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During the COVID-19 pandemic, the market environment for the information technology (IT) industry changed dramatically, presenting companies with numerous obstacles in day-to-day management activities and changing business needs. Previous studies found that job insecurity due to COVID-19 significantly impacted millennials. Our research explored the effect of job insecurity on counterproductive work behavior among millennial employees during the COVID-19 period, using moral disengagement as a mediating variable, and psychological capital and negative emotions as moderating variables. In this study, 298 employees working in Chinese IT companies completed the questionnaire survey. We collected data from employees over three different time intervals (baseline, three weeks later, and six weeks later) to mitigate the issues of common method bias and single-source data. We analyzed the collected data using SPSS25.0 and Amos24.0 for structural modeling. Our research results indicate that job insecurity is positively associated with counterproductive work behavior, and moral disengagement plays a mediating role. In addition, psychological capital moderates the relationship between job insecurity, moral disengagement, and counterproductive work behavior. Negative emotions also moderate the mediating effect of moral disengagement between job insecurity and CWB.

Innovation is critical to the growth and prosperity of an organization. In daily work, everyday innovation is more often developed by employees than large-scale institutional innovation. This research builds a multi-level framework to investigate how leader motivating language (LML) influences the everyday innovative behavior of employees in the international freight forwarding industry. In addition, we examined the mediating effect of individual-level self-leadership and psychological capital (PsyCap). We used HLM6.8 to perform hierarchical linear modeling on 551 valid questionnaires from 88 teams. The results showed that: (1) LML was a positive predictor of employees’ innovative behaviors, (2) LML positively affects employees’ self-leadership and PsyCap, and (3) self-leadership and PsyCap partially mediated the relationship between LML and employees’ innovative behaviors. We also used Mplus8.3 to conduct a multi-level path analysis to verify the robustness of the results. Further, we investigated the sequential mediation effects of self-leadership and PsyCap between LML and innovative behavior. These findings complement existing research and emphasize the importance of motivational language in organizational management.

In the field of organizational behavior, the influence of leadership in organizations and the organizational citizenship behavior (OCB) of employees have always been two hot topics studied by scholars. However, previous studies have mainly examined the OCB of baby boomers and Generation Xers. With millennials now entering the workforce, they will highly likely not take the initiative to engage in OCB due to their different values. Scholars have found that millennials respond well to ethical leadership. Although this statement has a theoretical basis, empirical research regarding this topic is still insufficient. Thus, this study explores whether ethical leadership can effectively promote millennials’ OCB. Moreover, the mediating effect of group-level ethical climate and individual-level affective well-being, and the moderating effect of individual-level moral identity, were examined. The study hypotheses were verified based on 384 valid questionnaires collected from 61 teams using Mplus 8.3. The results showed that (1) ethical leadership was a positive predictor of millennials’ OCB, (2) ethical climate and affective well-being partially mediated the relationship between ethical leadership and OCB, and (3) moral identity moderated the relationship between ethical leadership and affective well-being and the indirect impact of ethical leadership on OCB. These findings provide empirical support for applying social learning theory, social information processing theory, and conservation of resources (COR)theory. This research also provides several managerial implications through which managers can more effectively improve the OCB of millennial employees.

The COVID-19 pandemic is changing many aspects of our lives. The hiring and job searching situation is no exception. This study investigated somewhat contradictory aspects of self-determination and circumscription and compromise in the context of job searching and recruitment in South Korea&rsquo, s COVID-19 pandemic. Specifically, this study aimed to examine the effects of variables that control work volition, and the ways in which work volition is related to perceived socioeconomic constraints and the meaning of work, in female college students looking for a job in South Korea. Furthermore, we explored the implications for job searching and corporate personnel management in the COVID-19 pandemic. As a result, this study intended to contribute theoretically and practically to self-determination, and circumscription and compromise theory, and to suggest future research directions.

This study explored green restaurant consumers&rsquo, self-actualization and self-transcendence motivations that drive customer citizenship behavior (CCB). A survey of green restaurant consumers was administered, and structural equation modeling (SEM) analysis was performed. The findings indicate the presence of positive associations between pride and self-actualization, and healthy social narcissism and self-transcendence. This study also found a positive relationship between self-actualization and self-transcendence, and they are positively associated with CCB. Interestingly, the findings suggest that green restaurant consumers&rsquo, pride, self-actualization and CCB path is more dominant path vis-&agrave, vis the path from healthy social narcissism mediated by self-transcendence to CCB.

