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Article
Publication date: 30 August 2020

Baek-Kyoo (Brian) Joo, Sohee Park and Suhyung Lee

Because of the changing psychological contract between employers and employees over time, the primary responsibility for career development has shifted from organizations…

1303

Abstract

Purpose

Because of the changing psychological contract between employers and employees over time, the primary responsibility for career development has shifted from organizations to employees. As the role of individuals in career development has become important, personal growth initiative (PGI), individuals' positive and proactive stance toward change and continuous self-improvement, can be a pivotal construct in the fields of human resources (HR), organizational behavior (OB) and career management. The purpose of this study is to investigate the effects of person–organization fit (POF), authentic leadership and work empowerment on PGI.

Design/methodology/approach

Data were collected from 235 employees of a leading telecommunication company in South Korea. Most respondents were highly educated male managers in their 30s and 40s. With an overall confirmatory factor analysis, the four-factor measurement model indicated a good fit to the data. The relationships between variables and the relative importance of each independent variables were tested using hierarchical multiple regression analysis, along with a bootstrapping to examine the mediation effect of work empowerment.

Findings

Based on a moderated mediation model, this study examined the integrative effects of POF, authentic leadership and work empowerment on PGI. The authors found that employees demonstrated a high level of PGI when they perceived themselves fit with the organization and when they were empowered in their work. While the direct effect of authentic leadership was non-significant, supportive, transparent and ethical leadership behavior significantly moderated the relationship between POF and PGI. Lastly, based on a bootstrap analysis, this study found that work empowerment partially mediated the relationship between POF and PGI.

Originality/value

This empirical study contributes to the body of knowledge in the field of HR, OB and career management. This study introduced a relatively less explored construct, PGI, using data from knowledge workers in South Korea. The authors integrated diverse research streams such as person–environment fit, leadership and engagement research. Lastly, this was the first study that investigated the effects of contextual factors on PGI in the workplace.

Details

International Journal of Manpower, vol. 42 no. 3
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 25 October 2022

Sohee Park and Sunyoung Park

The purpose of this study is to compare the perceptions of work values among different generational groups (Boomers, Generation 386, Generation X and Millennials) in the…

Abstract

Purpose

The purpose of this study is to compare the perceptions of work values among different generational groups (Boomers, Generation 386, Generation X and Millennials) in the Korean Government sector.

Design/methodology/approach

Using a sample of 1,084 employees working in the Korean Government sector, this study compared generational differences in work values with seven dimensions: detail, aggressiveness, team orientation, outcome orientation, people orientation, innovation and organization orientation.

Findings

This study found that Millennials had the most significant differences in aggression, team-orientation, innovation and organization-focus, compared to Generation 386. Millennials were less aggressive and more team-oriented and innovative than Generation 386. Millennials also put less value on the organization compared to Generation X and Generation 386, indicating that Millennials are less willing than other generations to sacrifice their individual needs for the needs of the organization. Generation X had higher values in supportiveness, fairness and respect for individuals than Generation 386.

Originality/value

This study adds to the current literature by empirically examining how employees’ work values are influenced by the generational differences of the workers.

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: 22 October 2021

Sunyoung Park and Sohee Park

The purpose of this study is to critically review current studies on job crafting to identify contextual factors related to employees’ job crafting and to integrate the…

Abstract

Purpose

The purpose of this study is to critically review current studies on job crafting to identify contextual factors related to employees’ job crafting and to integrate the findings to help organizations improve employees’ job crafting.

Design/methodology/approach

Based on the guidelines provided by Torraco (2016), the authors reviewed 44 quantitative studies on job crafting published between 2001and 2020.

Findings

The authors identified 35 contextual antecedents of job crafting at the job (11), group (6), leadership (12) and organizational (6) levels. The findings reveal that a significant number of studies have focused on contextual aspects related to employees’ job crafting. In particular, multiple studies discussed the important role of empowering leadership, servant leadership, transformational leadership, leader-member exchange in job crafting.

