Factors Contributing to Korean Employees’ Job Satisfaction: A Multilevel Study

2019 ◽  
pp. 089484531988061
Author(s):  
Jhong Yun (Joy) Kim ◽  
Andrew Keane
Keyword(s):  
Job Satisfaction ◽  
Hierarchical Linear Modeling ◽  
Psychological Factors ◽  
Organizational Level ◽  
Contributing Factors ◽  
Linear Modeling ◽  
Individual Level ◽  
Organization Level ◽  
Korean Ministry ◽  
The Individual

In this study, we examined the contributing factors to the job satisfaction of employees in Korean organizations. We utilized hierarchical linear modeling (HLM), in conjunction with data collected from the Seventh Human Capital Corporate Panel survey conducted by the Korean Ministry of Employment and Labor, to investigate antecedents of job satisfaction at the individual and organizational levels and across these levels. At the individual level, variables were divided into demographic and psychological factors. At the organizational level, variables were divided into administration factors and factors related to human resources. Results suggest that 86% of job satisfaction can be attributed to individual-level variables and 14% is due to organization-level variables. The individual-level psychological factors explain around 46% of the variance in job satisfaction, whereas demographic factors explain only 4% at the individual level. Organizational-level factors account for almost 35% of the variance related to job satisfaction between companies.

Research on the Innovation Method of HRM Based on Information Technology

2014 ◽  
Vol 687-691 ◽  
pp. 4485-4488
Author(s):  
Man Jing Zhang
Keyword(s):  
Firm Performance ◽  
Hierarchical Linear Modeling ◽  
Psychological Contract ◽  
High Performance ◽  
Affective Commitment ◽  
Organizational Level ◽  
Linear Modeling ◽  
Individual Level ◽  
Relational Contract ◽  
The Individual

As an organization s strategy to manage the employment relationship, high-performance work system (HPWS) may lead to superior firm performance and favorable employee outcomes through cultivating the relational aspects of employee’s psychological contract. In this study, we investigated the processes (mediation and moderation) linking HPWS and outcomes at both the organizational and individual levels. Hierarchical linear modeling (HLM) analysis on a sample of 1129 employees from 92 firms in the Pearl River Delta of China indicated that HPWS was associated with increased firm performance and decreased turnover rate at the organizational level, and relational contract fully mediated the cross-level relationships between HPWS and employees affective commitment and in-role performance at the individual level. In addition, perceived supervisor support moderated the HPWS and relational contract relationship. We discuss theoretical and practical implications to end of this paper.

scholarly journals Factors Determining Income among Real Estate Salespersons: The Impacts of Individual Conditions, Franchises, and Regular Chains

2015 ◽  
Vol 7 (11) ◽  
pp. 94
Author(s):  
Chun-Chang Lee ◽  
Cheng-Huang Tung ◽  
Yu-Heng Lee ◽  
Shu-Man You
Keyword(s):  
Real Estate ◽  
Hierarchical Linear Modeling ◽  
Positive Impact ◽  
Working Hours ◽  
Education Level ◽  
Linear Modeling ◽  
Individual Level ◽  
The Individual ◽  
The Given ◽  
Regular Chains

<p>This study explores the factors that affect the incomes of real estate salespersons by applying hierarchical linear modeling (HLM) to investigate the incomes of real estate salespersons in Kaohsiung. A total of 510 questionnaires were distributed to large chain housing agencies, of which a total of 319 effective samples were retrieved from 54 branch stores, for an effective return rate of 62.55%. The empirical results showed that individual incomes vary significantly from store to store. About 4.8% of the variation in individual incomes was due to differences among different branch stores. The individual income of a real estate salesperson is also significantly affected by individual-level factors such as age, working hours, and working experience. The marginal impact of education level, age, working hours, and working experience on real estate salesperson income is moderated by the type of store at which the given salesperson works. In addition, a branch store’s location has a direct, significant, and positive impact on a real estate salesperson’s income.</p>

scholarly journals Social Relations at the Collective Level: The Meaning and Measurement of Collective Control in Research on the Psychosocial Work Environment

2013 ◽  
Vol 3 (3) ◽  
pp. 30 ◽  
Author(s):  
Per Øystein Saksvik ◽  
Tove Helland Hammer ◽  
Kjell Nytrø
Keyword(s):  
Work Environment ◽  
Hierarchical Linear Modeling ◽  
Social Relations ◽  
Psychosocial Work Environment ◽  
Organizational Level ◽  
Level Control ◽  
Psychosocial Work ◽  
Linear Modeling ◽  
Individual Level ◽  
Self Reports

In this article, we suggest that organizational-level social relations should be defined and measured as workplace norms. We base this argument on new research on the components of the psychosocial work environment and on the availability of new techniques for measuring and analyzing workplace norms as organizational properties. Workplace norms emerge from interactions and negotiations among organizational actors, through which patterns of behavior, attitudes, and perspectives become defined as legitimate. This is an underestimated dimension of the psychosocial work environment that should be assessed with two types of data: self-reports by employees of their experiences in the workplace (task-level control) and self-reports by employees and employers of collective or group-level norms. Hierarchical linear modeling is an especially useful tool for analyzing the relationships between workplace norms and different organizational outcomes because it allows researchers to separate the effects of individual-level variables from group or organizational-level factors. Our approach is anchored in the Nordic perspective of the work environment developed over the past 50 years.

