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Prof. Won-Moo Hur
College of Business Administration, Inha University, 100 Inha-ro, Michuhol-gu, Incheon, 22212, Korea

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0 job insecurity
0 Emotional labor
0 job crafting
0 Micro-CSR
0 Workplace incivility

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job crafting
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Empirical article
Published: 06 August 2021 in Service Business
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The purpose of our study was to assess the effects of customer incivility and abusive supervision on employee performance during the pre- and post-COVID-19 periods. Our two-wave panel data collected from South Korean frontline service employees revealed that the indirect effect of customer incivility on job performance through emotional exhaustion became more pronounced after the onset of the pandemic. Furthermore, during the pandemic, customer incivility exerted a greater indirect effect on job performance through emotional exhaustion than abusive supervision. These findings offer insights for effectively managing frontline service employees’ stress in times of crisis, including pandemics.

ACS Style

Yuhyung Shin; Won-Moo Hur; Hansol Hwang. Impacts of customer incivility and abusive supervision on employee performance: a comparative study of the pre- and post-COVID-19 periods. Service Business 2021, 1 -22.

AMA Style

Yuhyung Shin, Won-Moo Hur, Hansol Hwang. Impacts of customer incivility and abusive supervision on employee performance: a comparative study of the pre- and post-COVID-19 periods. Service Business. 2021; ():1-22.

Chicago/Turabian Style

Yuhyung Shin; Won-Moo Hur; Hansol Hwang. 2021. "Impacts of customer incivility and abusive supervision on employee performance: a comparative study of the pre- and post-COVID-19 periods." Service Business , no. : 1-22.

Research article
Published: 13 July 2021 in Corporate Social Responsibility and Environmental Management
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This study aimed to examine the relationship between perceptions of corporate social responsibility (CSR) and sustainable safety behaviors among frontline employees. Drawing on social identity and social exchange theories, this study hypothesized that frontline employees' organization-based self-esteem (OBSE) and work engagement mediate the relationship between CSR perceptions and sustainable safety behaviors. Using data collected from 222 flight attendants in South Korea, structural equation modeling was conducted to test the research hypotheses. The results showed that CSR perceptions were positively related to extra-role safety behaviors. Further, OBSE mediated the positive relationship between CSR perceptions and extra-role safety behaviors, and work engagement mediated the positive relationship between CSR perceptions and in-role safety behaviors. The theoretical and managerial implications as well as the study limitations are articulated. Additionally, future research directions for promoting sustainable safety practices in high-contact service settings are suggested.

ACS Style

Won‐Moo Hur; Seung‐Yoon Rhee; Eun Ju Lee; Hyewon Park. Corporate social responsibility perceptions and sustainable safety behaviors among frontline employees: The mediating roles of organization‐based self‐esteem and work engagement. Corporate Social Responsibility and Environmental Management 2021, 1 .

AMA Style

Won‐Moo Hur, Seung‐Yoon Rhee, Eun Ju Lee, Hyewon Park. Corporate social responsibility perceptions and sustainable safety behaviors among frontline employees: The mediating roles of organization‐based self‐esteem and work engagement. Corporate Social Responsibility and Environmental Management. 2021; ():1.

Chicago/Turabian Style

Won‐Moo Hur; Seung‐Yoon Rhee; Eun Ju Lee; Hyewon Park. 2021. "Corporate social responsibility perceptions and sustainable safety behaviors among frontline employees: The mediating roles of organization‐based self‐esteem and work engagement." Corporate Social Responsibility and Environmental Management , no. : 1.

Journal article
Published: 18 May 2021 in International Journal of Environmental Research and Public Health
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Despite the large body of research on workplace mistreatment, surprisingly few studies have examined the interaction effect of multiple interpersonal stressors on employee outcomes. To fill this gap, our research aimed to test the moderating effects of coworker incivility and customer incivility on the relationship between abusive supervision, emotional exhaustion, and job performance. Analyses conducted on 651 South Korean frontline service employees revealed that abusive supervision exerted a significant indirect effect on job performance through emotional exhaustion. Customer incivility strengthened the positive relationship between abusive supervision and emotional exhaustion, as well as the indirect effect of abusive supervision on job performance through emotional exhaustion. Our post hoc analysis demonstrated a three-way interaction between abusive supervision, coworker incivility, and customer incivility; the relationship between abusive supervision and emotional exhaustion was significantly positive only when coworker incivility was high and customer incivility was low. We discuss the implications of our findings for theory and practice.

