Pub Date : 2023-03-31DOI: 10.21329/khrd.2023.18.1.33
WoongHwan Sul, Hyun-jin Jo, Woocheol Kim
Human resource development of a company is a factor for the sustainable survival of a company and is recognized as an important source that determines the success or failure of the company. However, most SMEs are experiencing negative consequences from the departure of organizational members, which causes difficulty in human resource development for SMEs. Therefore it is necessary to identify the variables that affect the turnover intention of SME workers. In this study 321 data were analyzed through convenience sampling for SME organizational members, and the following research results were derived by confirming the structural relationship between variables of transformational, empowering, authentic leadership, employee commitment, and turnover intention. First it was found that transformational, empowering, and authentic leadership did not directly affect turnover intention. Second, it was found that employee engagement showed a positive (+) relationship with transformational, empowering, and authentic leadership, a negative (-) relationship with turnover intention, and mediated the relationship between leadership and turnover intention. Third, among the models explaining the relationship between each leadership, employee commitment, and turnover intention, the research model of transformational leadership, employee commitment, and turnover intention was found to be the most effective in increasing employee commitment and lowering turnover intention. This study is an empirical study comparing how transformational, empowering, and authentic leadership affect employee engagement and turnover intention of SME organizational members, and what the actual utility of leadership through employee engagement is by leadership type. Based on the above findings, academic and practical implications are presented.
{"title":"The effect of SME leadership style on employee turnover intention through employee engagement Focusing on transformational, empowering and authentic leadership","authors":"WoongHwan Sul, Hyun-jin Jo, Woocheol Kim","doi":"10.21329/khrd.2023.18.1.33","DOIUrl":"https://doi.org/10.21329/khrd.2023.18.1.33","url":null,"abstract":"Human resource development of a company is a factor for the sustainable survival of a company and is recognized as an important source that determines the success or failure of the company. However, most SMEs are experiencing negative consequences from the departure of organizational members, which causes difficulty in human resource development for SMEs. \u0000Therefore it is necessary to identify the variables that affect the turnover intention of SME workers. In this study 321 data were analyzed through convenience sampling for SME organizational members, and the following research results were derived by confirming the structural relationship between variables of transformational, empowering, authentic leadership, employee commitment, and turnover intention. First it was found that transformational, empowering, and authentic leadership did not directly affect turnover intention. Second, it was found that employee engagement showed a positive (+) relationship with transformational, empowering, and authentic leadership, a negative (-) relationship with turnover intention, and mediated the relationship between leadership and turnover intention. Third, among the models explaining the relationship between each leadership, employee commitment, and turnover intention, the research model of transformational leadership, employee commitment, and turnover intention was found to be the most effective in increasing employee commitment and lowering turnover intention. This study is an empirical study comparing how transformational, empowering, and authentic leadership affect employee engagement and turnover intention of SME organizational members, and what the actual utility of leadership through employee engagement is by leadership type. Based on the above findings, academic and practical implications are presented.","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"14 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-03-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116543085","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-30DOI: 10.21329/khrd.2022.17.4.97
Jiwon Park, Soo Jeoung Han, Yuyeon Choi
Although work from home (WFH) programs have been recognized as beneficial for both employees and organizations, they had not caught the attention of Korean organizations because, culturally, it was unusual for Korean employees to perform their tasks outside of the workplace. However, the COVID-19 pandemic inevitably forced Korean organizations to implement WFH programs, and thus many employees experienced such programs for the first time during COVID-19. This study aims to explore the adaptive experiences of Korean employees to new WFH programs by analyzing the adaptation process based on a grounded theory approach. To this end, we interviewed 20 Korean employees working in the business sector. Our findings show that although at first the participants felt anxious about the uncontrollable situation, they tried to adapt quickly to the new non-face-to-face working style. They developed their own individual strategies (i.e., self-management and self-leadership) to maintain work resources and to separate work from family in the process of adaptation in order to achieve and provide evidence for superior job performance. Based on these findings, we suggest some theoretical and practical implications for human resource development and discuss recommendations for further research.