scholarly journals Hypothesized, Directly-Coded Curve Shapes in Growth Curve Analysis: An Example

2013 ◽  
Vol 3 (2) ◽  
pp. 13 ◽  
Author(s):  
Patricia M. Herman ◽  
Lee Sechrest
Keyword(s):  
Hierarchical Linear Modeling ◽  
Growth Curve ◽  
Degrees Of Freedom ◽  
Growth Curves ◽  
Curve Analysis ◽  
Small Samples ◽  
Growth Curve Analysis ◽  
Linear Modeling ◽  
Individual Level ◽  
The Individual

Growth curve analysis provides important informational benefits regarding intervention outcomes over time. Rarely, however, should outcome trajectories be assumed to be linear. Instead, both the shape and the slope of the growth curve can be estimated. Non-linear growth curves are usually modeled by including either higher-order time variables or orthogonal polynomial contrast codes. Each has limitations (multicollinearity with the first, a lack of coefficient interpretability with the second, and a loss of degrees of freedom with both) and neither encourages direct testing of alternative hypothesized curve shapes. Especially in studies with relatively small samples it is likely to be useful to preserve as much information as possible at the individual level. This article presents a step-by-step example of the use and testing of hypothesized curve shapes in the estimation of growth curves using hierarchical linear modeling for a small intervention study. DOI:10.2458/azu_jmmss_v3i2_herman

Affective and Cognitive Trust as Mediators in the Influence of Leader Motivating Language on Personal Initiative

2020 ◽  
pp. 232948842091550
Author(s):  
Bin Ling ◽  
Yue Guo
Keyword(s):  
Hierarchical Linear Modeling ◽  
Mainland China ◽  
Mediating Effects ◽  
Linear Modeling ◽  
Cognitive Trust ◽  
Individual Level ◽  
Personal Initiative ◽  
Motivating Language ◽  
The Individual ◽  
The Relationship

We investigated the mediating effects of affective and cognitive trust on the relationship between leaders’ use of motivating language and employees’ personal initiative. Hierarchical linear modeling was performed on nested data obtained from a sample of 238 participants from mainland China. The results showed that leaders’ motivating language positively influenced employees’ personal initiative at the team level and their affective and cognitive trust at the individual level. Additionally, both affective and cognitive trust significantly mediated the relationship between motivating language used by leaders and personal initiative demonstrated by employees. These findings point to the positive implications for an organization of a mechanism that fosters employees’ trust in their leaders through the translation of motivational language used by leaders into employees’ behavior demonstrating their personal initiative.

The Impact of HR Practices on Perceived Gender Sensitivity and Gender Bias: A Multilevel Analysis of Hotel Industry

2021 ◽  
pp. 227868212110017
Author(s):  
Farha Naz Khan ◽  
Neeraj Sehrawat ◽  
Sumanjeet Singh
Keyword(s):  
Gender Bias ◽  
Human Resource ◽  
Hierarchical Linear Modeling ◽  
Significant Relationship ◽  
Hotel Industry ◽  
Organizational Level ◽  
Primary Data ◽  
Individual Level ◽  
The Individual ◽  
The Impact

Gender sensitivity aids as a probable solution for facilitating female talent in an organization. This study measures gender sensitivity by applying multilevel modeling in hotel industry with a twofold objective: to identify explanatory predictors at the organizational level as well as to check whether insensitivity is the result of inherent bias in the industry at the individual level. Primary data were obtained from 355 employees and 10 HR (human resource) managers of both five and four-star hotels of Udaipur, India. Since 19.132% of the variation in gender sensitivity lies among the hotels and variation at the individual level is 8.731%, the data is analyzed through hierarchical linear modeling. Perceived gender bias (PGB) and human resource policies and practices (HRP) were found to be both significant and enough to explain variation in gender sensitivity among hotels. Also, an inverse and significant relationship between perceived gender bias (PGB) and perceived gender sensitivity (PGS) and a positive and significant relationship between PGS and HRP were identified.