ACS Style

Yuhyung Shin; Won-Moo Hur; Seongho Kang. Mistreatment from Multiple Sources: Interaction Effects of Abusive Supervision, Coworker Incivility, and Customer Incivility on Work Outcomes. International Journal of Environmental Research and Public Health 2021, 18, 5377 .

AMA Style

Yuhyung Shin, Won-Moo Hur, Seongho Kang. Mistreatment from Multiple Sources: Interaction Effects of Abusive Supervision, Coworker Incivility, and Customer Incivility on Work Outcomes. International Journal of Environmental Research and Public Health. 2021; 18 (10):5377.

Chicago/Turabian Style

Yuhyung Shin; Won-Moo Hur; Seongho Kang. 2021. "Mistreatment from Multiple Sources: Interaction Effects of Abusive Supervision, Coworker Incivility, and Customer Incivility on Work Outcomes." International Journal of Environmental Research and Public Health 18, no. 10: 5377.

Research article
Published: 01 April 2021 in Current Issues in Tourism
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Workplace incivility has received increasing attention from hospitality and tourism scholars because of its implications for service outcomes. In the present study, we focused on supervisor incivility as a factor that negatively affects flight attendants’ service performance. The objective of the present study was to examine how supervisor incivility affects flight attendants’ service performance and when this relationship can be buffered. We proposed the indirect effect of supervisor incivility on service performance through job insecurity and the moderating effect of coworker emotional and instrumental support on this relationship. To test these effects, we administered two-wave surveys to 222 South Korean flight attendants. Results indicated the significant mediating effect of job insecurity on the relationship between supervisor incivility and service performance. Of the two types of coworker support, only emotional support significantly lessened the positive relationship between supervisor incivility and job insecurity. Coworker emotional support further mitigated the indirect effect of supervisor incivility on service performance through job insecurity. These findings have implications for theory and practice.

ACS Style

Yuhyung Shin; Eun Ju Lee; Won-Moo Hur. Supervisor incivility, job insecurity, and service performance among flight attendants: the buffering role of co-worker support. Current Issues in Tourism 2021, 1 -18.

AMA Style

Yuhyung Shin, Eun Ju Lee, Won-Moo Hur. Supervisor incivility, job insecurity, and service performance among flight attendants: the buffering role of co-worker support. Current Issues in Tourism. 2021; ():1-18.

Chicago/Turabian Style

Yuhyung Shin; Eun Ju Lee; Won-Moo Hur. 2021. "Supervisor incivility, job insecurity, and service performance among flight attendants: the buffering role of co-worker support." Current Issues in Tourism , no. : 1-18.

Research article
Published: 03 December 2020 in Journal of Service Research
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Drawing on self-determination theory, which suggests that individuals’ autonomous and controlled motivations determine their behavior and performance, our research examined the relationship between motivation, emotional labor, and service performance. We predicted that autonomous motivation will be positively associated with service performance through deep acting and that controlled motivation will be negatively associated with service performance through surface acting. To test these hypotheses, we collected three-wave data from 282 hotel employees and 21 general managers over a 15-month period. As predicted, autonomous motivation was positively related to deep acting and negatively related to surface acting 1 year later, whereas controlled motivation was positively related to surface acting 1 year later. Deep acting was positively associated with supervisor-rated service performance 3 months later. Further, the indirect effect of autonomous motivation on service performance through deep acting was significant. The robustness of these findings was established by reanalyzing the data without controlling for potential confounds and conducting a validation study among 70 flight attendants across 5 consecutive days. The findings highlight the importance of service employees’ autonomous motivation in effective emotion regulation and resulting service performance.