{"title":"Korean Workers' Adaptive Experience of Work From Home (WFH) during the COVID-19 Pandemic","authors":"Jiwon Park, Soo Jeoung Han, Yuyeon Choi","doi":"10.21329/khrd.2022.17.4.97","DOIUrl":"https://doi.org/10.21329/khrd.2022.17.4.97","url":null,"abstract":"Although work from home (WFH) programs have been recognized as beneficial for both employees and organizations, they had not caught the attention of Korean organizations because, culturally, it was unusual for Korean employees to perform their tasks outside of the workplace. However, the COVID-19 pandemic inevitably forced Korean organizations to implement WFH programs, and thus many employees experienced such programs for the first time during COVID-19. This study aims to explore the adaptive experiences of Korean employees to new WFH programs by analyzing the adaptation process based on a grounded theory approach. To this end, we interviewed 20 Korean employees working in the business sector. Our findings show that although at first the participants felt anxious about the uncontrollable situation, they tried to adapt quickly to the new non-face-to-face working style. They developed their own individual strategies (i.e., self-management and self-leadership) to maintain work resources and to separate work from family in the process of adaptation in order to achieve and provide evidence for superior job performance. Based on these findings, we suggest some theoretical and practical implications for human resource development and discuss recommendations for further research.","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"157 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131692592","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-30DOI: 10.21329/khrd.2022.17.4.123
Ganbold Ankhtsetseg, Hyuneung Lee
The purpose of this study is to investigate the relationship between empowering leadership, role breadth self-efficacy, intrinsic motivation, and employee agility. To this end, data collected from 228 organizational members were analyzed using structural equation modeling (SEM). The findings of the study are as follows: First, empowering leadership had a significant positive relationship with employees' role breadth self-efficacy. Second, empowering leadership had a significant positive relationship with employees' intrinsic motivation. Third, role breadth self-efficacy and intrinsic motivation both had significant positive relationships with employee agility. Finally, role breadth self-efficacy and intrinsic motivation fully mediated the relationship between empowering leadership and employee agility. The results imply that empowering leaders can facilitate employees' proactive and adaptive behavior by building confidence in their ability to perform integrated roles and enhancing their intrinsic motivation.
{"title":"The Influence of Empowering Leadership on Employee Agility: Focusing on the Mediating Effects of Role Breadth Self-Efficacy and Intrinsic Motivation","authors":"Ganbold Ankhtsetseg, Hyuneung Lee","doi":"10.21329/khrd.2022.17.4.123","DOIUrl":"https://doi.org/10.21329/khrd.2022.17.4.123","url":null,"abstract":"The purpose of this study is to investigate the relationship between empowering leadership, role breadth self-efficacy, intrinsic motivation, and employee agility. To this end, data collected from 228 organizational members were analyzed using structural equation modeling (SEM). The findings of the study are as follows: First, empowering leadership had a significant positive relationship with employees' role breadth self-efficacy. Second, empowering leadership had a significant positive relationship with employees' intrinsic motivation. Third, role breadth self-efficacy and intrinsic motivation both had significant positive relationships with employee agility. Finally, role breadth self-efficacy and intrinsic motivation fully mediated the relationship between empowering leadership and employee agility. The results imply that empowering leaders can facilitate employees' proactive and adaptive behavior by building confidence in their ability to perform integrated roles and enhancing their intrinsic motivation.","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"42 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133808051","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-30DOI: 10.21329/khrd.2022.17.4.155
Su-jeong Hwang, A. Hong, J. Hong, M. Volpe
In this study, clusters were identified according to individual cognitive characteristics (occupational future time perspective) and motivational factors (goal orientation) for employees to accept changes and increase their adaptability. In addition, the study checked for differences in employee engagement by cluster. The study sample consisted of 514 employees working for Korean companies. The research problem was verified through cluster analysis and analysis of variance. Three groups were clustered; cluster 1 ('cognitive lack performance type'), cluster 2 ('time-aware learning type'), and cluster 3 ('opportunity- aware performance type'). Employee engagement differed between the clusters, with cluster 2 showing the highest level of employee engagement, followed by cluster 3 and cluster 1. Existing studies have focused on the direct relationship between individual cognitive characteristics and motivational factors underlying employee participation. The present study adds value in that it combines two characteristics to distinguish and verify employee types.
