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The purpose of this study was to evaluate the effects of supervisory justice on organizational citizenship behavior towards the organization(OCBO) and counterproductive work behavior towards the organization (CWBO), and their psychological mechanism based on the concept of identification and multifoci justice. Specifically, we assumed that supervisory justice has a significant relationship with OCBO and CWBO, and also that this relationship is mediated by supervisory identification and organizational identification. Finally, we expected that supervisor’s organizational embodiment moderates the indirect effect of supervisory justice through organizational identification. The results showed supervisory justice has a significant positive relationship with OCBO and no significant relationship with CWBO. Also, when supervisory identification mediates the relationship of supervisory justice with OCBO and CWBO, supervisory justice has a significant indirect positive relationship with OCBO but no significant relationship with CWBO. On the other hand, when organizational identification mediates, supervisory justice has a significant indirect positive relationship with OCBO and a significant indirect negative relationship with CWBO. Finally, the supervisor’s organizational embodiment moderates the relationship of supervisory justice with OCBO and CWBO, based on the mediation of organizational identification. Specifically, the mediation effect for OCBO was strengthened positively, and the meditation effect for CWBO was strengthened negatively. The results of this study showed a differential effect according to the object in which identification is formed in the process of transferring supervisory justice to behavior toward the organization. Based on these results, we presented the implication and limitations of this study.

Despite the steadily increasing social and academic interest in work meaningfulness, access to this concept as a psychological construct remains insufficient. This study aimed to provide reliable and valid measurement of work meaningfulness for Korean employees by adapting the CMWS, a scale developed by Lips-Wiersma and Wright(2012), into Korean. To verify its validity, data for 516 full-time Korean employees were randomly divided into two groups, and exploratory and confirmatory factor analyses were conducted. The analyses confirmed that the K-CMWS is a seven-factor structural model as shown in the original scale development study. In addition, by using the entire sample, the relationship between the CMWS and major variables related to work and life domains was verified for convergent and criterion validity. Finally, as a result of performing hierarchical regression analysis to verify the incremental validity of the CMWS for major job and organization-related outcome variables. The CMWS confirmed a significant incremental explanatory amount even while controlling for the existing work meaningfulness scales.

Supplementary Tables 1-3, Figures 1-12 from ID4 Imparts Chemoresistance and Cancer Stemness to Glioma Cells by Derepressing miR-9*–Mediated Suppression of SOX2

Supplementary Methods, Figure Legends 1-12 from ID4 Imparts Chemoresistance and Cancer Stemness to Glioma Cells by Derepressing miR-9*–Mediated Suppression of SOX2

Cloud computing (CC) has many benefits, so its use has spread rapidly, particularly in the business sector. An important consideration in the acceptance of CC is whether the CC system is dependable, and it can differ among industry and service type. However, little research has considered the effect of dependability (composed of availability, reliability, security, maintainability) on CC acceptance. Especially, group comparisons between high IT-intensive (Hi-ITi) and low IT-intensive (Lo-ITi) industries have not been reported, nor have comparisons between software-as-a-service (SaaS) and platform-as-a-service (PaaS)/infrastructure-as-a-service (IaaS). This study aims to explore how the dependability of CC affects users’ intent to accept it, with focus on how this intent is affected by intensity of IT use (by industry) and by the type of CC service used. To validate the proposed model, this study applied structural equation modeling and conducted multi-group analysis. A total of 230 business managers in South Korea represent the sample for our study. For the full dataset, the three dependability attributes (availability, reliability, security) do not affect the usefulness of CC, but do affect the ease of use of CC. The usefulness of CC is a determinant for positive intention to accept CC, whereas the ease of use of CC is not. Maintainability is the strongest determinant of CC adoption for the full dataset, and for all individual groups, except those that use SaaS. For Hi-ITi and Lo-ITi industries, results show that managers show no differences in their perceptions of the effect of dependability attributes (availability, reliability, security) on the usefulness and the ease of CC. The absence of such a difference in managers’ perception also applies to the relationship between two core variables of TAM (i.e., perceived usefulness, perceived ease of use) and behavioral intention to accept CC. For SaaS and PaaS/IaaS, managers have different perceptions of security on the usefulness of CC, and the effect of the usefulness of CC on the intention to accept CC. The findings can provide academic researchers and industry practitioners with a differentiated and in-depth perspective on the understanding and the spread of CC.

