journal, vol. 38 no. 3
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 14 January 2021

Zhaohui Sheng, Sandra Watkins, Seung Won Yoon and JoHyun Kim

The purpose of this study is to examine the applicability of Watkins and Marsick’s model of learning organization in the school context and explore the relationship between the…

Abstract

Purpose

The purpose of this study is to examine the applicability of Watkins and Marsick’s model of learning organization in the school context and explore the relationship between the learning dimensions and perceived organizational outcomes.

Design/methodology/approach

Using the instrument, Dimensions of the Learning Organization Questionnaire (DLOQ), the study collected data from 322 teachers and professional staff in K-12 schools. Confirmatory factor analysis and structural equation modeling provide validity evidence for using the DLOQ in schools.

Findings

The study results indicate the learning organization is a multidimensional concept and the quality of the school as a learning organization is related to improved organizational performance as perceived by school personnel.

Research limitations/implications

The study measured perceived organizational outcomes using a sample in an urban school district. Future research is encouraged to expand the study sample and to collect actual performance data to strengthen the findings.

Practical implications

The study provides reliability and validity evidence for an instrument that school leaders and practitioners can use to assist their evaluation of the school’s capacity as a learning organization to leverage improvement in school performance.

Originality/value

The study emphasizes an integrative approach in evaluating schools as learning organizations (SLOs) and extends the evidence base for the DLOQ studies. It offers empirical support for the significance of developing SLOs.

Details

The Learning Organization, vol. 28 no. 4
Type: Research Article
ISSN: 0969-6474

Keywords

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 investigates the…

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

Article
Publication date: 21 July 2022

Seung Won Yoon and Jong Gyu Park

The purpose of this study is to examine employees' perceived influence of the learning organization culture and learning goal orientation on their knowledge sharing attitude and…

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Abstract

Purpose

The purpose of this study is to examine employees' perceived influence of the learning organization culture and learning goal orientation on their knowledge sharing attitude and intention across multiple industries. In connecting these concepts, the researchers incorporated theories of the knowledge-based firm, goal orientation and reasoned action.

Design/methodology/approach

A survey was used to collect data from a total of 323 responses from eight South Korean organizations to examine the influence of organizational and individual learning factors on employees' knowledge sharing. Structural equation modeling showed that the proposed research model was supported by item internal consistency and model-fits.

Findings

Results indicated that employees' learning goal orientation, knowledge sharing attitude and learning organization culture positively influence employees' knowledge sharing intention. This study highlights that those employees are more likely to share knowledge when employees with high learning goal orientation form a positive attitude toward knowledge sharing in a learning supportive culture and structure.

Originality/value

This study added to the literature of learning organizations by identifying a strong positive connection between the learning organization culture and employees' knowledge sharing. The theoretical contribution of this study lies in which the important roles were extended that the learning goal orientation exerts on employee behaviors when they perceive the organization valuing learning.

Details

International Journal of Manpower, vol. 44 no. 2
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 31 January 2024

Kibum Kwon, Shinhee Jeong, Jiwon Park and Seung Won Yoon

In response to the lack of connection between employee development and employee engagement, this study explores the existing empirical findings regarding these two concepts. Based…

Abstract

Purpose

In response to the lack of connection between employee development and employee engagement, this study explores the existing empirical findings regarding these two concepts. Based on the conservation of resources theory, the authors propose a novel theoretical framework that can better leverage the identified antecedents and relationships for future research.

Design/methodology/approach

An integrative literature review of 64 empirical studies published in peer-reviewed journals was conducted.

Findings

Three different levels of antecedents, including the work environment, social exchange and individual characteristics, are identified. Employee development and employee engagement exhibit reciprocal relationships. Considering the role of job performance as a catalyst, the authors propose an upward gain spiral model to advance both research and practice.

Originality/value

This integrative literature review aims to facilitate discussions based on three distinct sub-dimensions: physical, emotional and cognitive energies, relevant to both employee development and employee engagement. Through this distinction, a more comprehensive understanding of the connection between employee development and employee engagement can be cultivated.

Details

Career Development International, vol. 29 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 1 December 2007

Sungsoo Yoon and Seung Won Yoo

This study investigates how a tax agency would assess the liability of a taxpayer who has first adopted a new, controversial tax‐saving scheme, which might be employed by other…

Abstract

This study investigates how a tax agency would assess the liability of a taxpayer who has first adopted a new, controversial tax‐saving scheme, which might be employed by other taxpayers. The tax agency’s post‐audit assessment to the first taxpayer influences whether and how the innovation will diffuse among taxpayers. We find that it is optimal for the tax agency to settle the issue regardless of whether and how fast the innovation diffuses. A trial is too costly an option for the agency: losing in court would make the innovation public knowledge, and other taxpayers would immediately adopt the new scheme. Neither the number of other taxpayers nor the speed of diffusion affects the amount of the optimal post‐audit assessment. These results suggest that a tax practitioner who markets a new tax‐saving scheme need not limit the speed of diffusion for fear of an aggressive response from the agency.

Details

Accounting Research Journal, vol. 20 no. 2
Type: Research Article
ISSN: 1030-9616

Keywords

1 – 10 of 37