{"title":"A cluster analysis of the relationship between employee engagement and the cognition and motivation of workers","authors":"Su-jeong Hwang, A. Hong, J. Hong, M. Volpe","doi":"10.21329/khrd.2022.17.4.155","DOIUrl":"https://doi.org/10.21329/khrd.2022.17.4.155","url":null,"abstract":"In this study, clusters were identified according to individual cognitive characteristics (occupational future time perspective) and motivational factors (goal orientation) for employees to accept changes and increase their adaptability. In addition, the study checked for differences in employee engagement by cluster. The study sample consisted of 514 employees working for Korean companies. The research problem was verified through cluster analysis and analysis of variance. Three groups were clustered; cluster 1 ('cognitive lack performance type'), cluster 2 ('time-aware learning type'), and cluster 3 ('opportunity- aware performance type'). Employee engagement differed between the clusters, with cluster 2 showing the highest level of employee engagement, followed by cluster 3 and cluster 1. Existing studies have focused on the direct relationship between individual cognitive characteristics and motivational factors underlying employee participation. The present study adds value in that it combines two characteristics to distinguish and verify employee types.","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"32 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129292339","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-30DOI: 10.21329/khrd.2022.17.4.1
Jisoo Kang, Yebin Seo, Chaemin Nam, Namhee Kim
Employee well-being affects not only employees themselves but also the performance of the whole organization. The purpose of this research was to review the current literature on the antecedents of employee well-being and to integrate the findings on employee well-being antecedents into a multilevel model. We examined the definitions of employee well-being in multiple disciplines and how it has been conceptualized in the literature. We also identified the antecedents and presented a framework systematically classifying the wide array of employee well-being antecedents, which resulted in a proposed model integrating antecedents of employee well-being that have been identified in the literature. A total of 54 studies of employee welll-being published in academic journals were selected, and following five areas were suggested: individual employee's psychological and physical trait, family/social support, work/home system, organizational resources and industry and culture.
{"title":"Developing a Model of Employee Well-being Antecedents through an Integrated Literature Review","authors":"Jisoo Kang, Yebin Seo, Chaemin Nam, Namhee Kim","doi":"10.21329/khrd.2022.17.4.1","DOIUrl":"https://doi.org/10.21329/khrd.2022.17.4.1","url":null,"abstract":"Employee well-being affects not only employees themselves but also the performance of the whole organization. The purpose of this research was to review the current literature on the antecedents of employee well-being and to integrate the findings on employee well-being antecedents into a multilevel model. We examined the definitions of employee well-being in multiple disciplines and how it has been conceptualized in the literature. We also identified the antecedents and presented a framework systematically classifying the wide array of employee well-being antecedents, which resulted in a proposed model integrating antecedents of employee well-being that have been identified in the literature. A total of 54 studies of employee welll-being published in academic journals were selected, and following five areas were suggested: individual employee's psychological and physical trait, family/social support, work/home system, organizational resources and industry and culture.","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"41 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114570857","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-30DOI: 10.21329/khrd.2022.17.4.67
S. Lee, Namhee Kim
The purpose of this study is to use Korea Children and Youth Panel Survey 2018 (KCYPS 2018) data to identify latent profile types for fandom activity in the first year of middle school and school adjustment competency in the third year of middle school, and to analyze the transition patterns and predictive factors to each time point. For this purpose, latent transition analysis was conducted. Fandom activities were found to be active when academic helplessness was high or life satisfaction was low. Female students were more likely to be in the online type and male students were more likely to be in the normal type of fandom activity. It was found that the lower the academic helplessness, the higher the life satisfaction, the more positive parenting attitude, the higher the grades, the higher the likelihood of belonging to the excellent school adjustment group. In the passive type of fandom activity, based on the poor school adjustment group or the average school adjustment group, the lower the academic helplessness, the higher the possibility of transfer to the excellent school adjustment group. Through the analysis of the latent profile, it was possible to distinguish the latent classes for the middle school student fandom activities and the school life adjustment group. Individual factors, family factors, and school factors affecting school life adjustment, which were not identified in previous studies, were analyzed inclusively. It is meaningful in that it revealed that factors such as academic helplessness, life satisfaction, parenting attitudes, and academic achievement satisfaction were important in the transition of the potential profile type of fandom activities to school adjustment. Previous studies have used only KCYPS 2018 1st year data as cross- sectional data, but this study is meaningful in that it used longitudinal data including data from 3rd year to analyze metastasis.
