Search results

1 – 10 of 35
Article
Publication date: 2 May 2017

Baek-Kyoo Joo and Sung Jun Jo

The purpose of this paper is to investigate the effect of the perceived authentic leadership of supervisors and employees’ core self-evaluations on their organizational…

3743

Abstract

Purpose

The purpose of this paper is to investigate the effect of the perceived authentic leadership of supervisors and employees’ core self-evaluations on their organizational citizenship behavior (OCB) and to examine the role of psychological empowerment as a partial mediator of those relationships.

Design/methodology/approach

A cross-sectional survey was used to obtain individual perceptions from employees working in one of the biggest companies in Korea. Data from 374 samples was analyzed. Construct validity of each measurement model is examined using confirmatory factor analysis and the hypothesized structural model is tested by structural equation modeling.

Findings

The authors found that perceived authentic leadership, core self-evaluation, and employees’ psychological empowerment had significant impact on employees’ OCB, accounting for 58 percent of the variance in OCB. In addition, 54 percent of the variance in psychological empowerment was explained by authentic leadership and core self-evaluations, partially mediating the relationship between authentic leadership and OCB and the relationship between core self-evaluations and OCB.

Originality/value

Positivity is instrumental in driving intrinsic motivation for work and voluntary devotion to colleagues and organizations. This study contributed to the emerging research branch of management and organizational psychology such as positive organization scholarship and positive organizational behavior by exploring the relationship among the relevant constructs. More specifically, the authors found that positive contextual factor (i.e. authentic leadership), positive personality factor (i.e. core self-evaluations), and positive work experience (i.e. psychological empowerment) do have positive influence on employees’ extra-role performance (i.e. OCB).

Details

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

Keywords

Article
Publication date: 7 May 2019

Sunyoung Park, Sung Jun Jo and Chan Kyun Park

The purpose of this study is to examine the relationships among hierarchical organizational culture, organizational support for women, sexual harassment and work-to-family…

1184

Abstract

Purpose

The purpose of this study is to examine the relationships among hierarchical organizational culture, organizational support for women, sexual harassment and work-to-family enrichment of working women in South Korea.

Design/methodology/approach

A total of 196 responses from married female employees who had a child (or children) in for-profit organizations in South Korea were analyzed by using structural equation modeling and bootstrapping analysis.

Findings

The findings indicated that hierarchical organizational culture was negatively associated with organizational support and was positively associated with sexual harassment. In addition, an organizational atmosphere that is friendly and supportive to women had a positive effect on work-to-family enrichment. However, the more sexual harassment female workers experienced, the less positive the relationship between their work and family lives. Hierarchical organizational culture negatively affected work-to-family enrichment, but the effect was indirect through organizational support and sexual harassment.

Originality/value

These findings emphasize the importance of transforming the traditional culture in Korean organizations to reduce power distance to create a more female-friendly and supportive environment. With the dramatic recent increase in the number of female workers, building such an environment can enhance organizations’ competitiveness by creating a positive spillover effect between women’s work and family lives.

Details

European Journal of Training and Development, vol. 43 no. 3/4
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 14 July 2023

Chan Kyun Park, Sunyoung Park and Sung Jun Jo

This study aimed to examine the relationships among discriminary culture against women, hierarchical culture, sexual harassment and work–family conflict in the workplace.

Abstract

Purpose

This study aimed to examine the relationships among discriminary culture against women, hierarchical culture, sexual harassment and work–family conflict in the workplace.

Design/methodology/approach

Data were collected from female employees in South Korea. Structural equation modeling was employed to analyze 202 responses obtained through a self-report survey.

Findings

The findings indicate that (a) discriminatory culture against women and a hierarchical culture were positively related to sexual harassment, and (b) sexual harassment positively affected work–family conflict. Additionally, both a discriminatory culture against women and a hierarchical culture had indirect effects on work–family conflict, which were mediated by sexual harassment.

Originality/value

This study can help researchers better understand the relationship between organizational culture and the work experience of female employees by examining the mechanisms that influence their work–family conflict.

Details

Baltic Journal of Management, vol. 18 no. 5
Type: Research Article
ISSN: 1746-5265

Keywords

Article
Publication date: 4 July 2016

Sung Jun Jo and Sunyoung Park

This paper aims to analyze current practices, discuss empowerment from the theoretical perspectives on power in organizations and suggest an empowerment model based on the type of…

4820

Abstract

Purpose

This paper aims to analyze current practices, discuss empowerment from the theoretical perspectives on power in organizations and suggest an empowerment model based on the type of organizational culture and the role of human resource development (HRD).

