scholarly journals The effect of Organizational change on job stress

2017 ◽  
Vol 30 (4) ◽  
pp. 563-587
Author(s):  
YongJae Won ◽  
Jinkook Tak
Keyword(s):  
Organizational Change ◽  
Job Stress ◽  
Online Survey ◽  
Job Insecurity ◽  
Strong Support ◽  
Moderating Effect ◽  
Future Research ◽  
Proposed Model ◽  
Boundaryless Career ◽  
The Relationship

The purpose of this study was to examine the relationships among organizational change, job stress, and job insecurity. Specifically, this study investigated the influence of organizational change on job insecurity and job stress that was partially mediated by job insecurity. In addition, this study examined moderating effect of boundaryless career attitude on the relationship between job insecurity and job stress. Data was collected from 317 Korean employees who were working in various organization via online survey, and 287 data was used for analysis without unreliable responses. The findings are as follows: First, there were positive relationship among organizational change, job stress, and job insecurity. Second, the results of structural equaition analysis showed strong support for the proposed model, and the result of bootstrapping analysis supported that the effect of organizational change on job stress is partially mediated by the job insecurity.  Third, the results of hierarchial analysis showed that there was no moderating effect of boundaryless career attitude on the relationship between job insecurity and job stress. Finally, implications and limitations of this study with the direction for 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.

The relationship among inner meaning of work, protean career, subjective career success

2017 ◽  
Vol 30 (1) ◽  
pp. 1-24
Author(s):  
Soyeon Sin ◽  
Jinkook Tak
Keyword(s):  
Career Success ◽  
Online Survey ◽  
Moderating Effect ◽  
Future Research ◽  
Meaning Of Work ◽  
Informal Mentoring ◽  
Protean Career ◽  
Positive Effects ◽  
Subjective Career Success ◽  
The Relationship

The purpose of this study was to examine the relationship among inner meaning of work, Protean career and subjective career success. More specially, This study investigated not only the influence of inner meaning of work on subjective career success that is mediated by protean career but also the moderating effect of career-supported mentoring on the relationship between protean career and subjective career success. To perform this study, online survey was conducted by korean employees who were working in various organization and received formal or informal mentoring. Data gathered from 191 employees were used for analyses. The results showed that inner meaning of work had positive effects on protean career as well as subjective career success. Also, protean career partially mediated the relationship between inner meaning of work and subjective career success. Career-supported mentoring moderated the relationship between protean career and subjective career success. The implications and limitations of this study and the directions for future research were discussed.

scholarly journals The effect of authentic leadership on job engagement

2017 ◽  
Vol 30 (1) ◽  
pp. 25-47
Author(s):  
YoungJu Choi ◽  
Jinkook Tak
Keyword(s):  
Procedural Justice ◽  
Authentic Leadership ◽  
Psychological Capital ◽  
Power Distance ◽  
Strong Support ◽  
Moderating Effect ◽  
Future Research ◽  
Job Engagement ◽  
Positive Psychological Capital ◽  
The Relationship

The purpose of this study was to examine the relationships among authentic leadership, job engagement, and procedural justice. Specifically, this study investigated the influence of authentic leadership on procedural justice and job engagement that was partially mediated by procedural justice. In addition, this study examined moderating effect of positive psychological capital on the relationship between authentic leadership and procedural justice and the effect of power distance on the relationship between procedural justice and job engagement. Data were collected from 300 Korean employees who were working in various organization via online survey, and 286 data were used for analysis, eliminating unreliable responses. The findings are as follows: First, there were positive relationships among authentic leadership, job engagement, and procedural justice. Second, the results of structural equaition analysis showed strong support for the proposed model, and the result of bootstrapping analysis supported that the effect of authentic leadership on job engagement is partially mediated by the procedural justice. Third, the results of hierarchial analysis showed that positive psychological capital moderated the relationship between authentic leadership and procedural justice, but there was no moderating effect of power distance on the relationship between procedural justice and job engagement. Finally, implications and limitations of this study with the direction for future research were discussed on the basis of the results.

scholarly journals The effects of job demands on job stress

2016 ◽  
Vol 29 (2) ◽  
pp. 61-83 ◽  
Author(s):  
KwangMo Lim ◽  
Jinkook Tak
Keyword(s):  
Procedural Justice ◽  
Job Stress ◽  
Job Demands ◽  
Job Control ◽  
Moderating Effect ◽  
Future Research ◽  
Moderating Effects ◽  
The Relationship ◽  
Domestic Companies ◽  
Practical Implications

The purpose of this study was to examine the effect of job demands on job stress and the moderating effects of job control and procedural justice. Specifically, first, the job demands were divided into quantitative demands and qualitative demands, and relative effects of the two demands on job stress were compared. Second, the moderating effects of job control and procedural justice were tested. Data were collected from 454 employees engaged in various domestic companies. The results showed that both quantitative and qualitative demands had positively significant effects on job stress and qualitative demands had a greater effect on job stress than quantitative demands did. The results of moderating effects showed that job control had a moderating effect on the relationship between quantitative demand and job stress whereas there was no moderating effect of job control on the relationship between qualitative demand and job stress. Also there was a moderating effect of procedural justice on the relationship between quantitative demand and job stress, but contrary to the hypothesis, the relationship was stronger when procedural justice was high. Finally, the academic significance and practical implications of the study, the limitations and future research were discussed.

scholarly journals The effect of goal-focused self regulation on life satisfaction

2020 ◽  
Vol 33 (1) ◽  
pp. 1-33
Author(s):  
Kyunghwa Choi ◽  
Jinkook Tak
Keyword(s):  
Life Satisfaction ◽  
Organizational Culture ◽  
Self Regulation ◽  
Strong Support ◽  
Work Life ◽  
Moderating Effect ◽  
Work Life Balance ◽  
Future Research ◽  
Life Balance ◽  
The Relationship