This study aimed to provide a reliable and valid measure of workaholism for Korean workers. We translated the Multidimensional Workaholism Scale (MWS) into Korean and validated it with a sample of 1020 full-time Korean employees. An exploratory factor analysis revealed a four-factor solution (Study 1; N = 524), and a confirmatory analysis further demonstrated good model fit of the four-factor structure (Study 2; N = 496). The scale’s concurrent and construct validity was supported by positive correlations with other existing measures of workaholism, emotional exhaustion, and work–family conflict (WFC) and by a negative correlation with psychological detachment. Moreover, the MWS demonstrated a moderate association with work engagement, but no significant association with job satisfaction. It further showed significant incremental validity in predicting emotional exhaustion and WFC. The findings support the Korean MWS version’s reliability and validity for measuring workaholism among Korean employees. Theoretical implications for the workaholism literature and practical implications for corporate counselors and human resource practitioners are discussed.

It is important to identify the antecedents of newcomers’ job crafting as it assists with their adjustment in the workplace. This study made use of transformational leadership and newcomers’ calling as organizational and personal resources that predict job crafting. We hypothesized that transformational leadership would have an indirect relationship with newcomers’ job crafting after 2 years through their occupational self-efficacy and that their calling would moderate this mediational path. A multi-wave approach was employed wherein data from 280 new employees were collected three times during the first 2 years of their careers. The survey was completed by 150 participants. The results illustrated that transformational leadership was positively related to newcomers’ job crafting after 2 years of entry through their occupational self-efficacy. Additionally, newcomers’ calling moderated the mediating effect of occupational self-efficacy between transformational leadership and job crafting. The theoretical and practical implications of this study are discussed.

In previous studies the risk perception of future accidents was the main variable likely to affect safe driving. However, findings on the relationship between traffic accident history and risk perception of future accidents have been inconsistent. Moreover, in the case of occupational drivers, work attitudes could be the main factor affecting safe driving. However, no research has been conducted on the direct relationship between traffic accident history and work attitudes. Therefore, present study examined the effect of occupational drivers’ traffic accident history on their risk perception, work attitudes, and unstable driving. Data analysis was based on a self-reported survey of Korean occupational drivers (n = 388) and their official traffic accident records. Results show that traffic accident history was associated significantly with professional pride, job satisfaction, and aggressive driving but not with risk perception of future accidents or job stress. Moreover, all variables measuring unstable driving behavior were significantly related to professional pride, job satisfaction, and job stress. Furthermore, professional pride turned out to mediate the relationship between traffic accident history and current unstable driving. The major finding is that there is no significant relationship between traffic accident history and risk perception of future accidents. Furthermore, traffic accident history has a significant effect on positive variables such as professional pride and job satisfaction but not on negative variables such as job stress. In addition, the significant mediator in the relationship between traffic accident history and current unstable driving behavior was only professional pride.

The role of emotions in all stages of the moral decision-making process has previously been addressed. Little attention, however, has been paid to how the decision-making process is altered when dissimilar types of emotions are suppressed. In four studies, we investigated the effects of suppressing guilt and suppressing shame on the moral decision-making process. Overall results indicate that suppression of guilt and shame influences each of the three stages of the moral decision-making process—judgment, intention, and behavior—differently. In particular, suppressing guilt influenced the three stages consecutively in the moral decision-making process. In contrast, suppressing shame directly influenced moral behavior without traveling through the stages of moral decision-making consecutively. Our results imply distinctive characteristics of guilt and shame—not only in their generative processes but also in their consequences, as well as in the stages of moral judgment, intention, and behavior—when they are suppressed. This finding has important implications for moral psychology, as it points toward a previously overlooked mechanism linking emotions to the moral decision-making process.

This study aims to investigate the characteristics of Korean grit in the workplace. We conducted a cluster analysis to identify gritty workers' subgroups based on their work orientation(job, career, and calling). Organization-related variables such as organizational citizenship behavior, job crafting, job satisfaction, life satisfaction, workaholic, and intention to leave were used to explore potential group-specific differences. Among 361 Korean workers, the gritty worker group (n = 198) was selected based on the median score of grit. Our results show that gritty workers were subdivided into three groups: job-oriented grit(n = 44), neutral-oriented grit(n = 98), calling-oriented grit(n = 56). Calling-oriented grit scored mostly the highest in our study variables except intention to leave. However, job-oriented grit scored the highest in intention to leave, but mostly the lowest in the rest of the study variables. Our results suggest that not only grit but also their work orientation should be considered to improve understanding of grit in the Korean workplace.