Originality/value

The authors emphasize contextual factors influencing job crafting including job, group, leadership and organizational levels. Based on the review, the authors suggest a future research agenda on job crafting in terms of job, group, leadership and organizational antecedents.

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: 30 December 2020

Sohee Park, Gary N. McLean and Baiyin Yang

Managerial coaching has been popularized as a way of motivating, developing and retaining employees in organizations. Yet, there has been a lack of empirical studies to…

1370

Abstract

Purpose

Managerial coaching has been popularized as a way of motivating, developing and retaining employees in organizations. Yet, there has been a lack of empirical studies to examine the linkage between managerial coaching and its potential impact on employees. This study aims to investigate the interrelationships among managerial coaching, employees’ personal learning and organizational commitment. This study also attempts to revise an existing instrument for measuring coaching skills in organizations created by McLean et al. (2005) to assess managers’ coaching skills.

Design/methodology/approach

Data analyzes were based on 187 employees of a top global technology organization headquartered in the USA. The existing instrument for measuring coaching skills was revised and confirmed through a series of efforts including expert reviews, pilot tests and assessing its reliability and validity. Structural equation modeling was used to examine the relationships among managerial coaching skills and employees’ personal learning and organizational commitment.

Findings

This study identified five dimensions of managerial coaching skills and validated the revised instrument measuring coaching skills in organizations. It also demonstrated that managers’ utilization of managerial coaching skills had a direct effect on employees’ learning and organizational commitment and impacted employees’ organizational commitment through personal learning.

Originality/value

This study examined the interrelationships among managerial coaching and employees’ personal learning and organizational commitment in organizations. In doing so, this study unveiled the process of how managers’ coaching affects employees’ development and attitudes at work. This study also identified five coaching skills as a tool to assess the level of managerial coaching.

Details

European Journal of Training and Development, vol. 45 no. 8/9
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 14 December 2017

Sohee Park and Sung Jun Jo

In the current business environment, no organization is assured of survival without continuous innovation. Employees’ innovative behavior is critical to enhance the…

1775

Abstract

Purpose

In the current business environment, no organization is assured of survival without continuous innovation. Employees’ innovative behavior is critical to enhance the innovation of an organization. While most literature on innovative behavior has focused on employees in the private sector, the purpose of this paper is to explore the factors that affect innovative behaviors in the government sector. In particular, it examines how proactivity, leader-member exchange (LMX), and climate for innovation affect employees’ innovative behavior in the Korean government sector, which is generally characterized as highly hierarchical, structured, and formalized.

Design/methodology/approach

The authors selected a sample of government employees in the Ministry of Education in Korea. Through the researchers’ contacts, ten government agencies agreed to recruit their employees to participate in the study. Data from 1,011 respondents were analyzed in two steps using structural equation modeling. First, to examine the construct validity of the measures, the authors examined the measurement model using the confirmatory factor analysis. Second, the interrelationships among the four variables were assessed. The hypothesized structural model was examined and compared to several alternative models to explore the best model fit to the data. The authors then examined the regression coefficients to determine the hypothesized relationships in the final structured model.

Findings

The results revealed the following: proactivity and climate for innovation had positive relationships with innovative behavior; LMX had a positive relationship with proactivity although it did not have a direct relationship with innovative behavior; and organizational climate for innovation did not ensure proactivity of employees.

Originality/value

The antecedents included in this research have been studied in relation to innovative behavior in several studies, but studies have called for further study. Few studies have examined innovative behavior in the public sector and they have examined innovation in the public sector which has mostly been focused on environmental factors surrounding government organizations or policy choices of government leaders while ignoring the individual traits of public workers, relational dynamics among people, and the cultural aspects of the organizations. This study investigated the interrelationships among the antecedents in the process of impacting innovative behavior in the public sector in Korea. In addition, little research has examined the antecedents of innovative behavior together. This study expands our knowledge of the roles and interrelationships of proactivity, LMX, and organizational climate for innovation as they relate to innovative behavior.

