오세형 교수

Many 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

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

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

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

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

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

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