Scholarly interest in the relationship between decent work and mental health based on the Psychology of Working Theory has recently increased. This study evaluated the indirect effects of survival, social contribution, and self-determination needs satisfaction on the relationship between decent work and trauma-related mental health among military personnel. We conducted a three-wave survey over 1 year. Results showed that decent work predicted satisfaction of the three basic needs. Additionally, survival needs directly predicted posttraumatic stress disorder symptoms, while social contribution and self-determination needs directly predicted posttraumatic growth. Finally, decent work had a significant indirect effect on posttraumatic stress disorder symptoms via survival needs, whereas decent work had significant indirect effects on posttraumatic growth via social contribution and self-determination needs. Our findings suggest that the more military personnel perceive their work as decent and feel that their three basic needs are fulfilled, the more posttraumatic stress disorder symptoms diminish, and posttraumatic growth increases. We discuss the implications and need for follow-up studies.

PurposeThis study investigated how and when corporate social responsibility (CSR) fosters job seekers' application intention using a mediated moderation model. Specifically, the study explored the positive effect of CSR on job seekers' intention to apply, the moderating role of applicants' calling and the mediating role of value congruence in the relationship between the person and organization.Design/methodology/approachThe study sample consisted of 259 college students in South Korea. A quasi-experimental design and survey were used. Data were analyzed using a regression-based path analysis to test a mediated moderation model.FindingsThe results showed that CSR significantly increased job seekers' application intention, which was moderated by their calling. Furthermore, the interaction between CSR and calling on application intention was fully mediated by the value congruence between person and organization.Practical implicationsThe results suggest that engaging in active CSR can effectively attract job applicants, especially those with a high calling, who are known as qualified workers needed for the organization. The findings can provide a competitive advantage to organizations in this highly competitive environment.Originality/valueThis study contributes to the understanding of the micro-effect of CSR by showing the positive influence of CSR on job seekers' application intention. Further, by evaluating a mediated moderation model, this study advances the field's understanding of the underlying mechanisms of CSR, especially in terms of calling and value congruence.

In this study, we aimed to investigate the two-sided effect of empowering leadership on follower’s job stress by focusing on the potential for positive and negative effects of empowering leadership. Based on the empowerment theory and the role theory of accountability, we examined the mediating effects of self-efficacy and felt accountability and the moderated mediation effects of perceived organizational support(POS) in the relationship between empowering leadership and job stress. A total of 427 Korean employees participated in this study through an online survey. The results show that empowering leadership has indirect effects on job stress mediated by self-efficacy and felt accountability. Specifically, empowering leadership reduced job stress via increased self-efficacy, while increased job stress via increased felt accountability. Evidence was also found of the moderating role of POS: the positive relation between felt accountability and job stress was stronger for those with a low level of POS than those with a high POS. However, the moderating effect of POS was not found in the relationship between self-efficacy and job stress. In addition, the mediating effect of felt accountability was moderated by POS in the relationship between empowering leadership and follower’s job stress. Based on the results, we discuss several implications, limitations, and recommendations for future research.

Ischemic colitis resulting from bowel preparation for colonoscopy is extremely rare, with only a small number of cases with polyethylene glycol having been reported. Here, we present a patient with ischemic colitis after administration of a low-volume oral sulfate solution (OSS). A 49-year-old female without any significant medical history experienced abdominal pain, vomiting, and hematochezia after ingestion of OSS. She complained of severe abdominal pain during colonoscopy, and diffuse edema, hyperemia, friability, and shallow erosions were present on the transverse, descending, and sigmoid colons. A mucosal biopsy revealed mixed lymphoid inflammatory cell infiltration with de-epithelialization, whereas an abdominal CT scan showed submucosal edema on the transverse colon. A diagnosis of ischemic colitis was made. The patient recovered with fluid and antibiotic therapy without significant sequelae. Although OSS is a clinically validated and generally safe bowel preparation agent, ischemic colitis is a rare complication that should be considered.

