장은미 교수

This study investigated the moderating role of career commitment on the relationships between employees' perception of company practices and organizational commitment, and between organizational commitment and turnover intention. Using a sample of 225 researchers from eight business-related research institutes in Korea, it was found that (1) career commitment was perceived as distinct from the two dimensions of organizational commitment (affective and continuance) by Korean researchers; (2) care

Although the effects of a company’s overall human resources (HR) practices, or HR bundle, have been extensively examined, the effects of employees’ overall perception of HR effectiveness have rarely been studied. The current research examines whether a company’s commitment HR bundle measured at the company level is associated with an employee’s overall perception measured at the individual level, and whether the overall perception influences his/her perceived procedural justice and organizationa

Using both agency theory and comparative national culture frameworks, this study investigated factors determining the degree and type of control used by American and Japanese MNCs on their Korean subsidiaries. Two characteristics of MNCs affected the control they exerted—the degree of MNCs’ ownership, which affected the amount of control, and the nationality of the MNC’s headquarters, which affected the type of control exerted. As predicted, the size of the subsidiary relative to the MNC, modera

Using both agency theory and comparative national culture frameworks, this study investigated factors determining the degree and type of control used by American and Japanese MNCs on their Korean subsidiaries. Two characteristics of MNCs affected the control they exerted—the degree of MNCs’ ownership, which affected the amount of control, and the nationality of the MNC’s headquarters, which affected the type of control exerted. As predicted, the size of the subsidiary relative to the MNC, modera

Purpose To examine the effect of pay‐for‐performance on distributive justice and the moderating effect of commitment performance appraisal in the case of Korean employees. Design/methodology/approach Data were collected from 28 companies and 656 employees. Moderated regression analyses were employed. Findings Findings show that pay‐for‐performance enhances employees' perception of distributive justice only when there is a commitment performance appraisal practice. Additional analysis shows that

Abstract Research supports the conclusion that organizational commitment is affected more by procedural justice than by distributive justice, and this is especially true in collectivistic societies. The present research examines the effects of distributive justice on organizational commitment levels of Korean employees under layoff situations. It focuses on the moderating effects of two layoff variables: layoff experience and layoff perception. Data were collected from HR managers from 14 compan

The research undertaken here examines how an organizational work‐family culture affects the attitudes of working mothers. This research extends the existing findings by examining two separate mediation processes: work‐family conflict and career expectations. The cases of 1,308 working mothers were analyzed using structural equation modeling. Results show that career expectations mediated the effect of an organizational work‐family culture on affective commitment while work‐family conflict did no

Abstract Studies of human resource management (HRM) have produced plentiful results on commitment HRM, but its effects during a crisis have rarely been examined. Incorporating the commitment HRM view and the cognitive phenomenological framework, we examined whether and how commitment HRM practices implemented prior to the COVID‐19 mitigate employees' negative cognitive evaluations and attitudes during the pandemic. Moreover, a pandemic is a situation that requires strong government interventions

Despite fundamental conflicts with their culture and traditional management practices, pay for performance has emerged as an ascendant compensation method in Korean companies within the recent decade. The current research attempts to explain the phenomena, relying on institutionalism and motivation theories. The research develops instrumentality perception as an index of legitimacy at the level of individual employees, and explores whether aspects of a company adoption of pay for performance inf

Individual pay for performance is regarded as a major motivational practice, but direct empirical examinations of its effects on employee motivation are rare. Such research is especially rare in collectivistic societies in which stable seniority-based practices have prevailed. The current research examines the effects of pay for performance on employee motivation. With two individual-level moderators of monetary value and perception of the practice, the current research uses a multilevel frame t