Hanyang University · Business, Management and Accounting
Professor Yuhyung Shin's research lab specializes in organizational behavior and industrial-organizational psychology, focusing on the psychological and motivational mechanisms that influence employee performance, engagement, and well-being in dynamic work environments. The lab investigates key constructs such as job crafting, work engagement, virtual work, regulatory fit, job insecurity, and team-level affect and culture, with an emphasis on how individual and group-level processes shape organizational outcomes. Drawing on theoretical frameworks like self-determination theory and the person-environment fit model, the lab explores how individual differences and contextual factors interact to influence motivation, creativity, and citizenship behaviors in diverse organizational settings, particularly in South Korea and increasingly in global contexts. The research often employs multi-level, longitudinal, and cross-sectional survey designs to test complex mediating and moderating relationships in real-world work environments.
Figures are computed from collected data and may differ slightly.
This research aims to test the mediating effect of work engagement on the relationship between job crafting and job performance, as well as the moderating effects of two forms of coworker support on the job crafting–work engagement relationship. We collected survey-based data from two South Korean samples. Study 1 was conducted on 175 flight attendants. The results of Study 1 were then replicated in Study 2 wherein 181 hotel employees reported their own job crafting and work engagement, and thei
While the increasing sophistication of information technology has led to the spread of virtual organizations, there has been very little research on what factors contribute to individuals’ effectiveness in such organizations. This paper argues that organizations possess different degrees of virtuality based on four dimensions of temporal, spatial, cultural, and organizational dispersion. Using a person-environment fit framework, a theoretical model that identifies individual qualities required t
Due to increasing organizational demand and competition, employees’ goal-pursuit regulatory processes become pivotal to their work behavior and outcomes. Drawing on interpersonal regulatory fit theory, we proposed that leader prevention focus would moderate the relation between follower prevention focus and maintenance organizational citizenship behavior (OCB), whereas the relation between follower promotion focus and change OCB would be moderated by leader promotion focus. We tested these fit h
As a result of the global economic recession over the past decade, employees have been exposed to constant threats of job insecurity. Despite having conducted extensive research on job insecurity, scholars have paid little attention to the motivational processes underlying employees' reactions to job insecurity. The purpose of the present study is to examine the relationship between job insecurity, intrinsic motivation, and performance and behavioral outcomes. Drawing on self-determination theor
The study explores group-level mechanisms linking positive group affective tone (PGAT) and team creativity. Drawing on Paulus and Dzindolet’s group creativity model and the broaden-and-build theory of positive emotions, the mediating roles of team reflexivity and team promotion focus were examined. Survey data were collected from the leaders and members of 98 work teams in South Korea. Structural equation modeling results showed that when controlling for negative group affective tone, PGAT was s
Despite the vast amount of research on the antecedents of team performance, the role of subcultures in team contexts has only received scant attention. This study investigates the relationships between different types of team culture and team performance. Team-level analyses conducted on the leaders and members of 104 teams revealed a significant association between internal process team culture and team task performance, as well as a marginally significant relationship between human relations t
Despite the increasing body of research on job crafting, the relationship between managers' job crafting and their turnover intention, as well as its intermediary mechanisms, has received relatively little attention from researchers. This study examined how managers' job crafting negatively affected their turnover intention, focusing on role ambiguity and emotional exhaustion as underlying mediators. Data were collected from 235 store managers in South Korean food franchises. All study hypothese
Despite previous studies that examined factors that would help service employees cope with customer incivility, the role of employee-initiated job strategies has rarely been explored in the context of customer incivility. Drawing on the job demand-control model, we proposed that a high-control job strategy (such as job crafting) alleviates the deleterious effect of customer incivility on job performance through emotional exhaustion, whereas a low-control job strategy (such as service scripts) ag
Despite the increasing body of research on workplace incivility, the relationship between supervisor incivility and employee job performance, as well as its intermediary mechanisms, has received relatively little attention from researchers. Drawing on the transactional model of stress and self-determination theory, we propose employees' job insecurity and amotivation as mediating mechanisms between supervisor incivility and employee job performance. The proposed serial-mediation model was tested
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