Pub Date : 2022-09-30DOI: 10.21329/khrd.2022.17.3.107
Ji-Woo Choi, Jinwoo Kwak, A. Hong
The purpose of the study is to examine the effect of mindset on innovation behavior through job crafting. Mindset’s effect on innovation behavior was confirmed by comparing the effect of a growth mindset with that of a fixed mindset. The study also verified the moderating effect of informal learning. For this study, a survey was conducted on 261 organizational members at domestic companies. The following is the results of the study: First, analysis of the relationship between a growth mindset and innovation behavior found that a growth mindset did not have a significant and direct effect on innovation behavior. A fixed mindset did not have any direct effect on innovation behavior either. Second, it was found that job crafting had a fully mediating effect on the relationship between a growth mindset and innovation behavior. Likewise, it was confirmed that job crafting had a fully mediating effect on the relationship between a fixed mindset and innovative behavior. Third, it was found that informal learning had a moderating effect on the relationship between a growth mindset and job crafting. On the other hand, it was confirmed that informal learning had no significant moderating effect on the relationship between a fixed mindset and job crafting.
{"title":"Effect of Mindset on Innovation Behavior through Job Crafting: Focusing on the Moderating Effect of Informal learning","authors":"Ji-Woo Choi, Jinwoo Kwak, A. Hong","doi":"10.21329/khrd.2022.17.3.107","DOIUrl":"https://doi.org/10.21329/khrd.2022.17.3.107","url":null,"abstract":"The purpose of the study is to examine the effect of mindset on innovation behavior through job crafting. Mindset’s effect on innovation behavior was confirmed by comparing the effect of a growth mindset with that of a fixed mindset. The study also verified the moderating effect of informal learning. For this study, a survey was conducted on 261 organizational members at domestic companies. The following is the results of the study: First, analysis of the relationship between a growth mindset and innovation behavior found that a growth mindset did not have a significant and direct effect on innovation behavior. A fixed mindset did not have any direct effect on innovation behavior either. Second, it was found that job crafting had a fully mediating effect on the relationship between a growth mindset and innovation behavior. Likewise, it was confirmed that job crafting had a fully mediating effect on the relationship between a fixed mindset and innovative behavior. Third, it was found that informal learning had a moderating effect on the relationship between a growth mindset and job crafting. On the other hand, it was confirmed that informal learning had no significant moderating effect on the relationship between a fixed mindset and job crafting.","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"32 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":"123003329","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.2022.17.3.141
I. Oh, J. Lee
This study empirically verifies the effect of core self-evaluation on job performance. A total of 419 respondents who work for companies with 300 or more employees in Korea were involved in the study. Structural relationships between variables were explored by setting them as mediators to determine how satisfaction and employability affect them. The results of the study are as follows: First, the higher the core self-evaluation, the higher the job performance, employability, career satisfaction, and continuous learning activities. Second, it was confirmed that the more continuous learning activities, the higher career satisfaction and employability. Third, the more satisfied the employees were with their careers, the higher their employability was. Fourth, it was found that the higher the employee perceived employability, the higher the job performance. Fifth, the single and double mediating effects of continuous learning activities, career satisfaction, and employability were verified. Finally, in the static relationship between core self-evaluation and job performance, the multi-mediating effect that affects continuous learning activities, career satisfaction, and employability was found to be statistically significant. Conclusions and implications are presented based on these research results.
{"title":"지속학습활동, 경력만족, 고용가능성의 매개효과","authors":"I. Oh, J. Lee","doi":"10.21329/khrd.2022.17.3.141","DOIUrl":"https://doi.org/10.21329/khrd.2022.17.3.141","url":null,"abstract":"This study empirically verifies the effect of core self-evaluation on job performance. A total of 419 respondents who work for companies with 300 or more employees in Korea were involved in the study. Structural relationships between variables were explored by setting them as mediators to determine how satisfaction and employability affect them. The results of the study are as follows: First, the higher the core self-evaluation, the higher the job performance, employability, career satisfaction, and continuous learning activities. Second, it was confirmed that the more continuous learning activities, the higher career satisfaction and employability. Third, the more satisfied the employees were with their careers, the higher their employability was. Fourth, it was found that the higher the employee perceived employability, the higher the job performance. Fifth, the single and double mediating effects of continuous learning activities, career satisfaction, and employability were verified. Finally, in the static relationship between core self-evaluation and job performance, the multi-mediating effect that affects continuous learning activities, career satisfaction, and employability was found to be statistically significant. Conclusions and implications are presented based on these research results.","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"19 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":"117037704","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 : 2022-06-30DOI: 10.21329/khrd.2022.17.2.49
Mi-Jeong Yun, Byung Jun Jin, Ji hae Lee
This study was performed to verify the mediation effect of burnout on the relationship between emotional labor and organizational commitment and see if the length of work experience moderates the mediation effect among beauty-related medical health personnel. A survey was conducted to 114 beauty-related non-benefit hospital medical service personnel working across South Korea. First, descriptive statistics and correlation between variables were examined. Next, the PROCESS Macro of Hayes(2013) was utilized to verify the moderated mediation effect. Burnout was the mediator of the relationship between emotional labor and organizational commitment. Length of work experience was the moderator of the mediation effect. The results are as follows. First, emotional labor positively predicted burnout. Emotional labor and burnout both negatively predicted organizational commitment. Second, burnout fully mediated the relationship between emotional labor and organizational commitment. Third, the length of work experience moderated the relationship between burnout and organizational commitment. Also, a significant moderated mediation effect was found. Individual and organizational intervention plans and limitations were discussed.