The purpose of this study was to examine the relationships among goal-focused self regulation, Life satisfaction, and work-life balance. Specifically, this study investigated the mediating role of work-life balance on the relationship between goal-focused self regulation life satisfaction. In addition, this study examined a moderating effect of WLB organizational culture on the relationship between work-life balance and life satisfaction. Data were collected from 216 Korean employees who were working in various organization via online survey, and 200 data were used for analyses. The findings were as follows: First, there were positive relationships among goal-focused self regulation, life satisfaction, and work-life balance. Second, the results of structural equation analysis showed a strong support for the proposed model, and the result of bootstrapping analysis supported that the effect of goal-focused self regulation on life satisfaction was partially mediated by work-life balance. Third, the results of hierarchical analysis showed that there was a moderating effect of WLB organizational culture on the relationship between work-life balance and life satisfaction. Based on these results, implications and limitations of this study with the directions for future research were discussed.

scholarly journals The effect of leader empowering behavior on work engagement

2015 ◽  
Vol 28 (2) ◽  
pp. 275-299 ◽  
Author(s):  
HyeSeon Kim ◽  
Jinkook Tak
Keyword(s):  
Work Engagement ◽  
Online Survey ◽  
Strong Support ◽  
Job Crafting ◽  
Future Research ◽  
Job Fit ◽  
Moderation Effect ◽  
Self Evaluation ◽  
Core Self ◽  
The Relationship

The purpose of this study was to examine the relationships among leader empowering behavior, job crafting and work engagement. Specially, this study investigated not only the influence of leader empowering behavior on job crafting and work engagement that is mediated by job crafting but also the moderating effects of core-self evaluation and person-job fit on the relationships between leader empowering behavior and job crafting and between job crafting and work engagement. Data were collected among 312 korean employees who were working in various organization via online survey. Online survey was conducted by 312 korean employees who were working in various organizations. First, correlation analyses were conducted and the results showed that there were positive relationship among main variables such as leader empowering behavior, job crafting, work engagement and etc.. Second, the results of structural equitation modeling analyses offered strong support for the proposed model(partial mediation model). Employees who were empowered by leader were most likely to craft their job, relationship and cognitive boundary and boost work engagement; job crafting, in turn, was predictive of work engagement. Third the results of hierarchial regression analyses showed that core-self evaluation did not moderate the relationship between leader empowering behavior and job crafting. However, there was a moderation effect of person-job fit on the relationship between job crating and work engagement. Employees who did job crafting had a greater impact on work engagement under the low person-job fit situation than the high fit situation. The implications and limitations of this study and the directions for future research were discussed on the basis of the results.

Does Perceived Insincerity Influence Managerial Ratings of Performance and Promotability?

2015 ◽  
Vol 4 (2and3) ◽  
Author(s):  
Matthew Valle ◽  
K. Michele Kacmar ◽  
Martha C. Andrews
Keyword(s):  
Moderating Effect ◽  
State Agency ◽  
Future Research ◽  
Influence Attempts ◽  
The Relationship

The purpose of this investigation was to evaluate the moderating effect of the supervisors perceived insincerity of their subordinates influence attempts on the relationship between supervisor perceptions of supervisor-subordinate similarity, liking, and influence, and the outcomes of performance and promotability. Data on 203 subordinates from 59 managers of a state agency were used to test the study hypotheses. The results indicate that the relationships between promotability and similarity and liking, and between performance and liking were attenuated by supervisor perceptions that the subordinates were insincere in their influence attempts. Implications for the importance of sincerity in interactions with others and directions for future research are offered.

scholarly journals Job Stress in Journalism: Interaction between Organisational Support and Job Demands–Resources Model

2017 ◽  
Vol 7 (4) ◽  
pp. 150 ◽  
Author(s):  
Imad Al Muala
Keyword(s):  
Job Stress ◽  
Job Insecurity ◽  
Job Demands ◽  
Hierarchical Regression ◽  
Moderation Effect ◽  
Organisational Support ◽  
Additional Support ◽  
The Impact ◽  
The Relationship ◽  
Task Significance

This study aims to analyse the impact of job demands and job resources on job stress among journalists in Jordan. In addition, the moderation effect of organisational support on such relationship is assessed in this research. A questionnaire survey was conducted among journalists working in daily newspapers in Jordan. This study used multiple and hierarchical regression analyses and determined a significant and positive relationship amongst emotional demands, job insecurity, and task significance on job stress. Additionally, organisational support moderated the relationship between task significance and job stress. Results of study revealed that the organisational support moderates the relationship between task significance and job stress. This finding could challenge journalists, newspaper managements and decision-makers in Jordan. When journalists work on sensitive topics and are in conflict areas, they are in need of additional support from newspaper managements to mitigate high job stress and motivate them to produce quality work.

Job insecurity and turnover intention: Organizational commitment as mediator

2017 ◽  
Vol 45 (4) ◽  
pp. 529-536 ◽  
Author(s):  
Sang Hyun Lee ◽  
Dae Yong Jeong
Keyword(s):  
Organizational Commitment ◽  
Social Exchange ◽  
Turnover Intention ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Job Insecurity ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
The Relationship

Drawing from social exchange theory, we investigated the relationship between job insecurity and turnover intention, and the mediating effect of organizational commitment on this relationship. Structural equation modeling was employed to investigate the hypotheses using data from 459 employees in various firms in South Korea. Our findings confirmed that job insecurity was positively related to turnover intention, and that organizational commitment mediated the relationship between job insecurity and turnover intention. Implications of our findings for the job insecurity literature are discussed in the Korean context, and directions for future research are given.

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