scholarly journals The effect of continuous learning activity on organizational commitment and work engagement

2013 ◽  
Vol 26 (1) ◽  
pp. 47-72
Author(s):  
SeongJoong Lee ◽  
TaeYong Yoo
Keyword(s):  
Organizational Commitment ◽  
Distributive Justice ◽  
Work Engagement ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Learning Activity ◽  
Continuous Learning ◽  
Perceived Employability ◽  
The Relationship

The first purpose of this study was to examine the effect of continuous learning activity on organizational commitment and work engagement. The second purpose was to testify the mediating effect of self-perceived employability in the relationship between continuous learning activity and organizational commitment/work engagement. The third purpose was to examine the moderating effect of informal networking of employees in the relationship between continuous learning activity and self-perceived employability. The fourth purpose was to examine the moderating effect of distributive justice in the relationship between self-perceived employability and organizational commitment, and the final purpose was to testify the moderating effect of growth needs in the relationship between self-perceived employability and work engagement. Data were gathered from 264 employee who were working in various organizations in Korea. As results, continuous learning activity had positive relationships with organizational commitment and work engagement. Self-perceived employability had mediation effect in the relationship between continuous learning activity and organizational commitment/work engagement. Informal networking of employees had moderating effect in the relationship continuous learning activity and self-perceived employability because the relationship was more positive when informal networking of employees was high than low. Distributive justice had moderating effect in the relationship self-perceived employability and organizational commitment because the relationship was more positive when distributive justice was high than low. Also growth needs had moderating effect in the relationship self-perceived employability and work engagement because the relationship was more positive when growth needs was high than low. The implications for research and practice, limitations, and future research tasks were discussed.

scholarly journals The influence of work values on the employees’ organizational commitment

2013 ◽  
Vol 26 (4) ◽  
pp. 507-532
Author(s):  
YeSeul Jung ◽  
JiYoung Park ◽  
YoungWoo Sohn ◽  
YooJin Ha
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work Engagement ◽  
Work Values ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Positive Effects ◽  
Extrinsic Work Values ◽  
Person Organization Fit ◽  
The Relationship

The first purpose of the study was to examine the mediating effect of work engagement and job satisfaction on the relationship between work values and organizational commitment. And the second purpose was to examine the moderating effect of person-organization fit on the relationship of work values and work engagement, organizational commitment. The survey data were gathered from 253 employees in Korea. As results, intrinsic work values had more positive effects on organizational commitment than extrinsic work values. Work engagement and job satisfaction sequentially mediated in the relationship between intrinsic/extrinsic work values and organizational commitment. Also, person- organization fit did not moderate the association between intrinsic/extrinsic work values and work engagement, but person-organization fit had moderating effect on the link between intrinsic/extrinsic work values and organizational commitment. This results indicated that the relation of intrinsic work values to organizational commitment was stronger when person-organization fit was high than low. The relation of extrinsic work values to organizational commitment was positive when person-organization fit was high, but the relation was negative when person-organization fit was low. Implications and directions for the future research were discussed.

scholarly journals The effects of growth orientation and job crafting on creative behavior

2019 ◽  
Vol 32 (4) ◽  
pp. 389-417
Author(s):  
Eunyoung Seo ◽  
Jinkook Tak
Keyword(s):  
Online Survey ◽  
Moderated Mediation ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Job Crafting ◽  
Mediation Effect ◽  
Future Research ◽  
Growth Orientation ◽  
Creative Behavior ◽  
The Relationship

The purpose of this study was to examine the relationships among growth orientation, job crafting and creative behavior. Specifically, this study examined the mediating effect of job crafting on the relationship between growth orientation and creative behavior. Also, this study was intended to examine the moderating effect of development culture on the relationship between growth orientation and job crafting. In addition, the moderated mediation effect of developmental culture was examined in relation to growth orientation and creative behavior. Data were collected among 294 employees who were working in various companies via online survey. The results showed that growth orientation was positively related to job crafting and creative behavior, and job crafting partially mediated the relationship between growth orientation and creative behavior. Also when development culture of the organization was strong, the relation of growth orientation to job crafting was stronger, confirming the moderating effect of development culture. In addition, the moderated mediation effect of developmental culture was found. Based on the results of this study, implications, l implications, limitations, and future research were discussed.

scholarly journals The Commitment of the Employee to the Supervisor and the Organization: The Role of Employee Competency and Downward Influence Tactics

2021 ◽  
Vol 11 (1) ◽  
Author(s):  
Tuty Lindawati ◽  
◽  
Fenika Wulani ◽  
Keyword(s):  
Organizational Commitment ◽  
Significant Relationship ◽  
Influence Tactics ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Important Work ◽  
Downward Influence ◽  
Managerial Employees ◽  
The Relationship

Employee’s commitment is an important work attitude for an organization. Supervisors can play a role in increasing it by conducting downward influence tactics. This study examines the relationship between employee competency and downward influence tactics (consultation, ingratiation, and exchange tactics), the relationship between these tactics and employee’s commitment to the supervisor and the organization, and the mediating effect of these tactics on the relationship between employee competency and employee’s commitment. Data were collected from 203 non-managerial employees who work in various industries in Surabaya, Indonesia. We analyzed the collected data by using PLS-SEM. This study found that employee competency has a significant positive relationship with downward influence tactics (consultation, ingratiation, and exchange tactics). In addition, consultation and ingratiation tactics have a significant relationship with one’s commitment to one’s supervisor, but only consultation tactic has a significant relationship with organizational commitment. The consultation tactic has a mediation effect on the relationship between employee competency and organizational commitment, and the commitment to the supervisor.