Drawing on social comparison theory, we explored the effects of the interaction between state goal orientation and directional social comparison on individuals' task performance. In most goal achievement situations, individuals are likely to perform in a social context, which warrants investigation of how the interplay between goal characteristics and surrounding social stimuli influences their performance. We conducted a state-based experiment with 162 undergraduate students, utilizing a 3 (state goal orientation: learning, prove performance, avoid performance) × 2 (social comparison: upward and downward) between-subjects design. When the learning goal orientation or the prove performance goal orientation were manipulated, individuals who had a comparison target performed better than did those who worked by themselves on the given task. In particular, when individuals with a learning goal orientation or a prove performance goal orientation had a downward comparison target their performance improved, whereas those with an avoid performance goal orientation performed better when they had an upward comparison target. Overall the findings explicate the joint roles of state goal orientation and social comparison in influencing task performance.

Employees’ emotional exhaustion caused by their leaders has significant consequences for both individuals and organizations. Identifying the roles of intra-organizational emotional labor is important to prevent employees’ emotional exhaustion. This study examined the relationships between ethical leadership, followers’ emotional labor toward leaders, and emotional exhaustion using Hobfoll’s conservation of resources theory. Data collected from 259 employees working in South Korea were analyzed using regression and SEM. The results indicate that ethical leadership was negatively related to followers’ emotional exhaustion. It is demonstrated that ethical leadership has a significant indirect relationship with followers’ emotional exhaustion through three types of emotional labor strategies, genuine display, faked display, and suppressed display. Through genuine display and suppressed display, ethical leadership had an indirect and negative relationship with followers’ emotional exhaustion, whereas ethical leadership and followers’ emotional exhaustion showed a positive indirect relationship through faked display. We discuss the implications and limitations of this research and future research directions.

This study aimed to explore how religiosity affects the level of meaningful work among Malaysian Muslims, owing to Malaysia’s highly religious background. Although religiosity constitutes a major part of an individual’s value system, the influence of religiosity on the meaningfulness of work remains unclear. To address this gap, this study examined the indirect effects of the two types of religiosity—intrinsic religiosity (IR) and extrinsic religiosity (ER)—on meaningful work through existential labor, namely, surface acting and deep acting. Self-reported survey responses from 303 Malaysian Muslim employees were analyzed using structural equation modeling and bootstrapping analysis. The results showed that both surface acting and deep acting had significant mediation effects on the relationship between IR and meaningful work. By contrast, in the relationship between ER and meaningful work, surface acting’s mediation effect was not significant, whereas deep acting showed a positive mediation effect. Our findings suggest that even if employees share the same religion, meaningful work is shaped differently by the specific type of religiosity and those existential labor strategies that individuals develop. This study advances the understanding of the underlying psychological mechanisms of the impact of individual religious values in the workplace. Implications and limitations were discussed.

Many studies demonstrate that finding meaning in life reduces stress and promotes physical and psychological well-being. However, extant literature focuses on meaning in life among the general population (e.g., college students or office workers) in their daily lives. Thus, this study aimed to investigate the mechanisms of how individuals living in life-threatening and stressful situations obtain meaning in life, by investigating the mediating roles of leisure crafting and gratitude. A total of 465 Army soldiers from the Republic of Korea (ROK) participated in two-wave surveys with a 2-week interval. Structural equation modeling analyses indicated that the direct effects between the search for meaning, presence of meaning, leisure crafting, and gratitude were significant, except for the direct relationship between the search for meaning and the presence of meaning, and between leisure crafting and the presence of meaning. We tested indirect effects using a Monte Carlo approach and found that leisure crafting and gratitude sequentially mediated the relationship between the search for meaning and the presence of meaning. Our findings highlight the importance of the motivation behind searching for meaning, the proactive use of leisure time, and gratitude for individuals in stressful situations and controlled lifestyles. Finally, we discuss the implications and limitations of this research and future research directions.