ACS Style

Won-Moo Hur; Yuhyung Shin; Tae Won Moon. Linking Motivation, Emotional Labor, and Service Performance From a Self-Determination Perspective. Journal of Service Research 2020, 1 .

AMA Style

Won-Moo Hur, Yuhyung Shin, Tae Won Moon. Linking Motivation, Emotional Labor, and Service Performance From a Self-Determination Perspective. Journal of Service Research. 2020; ():1.

Chicago/Turabian Style

Won-Moo Hur; Yuhyung Shin; Tae Won Moon. 2020. "Linking Motivation, Emotional Labor, and Service Performance From a Self-Determination Perspective." Journal of Service Research , no. : 1.

Journal article
Published: 22 October 2020 in Healthcare
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The present study examines the effect of the emotional exhaustion associated with salespersons’ job insecurity on their sleep (i.e., insomnia symptoms). We identified two types of formal organizational control systems (i.e., outcome-based and behavior-based controls) as boundary conditions that strengthen/weaken the positive relationship between job insecurity and emotional exhaustion. To test this moderating effect, we collected online panel surveys from 187 Korean salespersons at two time points, which were separated by three months. Like our predictions, the positive relationship between job insecurity and negative sleep quality (i.e., insomnia symptoms) was found to be mediated by emotional exhaustion. We further found a significant three-way interaction between job insecurity, outcome-based control, and behavior-based control, which is mediated by emotional exhaustion, indicating that the positive relationship between job insecurity and emotional exhaustion was strongest when the outcome-based control and behavior-based control of salespersons were high and low, respectively. The indirect effect of the emotional exhaustion associated with job insecurity on sleep quality was also weakest when the outcome-based control and behavior-based control were both high. These results provide theoretical and practical implications for managing employees in job insecurity contexts.

ACS Style

Chang Jung; Tae-Won Moon; Won-Moo Hur. When and How Does the Job Insecurity of Salespersons Become a Sleep Problem? The Moderating Roles of Organizational Control Systems. Healthcare 2020, 8, 422 .

AMA Style

Chang Jung, Tae-Won Moon, Won-Moo Hur. When and How Does the Job Insecurity of Salespersons Become a Sleep Problem? The Moderating Roles of Organizational Control Systems. Healthcare. 2020; 8 (4):422.

Chicago/Turabian Style

Chang Jung; Tae-Won Moon; Won-Moo Hur. 2020. "When and How Does the Job Insecurity of Salespersons Become a Sleep Problem? The Moderating Roles of Organizational Control Systems." Healthcare 8, no. 4: 422.

Brief report
Published: 27 September 2020 in Psychology and Psychotherapy: Theory, Research and Practice
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Since the outbreak of the COVID‐19 pandemic in South Korea in January 2020, many South Korean employees have been experiencing work stressors, threats of job insecurity, and feelings of isolation, which together lead to emotional exhaustion. The present study aimed to compare the emotional exhaustion of South Korean employees before and after the pandemic, as well as to examine how the demographic characteristics of employees affected their emotional exhaustion. We administered surveys to 276 employees before the COVID‐19 pandemic (from July to October 2019) and 301 employees after its onset (from March to April 2020). A series of t‐tests demonstrated that both employee samples were similar demographically. Hierarchical regression analyses revealed that even when controlling for baseline emotions, the employees assessed after the COVID‐19 experienced significantly higher emotional exhaustion than those assessed before. Furthermore, in reaction to COVID‐19, female employees felt more emotionally exhausted than their male counterparts. Finally, after the COVID‐19 pandemic, younger and short‐tenured employees reported higher emotional exhaustion than older and more experienced employees. These findings provide insight into managing the mental health of employees during the COVID‐19 crisis. Practitioner points The emotional exhaustion of the South Korean workforce increased after the COVID‐19 pandemic. After the pandemic, female employees experienced a higher level of emotional exhaustion than their male counterparts. After the pandemic, younger and short‐tenured employees experienced a higher level of emotional exhaustion than older and long‐tenured employees.