{"title":"Latent Transition Analysis of Middle School Students' Fandom Activity and School Adjustment Competency","authors":"S. Lee, Namhee Kim","doi":"10.21329/khrd.2022.17.4.67","DOIUrl":"https://doi.org/10.21329/khrd.2022.17.4.67","url":null,"abstract":"The purpose of this study is to use Korea Children and Youth Panel Survey 2018 (KCYPS 2018) data to identify latent profile types for fandom activity in the first year of middle school and school adjustment competency in the third year of middle school, and to analyze the transition patterns and predictive factors to each time point. For this purpose, latent transition analysis was conducted. Fandom activities were found to be active when academic helplessness was high or life satisfaction was low. Female students were more likely to be in the online type and male students were more likely to be in the normal type of fandom activity. It was found that the lower the academic helplessness, the higher the life satisfaction, the more positive parenting attitude, the higher the grades, the higher the likelihood of belonging to the excellent school adjustment group. In the passive type of fandom activity, based on the poor school adjustment group or the average school adjustment group, the lower the academic helplessness, the higher the possibility of transfer to the excellent school adjustment group. Through the analysis of the latent profile, it was possible to distinguish the latent classes for the middle school student fandom activities and the school life adjustment group. Individual factors, family factors, and school factors affecting school life adjustment, which were not identified in previous studies, were analyzed inclusively. It is meaningful in that it revealed that factors such as academic helplessness, life satisfaction, parenting attitudes, and academic achievement satisfaction were important in the transition of the potential profile type of fandom activities to school adjustment. Previous studies have used only KCYPS 2018 1st year data as cross- sectional data, but this study is meaningful in that it used longitudinal data including data from 3rd year to analyze metastasis.","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132150733","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-30DOI: 10.21329/khrd.2022.17.4.41
Ga-Hyun Lee, Jusung Jun, Kyunghwa Lee
The purpose of this study was to examine the dual mediating effect of meta-cognition support psychological class environment(MSPCE) and self-directed learning ability (SOLA) in the relation between creativity and future creative confluence competency (F3C). Data were collected from 511 college students in Seoul, South Korea. PROCESS macro by Hayes (2013) was used to analyze the collected data. There are two major findings. First, positive correlations were noted among creativity, F3C, MSPCE, and SOLA Second, MSPCE and SOLA showed the partial dual mediating effect in the relation between the creativity and F3C of college students. The study results indicate that MSPCE must be established and an environment and education plan for enhancing SOLA should be developed to improve F3C, which is a key competency in future society.