{"title":"Effect of Emotional Labor among Beauty-Related Medical Health Personnel on Organizational Commitment: The Mediation Effect of Burnout Moderated by the Length of Work Experience","authors":"Mi-Jeong Yun, Byung Jun Jin, Ji hae Lee","doi":"10.21329/khrd.2022.17.2.49","DOIUrl":"https://doi.org/10.21329/khrd.2022.17.2.49","url":null,"abstract":"This study was performed to verify the mediation effect of burnout on the relationship between emotional labor and organizational commitment and see if the length of work experience moderates the mediation effect among beauty-related medical health personnel. A survey was conducted to 114 beauty-related non-benefit hospital medical service personnel working across South Korea. First, descriptive statistics and correlation between variables were examined. Next, the PROCESS Macro of Hayes(2013) was utilized to verify the moderated mediation effect. Burnout was the mediator of the relationship between emotional labor and organizational commitment. Length of work experience was the moderator of the mediation effect. The results are as follows. First, emotional labor positively predicted burnout. Emotional labor and burnout both negatively predicted organizational commitment. Second, burnout fully mediated the relationship between emotional labor and organizational commitment. Third, the length of work experience moderated the relationship between burnout and organizational commitment. Also, a significant moderated mediation effect was found. Individual and organizational intervention plans and limitations were discussed.","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"78 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-06-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116260069","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 : 2022-06-30DOI: 10.21329/khrd.2022.17.2.23
Jee-Yeon Park, H. Jang
This study aimed to explore some critical issues and propose future research topics regarding ‘career motivation’ through content analysis of past research. To do this, the researchers selected 77 domestic/international articles that dealt with the concept of career motivation. We reviewed research trends and issues found in the fields, methods, and themes of research and its publication years. The research found that career motivation articles were published mostly from 2015 to 2021 and that a majority of articles utilized quantitative research methods, especially survey methods. In terms of research fields, international papers were published mainly in the field of education services, while surveys across domestic papers were carried out mostly on the employees of the manufacturing industry. To review research themes systematically, the researchers employed system framework, Input-Process-Output, and investigated research topics from individual and organizational viewpoints. The results revealed insufficient qualitative exploration of the deep meaning and working dynamics of career motivation. In contrast, a sufficient number of studies about the quantitative causal relationship between career motivation and other variables were carried out. This study discussed the implications of the research results and proposed future research topics as a conclusion.
{"title":"An Analysis of Research Trends on Career Motivation: Review of Domestic/International Journal Articles (1997-2021)","authors":"Jee-Yeon Park, H. Jang","doi":"10.21329/khrd.2022.17.2.23","DOIUrl":"https://doi.org/10.21329/khrd.2022.17.2.23","url":null,"abstract":"This study aimed to explore some critical issues and propose future research topics regarding ‘career motivation’ through content analysis of past research. To do this, the researchers selected 77 domestic/international articles that dealt with the concept of career motivation. We reviewed research trends and issues found in the fields, methods, and themes of research and its publication years. The research found that career motivation articles were published mostly from 2015 to 2021 and that a majority of articles utilized quantitative research methods, especially survey methods. In terms of research fields, international papers were published mainly in the field of education services, while surveys across domestic papers were carried out mostly on the employees of the manufacturing industry. To review research themes systematically, the researchers employed system framework, Input-Process-Output, and investigated research topics from individual and organizational viewpoints. The results revealed insufficient qualitative exploration of the deep meaning and working dynamics of career motivation. In contrast, a sufficient number of studies about the quantitative causal relationship between career motivation and other variables were carried out. This study discussed the implications of the research results and proposed future research topics as a conclusion.","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"6 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-06-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123707973","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 : 2022-06-30DOI: 10.21329/khrd.2022.17.2.1
Seung-hyun Han, Nuri Lee, J. Kim, Yunsoo Lee
The purpose of the study was to analyze the moderated mediating effects of training transfer and an HRD system on the relationship between effectiveness of e-learning and employee productivity. We utilized the 7th data of the Human Capital Corporate Panel (HCCP) and a total of 3,504 responses. The results are as follows: (1) there was no statistically significant relationship between the effectiveness of e-learning and the employees’ productivity; (2) training transfer mediated the relationship between the effectiveness of e-learning and the productivity of employees; (3) The HRD system moderated the relationship between the effectiveness of e-learning and training transfer; and (4) there were statistically significant moderated mediating effects of training transfer and the HRD system on the relationship between the effectiveness of e-learning and employee productivity. Based on the findings, we discussed theoretical and practical implications from the human resource development perspective.
