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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.

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.

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.

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.

본 연구의 목적은 조직 효과성을 악화시키는 조직원의 반생산적 과업행동의 기제에 대한 이해를 확충하고, 그에 대한 적절한 대안을 마련할 수 있도록 돕는 데 있다. 이에 본 연구에서는 직장 내 상향 사회비교 상황에 대한 적대적 귀인과 반생산적 과업행동의 관계에서 악의적 선망의 매개효과를 알아보았다. 또한 이 매개관계가 개인적 특성인 부정적 호혜성과 조직의 특성인 경쟁적 조직 목표에 의해 조절되는지를 검증하였다. 이를 위해 미국 직장인 259명을 대상으로 최근 2개월 내 현 직장에서 있었던 동료와의 상향 사회비교 경험을 회상하도록 한 뒤 설문을 실시하였다. 조사 결과, 상대적 열등함을 적대적으로 귀인하였을 때 반생산적 과업행동이 높게 나타났고, 악의적 선망이 그 관계를 완전매개하였다. 다음으로, 악의적 선망과 반생산적 과업행동의 관계에서 부정적 호혜성과 경쟁적 조직목표 각각의 조절효과를 확인함으로써 악의적 선망, 부정적 호혜성, 경쟁적 조직 목표의 조절된 매개효과가 유의함을 증명하였다. 즉 개인의 부정적 호혜성이 높을수록, 혹은 조직이 종업원들로 하여금 보상을 두고 경쟁하도록 하는 경쟁적 조직 목표를 추구할수록 악의적 선망 감정이 실제 반생산적 과업행동으로 이어지는 경향이 강하게 나타났다. 이러한 연구 결과를 바탕으로 본 연구의 학문적․실무적 시사점, 제한점 및 후속 연구를 위한 제언을 논의하였다.