{"title":"The Dual Mediating Effect of Meta-cognition Support Psychological Class Environment and Self-directed Learning Ability in the Relation between Creativity and Future Creative Confluence Competency","authors":"Ga-Hyun Lee, Jusung Jun, Kyunghwa Lee","doi":"10.21329/khrd.2022.17.4.41","DOIUrl":"https://doi.org/10.21329/khrd.2022.17.4.41","url":null,"abstract":"The purpose of this study was to examine the dual mediating effect of meta-cognition support psychological class environment(MSPCE) and self-directed learning ability (SOLA) in the relation between creativity and future creative confluence competency (F3C). Data were collected from 511 college students in Seoul, South Korea. PROCESS macro by Hayes (2013) was used to analyze the collected data. There are two major findings. First, positive correlations were noted among creativity, F3C, MSPCE, and SOLA Second, MSPCE and SOLA showed the partial dual mediating effect in the relation between the creativity and F3C of college students. The study results indicate that MSPCE must be established and an environment and education plan for enhancing SOLA should be developed to improve F3C, which is a key competency in future society.","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131355909","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-09-30DOI: 10.21329/khrd.2022.17.3.37
Hyeji Jeon, Hyun-jin Jo, Woocheol Kim
This study presents implications and future research directions by analyzing the relationship between positive psychological capital and work commitment in Korea and analyzing the relationship between two variables as well as the relationship between two sub-factors, preceding variables, result variables, mediating variables, and moderating variables. The most significant results of analyzing the sub-factors of 53 KCI-listed journal articles that studied the relationship between the two variables are as follows: First, the number of studies on the relationship between positive psychological capital and work commitment has been increasing since 2012, and most of them involved corporate employees and service workers in the fields of management and tourism. Second, when analyzing the relationship between positive psychological capital and work commitment with the relationship between sub-factors controlled, some studies have yielded inconsistent results according to the meanings and structures of the sub-factors. Third, the preceding/mediated/modulated/result variables related to the relationship between the two variables were classified based on the job demand-resource (JD-R) model, and a conceptual integrated model was employed. This study presents its implications and future research directions based on the results.
{"title":"A Systematic Literature Review on the Relationship Between Positive Psychological Capital and Work engagement: Focusing on Korean Journal Articles","authors":"Hyeji Jeon, Hyun-jin Jo, Woocheol Kim","doi":"10.21329/khrd.2022.17.3.37","DOIUrl":"https://doi.org/10.21329/khrd.2022.17.3.37","url":null,"abstract":"This study presents implications and future research directions by analyzing the relationship between positive psychological capital and work commitment in Korea and analyzing the relationship between two variables as well as the relationship between two sub-factors, preceding variables, result variables, mediating variables, and moderating variables. The most significant results of analyzing the sub-factors of 53 KCI-listed journal articles that studied the relationship between the two variables are as follows: First, the number of studies on the relationship between positive psychological capital and work commitment has been increasing since 2012, and most of them involved corporate employees and service workers in the fields of management and tourism. Second, when analyzing the relationship between positive psychological capital and work commitment with the relationship between sub-factors controlled, some studies have yielded inconsistent results according to the meanings and structures of the sub-factors. Third, the preceding/mediated/modulated/result variables related to the relationship between the two variables were classified based on the job demand-resource (JD-R) model, and a conceptual integrated model was employed. This study presents its implications and future research directions based on the results.","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"12 7-8 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-09-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123726352","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-09-30DOI: 10.21329/khrd.2022.17.3.1
Hong-Jin Jo, Jongsoon Kim, Gohun Kim
Considering that diversity-related HRD research is in its early stages in Korea, this study aims to identify research trends through content analysis of diversity-related HRD articles published in the journals of the Academy of Human Resource Development and provide implications on HRD research and practice. To this end, a total of 87 papers published from 2000 to 2021 by the AHRD journals (HRDQ, ADHR, HRDR, HRDI) were selected. The analysis framework consists of research targets, methods, diversity research topics (dimensions, perspectives, and topics), and HRD research topics. IBM SPSS 25.0 and MS Excel programs were used to conduct frequency and cross-analysis for the research purposes. The main findings are as follows: First, the number of published papers on diversity in the HRD aspect increased continuously during the period. Second, the studies put a greater focus on diversity at the individual level than that at other levels, and diversity management strategies were found to be the most identified topic. As for perspective analysis, studies carried out from a discrimination/fairness perspective accounted for the majority of the articles. Finally, a large proportion of diversity-related HRD papers was about topics such as training & development, organizational development, leadership, and critical HRD. The results of this study could suggest a future direction for the study of diversity in the HRD context in Korea.
