Mediation Effects of LMX in the Correlation of the Boss’s Personality Traits and Organizational Attachment

Therefore, the purpose of this study is to study organizational attachment and Leader-Member Exchange (LMX) according to the personality traits of leaders in the beauty salon industry in order to provide basic data for providing better working environment and maintaining stabilized employment. This study studied the impact of the personality traits of superiors in the beauty salon industry on LMX through surveys for beauty salon industry workers residing in Seoul Metropolitan City and Gyeonggi Province, and found that diligence, extroversion, stability, friendliness, and openness had a significant positive effect (+); diligence, stability, friendliness, and openness of superiors in the beauty salon industry had significant positive impact (+) on organizational attachment; and mediation effect was found for LMX in the correlation of personality traits of superiors in beauty salon industry and organizational attachment. This shows that superiors who are diligent and adhere to organizational rules may extend to organizational attachment, and that good LeaderMember Exchange (LMX) may lead to help in many aspects in work. Carrying out job-training through individual personality tests and having a horizontal communication system will be able to provide emotional stability and sense of belonging to employees, boosting work efficiency. This paper hopes that based on the results of this study, continuous study will be carried out to complement results, ultimately being utilized in stable state of employment and long service with the organizational attachment of beauty salon industry employees. Therefore, the purpose of this study is to study organizational attachment and Leader-Member Exchange (LMX) according to the personality traits of leaders in the beauty salon industry in order to provide basic data for providing better working environment and maintaining stabilized employment.

Helping International Students Identify Themselves

The relationship between social media usage and personality has received increased scrutiny recently. The current study studies international students’ organizational attachment through the exploration of their personality and usage of university social media. Participants were 51 international students from a Midwest State University and 49 domestic (U.S.) students for comparison purposes. Results showed some differences in the structure of personality, level of social media usage, and level of organizational attachment comparing international students and domestic students. Results also supported the complementary purpose of using social media for international students, where agreeableness and openness to experience are negatively associated with social media usage. Moreover, the relationship was stronger when students’ English proficiency is lower. An overall model demonstrated the relationship among international students’ personalities, university social media usage, and organizational attachment.

It’s not just what you say, it’s how you say it: How callings influence constructive voice delivery

How employees communicate their ideas at work shapes how their ideas are received. When employees constructively communicate their ideas, the value of those ideas can be more readily recognized. Conversely, ideas that are not communicated constructively may be overlooked, ignored, or rejected, regardless of their potential value to an organization. This research contributes to the employee voice literature by introducing the concept of constructive voice delivery and examining its relationship with callings. In this endeavor, two field studies explored the influence of callings on constructive voice delivery. The first study examined these relationships from the employee perspective, identified organizational attachment as the mechanism driving the relationship, and highlighted the role psychological safety plays in strengthening the relationship. The second study explored the relationship between callings and constructive voice delivery from managers’ perspectives, revealing a negative relationship between callings and managerial ratings of constructive voice delivery and emphasized psychological safety’s role in strengthening this negative relationship. Furthermore, constructive voice delivery suppressed the positive effect callings have on employee performance. Taken together, the results of both studies demonstrate that constructive voice delivery is an important aspect of speaking up at work.

Organizational Attachment

There is a trend to view workplace relationships through the lens of attachment theory. We developed and validated a 7-item Organizational Attachment Scale (OAS). In Study 1, we recruited 957 participants, who filled out study materials at three separate times. The OAS preserved the two-factor solution in traditional attachment measures – anxious attachment and avoidant attachment – and was invariant across time. In Study 2, we recruited 400 participants who completed the OAS in addition to several other surveys. The OAS was conceptually unique from Richards and Schat’s (2011) Co-Worker Attachment Scale (CWAS). The OAS incrementally predicted organizational commitment, job satisfaction, and organizational identity beyond the CWAS. Additionally, the OAS incrementally predicted organizational citizenship behavior and counterproductive work behavior beyond the CWAS.