The Multilevel Impacts of Proximate Crime Generators and Attractors on Individual-Level Perceptions of Crime Risk

2018 ◽  
Vol 65 (13) ◽  
pp. 1798-1822
Author(s):  
Kimberly A. Houser ◽  
Eric S. McCord ◽  
Evan T. Sorg
Keyword(s):  
Hierarchical Linear Modeling ◽  
Fear Of Crime ◽  
Land Uses ◽  
Linear Modeling ◽  
Individual Level ◽  
Perceptions Of Risk ◽  
Perceptions Of Crime ◽  
Theoretical Application ◽  
Crime Risk ◽  
The Individual

Fear of crime has been associated with mental illness, poor physical health, reduced social cohesion and informal social control. Prior studies examining variance in levels of fear have been explained at both the individual and neighborhood levels. Although there is a growing body of research examining the association between specific land uses and perceptions of risk, these studies have generally measured land uses individually rather than in a grouped theoretical context or in terms of homogeneous categories; the latter are hampered by inadequate theoretical application and a failure to recognize differences in the effects of land uses that share common characteristics. Using hierarchical linear modeling, the current study examined whether the proximity and volume of theoretically driven criminogenic land uses influence perceptions of crime risk.

scholarly journals People Financing Entrepreneurs within and outside the Family: Pandemic Decline and Resilience in Cultures around the World

2021 ◽  
Vol 14 (12) ◽  
pp. 610
Author(s):  
Ahmed Tolba ◽  
Ayman Ismail ◽  
Thomas Schøtt
Keyword(s):  
Hierarchical Linear Modeling ◽  
National Level ◽  
Family Businesses ◽  
Linear Modeling ◽  
Individual Level ◽  
Level Data ◽  
The Family ◽  
Before And After ◽  
Business Angel ◽  
The Individual

People may finance entrepreneurs, often family members. Here, the question is: how has the COVID-19 pandemic affected people’s funding of family-related entrepreneurs and non-family-related entrepreneurs? The pandemic predictably reduced the funding of family-related entrepreneurs and especially the financing of non-family-related entrepreneurs. However, a culture supportive of family businesses may alleviate the declining funding of family-related entrepreneurs, predictably, while a secular–rational culture supportive of non-family businesses may alleviate the declining financing of non-family-related entrepreneurs. Similar to a field experiment, a globally representative survey was conducted before and after the disruption in 42 countries, interviewing 266,983 adults either before or after the disruption. The individual-level data are combined with national-level data on culture, amenable to hierarchical linear modeling. People’s financing of family-related entrepreneurs and especially of non-family-related entrepreneurs are found to have declined with the COVID-19 pandemic. However, culture provides resilience, in that the declining funding of family-related entrepreneurs was alleviated where the culture supports family businesses, and the declining funding of non-family-related entrepreneurs was alleviated in societies with a secular–rational culture. The findings contribute to contextualizing business angel financing temporally, as embedded in time before and after the COVID-19 pandemic disruption, and societally, as embedded in culture providing resilience.

scholarly journals Hypothesized, Directly-Coded Curve Shapes in Growth Curve Analysis: An Example

2013 ◽  
Vol 3 (2) ◽  
pp. 13
Author(s):  
Patricia M. Herman ◽  
Lee Sechrest
Keyword(s):  
Hierarchical Linear Modeling ◽  
Growth Curve ◽  
Degrees Of Freedom ◽  
Growth Curves ◽  
Curve Analysis ◽  
Small Samples ◽  
Growth Curve Analysis ◽  
Linear Modeling ◽  
Individual Level ◽  
The Individual

Growth curve analysis provides important informational benefits regarding intervention outcomes over time. Rarely, however, should outcome trajectories be assumed to be linear. Instead, both the shape and the slope of the growth curve can be estimated. Non-linear growth curves are usually modeled by including either higher-order time variables or orthogonal polynomial contrast codes. Each has limitations (multicollinearity with the first, a lack of coefficient interpretability with the second, and a loss of degrees of freedom with both) and neither encourages direct testing of alternative hypothesized curve shapes. Especially in studies with relatively small samples it is likely to be useful to preserve as much information as possible at the individual level. This article presents a step-by-step example of the use and testing of hypothesized curve shapes in the estimation of growth curves using hierarchical linear modeling for a small intervention study. DOI:10.2458/azu_jmmss_v3i2_herman

Coaching competency and trust in coach in sport teams

2017 ◽  
Vol 12 (3) ◽  
pp. 319-327 ◽  
Author(s):  
San-Fu Kao ◽  
Ming-Hui Hsieh ◽  
Po-Lun Lee
Keyword(s):  
Hierarchical Linear Modeling ◽  
Group Level ◽  
Linear Modeling ◽  
Basketball Players ◽  
Four Dimensions ◽  
Individual Level ◽  
Sport Teams ◽  
Character Building ◽  
The Individual ◽  
Coaching Competency

This study examines the relationship between coaching competency as evaluated by athletes and their perceptions of trust in their coaches. The authors hypothesize that athletes’ evaluation of four dimensions of coaching competency is positively related to their trust in their coaches, and that this relationship is stronger at the team level than at the individual level. In total, 438 basketball players (251 males and 187 females) from 34 teams completed the Coaching Competency Scale (CCS) and the trust in the coach questionnaire during the postseason. The hypotheses were tested through hierarchical linear modeling. The analyses revealed that individual- and group-level evaluations of the four-dimensional CCS (motivation, game-strategy, technique, and character-building competencies) positively predicted trust in the coach; furthermore, group-level coaching competency was the primary contributor to this relationship. Therefore, improving the psychological and tactical skills of coaches and their skill detection abilities and instruction at training together with a positive attitude toward sports may help improve the trust of athletes in their coaches.

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