Ji Hoon Song

An Analysis and Synthesis of DLOQ-Based Learning Organization Research

The problem The development of the Dimensions of the Learning Organization Questionnaire (DLOQ) has been contributing to the research on the learning organization both academically and practically. However, scholarly use of the DLOQ has been greater in the human resource development (HRD)-related disciplines. To encourage wider use, HRD researchers should acknowledge and reflect on the limitations of the extant literature and put an effort into providing theoretical foundations for how the DLOQ could be extensively used in several related disciplines. The Solution This study reviews comprehensive studies on the DLOQ and provides an underlying theoretical rationale for utilizing the DLOQ in multiple disciplines. In addition, future research recommendations are provided for enriching the learning organization studies using the DLOQ in HRD discipline. The Stakeholders Stakeholders for this article include HRD scholars, practitioners, and scholar-practitioners interested in the DLOQ-based theory, research, and practice.

A missing link: psychological ownership as a mediator between transformational leadership and organizational citizenship behaviour

Interest in psychological ownership (PO) has increased due to its influence on employees’ attitudes and behaviours. This study focuses on PO as a mediator between transformational leadership (TL) and organizational citizenship behaviour (OCB) in the Korean public sector, which does not have employee stock ownership plans (ESOPs). With a total of 214 cases from the Korean public sector, structural equation modelling (SEM) analysis was conducted, and chi-square difference-based model comparison was performed to examine the mediating effect. Results indicated statistically significant relationships between TL and employees’ PO and between employees’ PO and their OCB. A statistically significant full mediating role of PO between TL and OCB in the Korean public sector context was found.

Learning Organizational Culture and Firm Performance The Mediating Effects of Knowledge Creation in Korean Firms

The aim of the current research is to examine the relationships between learning culture and performance along with the mediating interaction of knowledge creation. Data for this study were collected from five Korean firms through use of in-house intranet self-response surveys. Responses from 633 manager-level employees were used to identify the relationships among four variables: cultural aspects of the learning organization, four modes of knowledge creation practices, perceived level of knowledge gaining, and perceived level of financial performance. All constructs previously have been identified as related concepts in certain ways; however, no specific and empirically verified structural complex model exists. In this research, first, the influential and causal relations among the variables were examined, and second, a model comparison was conducted between the initially proposed and alternatively proposed structural models. Structural equation modeling and canonical correlation analysis were used for the analyses. The results suggest that the input-related concept of learning culture is not directly related to outcome-related organizational financial improvement but rather has mediating effects through the process-related concept of knowledge creation. Suggestions for future research and implications for human resource development and performance-oriented management are discussed.

Organizational justice and work engagement: the mediating effect of self-leadership

Purpose – The purpose of this paper is to examine the effect of organizational justice on work engagement and the mediating effect of employees’ self-leadership on this relationship within the Korean organizational context. Design/methodology/approach – Cross-sectional, self-report data on organizational justice, work engagement, and self-leadership were obtained from 237 employees in Korea. Structural equation modeling was mainly used for data analyses. Findings – The results revealed the direct significant effect of organizational justice on both self-leadership and work engagement. Also, self-leadership was found to have a significant effect on work engagement as well as a partial mediating effect on the relationship between organizational justice and employees’ work engagement. Research limitations/implications – The social relations and personal behavioral components were conjointly analyzed to measure organizational justice. Harman’s single factor test and unmeasured latent variable tests were perfo...

Team performance in learning organizations: mediating effect of employee engagement

Purpose – This aim of the current research is to provide empirical evidence for the relationships among several organizational factors affecting team performance improvement, including the learning organization and employee engagement. In addition, the mediating effect of employee engagement was assessed to explain team performance improvement within the supportive learning organization. The target sample consisted of major Korean for-profit firms, and a total of 309 cases were used for data analyses. Structural equation modeling was used along with basic descriptive and multivariate research assumption tests. Results support that cultural aspects of the learning organization in Korean for-profit firms positively and directly affect the employee engagement, whereas cultural aspects of the learning organization positively affect team performance positively and indirectly only through employee engagement, and employee engagement plays a full mediating role in explaining the relationship between the learning...

