전재욱 교수

Summary This study examined relationships between mentoring functions offered and transformational leadership as a mentor outcome and affective well‐being and organizational commitment as mutual outcomes for both mentors and protégés. For this examination, we conducted a longitudinal field study by using 111 matched reports from both mentors and protégés collected at three different points in time over seven months in nine Korean companies that administered a standardized formal mentoring progra

We present a model that captures processes leading to aggressive behaviors in the workplace. Starting with trigger events, the model outlines the development of aggressive behaviors via three processing routes that vary in their level of deliberate, mindful processing. The model outlines how repeated exposure to trigger events can lead to the escalation of workplace aggression while also highlighting the moderating role of such factors as an individual's level of self-control and attitude toward

Summary Using matched reports from 73 team leaders and 359 of their members across 23 companies in Korea, we examined a multilevel model where group‐ and individual‐focused transformational leadership and their influence processes operate at the team and dyadic levels independently and interactively to be associated with team and member performance. Results indicated that group‐focused transformational leadership was positively associated with team performance through team member exchange (TMX),

This study examined the roles of mentors’ and protégés’ emotional intelligence and protégés’ trust in the mentors in formal mentoring relationships. Using reports from both mentors and protégés in 147 formal mentoring dyads, results of partial least squares analysis indicated that mentors’ emotional intelligence directly and indirectly related to mentoring provided through protégés’ trust in the mentors, whereas protégés’ emotional intelligence was only indirectly associated with the mentoring p