{"title":"A Review of the Diversity Research Trends in the Research Published in Journals of the Academy of Human Resource Development from 2000 to 2021","authors":"Hong-Jin Jo, Jongsoon Kim, Gohun Kim","doi":"10.21329/khrd.2022.17.3.1","DOIUrl":"https://doi.org/10.21329/khrd.2022.17.3.1","url":null,"abstract":"Considering that diversity-related HRD research is in its early stages in Korea, this study aims to identify research trends through content analysis of diversity-related HRD articles published in the journals of the Academy of Human Resource Development and provide implications on HRD research and practice. To this end, a total of 87 papers published from 2000 to 2021 by the AHRD journals (HRDQ, ADHR, HRDR, HRDI) were selected. The analysis framework consists of research targets, methods, diversity research topics (dimensions, perspectives, and topics), and HRD research topics. IBM SPSS 25.0 and MS Excel programs were used to conduct frequency and cross-analysis for the research purposes. The main findings are as follows: First, the number of published papers on diversity in the HRD aspect increased continuously during the period. Second, the studies put a greater focus on diversity at the individual level than that at other levels, and diversity management strategies were found to be the most identified topic. As for perspective analysis, studies carried out from a discrimination/fairness perspective accounted for the majority of the articles. Finally, a large proportion of diversity-related HRD papers was about topics such as training & development, organizational development, leadership, and critical HRD. The results of this study could suggest a future direction for the study of diversity in the HRD context in Korea.","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"17 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-09-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129060680","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-09-30DOI: 10.21329/khrd.2022.17.3.77
Taejun Cho, Dongchun Park
The purpose of this study is to empirically verify the direct effect of the ethical leadership of supervisors on whistle-blowing intention in the organization, as well as the sequential mediating effect of job engagement and self-efficacy. For this study, a survey was conducted on employees of companies located in Incheon, Seoul, and Gyeonggi-do, and 241 of the collected questionnaires were used to verify the research hypothesis. The results of this study are summarized as follows: First, it was found that the ethical leadership of the supervisor and job engagement of the members had a significant positive effect on the intention to blow the whistle. Second, it was confirmed that self-efficacy had no significant effect on the relationship between the ethical leadership of the supervisor and the intention to blow the whistle. Third, it was proved that the sequential mediation of job engagement and self-efficacy had no significant effect on the relationship between ethical leadership and the intention to blow the whistle. The results of this study substantially demonstrated the mediating effect of job engagement and self-efficacy on the relationship between the ethical leadership of the supervisor and the whistle-blowing intention of the members of the organization. In addition, although the ethical leadership of supervisors is a significant factor in establishing an ethical corporate culture, the study results show the influence of leaders' ethical leadership on the internal whistle-blowing intention and confirm the role of ethical leadership in expanding the area of ethical leadership research and enhancing corporate social responsibility and ethics.
{"title":"The Effect of the Supervisor' Ethical Leadership on the Internal Whistle-blowing Intention: A Focus on the Sequential Mediating Effect of Job Engagement and Self-efficacy","authors":"Taejun Cho, Dongchun Park","doi":"10.21329/khrd.2022.17.3.77","DOIUrl":"https://doi.org/10.21329/khrd.2022.17.3.77","url":null,"abstract":"The purpose of this study is to empirically verify the direct effect of the ethical leadership of supervisors on whistle-blowing intention in the organization, as well as the sequential mediating effect of job engagement and self-efficacy. For this study, a survey was conducted on employees of companies located in Incheon, Seoul, and Gyeonggi-do, and 241 of the collected questionnaires were used to verify the research hypothesis. The results of this study are summarized as follows: First, it was found that the ethical leadership of the supervisor and job engagement of the members had a significant positive effect on the intention to blow the whistle. Second, it was confirmed that self-efficacy had no significant effect on the relationship between the ethical leadership of the supervisor and the intention to blow the whistle. Third, it was proved that the sequential mediation of job engagement and self-efficacy had no significant effect on the relationship between ethical leadership and the intention to blow the whistle. The results of this study substantially demonstrated the mediating effect of job engagement and self-efficacy on the relationship between the ethical leadership of the supervisor and the whistle-blowing intention of the members of the organization. In addition, although the ethical leadership of supervisors is a significant factor in establishing an ethical corporate culture, the study results show the influence of leaders' ethical leadership on the internal whistle-blowing intention and confirm the role of ethical leadership in expanding the area of ethical leadership research and enhancing corporate social responsibility and ethics.","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"258 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-09-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134409600","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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