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Article
Publication date: 24 August 2020

Youngkeun Choi and Jae Won Choi

Job involvement can be linked with important work outcomes. One way for organizations to increase job involvement is to use machine learning technology to predict employees’ job…

Abstract

Purpose

Job involvement can be linked with important work outcomes. One way for organizations to increase job involvement is to use machine learning technology to predict employees’ job involvement, so that their leaders of human resource (HR) management can take proactive measures or plan succession for preservation. This paper aims to develop a reliable job involvement prediction model using machine learning technique.

Design/methodology/approach

This study used the data set, which is available at International Business Machines (IBM) Watson Analytics in IBM community and applied a generalized linear model (GLM) including linear regression and binomial classification. This study essentially had two primary approaches. First, this paper intends to understand the role of variables in job involvement prediction modeling better. Second, the study seeks to evaluate the predictive performance of GLM including linear regression and binomial classification.

Findings

In these results, first, employees’ job involvement with a lot of individual factors can be predicted. Second, for each model, this model showed the outstanding predictive performance.

Practical implications

The pre-access and modeling methodology used in this paper can be viewed as a roadmap for the reader to follow the steps taken in this study and to apply procedures to identify the causes of many other HR management problems.

Originality/value

This paper is the first one to attempt to come up with the best-performing model for predicting job involvement based on a limited set of features including employees’ demographics using machine learning technique.

Details

International Journal of Organizational Analysis, vol. 29 no. 3
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 8 January 2024

Youngkeun Choi

Based on the conservation of resource theory, this study aims to develop and test the relationship between workplace technostress and affective organizational commitment. It…

Abstract

Purpose

Based on the conservation of resource theory, this study aims to develop and test the relationship between workplace technostress and affective organizational commitment. It assumes that the direct relationship between workplace technostress and affective organizational commitment is moderated by perceived organizational support.

Design/methodology/approach

For this, this study used a survey method and multiple regression analyses with multisource data from 257 Korean employees.

Findings

The results suggest the following. First, workplace technostress was negatively associated with affective organizational commitment fully. Second, there was a stronger negative relationship between workplace technostress and affective organizational commitment for employees with low as opposed to those with high levels of leader–member exchange.

Practical implications

This study provides practical implications that are directly related to the performance management of employees under technostress.

Originality/value

To the best of the authors’ knowledge, this study is the first one to examine the moderating effect of leader–member exchange on the relationship between technostress and affective organizational commitment.

Details

Management Research Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2040-8269

Keywords

Article
Publication date: 11 November 2020

Youngkeun Choi

Based on the cognitive appraisal theory, the current research extended the content domain of sexual harassment research by examining the moderating effect of power distance…

Abstract

Purpose

Based on the cognitive appraisal theory, the current research extended the content domain of sexual harassment research by examining the moderating effect of power distance orientation, a cultural value on the relationship between sexual harassment and organizational behavior.

Design/methodology/approach

For this, this study used a survey method and multiple regression analyses with 285 Korean employees.

Findings

As a result, first, the more unwanted sexual attention employees perceived from their leaders, the less likely they were to be affectively committed to their organization. Second, the more sexual coercion employees perceived from their leaders, the more likely they were to have turnover intention. Third, the negative relationship between unwanted sexual attention and affective commitment is stronger for the employees who are low rather than high in power distance orientation. Finally, the positive relationship between sexual coercion and turnover intention is stronger for the employees who are low rather than high in power distance orientation.

Originality/value

The study expanded the content area of sexual harassment research by showing the control effect of the power distance direction.

Details

Asia-Pacific Journal of Business Administration, vol. 13 no. 1
Type: Research Article
ISSN: 1757-4323

Keywords

Article
Publication date: 10 July 2020

Youngkeun Choi

Based on the conservation of resources theory, this study aims to develop and test the relationship between workplace ostracism and the work-to-family conflict of a female…

Abstract

Purpose

Based on the conservation of resources theory, this study aims to develop and test the relationship between workplace ostracism and the work-to-family conflict of a female employee. And, it assumes that the direct link between workplace ostracism and the work-to-family conflict of a female employee is moderated by perceived organizational support.

Design/methodology/approach

For this, this study used a survey method and multiple regression analyses with multi-source data from 226 Korean female employees.

Findings

The results suggest the following. First, workplace ostracism was positively associated with the work-to-family conflict of a female employee. Second, there was a stronger positive relationship between workplace ostracism and work-to-family conflict for female employees with low as opposed to those with high levels of perceived organizational support.

Originality/value

To the best of author’s knowledge, this study is the first one to examine the moderating effect of perceived organizational support on the relationship between workplace ostracism and the work-to-family conflict of a female employee.

Details

International Journal of Organizational Analysis, vol. 29 no. 2
Type: Research Article
ISSN: 1934-8835

Keywords

Open Access
Article
Publication date: 30 July 2021

Youngkeun Choi

This study aims to reveal the role of artificial intelligence (AI) in the context of a front-line service meeting to understand how users accept AI technology-enabled service.