Design/methodology/approach

By reviewing the classic viewpoint of power, Lukes’ three-dimensional power and Foucault’s disciplinary power, we discuss power and empowerment in organizational contexts.

Findings

Power in organizations can be conceptualized based on the classic view, Foucault and critical view and Lukes’ three-dimensional power. We found that true employee empowerment is related to the third dimension of power. The role of HRD for empowerment can be categorized into enhancing motivation and commitment in terms of psychological empowerment and bringing real power to employees. The proposed empowerment model assumes that organizational culture influences the dimensions of empowerment and the role of HRD for supporting empowerment.

Practical implications

HRD needs to critically assess the meaning of power in particular contexts (Morrell and Wilkinson, 2002) before planning and implementing specific training and development interventions for performance improvement and/or organization development interventions for innovation.

Originality/value

This study attempts to review, analyze and discuss issues regarding employee empowerment from HRD perspectives. Implications for the roles of HRD and the empowerment model are proposed.

Article
Publication date: 15 June 2021

Su Min Kim, Moon Jung Kim and Sung Jun Jo

This study aimed to investigate the relationships between individual team member's perception of team psychological safety (TPS), individual team member's perception of…

1221

Abstract

Purpose

This study aimed to investigate the relationships between individual team member's perception of team psychological safety (TPS), individual team member's perception of transactive memory system (TMS), individual team member's perception of team learning behavior (TLB) and individual team member's perception of team performance (TP).

Design/methodology/approach

This cross-sectional study used a paper-based questionnaire that was distributed to 500 employees in travel-related industries and responses were received from 467 employees. Finally, 394 surveys were used after excluding insincere responses. Using SPSS & AMOS version 25.0, factor analysis, correlation, path analysis and mediation analysis were performed.

Findings

The findings reveal that there is a significant association between TPS, TMS, TLB and TP, except for the specialization subdimension of TMS and reflective communication and knowledge codification subdimensions of TLB. There was no mediation role of TLB; however, credibility and task coordination subdimensions of TMS showed partial mediating effects between TPS and TP.

Originality/value

This study offers suggestions for management, emphasizing the importance of TPS. Recent and rapid organizational changes have dramatically increased employees' job insecurity, which can affect their psychological safety. Therefore, organizations should actively support employees to feel psychologically stable to improve performance by utilizing TMS and TLB among individual team members.

Details

Leadership & Organization Development Journal, vol. 42 no. 6
Type: Research Article
ISSN: 0143-7739

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 innovation of…

2408

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

Content available
Article
Publication date: 8 June 2012

Sung Jun Jo

159

Abstract

Details

European Journal of Training and Development, vol. 36 no. 4
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 4 April 2016

Jeong Rok Oh, Cho Hyun Park and Sung Jun Jo

The purposes of this study are to explore paid educational leave (PEL), self-directed learning (SDL) and the relationship between them; and to identify the implications for…

Abstract

Purpose

The purposes of this study are to explore paid educational leave (PEL), self-directed learning (SDL) and the relationship between them; and to identify the implications for legislation on the learning leave scheme in South Korea.

Design/methodology/approach

The research method of the study is a literature review. Articles were identified through a keyword search from major academic databases. The literature search covers the time period of 1960-2012.

Findings

This paper shows that enacting PEL is a social policy that benefits to both employers and workers because it reduces training costs, eliminates educational barriers for employees and enhances opportunities to develop skills and competencies.

Research limitations/implications

This study contributes to research by exploring the crucial role of PEL based on the Person-Process-Context model for SDL. It also examines the relationship between SDL and PEL in the workplace learning.

Practical implications

This study provides a rationale to legislate PEL as a right of workers. Through an appropriate revision of the Lifelong Education Act, the right of workers to receive the PEL benefit should be legally adopted to promote workers’ SDL in South Korea.

Originality/value

This paper provides theoretical and practical evidence for institutionalizing PEL in South Korea. It suggests the passage of PEL legislation because it is beneficial to all stakeholders.

Details

European Journal of Training and Development, vol. 40 no. 3
Type: Research Article
ISSN: 2046-9012

Keywords

Content available
Article
Publication date: 24 August 2012

Steve Hutchinson

321

Abstract

Details

Human Resource Management International Digest, vol. 20 no. 6
Type: Research Article
ISSN: 0967-0734

Content available
Book part
Publication date: 27 September 2022

Matthew Bennett and Emma Goodall

Abstract

Details

Autism and COVID-19
Type: Book
ISBN: 978-1-80455-033-5

1 – 10 of 35