Andrea Kim

Drawing on a multilevel model of motivation in work groups and a functionalist perspective of citizenship and socially responsible behaviors, we developed and tested a multilevel model of voluntary workplace green behavior that explicates some of the reasons why employees voluntarily engage in green behavior at work. For a sample of 325 office workers organized into 80 work groups in three firms, we found that conscientiousness and moral reflectiveness were associated with the voluntary workplac

Summary This study developed a moderated mediation model to investigate how family‐supportive paid leave and supervision affect employees' satisfaction with work–family balance and in turn their affective organizational commitment and supervisor‐directed organizational citizenship behavior depending on their perceived insider status in the organization. Our analysis of data collected from 118 employee–supervisor dyads in Korean organizations revealed that satisfaction with work–family balance me

This study investigates how the effect of employee stock ownership on financial performance may hinge on the diverse cultural and societal contexts of European countries. Based on agency and national culture theories, we hypothesize that the positive relationship between employee stock ownership and return on assets (ROA) is stronger in those nations with lower uncertainty avoidance and higher social trust. Using a multisource, time‐lagged, large‐scale dataset of 1,741 firms from 21 countries in

This study develops an HRM-capability-performance model. Applying this model to the management consulting context, legitimizing capability and senior management consultants (SMCs) are theoretically derived as a strategic capability and a strategic job that an HR system focuses on for organizational effectiveness. Regression analyses of a sample of 46 management consulting firms in South Korea find that legitimizing capability improves firm performance. Both legitimizing capability and firm perfo

Purpose The purpose of this paper is to propose a comprehensive framework that delineates how human resource (HR) practices are differentially configured for exploitative and explorative innovation as well as how the sets of HR practices support these two types of innovation. Design/methodology/approach Based on the structural ambidexterity approach and a bottom-up process in the multilevel theories, this research derives the need for the differential managerial structures for exploitation and e

Drawing on social identity theory, this research frames a multimediational model that delineates how broad‐based employee stock ownership (BESO) and employee‐perceived involvement practice in tandem yield a productive workforce at the organization level. In our theoretical model, we propose that social cohesion and voluntary turnover are collective attitudinal and behavioral outcomes resulting from the shared perception of we‐ness that employees experience through both participatory practices. O

This study examines how group diversity affects individual group members’ negative gossip about their colleagues and how this linkage is altered by group structure. We hypothesize that group diversity in terms of organizational tenure reduces individual negative gossip about coworkers, and that the diversity–gossip linkage is moderated by a self-managing structure. With a multi-source dataset collected from 312 nurses employed in 39 nursing groups at four healthcare organizations, our random coe

Abstract Despite the growing phenomenon of social entrepreneurship, the existing literature has limited quantitative findings on its determinants. This study examines the psychological origins of social entrepreneurial behavior based on the motivated information processing theory. Our structural equation modeling analysis of 179 nascent social entrepreneurs in South Korea indicates the indirect effects of prosocial motivation on social enterprise creation behavior through perceived meaningfulnes

Although workplace gossip is ubiquitous, more scholarship is needed to determine how employees may use gossip to attain valuable social resources at work—namely, their experience of power. Drawing from the gossip literature and research on power in the workplace, we identify proximal (i.e., increased power accrual) and distal (i.e., diminished voluntary turnover) positive outcomes for employees enacting negative and positive gossip about the organization at work. Using a sample of 338 nurses, we

This study draws on contextual theories to determine when strategic involvement of human resource ( HR ) departments is required in organisations. From institutional and contingency theories, some internal and external circumstances of organisations are considered contextual factors on how to structure the role of their HR departments. Using a multisource dataset collected from 300 large South Korean firms, our regression analysis indicates that the strategic involvement of an HR department is r

Following an internal fit perspective, this research aims to explore diverse patterns of relationships among human resource (HR) practices in relation to financial performance of manufacturing organizations in South Korea. We specifically focus on participatory management practices prevalent in manufacturing organizations, and drawing on ownership theories, we then classify them into involvement-oriented and equity-oriented practices. By analyzing a multi-source data-set of 333 South Korean larg