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Colleges/universities outside the Seoul metropolitan area (hereafter “non-Seoul universities”) are in a crisis of existence due to a decline in the school-aged population in South Korea. Most non-Seoul universities are making efforts to implement self-rescue measures for survival. This study examines the relationships among different types of organizational culture (innovative, collective, rational, and hierarchical), organizational silence (acquiescent, prosocial, and defensive), and faculty–student interaction as perceived by non-Seoul university professors to provide useful implications for effective human resource management plans for the professors, who are responsible for entrance examinations and education at non-Seoul universities in crisis. An online survey was employed to collect data from professors at private community colleges/universities outside the Seoul metropolitan area. Responses from 421 professors were used for data analysis. Results are as follows. First, when professors perceived innovative and collective cultures, their defensive silence decreased while prosocial silence increased. Second, when rational culture was perceived, defensive silence increased while prosocial silence decreased. Third, acquiescent silence increased while prosocial silence decreased when hierarchical culture was perceived. Fourth, faculty–student interaction was enhanced when innovative and collective cultures were prevalent. Finally, prosocial silence had a positive effect on faculty–student interaction. The findings imply that if university managers change policy to encourage professors to perceive the university culture as innovative and collective, prosocial silence, which is positive from the organization’s perspective, will increase, facilitating interactions between professors and students.

This study empirically examines how employee compassion relates to job performance. Specifically, this study is a constructive replication and expansion of a previous study on the relationship between compassion and job performance using multiple sources of measurement. It investigates unexplored pathways within the public art sector in South Korea. Focusing on the mediating roles of positive work-related identity (PWRI) and positive psychological capital, we collected data from public art institutions in Korea, including galleries and museums, using a survey method. We tested the hypotheses using structural equation modeling and the PROCESS bootstrapping method. Our findings demonstrate a positive association between compassion and job performance, serially mediated by PWRI and positive psychological capital. Theoretically, by constructively replicating and expanding the previous findings, our study contributes to a robust understanding of how compassion could enhance employee performance. Practically, this study reinforces the value of fostering compassion and positive psychological resources to improve job performance, particularly within the public art sector. [ABSTRACT FROM AUTHOR]

This study examines the mechanisms through which employees' perceptions of corporate social responsibility (CSR) facilitate their performances of extra-role behaviors (i.e., organizational citizenship behaviors (OCBs) and creative behaviors). Because we intended to explore employees' extra-role behaviors in workplaces, we used the survey method and collected the data from 505 employees working in IT companies in South Korea. To test our hypotheses, we conducted a path analysis and a bootstrapping method using SPSS 27.0 and the PROCESS macro. Our results show that CSR perceptions are positively related to both OCBs and creative behaviors. In addition, compassion and positive psychological capital mediate positive relationships. By demonstrating the mechanism through which employees' CSR perceptions lead to their two forms of extra-role behaviors at work via compassion and positive psychological capital, our results provide a more comprehensive view of their effects at work. Furthermore, in addition to the instrumental benefits of CSR activities, such as their positive effects on corporate performance, our results suggest that engaging in CSR activities is vital for organizations seeking corporate sustainability. [ABSTRACT FROM AUTHOR]

Our purpose in this study was to examine an explanation of how experienced compassion relates to employee outcomes, such as affective organizational commitment, organizational citizenship behavior, and turnover intention. The model tested suggests that compassion at work influences these organizational outcomes by developing positive work-related identity, which in turn prompts employees to accelerate affective commitment toward their organizations and organizational citizenship behavior, while at the same time decreasing turnover intention. The findings of our study demonstrate that compassion at work is an antecedent to positive work-related identity, which in turn fully mediates the relationship between compassion at work and organizational outcomes (i.e., affective organizational commitment, organizational citizenship behavior, and turnover intention). [ABSTRACT FROM AUTHOR]