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This study explores how women employees perceive gender discrimination in the workplace and how data can be used to predict perceived workplace gender discrimination (PWGD). The research team modelled the decision tree that predicted PWGD in South Korea using the Classification and Regression Trees (CART) algorithm and the data from the 7th Korean Women Manage Panel (KWMP). Three types of PWGD trees – wage, promotion, and evaluation – and one synthesised PWGD tree were built to predict and classify PWGD by discrimination type. The research findings suggest that the chief executive officer's (CEO) fairness is the cardinal factor in predicting synthesised PWGD, followed by an employee's exposure to sexual harassment. Whereas the CEO's fairness is the principal factor in predicting PWGD in promotion, the direct supervisor's fairness is the most significant factor in predicting PWGD in evaluation. Perceived disparities in pay between women managers and similarly positioned men colleagues are the critical factor in predicting wage PWGD. Lastly, this paper elaborates on important considerations in PWGD and recommendations for continued inquiry. [ABSTRACT FROM AUTHOR]

Many organisations introduced social distancing to curb the COVID-19 pandemic. However, since social distancing is designed to reduce personal interactions, it can impact workplace relationships. This paper explores how and when social distancing influences workplace relationships. Drawing on the affect theory of social exchange and the social cognition literature, we argue that when employees have more negative affective relationships with their co-workers (before COVID-19), social distancing helps improve such negative affective relationships (during COVID-19), especially when the co-worker is warm and competent. We collected data on relationships that individual employees in South Korea have with their co-workers before and during COVID-19. Our hierarchical linear modelling results show that social distancing indeed reduces the negative affective relationships that employees have with their co-workers when those co-workers are viewed as warm and competent. Conversely, social distancing does not hurt employees' positive affective relationships. These findings suggest that contrary to view that social distancing and remote work causes misunderstanding and conflict, social distancing helps to improve employees' workplace relationships. We therefore draw implications for human resource development professionals in facilitating high-quality relationships in remote settings. [ABSTRACT FROM AUTHOR]

The present study aims to contribute to the body of knowledge on HRD in small businesses by providing a detailed investigation of the role that owner-managers play in enabling social learning and performance in small firms. The investigation focusses particularly on the specific relationships of the social-interdependence orientation and social competence of owner-managers with their social learning behaviour, as well as with the performance of their small-businesses within the pig-production sector in the Republic of Korea. A survey was conducted amongst nearly 200 Korean owner-managers of pig farms. The results indicate that social interdependence orientations and social competencies have a significant relationship with social learning behaviour. Self-promotion and a cooperative orientation are especially important, with self-promotion taking precedence for social learning behaviour of a more 'internal' nature, and a cooperative attitude being more important social learning behaviour of a more 'external' nature. Social competence and social interdependence did not have a significant relationship with performance, but social learning behaviour did. The results further highlight the importance of individual social characteristics to social learning behaviour occurring outside highly structured educational settings, in addition to demonstrating that the competence and attitudes required are determined by the type of interaction partner. [ABSTRACT FROM AUTHOR]