Details

Leadership & Organization Development Journal, vol. 39 no. 1
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 11 July 2016

Amjad Hadjikhani, Joong Woo Lee and Sohee Park

The authors are witnessing the increasing extent of corporate social responsibility (CSR) performance as strategic behaviour specifically in emerging markets. The purpose…

7192

Abstract

Purpose

The authors are witnessing the increasing extent of corporate social responsibility (CSR) performance as strategic behaviour specifically in emerging markets. The purpose of this paper is to investigate how multinational companies (MNCs) manage CSR activities in emerging markets to aid their core business activities. In line with this question, the paper aims to develop a theoretical view for deeper understanding of the strategy in CSR practices aiding internationalization. The view is based on a business network perspective highlighting the four concepts of learning, commitment, legitimacy and trust.

Design/methodology/approach

The methodology employed is qualitative, based on interviews with involved parties. The case study is about the experiences of a Korean MNC’s CSR strategy when entering into the Chinese electronics industry.

Findings

The case illustrates how the Korean MNC committed resources to gain trust and legitimacy that improved their market position. It further manifests that the firm’s CSR strategy was proactive because of the large commitment in several long- and short-term projects towards the society. Investment in social issues like education, environmental problems and communities aided the firm’s entry.

Research limitations/implications

The study has a qualitative and in-depth nature. Future research is needed in order to generalize the proposed theoretical frame.

Practical implications

The study manifests how a MNC employs CSR strategy for internationalization in a foreign market. It shows how managers can undertake different practical CSR measures to enter and expand in foreign markets.

Social implications

While internationalization of firms is mainly based on their business commitment towards counterparts or business firms, the study shows how CSR strategy and activities towards the society support their businesses.

Originality/value

While internationalization of firms is mainly based on their business commitment towards counterparts or business firms, the study shows how CSR strategy and activities towards the society support their businesses. The study investigates CSR strategy and enlightens activities like education and environmental problems. The study further develops the business network view and includes social aspects. The theoretical view holding the four relationship elements of trust, knowledge, legitimacy and commitment permits deeper understanding of the MNC’s proactive CSR behaviour in new markets.

Details

International Marketing Review, vol. 33 no. 4
Type: Research Article
ISSN: 0265-1335

Keywords

Book part
Publication date: 29 November 2012

Joong-Woo Lee, Sohee Park and Amjad Hadjikhani

The question under the focus is how an MNC manages the increasing demands for corporate social responsibility when entering and expanding in a market. Based on business…

Abstract

The question under the focus is how an MNC manages the increasing demands for corporate social responsibility when entering and expanding in a market. Based on business network, the study develops a view highlighting the four concepts of learning, commitment, legitimacy and trust for studying of socio-political relationships. The view is employed for analysis of the experiences of a Korean MNC's entry into the Chinese market. The case illustrates that the Korean MNC, Samsung Electronics, has behaved proactively by large commitment in several long- and short-term projects towards the society. Besides the theoretical view, the study contributes new knowledge on how the MNC's activities have enabled the firm to transfer learning, commitment, legitimacy and trust from socio-political relationships to business relationships. Further, it adds new knowledge on how corporate social responsibility plays a critical role in a successful entry, thereby building up a stable market position.

Content available
Article
Publication date: 14 September 2015

Pervez N. Ghauri, Byung Il Park and Chang Hoon Oh

326

Abstract

Details

International Marketing Review, vol. 32 no. 5
Type: Research Article
ISSN: 0265-1335

Article
Publication date: 7 March 2022

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

161

Abstract

Purpose

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Design/methodology/approach

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

Development of employees is critical to increasing firm competitiveness. Leaders can achieve desired outcomes with a focus on managerial coaching which deploys relevant skills to enhance personal learning and organizational commitment among employees.

Originality/value

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Details

Human Resource Management International Digest , vol. 30 no. 3
Type: Research Article
ISSN: 0967-0734

Keywords

Content available
Book part
Publication date: 29 November 2012

Abstract

Details

Business, Society and Politics
Type: Book
ISBN: 978-1-78052-990-5

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