scholarly journals Calling and continuous learning activity

2015 ◽  
Vol 28 (4) ◽  
pp. 635-661
Author(s):  
Seungha Oh ◽  
Yeseul Jung ◽  
HaeYoung Eun ◽  
YongWoo Sohn
Keyword(s):  
Goal Orientation ◽  
Organizational Context ◽  
Mediating Effect ◽  
Learning Activity ◽  
Learning Support ◽  
Continuous Learning ◽  
Perceived Learning ◽  
And Performance ◽  
The Relationship ◽  
Learning And Performance

  The goal of the present study was to examine the influence of goal orientation and perceived learning support on the relationship between calling and continuous learning activity within the organizational context. Specifically, the mediating effects of three different types of goal orientation in the relationship between calling and continuous learning activity and the moderated mediation model of goal orientation and perceived learning support were examined. To gain accurate information, we confirmed the results in a serial order. First, the relationship between calling and continuous learning activity was mediated by learning and performance- approach goal orientation, but not the performance-avoidance goal orientation. Second, perceived learning support moderated the relationships between learning goal orientation and continuous learning activity, and between performance-approach goal orientation and continuous learning activity. Third, perceived learning support moderated the mediating effect of learning and performance-approach goal orientation on the relationship between calling and continuous learning activity. Such results imply that calling can foster continuous learning activity by bringing about motivational influence in terms of learning and performance- approach goal orientation. In addition, our research suggests that the relationship between each goal orientation and continuous learning activity might differ depending on the level of perceived learning support. The significance and limitations of our findings are also discussed.

scholarly journals The effect of job autonomy on innovation behavior

2012 ◽  
Vol 25 (1) ◽  
pp. 215-238
Author(s):  
Deukyoung Ko ◽  
TaeYong Yoo
Keyword(s):  
Job Satisfaction ◽  
Proactive Personality ◽  
Openness To Experience ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Job Autonomy ◽  
Moderating Effects ◽  
The Relationship ◽  
Innovation Behavior

The first purpose of this study was to examine the mediating effect of job satisfaction on the relationship between job autonomy and innovation behavior. The second purpose was to examine the moderating effect of proactive personality and openness to experience on the relationship between job autonomy and job satisfaction, And the third purpose was to examine the moderating effects of climate for innovation on the relationship between job satisfaction and innovation behavior. Data were gathered from 338 employees who were working in various organizations in Korea. As results, job autonomy had positive relationship with job satisfaction and innovation behavior, and job satisfaction had mediation effect on the relationship between job autonomy and innovation behavior. Proactive personality and openness to experience had moderating effects on the relationship job autonomy and job satisfaction because the relationship was more positive when proactive personality and openness to experience was high than low. Also climate for innovation had moderating effect on the relationship job satisfaction and innovation behavior because the relationship was more positive when climate for innovation was high than low. The implications for research and practice, limitations, and future research tasks were discussed.

scholarly journals The Relationship Between Army Soldiers’ Perceived Stress and Army Life Adjustment: Focusing on the Mediating Effect of Stress Response and the Moderating Effect of Cohesion

2020 ◽  
Vol 185 (9-10) ◽  
pp. e1743-e1749 ◽  
Author(s):  
Jung Hee Ha ◽  
Juliet Jue ◽  
Yoojin Jang
Keyword(s):  
Stress Response ◽  
Perceived Stress ◽  
Stress Responses ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Response Scale ◽  
Military Life ◽  
The Military ◽  
The Relationship

Abstract Introduction South Korea maintains a mandatory military duty, and high percentage of conscript soldiers have difficulty adjusting to military life. The purpose of this study is to investigate the mediating effect of the stress response on the relationship between soldiers’ perceived stress and military life adjustment and to clarify the moderating effect of cohesion on this relationship. Materials and Methods The study’s participants were 285 Korean military soldiers who are obliged to serve in the military and they completed the Perceived Stress Scale, the Stress Response Scale, the Military Life Adjustment, and the Group Cohesion Scale. Analysis methods included descriptive statistics, correlation analysis, path analysis, bootstrapping, collinearity statistic, and hierarchical regression analysis. This research obtained the approval of the institutional review board of the university (HYI-18-229-1). Results First, a partial mediation effect of the stress response was found in the relationship between soldiers’ perceived stress and military life adjustment. That is, a high level of soldiers’ perceived stress was related to their military life maladjustment. Moreover, the greater the level of soldiers’ perceived stress, the greater the stress response, and, in turn, the greater the military life maladjustment. Second, we found the moderating effect of cohesion in the relationship between stress perception and military life adjustment. Conclusions The stress perceived by soldiers not only directly affects their military life adjustment but also indirectly affects their adjustment through the stress responses. In addition, soldiers’ levels of adjustment to military life change significantly based on cohesion levels only when they perceive less stress.

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