Tae-Yun Park

The authors conducted a meta-analysis of the relationship between turnover rates and organizational performance to (a) determine the magnitude of the relationship; (b) test organization-, context-, and methods-related moderators of the relationship; and (c) suggest future directions for the turnover literature on the basis of the findings. The results from 300 total correlations (N = 309,245) and 110 independent correlations (N = 120,066) show that the relationship between total turnover rates a

The present research builds theory regarding how use of flexible work practices (FWPs) affects employees' career success. We integrate theory on signaling and attributions and propose that managers interpret employees' use of FWPs as a signal of high or low organizational commitment, depending on whether managers make productivity or personal life attributions, respectively, for employees' FWP use. Managers' perceptions of employees' commitment, in turn, shape employees' career success. Field- a

Reversing the focus on human capital accumulations in the resource‐based literature, the authors examine the issue of human capital losses and organizational performance. They theorize that human capital losses markedly diminish the inimitability of human capital stores initially, but that the negative effects are attenuated as human capital losses increase. They argue further that these effects are more dramatic when human resource management ( HRM ) investments are substantial. As predicted, S

We develop a social–structural perspective on the relationship between employee–organization relationships (EORs) and team creativity. We argue that the mutual investment EOR approach, in which employers expect high levels of employee contributions and offer extensive inducements, will be associated with higher team creativity relative to other EOR approaches. We also advance the argument that this relationship will be mediated by team member work-related communication density and that the media

We review and synthesize research on the effects of incentives on ethical and unethical behavior. Our review of 361 conceptual and empirical articles, which are scattered across multiple discipline...

Abstract In this paper, we review the literature on pay variation (e.g., pay dispersion, pay compression, pay range) in organizations. Pay variation research has increased markedly in the past two decades and much progress has been made in terms of understanding its consequences for individual, team, and organizational outcomes. Our review of this research exposes several levels-related assumptions that have limited theoretical and empirical progress. We isolate the issues that deserve attention

Organizational identification has been argued to have a unique value in explaining individual attitudes and behaviors in organizations, as it involves the essential definition of entities (i.e., individual and organizational identities). This review seeks meta-analytic evidence of the argument by examining how this identity-relevant construct functions in the nexus of attitudinal/behavioral constructs. The findings show that, first, organizational identification is significantly associated with

Compensation decisions are some of the most important decisions made in organizations, and research in this area has the potential to inform these decisions. Yet compensation has been viewed as a neglected area of HR research. In order to encourage greater quantity and quality of compensation research, this article provides an overview of perspectives of compensation scholars on (1) the future of compensation research, (2) the bridging of individual-level and organization-level compensation rese

We investigate forgiveness as a human service employee coping response to client-instigated victimizations and further explore the role of workgroup conflict in (a) facilitating this response, and (b) influencing the relationship between victimization and workplace outcomes. Using the theoretical lens of Conservation of Resources (Hobfoll, 1989), we propose that employees forgive clients-especially in the context of low workgroup conflict. From low to moderate levels of client-instigated victimi

The authors present a four-fold conceptual framework of union roles—with a focus on availability, awareness, affordability, and assurance—for enhancing workers’ paid maternity leave use. Using a panel data set of working women up to age 31 constructed from the National Longitudinal Survey of Youth 1997, the authors find union-represented workers to be at least 17% more likely to use paid maternity leave than are comparable non-union workers. Additional results suggest that availability, awarenes

Although allocating resources (e.g., pay) between different job groups is a critical strategic decision, relevant research is limited. Focusing on the form of pay allocation across job groups, we consider the organizational consequences of between-group pay dispersion (BGPD). Building on the multiple social comparison literature, we propose that employees construe both large and small BGPD as fair when it is aligned with the size of explained within-group pay dispersion (WGPD). We also propose t

Abstract Incentives are effective at enhancing productivity, but research also suggests that performance incentives can have “unintended negative consequences” including increases in hazard/injuries, increases in errors, and reduction in cooperation, prosocial behaviors, and creativity. Relatively overlooked is whether, when, and how incentives can be designed to prevent such negative consequences. The authors review literature in several disciplines (construction, healthcare delivery, economics

Integrating psychology and economic theories of distributive justice, I propose that equity perceptions are determined by individuals’ perceptions about their expectations about future outcomes as well as their own input perceptions. Building on this proposition, I argue that regulatory focus influences people to have different equity perceptions regarding pay differentials. Using a field study, I show that pay differential is positively related to equity perceptions when employees or supervisor

This chapter provides an overview of human resource management (HRM) in Japan and South Korea and discusses the recent globalization challenges that enterprises from both countries face. It organizes HR practices into organizational culture, recruitment and retention, training and development, and compensation and rewards. The ethnocentric management practices of Japanese and Korean multinational enterprises (MNEs) and the countries' homogenous societies make the integration of foreign workers i