6980

Abstract

Purpose

This study aims to reveal the role of artificial intelligence (AI) in the context of a front-line service meeting to understand how users accept AI technology-enabled service.

Design/methodology/approach

This study collected 454 Korean employees through online survey methods and used hierarchical regression to test the hypothesis empirically.

Findings

In the results, first, clarity of user and AI's roles, user's motivation to adopt AI-based technology and user's ability in the context of the adoption of AI-based technology increases their willingness to accept AI technology. Second, privacy concerns related to the use of AI-based technology weakens the relationship between role clarity and user's willingness to accept AI technology. And, trust related to the use of AI-based technology strengthens the relationship between ability and user's willingness to accept AI technology.

Originality/value

This study is the first one to reveal the role of AI in the context of a front-line service meeting to understand how users accept AI technology-enabled service.

摘要

研究目的

本研究旨在顯示在前線服務會議的情況下人工智能所扮演的角色,以便了解使用者如何接受人工智能科技化服務。

研究的設計/方法/理念

研究以網上問卷調查方式取得454名韓國僱員的數據,並使用層次迴歸分析,對假設進行以經驗為依據的測試。

研究結果

研究結果首先顯示、增強使用者願意接受人工智能科技的因素包括使用者與人工智能兩者角色的清晰度、使用者使用基於人工智能的科技的積極性、以及在應用基於人工智能科技的情況下使用者的能力。其次,與使用基於人工智能的科技有關的私隱問題會削弱角色清晰度與使用者是否願意接受人工智能科技之間的關係。而且,對使用基於人工智能的科技的信任會強化有關的能力與使用者是否樂意使用基於人工智能的科技之間的關係。

研究的原創性/價值

這是首個研究、去顯示在前線服務會議的情況下人工智能所扮演的角色,以便了解使用者如何接受人工智能科技化服務。

Details

European Journal of Management and Business Economics, vol. 30 no. 3
Type: Research Article
ISSN: 2444-8451

Keywords

Article
Publication date: 3 June 2019

Youngkeun Choi

Based on the conservation of resources theory, the purpose of this paper is to develop and test the relationship between workplace ostracism and psychological distress of male…

Abstract

Purpose

Based on the conservation of resources theory, the purpose of this paper is to develop and test the relationship between workplace ostracism and psychological distress of male employees. And depending on the leader member exchange (LMX) theory, it assumes that the relationship between workplace ostracism and psychological distress of male employees is moderated by the LMX.

Design/methodology/approach

For this, this study used a survey method and multiple regression analyses with multi-source data from 226 male Korean employees and their supervisors.

Findings

The results suggest the following. First, workplace ostracism was positively associated with job tension, emotional exhaustion and depressed moods at work for male employees. Second, there was a stronger positive relationship between workplace ostracism and job tension, or emotional exhaustion for male employees with low, as opposed to those with high, levels of LMX.

Originality/value

This study is the first one to examine the moderating effect of LMX on the relationship between workplace ostracism and psychological distress of male employees.

Details

Asia-Pacific Journal of Business Administration, vol. 11 no. 2
Type: Research Article
ISSN: 1757-4323

Keywords

Open Access
Article
Publication date: 15 June 2020

Youngkeun Choi

Based on the conservation of resource theory, this study developed and tested the relationship between workplace ostracism and job performance. And it assumes that the direct link…

8686

Abstract

Purpose

Based on the conservation of resource theory, this study developed and tested the relationship between workplace ostracism and job performance. And it assumes that the direct link between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behavior is moderated by perceived organizational support.

Design/methodology/approach

For this, this study used a survey method and multiple regression analyses with multisource data from 256 Korean employees and their supervisors.

Findings

The results suggest the following. First, workplace ostracism was negatively associated with supervisor-rated in-role performance and organizational citizenship behaviors. Second, there was a stronger negative relationship between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behaviors for employees with low as opposed to those with high levels of perceived organizational support.

Originality/value

This study is the first one to examine the moderating effect of perceived organizational support on the relationship between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behavior.

目的

以資源守恆論為基礎,本研究發展並測試了工作場所排斥與工作表現的關係。本研究假設感知組織支持會緩和工作場所排斥與主管評價的角色中的表現/組織公民行為之間的直接聯繫。

研究設計/方法/理念

就此而言,本研究採用了調查方法及多元回歸分析法。多源數據取自256名韓國人僱員及其主管。

研究結果

研究結果有以下的顯示:第一、工作場所排斥與主管評價的角色中的表現及組織公民行為有負相關的關係。第二、就工作場所排斥與主管評價的角色中的表現/組織公民行為的反向關連的關係而言,感知組織支持水平低的僱員,相對於水平高的僱員,呈現更強的負相關。

研究的原創性/價值

這是首個研究、去探討感知組識支持在工作場所排斥與主管評價的角色中的表現/組織公民行為間之關係上所起的調節作用。﹞

Details

European Journal of Management and Business Economics, vol. 29 no. 3
Type: Research Article
ISSN: 2444-8451

Keywords

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