{"title":"Moderated Mediating Effects of Training Transfer and an HRD System on the Relationship between the Effectiveness of E-learning and Employee Productivity","authors":"Seung-hyun Han, Nuri Lee, J. Kim, Yunsoo Lee","doi":"10.21329/khrd.2022.17.2.1","DOIUrl":"https://doi.org/10.21329/khrd.2022.17.2.1","url":null,"abstract":"The purpose of the study was to analyze the moderated mediating effects of training transfer and an HRD system on the relationship between effectiveness of e-learning and employee productivity. We utilized the 7th data of the Human Capital Corporate Panel (HCCP) and a total of 3,504 responses. The results are as follows: (1) there was no statistically significant relationship between the effectiveness of e-learning and the employees’ productivity; (2) training transfer mediated the relationship between the effectiveness of e-learning and the productivity of employees; (3) The HRD system moderated the relationship between the effectiveness of e-learning and training transfer; and (4) there were statistically significant moderated mediating effects of training transfer and the HRD system on the relationship between the effectiveness of e-learning and employee productivity. Based on the findings, we discussed theoretical and practical implications from the human resource development perspective.","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"5 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-06-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116948249","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 : 2022-06-30DOI: 10.21329/khrd.2022.17.2.75
S. Oh, Yoonjung Lee
The purpose of this study was to measure the career resilience of youth with a migrant background by the types of migration and to provide basic data for the career education of migrant youth. For this, the researchers recruited 58 teachers and experts that have experience in teaching non-migrant students and migrant students and conducted questionnaires to derive results. The results are as follows: First, the level of component factors and sub-variables of career resilience were significantly lower in the order of non-migrant youth, native-born youth with a migrant background, and immigrant youth. Second, the differences were most pronounced between youth with a migrant background and youth without a migrant background. Also, differences were found between native-born youth with a migrant background and youth without a migrant background. The study results suggest that in future career education, there is a need for an approach that considers the differences in characteristics between youth without a migrant background and youth with a migrant background as well as the differences in characteristics among various types of migrant background youth.
{"title":"Analysis of the Perceptions of Teachers and Field Experts on Career Resilience of Migrant Youth by Migration Types","authors":"S. Oh, Yoonjung Lee","doi":"10.21329/khrd.2022.17.2.75","DOIUrl":"https://doi.org/10.21329/khrd.2022.17.2.75","url":null,"abstract":"The purpose of this study was to measure the career resilience of youth with a migrant background by the types of migration and to provide basic data for the career education of migrant youth. For this, the researchers recruited 58 teachers and experts that have experience in teaching non-migrant students and migrant students and conducted questionnaires to derive results. The results are as follows: First, the level of component factors and sub-variables of career resilience were significantly lower in the order of non-migrant youth, native-born youth with a migrant background, and immigrant youth. Second, the differences were most pronounced between youth with a migrant background and youth without a migrant background. Also, differences were found between native-born youth with a migrant background and youth without a migrant background. The study results suggest that in future career education, there is a need for an approach that considers the differences in characteristics between youth without a migrant background and youth with a migrant background as well as the differences in characteristics among various types of migrant background youth.","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"29 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-06-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126973351","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 : 2022-03-30DOI: 10.21329/khrd.2022.17.1.111
C. Park, J. Lee
{"title":"기업 사무직 근로자의 직무자원, 심리적 자본, 학습민첩성, 직원몰입, 직무성과 간의 구조적 관계","authors":"C. Park, J. Lee","doi":"10.21329/khrd.2022.17.1.111","DOIUrl":"https://doi.org/10.21329/khrd.2022.17.1.111","url":null,"abstract":"","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"32 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115527007","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 : 2022-03-30DOI: 10.21329/khrd.2022.17.1.1
Eunkyeong Gim, Dae-Seung Cho
{"title":"키워드 네트워크 분석을 활용한 역량 개념에 대한 탐색","authors":"Eunkyeong Gim, Dae-Seung Cho","doi":"10.21329/khrd.2022.17.1.1","DOIUrl":"https://doi.org/10.21329/khrd.2022.17.1.1","url":null,"abstract":"","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"4 6","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"120806589","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 : 2022-03-30DOI: 10.21329/khrd.2022.17.1.55
Mira Ko, S. Oh
{"title":"갈등 유형이 조직 내 무형식학습과 학습전이에 미치는 영향에 관한 통합적 문헌 고찰","authors":"Mira Ko, S. Oh","doi":"10.21329/khrd.2022.17.1.55","DOIUrl":"https://doi.org/10.21329/khrd.2022.17.1.55","url":null,"abstract":"","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"21 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123914954","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 : 2022-03-30DOI: 10.21329/khrd.2022.17.1.89
Young Mi Choi, J. Jun
{"title":"초등학교 교감의 직무역량모델 개발","authors":"Young Mi Choi, J. Jun","doi":"10.21329/khrd.2022.17.1.89","DOIUrl":"https://doi.org/10.21329/khrd.2022.17.1.89","url":null,"abstract":"","PeriodicalId":186696,"journal":{"name":"Korean Human Resource Development Strategy Institute","volume":"29 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121159565","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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