급변하는 경영환경 속에서 조직에서는 구성원들의 역량 개발을 통한 경쟁력 강화 차원에서 코칭의 철학을 접목한 새로운 리더십 유형인 코칭리더십에 대한 관심이 커지고 있다. 이러한 맥락에서 본 연구는 인본주의심리학과 긍정심리학의 이론을 기반으로 상사의 코칭리더십과 부하의지속학습활동의 관계를 검증하는데 목적을 두었다. 구체적으로 코칭리더십과 부하의 지속학습활동의 관계에서 관계적 에너지의 매개효과를 검증하고, 또한 관계적 에너지에 대한 코칭리더십의 영향이 부하의 조절초점에 따라 차이가 나타나는지 조절된 매개모형으로 검증하였다. 본 연구가설들을 검증하기 위해 국내 직장인 289명을 대상으로 설문조사를 실시하였다. 그 결과, 부하가 지각한 상사의 코칭리더십은 부하의 지속학습활동에 정적인 영향을 미쳤고, 부하가 상사와의 상호작용에서 느끼는 관계적 에너지는 코칭리더십과 지속학습활동 간의 관계를 부분 매개하는 것으로 확인되었다. 또한 코칭리더십과 지속학습활동의 관계에 있어 조절초점은 관계적 에너지의 매개효과를 조절하는 것으로 나타남으로써 조절된 매개효과가 검증되었다. 이러한 연구 결과는 코칭리더십은 조직 내 에너지를 활성화하고 구성원의 역량 개발을 촉진함으로써 조직의 성과에 기여하는 효과적인 인적자원개발 수단이 될 수 있음을 시사한다.

Despite increasing research on the mechanisms that underlie the relation between perceived overqualification (POQ) and extra-role behaviors, the relation’s affective mechanisms have been understudied. In this study, we focus on the role of job boredom among overqualified workers in order to understand two types of extra-role behaviors: counterproductive work behaviors (CWB) and organizational citizenship behaviors (OCB). Using a sample of white-collar employees in South Korea ( N = 298), we found that job boredom fully mediated the effects of POQ on CWB and OCB after controlling for the effects of state anger and neuroticism. We additionally examined whether career calling moderates the indirect effects of POQ on CWB and OCB via job boredom and found career calling mitigated the negative indirect effect of POQ on OCB via job boredom. However, career calling did not moderate the positive indirect effect of POQ on CWB. Implications of these findings are discussed.

PurposeThe purpose of this paper is to examine the role of meaning of work as a linking mechanism between the perception of work context and turnover intention within the rarely studied context of social enterprises.Design/methodology/approachDrawing on meaning of work theories, an integrated research model was developed. Data were collected using questionnaires from 315 full-time employees at 114 social enterprises in Korea. Mediated and moderated structural equation models were used to assess the hypotheses.FindingsSocial mission was fully mediated by meaning of work to predict low turnover intention, and shared vision was partially mediated to predict the same. The authors also found that the positive relationship between social mission and meaning of work was stronger when shared vision was higher.Originality/valueThis study extends previous literature on managerial psychology (i.e. meaning of work and turnover) in the context of a new but increasingly prevalent organizational form, social enterprises. It also provides practical advice for managers seeking to retain employees and encourage the sustainability of the social enterprise sector.

Based on the dualistic model of passion, this study explored the relationship between distinct types of work passion and career commitment, as well as the mediating role of work–family interface and the moderating role of autonomy support. A two-wave study was conducted among South Korean workers (N = 250) over a 5-month time period. Results showed that harmonious work passion was positively associated with career commitment, whereas obsessive work passion was not significantly associated with career commitment. Moreover, work–family enrichment partially mediated the positive effect of harmonious work passion on career commitment, and work–family conflict fully mediated the negative effect of obsessive work passion on career commitment. Results further indicated that autonomy support strengthens the positive effect of harmonious work passion on work–family enrichment. Furthermore, this study expanded the understanding of the underlying psychological mechanisms of effects of work passion. The implications and limitations of the study and potential topics for future research are discussed.

The present study explores two relationships: first, between number of payment and payment option preference, and second, total sum and payment option preference, with pain of payment as a mediator variable. The analyses revealed that consumers who feel higher pain of payment preferred the pennies-a-day pricing to the aggregate pricing when the per-payment price is low. Consumers who experience higher pain of payment prefer to pay in small frequent installments because they feel the small per-payment price can be comparable to daily expense. Consumers who experienced higher pain of payment preferred aggregate pricing to pennies-a-day pricing when the per-payment price was high. When the per-payment price is high, it is no longer comparable to daily expense, thus leading to greater pain of payment among consumers. The study discusses the implications for mechanism of pain of payment on payment option preference.

