조윤직 교수

As the retirement wave of Baby Boomers approaches, retaining newly hired, mid-career, and retirement-eligible employees will be nearly as crucial as hiring top-quality new people. Using two large data sets on federal employees, we focus on whether human resource management (HRM) practices can affect turnover intention and whether they matter equally at all stages of the federal career. First, however, we test how well turnover intention predicts behavior using a 1% sample of the Central Personne

Motivation scholars have argued that intrinsic motivation is an important driver of employee attitudes. This research tests the influence of intrinsic motivation on employee attitudes and explores three factors conditioning the effects of intrinsic motivation: managerial trustworthiness, goal directedness, and extrinsic reward expectancy. The analysis demonstrates that intrinsic motivation is substantively associated with both employee satisfaction and turnover intention. It also reveals that th

Abstract This research seeks to answer two questions. The first question is this: ‘Does trust matter for employee satisfaction and commitment?’ In the business management field, one can find many empirical studies investigating trust as a valuable resource within organizations. The public management field, however, has paid less attention to this issue. This research investigates the role of trust within one US federal agency, the Federal Aviation Administration (FAA), by examining the relations

This research explores determinants of turnover intention of social workers. Retention of social workers is critical in the social welfare field because a high turnover rate is directly related to the deterioration of service quality. Of the many factors affecting turnover intention, this research focuses on emotional labor and organizational trust. The former characterizes social workers’ tasks in that they are regularly in contact with service clients. Surface acting, one of the emotional labo

Since Miceli and Near’s seminal work, scholars and practitioners have sought to identify determinants of whistleblowing behaviors. For example, Miceli, Near, Rehg, and Van Scotter argued that proactive personality, less co-worker invalidation, and leverage in the specific situation lead to whistleblowing. Nevertheless, the decision to whistleblow is a complicated process, and relevant factors are still under exploration. This research seeks to answer the question “What factors influence whistleb

The theory of organizational justice has been supported by numerous empirical studies in the private sector. Although public administration scholars have investigated the fairness issue in pay and promotions, the main focus was confined to specific groups such as females and racial minorities. This research seeks to fill the gap by providing some generalizable findings. We investigate the justice issue by considering both individual- and organizational-level factors. By employing hierarchical li

This article investigates the effect of performance management and explores one factor—trust in one’s supervisor—as a critical facilitator of it. Although improving performance is a prominent issue in public management and the term, performance management, is in heavy use in the public sector, systematic investigations on the subject are relatively rare. Defining performance management as a human resource management tool, this research empirically tests the associations between performance manag

Research in telework has mostly focused on studying teleworkers themselves or comparing the phenomenological experience of nonteleworkers and teleworkers. Thus, supervisors in the telework context have been a relatively neglected area of study. The current study compares the task behaviors of nonteleworking and teleworking supervisors and investigates the factors that affect supervisors’ perceived organizational impact of telework. The findings indicate that teleworking supervisors tend to spend

Using data from the Federal Human Capital Survey, we demonstrate that the managerial traits of competence, integrity, and benevolence share an important common dimension that we identify as the trustworthiness of managerial leadership (TWML). Using recursive hierarchical linear models, we demonstrate that levels of TWML are strongly and positively associated with several measures of perceived organizational outcomes. This relationship between TWML and perceived outcomes is especially strong in l

Abstract Trust has been acknowledged as a valuable managerial resource within organizations. Working as a lubricant of organizational functioning, trust reduces opportunistic behaviours while it increases voluntary compliance to organizational norms and rules as well as enhancing individual and organizational performance. Considering the importance of trust, it is worthwhile to explore what factors may help build trust within organizations. This research investigates whether perceptions of sever

Abstract This study examines the value of trustworthiness of supervisors within US federal agencies. Although public administration scholars have paid attention to trust as a managerial resource, more empirical evidence is still needed. The authors test whether perceived trustworthiness of supervisors works as a valuable managerial resource within federal agencies. Following Mayer et al. (1995 Mayer, R. C., Davis, J. H. and Schoorman, D. 1995. An Integrative Model of Organizational Trust. Academ

For decades, scholars and practitioners have paid serious attention to how to facilitate extra-role behaviors of employees. While many studies have been conducted, it is not yet clear what factors facilitate or suppress those behaviors within organizations and how those factors interact with each other. The current research focuses on two extra-role behaviors of employees: innovative behavior and organizational citizenship behavior (OCB). Both behaviors have been discussed as determinants of ind

This research explores relationships among managerial practices, trust in leadership, teamwork, and organizational performance. It seeks to contribute to the existing knowledge of trust research by exploring several antecedents and outcomes. Based on the social exchange theory, the research examines whether managerial practices are associated with trust in leadership. Trust in leadership, then, is expected to improve teamwork and organizational performance by several leadership theories. Using d

While telework has become a popular occupational mode, research has found both positive and negative effects on employee outcomes. To reconcile these inconsistent findings, we apply the job demands–resources model and investigate the possible curvilinear effect of telework on innovative and counterproductive work behavior. Analysis of two-wave survey data from South Korean public officials indicates that the relationship between the extent of telework and employee work attitudes is not always po

정부의 비효율을 방지하고 행정서비스의 질을 높이고자, 공공부문에도 많은 민간관리기법이 도입되어 왔다. 특히 구성원 개개인이 조직의 성과와 경쟁력에 미치는 영향에 주목하여, 전략적 인적자원관리를 통한 성과관리가 큰 관심을 받아왔다. 이에 본 논문에서는 민선 4기 오세훈 시장 집권기에 시행되었던 서울시 신인사시스템의 내용을 살펴보고, 이에 대한 서울시 공무원들의 인식을 살펴보았다. 신인사시스템은 크게 고성과자를 대상으로 하는 ‘성과포인트제도’와 저성과자를 대상으로 하는 ‘현장시정추진단’으로 나눌 수 있는데, 이들 각각의 제도를 경험해 본 공무원들이 현재 어떠한 평가를 내리고 있는지 설문조사에 기반을 두어 연구하였다. 두 제도 모두 현재는 시행되고 있지 않지만, 그렇기 때문에 공무원들이 보다 객관적으로 응답할 수 있는 환경이 조성되었다고 볼 수 있으며, 향후 인사개혁 방안에 대한 함의를 도출해 볼 수 있다고 판단하였다. 분석결과, 두 제도 모두에 대해 부정적인 평가가 지배적인 것으로 나타