Oh Se-hyung
Hanyang University · 経営学
研究室紹介
Professor Oh Se-hyung's research lab specializes in organizational behavior and cross-cultural psychology, with a focus on how cultural values, corporate social responsibility (CSR), and emotional labor shape employee attitudes and behaviors. The lab investigates key constructs such as work engagement, organizational identification, and conformity across cultural contexts, particularly examining the interplay between individual-level motivations and organizational dynamics. A central theme is understanding how employees perceive and respond to CSR initiatives, and how these perceptions influence emotional labor, citizenship behaviors, and team performance. The lab also explores leadership and coordination mechanisms—especially in multinational settings—that foster integration and psychological safety in diverse work environments.
Research Overview
Research Output Trend
Figures are computed from collected data and may differ slightly.
Selected Papers
15Many previous researchers of conformity have found that people from collectivist cultures have stronger conformity tendencies than those from individualistic cultures. However, as most of these researchers focused on only 1 type of conformity, that is, compliance, these findings are limited. Consequently, little is known about the influence of culture on internalization, another type of conformity. In a series of virtual laboratory (e-lab) experiments in which participants were either simply exp
This study examines the relationship between corporate social responsibility (CSR) perception and emotional labor strategies, and the effects of the interaction between CSR perception and moral identification on emotional labor strategies via affective organizational commitment. Our data from 352 frontline employees in the service industry show the main effect of CSR perception on emotional labor strategies. We find that CSR perception is positively (negatively) related to deep acting (surface a
Organizational citizenship behaviors (OCB) have been found to affect supervisors' ratings of employee performance partially because these behaviors are distinct and, thus, capture the rater's attention. In this study, we have expanded the existing literature by recognizing the rater's readiness to detect employee OCB. Specifically, we applied the concept of bottom-up and top-down attentional capture to test our prediction that the influence of OCB on employee performance evaluation would be depe
Research on self-serving bias in teams has focused on bias after teams receive feedback. Many teams, however, work for extended periods of time before receiving feedback. This article proposes that team members exhibit biases prior to receiving feedback, depending on the level of team satisfaction. The results of two studies, one scenario study and one field study, demonstrate that members of unsatisfied teams make more self-serving claims about their contribution toward the team’s task. This bi
Previous studies revealed that employees’ perceptions of their employer’s corporate social responsibility (CSR) produce various types of positive employee behaviors. In the current study, drawing on Kahn’s (1990) work engagement theory, we argue that frontline service employees’ CSR perception increases their work engagement and this enhanced work engagement, in turn, promotes deep acting and suppresses surface acting. Also, based on Hofstede’s (1980) cultural value theory, we expected collectiv
본 연구에서는 개인특성접근법의 관점을 활용하여 운수서비스종사자의 성격유형(외향성, 친화성, 성실성)이 직무만족과 이직의도에 미치는 영향과 이러한 과정에서 자기효능감의 조절효과를 살펴보았다. 가설의 검증을 위해서 4개의 운수서비스업 기업들의 직원들을 대상으로 수집한 430명의 설문자료를 활용하였다. 가설검정 결과 개인의 성격유형 중 외향성과 성실성이 직무만족에 긍정적인 영향을 미쳤고 이직의도에는 친화성이 부정적인 영향을 외향성과 성실성이 긍정적인 영향을 미쳤다. 또한, 성격유형이 직무만족과의 관계에서 자기효능감의 조절효과는 오직 친화성과 있었으며, 성격유형이 이직의도와의 관계에서도 자기효능감의 조절효과는 친화성과 있었다. This study explores the moderating effects of personality types (Big'5) influence on the relationship between job satisfaction and turnover intension
We examined our assumption that expatriate managers' cross-cultural motivation is an important antecedent of host country national employees' organizational identification. We also explored our belief that tertius iungens-oriented coordination (i.e., management behavior that focuses on building trust and cooperation between headquarters and subsidiaries) partially accounts for the impact of expatriate managers' cross-cultural motivation on host country national employees' organizational identifi
When companies have service failures, they need to not only fix the actual problem but also to communicate with customers in ways that do not damage the relationship. This study examines whether people with different cultural orientations react differently to the communications that attack or support community-related face (positive face) versus autonomy-related face (negative face). We predicted, and found, that Westerners (Americans) react more strongly than Asians (Koreans and Indians) to aut
Previous studies have shown that psychological contract breach has negative effects on employee attitudes and behavior. However, researchers have largely ignored the potential contextual factors that accentuate or mitigate the negative reactions to psychological contracts. In this study, drawing from social exchange theory (Blau, 1964), we theorize and test that employees’ perceived psychological contract breach (PCB) decrease their affective organizational commitment (AC), and this lowered comm
Although ethical leadership has been known to have beneficial effects on followers’ work outcomes, to date the cumulative evidence on ethical leadership has been largely collected from Western contexts. In addition, scholarly efforts geared toward identifying the psychological processes influencing the relationship between ethical leadership and followers’ work outcomes remain scant. Drawing on the group-value model of social identity theory and ethical leadership theory, our two studies examine