최진남 교수

Abstract Organizational citizenship behavior (OCB) has attracted major research effort for the last two decades. The vast majority of studies of OCB have been devoted to affiliative forms of such behavior including interpersonal helping, courtesy, and compliance, which are intended to maintain and reinforce the status quo . The present study attends to another form of OCB that challenges the status quo through suggestions for constructive changes in work methods, processes, and policies. This st

The present study examines the effects of training and development on organizational innovation. We specifically suggest that the training and development investments of an organization affect its innovative performance by promoting various learning practices. We empirically tested our hypothesis by using time-lagged, multi-source data collected from 260 Korean companies that represent diverse industries. Our analysis showed that corporate expenditure for internal training predicts interpersonal

Procrastination has been studied as a dysfunctional, self-effacing behavior that ultimately results in undesirable outcomes. However, A. H. C. Chu and J. N. Choi (2005) found a different form of procrastination (i.e., active procrastination) that leads to desirable outcomes. The construct of active procrastination has a high potential to expand the time management literature and is likely to be adopted by researchers in multiple areas of psychology. To facilitate the research on this new constru

Summary The effects of extrinsic rewards on creative performance have been controversial, and scholars have called for the examination of the boundary conditions of such effects. Drawing upon expectancy theory, we attend to both reinforcement and self‐determination pathways that reveal the informational and controlling functions of creativity‐related extrinsic rewards. We further identify the individual dispositions that moderate these two pathways. Specifically, we propose that extrinsic reward

Summary Creativity is an increasingly important domain of performance largely based on knowledge held and exchanged among employees. Despite the necessity of knowledge exchange, individual employees tend to experience mixed motivation caused by the inherent social dilemma of knowledge sharing. To pragmatically explain how individuals deal with this motivational dilemma, we propose an expanded framework of knowledge management behavior (KMB) that includes knowledge sharing, hiding, and manipulati

Studies on creativity have identified critical individual and contextual variables that contribute to individuals' creative performance. However, the psychological mechanisms through which these factors influence creative performance have not yet been systematically investigated. This study explored potential psychological processes that mediate the effects of various individual and contextual variables on the creative performance of individuals. The results, based on longitudinal,

The present study integrates institutional factors and employee-based collective processes as predictors of 2 key implementation outcomes: implementation effectiveness and innovation effectiveness (Klein, Conn, & Sorra, 2001). Specifically, the authors proposed that institutional factors shape employees' collective implementation efficacy and innovation acceptance. The authors further hypothesized that these employee-based collective processes mediate the effects of institutional factors on impl

Abstract Self‐efficacy belief is a significant predictor of behavioral choices in terms of goal setting, the amount of effort devoted to a particular task, and actual performance. This study conceives of formation and change of self‐efficacy as a social and context‐dependent process. We hypothesized that different group factors (discretionary and ambient group stimuli) influence changes in members' self‐efficacy through differing routes (individual‐level and cross‐level processes). We tested our

Abstract Organizational scholars have recently shifted their attention to examining organizational citizenship behavior (OCB) as a group‐level phenomenon. Adopting the input‐mediator‐outcome model of group performance, we examined antecedents and intermediate processes that predict group‐level OCB (GOCB) in small work groups. The results, based on data from 62 work groups representing a variety of industries, revealed that demographic faultlines based on relation‐oriented attributes (gender, age

This study highlights the importance of negative predictors of employee creativity. The authors identified a set of work environment characteristics that may inhibit employee creativity. Using data collected from 123 Canadian employees in various industries, the authors empirically tested the relationships between these inhibiting factors and peer-rated creative performance. Aversive leadership and unsupportive organizational climate were negatively related to creativity, whereas close monitorin

With the emergence of new organizational forms such as team-based organizations, external activities have become a critical function for organizational teams. This article offers a theoretical framework that indicates when external activities enhance team effectiveness and explains how team-design features influence external activities. Drawing on structural contingency theory, this article proposes that the relationship between external activities and team effectiveness is moderated by a set of

Abstract Focusing on the role of emotions in understanding employee behavior, the present study identifies employees' emotional reactions toward innovation as a mediating process that explains the effects of institutional environment on collective innovation use in work units. We further employed the appraisal theory of emotion and affective events theory (AET) to conceptualize the relationships between cognitions and emotions involving innovation. This expanded conceptual model was tested using

Summary Previous studies have investigated the role of intrinsic motivation and extrinsic rewards in enhancing employee creativity. However, the possibility that these motivational factors affect the creativity of different types remains largely unexplored, particularly in the organizational settings. Moreover, the potential that personality traits may moderate the function of these motivational factors toward creativity is another underresearched area. By drawing on the person–situation interac