This study explored effects of spectators` motivation on their satisfaction from culture-art performance. Most studies of performing arts have focused on effects of marketing elements. However, this study first looked at important elements affecting audiences` satisfaction to identify considerations for effective design processes for performing arts. Second this paper examined how audiences` satisfaction affect their stress in order to understand the relationship between audiences` satisfaction and their psychological stability. This study found that emotional satisfaction and rational satisfaction could improve emotional satisfaction, while only emotional motivation could affect aesthetic satisfaction. According to our analysis, emotional satisfaction led to psychological stability and reduced audiences` stress.

본 연구는 성공적으로 제품 다양성을 증가시키기 위한 신제품 개발 조직의 특성을 분석하는 데 있다. 본 연 구는 플랫폼 및 파생제품 개발을 위한 조직의 구조적 특성을 개별적으로 고려하여, 제품군 (product family) 전체의 성과에 미치는 영향을 분석하고자 한다. 본 연구에서는, 조직 내 구성원 및 그룹간의 관계를 규정짓는 3가지 요인 (분권화, 공식화, 전문화)과 함께, 개발 관련 조직 간 공간적 근접성 (spatial proximity)을 조직의 구조적 특성을 파악 하는 요인으로 사용하고자 한다. 본 연구는 국내 103개 제조업체로부터 수집한 설문응답 분석에 기초하였다. 조직 구 조적 특성은 기업의 제품 다양성 정도와 신제품 개발 성과 간의 관계를 매개하는 것으로 나타났다. 특히 본 연구결과 는 기존 신제품 개발 조직 연구와 상반되는 몇 가지 결과를 보고 주고 있다. 제품 다양성을 증가시키는 기업에게 있 어, 플랫폼 제품 개발 과정의 공식화 및 파생 제품 개발과정의 분권화는 제품군 전체의 성과를 향상시켜 준다. 본 연 구는 개발 조직의 공간적 근접성이 성공적으로 제품 다양성을 증가시키는 데 중요한 조직요소라는 것을 증명하였다.

The aim of the study is to look at the impact of 'NPD process planning proficiency' on NPD performance. In particular, the current study examines this effect at firm's level (NPD program), rather than at the level of individual project. This study investigate the impact of process planning proficiency considering other NPD proficiencies (i.e. marketing and technical proficiency). In addition to the main effect of process planning proficiency, the current study investigates the interaction effect between process planning proficiency and marketing proficiency (or technical proficiency). Based on a cross-industry sample of 103 Korean manufacturers, this study examines the impact of NPD process planning proficiency on product family performance. The current study focuses on platform projects which play a critical role on product family's successes. NPD process planning proficiency has significant impact on both NPD technical and commercial performance. Technical proficiency is not directly associated with NPD performance. However, this study finds the interaction effects of technical proficiency with process planning proficiency on NPD performance. Key Words : New product development proficiency, Process planning proficiency, Marketing proficiency, Technical proficiency.

PurposeTo examine the effect of pay‐for‐performance on distributive justice and the moderating effect of commitment performance appraisal in the case of Korean employees.Design/methodology/approachData were collected from 28 companies and 656 employees. Moderated regression analyses were employed.FindingsFindings show that pay‐for‐performance enhances employees' perception of distributive justice only when there is a commitment performance appraisal practice. Additional analysis shows that the commitment performance appraisal practices of a company influence employee perceptions of such practices in a U‐shape fashion.Research limitations/implicationsSince, data were collected from 28 companies, the results may need to be modified before being generalized to/for Korean companies.Practical implicationsIt is notable that only when accompanied by commitment performance appraisal does pay‐for‐performance enhance employee perception of distributive justice. Managers in Korean companies should consider implementing commitment appraisal practices when they want to utilize pay‐for‐performance.Originality/valueThis paper notes the fundamental changes in the pay systems in Korean companies, and offers practical implications for managers starting out on a pay‐for‐performance system.