The Impact of an Organization’s Procedural Justice and Transformational Leadership on Employees’ Citizenship Behaviors in the Korean Business Context

The primary purpose of this study was to examine the impact of an organization’s procedural justice and transformational leadership on employees’ citizenship behaviors and the mediating effect of the transformational leadership in Korean for-profit business firms. A total of 202 cases were collected from one of the three major conglomerates in Korea and a total of 182 responses were used for data analysis after the data screening process. The structural equation modeling approach was mainly used based on the model comparison between the full research model and the controlled model. The results indicate that an organization’s procedural justice positively affects both variables of transformational leadership and employees’ citizenship behaviors whereas the transformational leadership also positively affects employees’ citizenship behaviors. The model comparison based on chi-square differences indicates that transformational leadership plays the role of a partial mediating variable to explain the relationship between the organization’s procedural justice and employees’ citizenship behaviors. Conclusions are presented, followed by limitations and further research recommendations.

Work‐family enrichment in Korea: construct validation and status

Purpose – The aim of this study is to validate the Korean version of the work‐family enrichment (WFE) scale and identify the current status of work‐family enrichment of workers within the Korean cultural context.Design/methodology/approach – The authors performed a forward and backward translation procedure to develop the Korean version of the WFE scale, which contains the linguistic equivalence between the two language versions of the WFE scale (English and Korean). Also, both exploratory and confirmatory factor analysis were utilized to test the psychometric fit of the underlying structure of the Korean WFE scale compared with the English version.Findings – The results indicate that the Korean version of the WFE indicates psychometric properties parallel to the English version of the WFE. The findings also include differences in the WFE mean scores for Korean workers based on demographic and work‐related variables.Originality/value – As in the USA, improving the work‐family balance is perceived as a soc...

The influences of openness to change, knowledge sharing intention and knowledge creation practice on employees’ creativity in the Korean public sector context

Creativity has been considered a key component of organizational performance. This study examined the impact of employees’ openness to change, knowledge sharing intention and knowledge creation practice on employees’ creativity. The mediating effects of knowledge creation practice between openness to change and creativity and between knowledge sharing intention and creativity were examined in the Korean public sector context. A total of 202 cases were used, and structural equation modelling and model comparison were conducted to identify the structural relationships and the mediating effects. Results revealed significant relationships between openness to change and knowledge creation practice, between knowledge sharing intention and knowledge creation practice, and between knowledge creation practice and creativity. However, no direct relationship was found between openness to change and creativity and between knowledge sharing intention and creativity. Also reported in this study are the significant mediating effects of knowledge creation practice on the relationships between openness to change and creativity and between knowledge sharing intention and creativity.

A comparative analysis of graduate HRD curricular content between the United States and Korea

The purpose of this study was to compare graduate human resource development (HRD) curricular content between the United States and Korean higher education institutions. Also, the perceived importance of each of the curricular content areas from these graduate HRD programmes in the United States and in South Korea was assessed by the faculty members, graduate students and practitioners in the HRD field. Through web search of the United States and Korean institutions, 68 topical content areas were identified and used for comparison. Using an online survey, the ratings and ranking of the important content areas perceived by the HRD faculty members, graduate students and practitioners in the United States and in South Korea were collected. From the comparative data analysis, it was indicated that there were several different as well as similar curriculum topical content found between the two countries. Conclusions and implications for graduate HRD curriculum revision and development were discussed.

Self-Congruity and the Theory of Planned Behavior in the Prediction of Local Food Purchase

ABSTRACT The primary purpose of this study is to investigate antecedents to behaviors associated with purchasing local food by using the extended theory of planned behavior with additional considerations of self-congruity theory. Structural equation modeling was conducted to examine direct and indirect effects of attitude, subjective norms, perceived behavioral controls, intention, and self-congruity on local food purchases. Overall, purchasing local food was found to be a multifaceted and dynamic decision-making process. In addition, self-congruity was found to impact consumers’ local food purchase directly and indirectly, indicating that it was a meaningful addition to the theory of planned behavior model.