This study examined the mediating role of meaning in life in the effect of calling on posttraumatic stress disorder (PTSD) and posttraumatic growth (PTG) among navy soldiers of the Republic of Korea deployed to the Gulf of Aden, Somalia. Participants responded to the questionnaire survey three times (pre-deployment, deployment, and post-deployment) at 4-month intervals. From the first, second, and third surveys, data were collected for 223, 195, and 103 respondents, respectively. Results showed that calling had a negative effect on PTSD, fully mediated by meaning in life, whereas calling had a positive effect on PTG, partially mediated by meaning in life. Our findings suggest that calling acts as a positive psychological resource for maintaining the meaning in life throughout stressful events experienced during deployment, thereby reducing posttraumatic stress symptoms and promoting post-deployment psychological growth. Finally, theoretical and practical implications and the need for follow-up studies are discussed.

Although much research has been conducted on workaholism, its crossover effects remain uninvestigated, especially in the context of organizations. Based on the job demands-resources (JD-R) model of burnout and the conservation of resources (COR) theory, we established a dual-path structural model to examine the effects of supervisors&rsquo, workaholism on subordinates&rsquo, turnover intention through two types of job demands (perceived workload and interpersonal conflict) as well as subordinates&rsquo, emotional exhaustion. The results revealed that supervisors&rsquo, workaholism is positively related to subordinates&rsquo, emotional exhaustion through increased perceived workload and interpersonal conflict, which result in subordinates&rsquo, turnover intention. This study has made a contribution to the literature by extending the scope of workaholism research from self-perspective to other-perspective. The findings also have practical implications for organizations and their human resources (HR) practitioners.

Even though research on perceiving a calling has been growing, our understanding of its double-edged sword effects and psychological mechanisms remain unclear, especially in terms of work engagement and workaholism. Based on the heavy working investment (HWI) and dualistic model of passion (DMP) theories, we established a dual-path structural model to examine the effects of callings on work engagement and workaholism through two types of passion: harmonious (HP) and obsessive (OP) passions. Our results showed that the association between perceiving a calling and work engagement was partially mediated by HP, while the association between perceiving a calling and workaholism was fully mediated by OP. This study contributes to the literature in that it reveals how perceiving a calling has different effects on work engagement and workaholism through the HWI theoretical lens, as well as the mediating roles of HP and OP, based on the DMP theory. Our findings can be practically applied in organizations and counseling.

The purpose of the study is to investigate whether the association between emotion regulation and job stress is mediated by workplace relationship quality, and to understand the influence of culture in such a relationship. Structural equation modeling was conducted using the data collected from 271 employees in the United States (N = 156) and South Korea (N = 115). Our results demonstrate that relationship quality fully mediated the relationship between reappraisal and job stress. We found that the models of emotion regulation affecting job stress through the relationship quality are invariant across the US and Korea, indicating the possibility that the identified emotion regulation-job stress model can be generalized across cultures. The findings provide information to practitioners regarding how employees cope with stress and allow for the improvement of psychological well-being through application of the integrative mediation model related to emotion regulation and job stress. This study also extends extant psychological theories to explain how emotion regulation is associated with job stress, by demonstrating the mediating role of workplace relationship quality.

Although scholars have paid increasing attention to people with callings, relationships between leader's calling and follower's job attitudes have been understudied. The purpose of this study was to investigate the relationship between leader calling and follower job satisfaction, and mediators and a moderator on the relationship. We hypothesized that leader calling would be positively related to follower job satisfaction via follower's perceived transformational leadership and occupational self-efficacy and that the two mediators would be positively related. As a boundary condition, we tested a moderating role of job crafting on the positive relationship between leader calling and follower occupational self-efficacy. To examine the hypotheses, we conducted two survey studies using a sample of 242 Korean working adults (Study 1) and a sample of 221 American working adults in diverse industries (Study 2). We found a positive relationship between leader calling and follower job satisfaction (Study 1) and a significant mediating effect of transformational leadership on the relationship (Studies 1, 2). In both studies, follower occupational self-efficacy mediated the link between transformational leadership and follower job satisfaction rather than directly mediating the relationship between leader calling and follower job satisfaction. Also, when followers were highly involved in job crafting (Study 1) and cognitive crafting (Study 2), their occupational self-efficacy did not vary depending on the level of leader calling. Interestingly, the relationship between leader calling and follower occupational self-efficacy was negative when followers showed low levels of job crafting and cognitive crafting. We discuss the implications of these results, study limitations, and practical suggestions for future research.

