Jae-Yoon Chang

The effects of professionalism, likelihood of job embeddedness, and interaction quality with recruiters at entry on turnover behavior among R&D Professionals

The purpose of this study is to examine the effects of job embeddedness, professionalism, and recruiters on turnover of R&D professionals. The data was collected from a sample of 132 R&D professionals with PhD degrees in engineering or natural science in a Korean electronics firm. To analyze time-dependent turnover data, Cox’s proportional hazards model was used. The results showed that over the 5~7 year period after their organization entry, R&D professionals with high professionalism were more likely to leave the organization than were their counterparts with low level of professionalism. And Professionals who had negative interaction with recruiters were more likely to leave the organization than those who had positive interaction with recruiters. This study suggested that the quality of interaction with recruiter have a significant impact on the job withdrawal behavior(e.g. turnover) as well as on the job choice decision during job search among professionals. Based on these results above, implications and limitations of this research were presented, and also directions for future investigation were suggested.

정서노동 유형과 웰빙 및 객관적 수행: 표면 및 내면행위의 잠재 프로파일 분석

본 연구에서는 대학생들을 대상으로 잠재 프로파일 분석(Latent Profile Analysis)을 통해 애착유형을 구분하고 이들 집단이 통제력 지각과 통제욕구, 대처방식의 측면에서 유의한 차이가 있는지를 확인하였다. 먼저 Bartholomew와 Horowitz(1991)가 제안한 네 가지 애착 차원에 대해 잠재 프로파일 분석을 실시한 결과, 총 세 개의 애착유형(‘안정-의존형’, ‘불안정-회피형’, ‘양가형’)이 도출되었다. 이 세집단은 통제 가능한 상황에서의 통제력 지각에서는 모두 유의미한 차이를 보였으나, 통제 가능한 상황에서의 통제욕구, 그리고 통제 불가능한 상황에서의 통제력 지각과 통제욕구에서는 유의한 차이를 보이지 않았다. 대처양식에서는 안정-의존형, 불안정-회피형, 양가형 애착유형 집단 간에 사려형 대처양식 점수에서는 유의한 차이가 나타나지 않은 반면, 억제형 대처와 반동형 대처에서는 유의한 차이를 보였다(불안정-회피형 > 양가형 > 안정-의존형).

형평 규범 선호 및 성과 기반 보상 지각이 종업원의 직무태도에 미치는 영향: 미국, 중국, 일본의 국가 간 비교 연구

글로벌 경영 환경에서 현지 종업원의 직무태도 및 동기에 영향을 미치는 보상분배 방식은 문화와 밀접한 관련이 있으며, 보상분배와 관련된 문화 차이는 글로벌 기업 경영자들이 직면하는 주요 이슈 중 하나이다. 본 연구에서는 한국의 한 글로벌 기업의 미국, 중국, 일본법인에서 근무하는 현지 종업원들을 대상으로 보상 분배에 있어 형평규범 선호의 차이와 성과 기반 보상 지급 정도에 대한 종업원의 지각이 직무태도(급여만족, 이직의도)와 어떤 관계를 갖는지를 탐색하였다. 결과는 다음과 같다. 첫째, 형평규범 선호 정도는 미국, 중국, 일본 순으로 나타났으며, 미국 및 중국 종업원들보다 일본 종업원들이 유의하게 낮은 수준을 보였다. 둘째, 미국과 중국 종업원들의 경우, 성과 기반 보상 지각이 이직의도와는 부적 관계, 급여만족과는 정적 관계가 나타났다. 반면, 일본 종업원들의 경우에는 성과 기반 보상 지각과 이직의도 간 유의한 관계가 나타나지 않았고, 급여만족과는 부적 관계가 나타났다. 끝으로 본 연구의 의의, 제한점 및 추후 연구방향에 관하여 논의하였다.

The Relationship Between Daily Mood and Creative Process Engagement(CPE): The Moderating Effects of Conscientiousness and Openness to Experience

The current study investigates how daily mood(positive or negative affect) alters creative behaviors of employees, and how personality traits(conscientiousness and openness to experience) moderate this relationship. In particular, assuming that mood in organization varies on a daily basis, we focused on the relationship between general mood in the workplace and creative process engagement(CPE) at a within-person level. Based on the previous literature review on how emotional valence stimulates creative behaviors, we developed and tested hypotheses stating that positive mood would facilitate creative behaviors while negative mood would inhibit them. Moreover, as moderators, we examined the effects of conscientiousness and openness to experience of the Five-Factor traits which either strengthen or weaken the relations between mood and creative behaviors. The model was tested on a sample of 71 employees of large companies in Korea. We collected and analyzed data on mood and CPE for 10 working days. As a result, it was found that daily positive mood enhances CPE while negative mood hinders it, and conscientiousness attenuates the effect of mood on CPE. In particular, for those with high conscientiousness, the influence of mood on CPE was not as strong, and highly conscious people portrayed a relatively stable and high level of CPE. We concluded with a discussion of the contribution of between-and within-person level variables in predicting creativity and its practical implications as well as limitations.

Temporal Dynamics of Emotions Within a Workday: The Moderating Effect of Neuroticism

The purpose of this study was to examine how positive and negative emotions fluctuate over time within one workday and to investigate the moderating effects of neuroticism and job satisfaction. Data were obtained from 201 Seoul citizens in Korea using the Day Reconstruction Method (Kahneman, Krueger, Schkade, Schwarz, & Stone, 2004). Data revealed that negative emotions increased over time; positive emotions did not show such a pattern. Job satisfaction correlated positively with average positive emotions and negatively with average negative emotions. Neuroticism correlated significantly and in opposite directions with average positive and negative emotions, but did not correlate significantly with the variability of emotions within a work day. Additionally, neuroticism had a significant moderating effect on the changing pattern of negative (but not positive) emotions over time, such that the negative emotions of workers with high levels of neuroticism increased more sharply than the negative emotions of workers with low levels of neuroticism. Contrary to expectation, job satisfaction did not moderate the pattern of positive or negative emotions at work. Changing patterns of negative emotions may be predictive of occupational accidents and diurnal patterns of positive emotions may be predictive of optimal concentration and efficiency at work. These patterns may also have implications for when we administer surveys in the workplace, when a boss should share bad news with his/her employees.