The goal of this study was to investigate the influence of task identity and perceived organizational support(POS) on the relationship between job crafting and meaningful work. Specifically, the mediating effect of task identity and the moderating effect of POS were examined in the relationship between job crafting and meaningful work. The survey was conducted on 300 adults who have been working for at least six months. Supporting the hypotheses, task identity partially mediated the relationship between job crafting and meaningful work. Also, POS moderated the relation between job crafting and task identity significantly, suggesting that job crafting was more strongly associated with task identity as POS was strengthened. In addition, the mediating effect of task identity was moderated by POS in the relation between job crafting and meaningful work, suggesting that POS moderated the mediating effect of task identity on the relationship between job crafting and meaningful work. Based on the results, implications, limitations, and future research directions of this study were discussed.

The purpose of the present study was to examine the effects of grit at work. Especially, this study investigated the effects of grit, known as a personal success factor, on organizational citizenship behavior (OCB) which is voluntary behavior for the organization and colleagues. In addition, we focused on the mediation effect of job positive affect and occupational self-efficacy on the relationship between grit and OCB. Results from an online survey undertaken with Korean workers showed that grit had a positive effect on OCB when conscientiousness was controlled for. Moreover, job positive affect mediated the relationship between grit and OCB. On the other hand, occupational self-efficacy did not mediate the relationship. We discussed the implications of these results, study limitations, and practical suggestions for future research.

The purpose of the present study was to investigate integrally the relationships among work-family conflict, burn out, and morale of the navy female soldiers. Also, the study illustrated whether glass ceiling moderated the relationship between burn out and soldiers morale. For this purpose, Surveys and supervisor-rating performance data of 205 navy female soldiers. It was found that the work–family conflict of females negatively influenced morale, and burn out mediated the relationship with work–family conflict and morale. Also, the perception of glass ceiling was found to control the relationship between burn out and morale. Specifically, when the women perceived glass ceiling perception high, it was confirmed that the negative influence of burn out on morale was strong. we discuss the implications of these results, study limitations, and practical suggestions for future research.

The purpose of the present study was to examine the effects of grit at work. Especially, this study investigated the effects of grit, known as a personal success factor, on organizational citizenship behavior (OCB) which is voluntary behavior for the organization and colleagues. In addition, we focused on the mediation effect of job positive affect and occupational self-efficacy on the relationship between grit and OCB. Results from an online survey undertaken with Korean workers showed that grit had a positive effect on OCB when conscientiousness was controlled for. Moreover, job positive affect mediated the relationship between grit and OCB. On the other hand, occupational self-efficacy did not mediate the relationship. We discussed the implications of these results, study limitations, and practical suggestions for future research.

Researchers have found that outstanding performance entails not only innate talent but also focused practice and effort over time. Because college students must simultaneously strive for academic achievement and prepare for a future career, we tested 253 students to examine the effects of grit and deliberate practice on academic achievement and career attitudes in a Korean context. Results showed that grit was associated with higher grades, and that this relationship was mediated by deliberate practice. Grit was a significant predictor of career preparation behavior and major–career relatedness when academic year and the Big Five personality characteristics were controlled for. With this study, we have contributed to the expertise literature by clarifying how grit influences college students' academic achievement and career-related attitudes.

Previous research on aviation safety has mainly focused on pilots and air-traffic controllers, with scant attention to airport security screeners. In addition, most studies have examined the factors that influence the performance of X-ray screening. However, for accurate screening, it is important that screeners acquire expertise through real world experience, which can only be gained over a long period. Therefore, the high turnover rate among airport security screeners is a potential threat to aviation safety. We investigate whether job stress influences screeners' turnover intention and whether job satisfaction mediates this relationship. Also, we examine whether the individual’s motivation level moderates this mediation model by conducting a moderated mediation analysis. We find that high job stress is associated with low job satisfaction, which in turn predicts higher turnover intention. Furthermore, the effects of such a mediation model were significantly larger among security screeners with high self-determined motivation than those with low self-determined motivation.