ACS Style

Hansol Hwang; Won‐Moo Hur; Yuhyung Shin. Emotional exhaustion among the South Korean workforce before and after COVID‐19. Psychology and Psychotherapy: Theory, Research and Practice 2020, 94, 371 -381.

AMA Style

Hansol Hwang, Won‐Moo Hur, Yuhyung Shin. Emotional exhaustion among the South Korean workforce before and after COVID‐19. Psychology and Psychotherapy: Theory, Research and Practice. 2020; 94 (2):371-381.

Chicago/Turabian Style

Hansol Hwang; Won‐Moo Hur; Yuhyung Shin. 2020. "Emotional exhaustion among the South Korean workforce before and after COVID‐19." Psychology and Psychotherapy: Theory, Research and Practice 94, no. 2: 371-381.

Earlycite article
Published: 21 September 2020 in International Journal of Bank Marketing
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PurposeThe purpose of this study was to investigate the effect of perceived corporate hypocrisy on customer mistreatment behaviors within the banking industry and the moderating effects of customer–company identification (CCI) and brand equity on the hypocrisy-mistreatment behavior relationship.Design/methodology/approachUsing multistage sampling, 567 South Korean banking service users participated in an online survey. Structural equation modeling (confirmatory factor analysis) and hierarchical regression analysis were used to analyze the data.FindingsPerceived corporate hypocrisy was positively related to customer mistreatment behaviors. CCI and brand equity differentially moderated the positive relationship between perceived corporate hypocrisy and customer mistreatment behaviors. Specifically, CCI and brand equity strengthened and weakened the positive relationship between perceived corporate hypocrisy and customer mistreatment behaviors, respectively.Practical implicationsMarketers and banking service managers should pay careful attention to customer evaluations of their social activities and communication about the ethical values and actions of their firms. Since CCI and brand equity have contrasting moderating effects on the corporate hypocrisy-aggressive behavior relationship, marketers should devise different strategies to manage the adverse effects of such corporate crises on company-identified and brand-committed customers. For example, managers should focus on customers who actively express their deep sense of disappointment or profound anger in response to corporate hypocrisy (e.g. those with high levels of CCI) because they are likely to exhibit aggressive behaviors toward the company or its employees. Managers need to devise customized relationship-recovery strategies for such customers (e.g. forging a personal connection between the customer and service provider).Originality/valueThe present findings delineate the adverse effects of perceived corporate hypocrisy on customer behaviors and the moderating effect of customer relationship quality on the corporate hypocrisy-mistreatment behavior relationship within the banking industry.

ACS Style

Won-Moo Hur; Yeonshin Kim. Customer reactions to bank hypocrisy: the moderating role of customer–company identification and brand equity. International Journal of Bank Marketing 2020, 38, 1553 -1574.

AMA Style

Won-Moo Hur, Yeonshin Kim. Customer reactions to bank hypocrisy: the moderating role of customer–company identification and brand equity. International Journal of Bank Marketing. 2020; 38 (7):1553-1574.

Chicago/Turabian Style

Won-Moo Hur; Yeonshin Kim. 2020. "Customer reactions to bank hypocrisy: the moderating role of customer–company identification and brand equity." International Journal of Bank Marketing 38, no. 7: 1553-1574.

Research article
Published: 28 July 2020 in Corporate Social Responsibility and Environmental Management
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Although interest in employees' perceptions of and their responses to corporate social responsibility (CSR) has grown up, it has been suggested that further research is necessary on how employees' perceptions of CSR are related to their performance. This study aimed to address this call for research with a focus on service employees. We anticipated that service employees' perceptions of their organizations' social responsibility activities would encourage them to become prosocially motivated, which would lead them to engage more in deep acting and less in surface acting, eventually resulting in superior service performance. This study used a sample of hotel employees to test the sequential links between perceived CSR, prosocial motivation, deep/surface acting, and service performance. This study, which yields results largely consistent with our expectations, contributes to the microlevel CSR literature and offers practical guidelines for managers.

ACS Style

Inyong Shin; Won‐Moo Hur. How are service employees' perceptions of corporate social responsibility related to their performance? Prosocial motivation and emotional labor as underlying mechanisms. Corporate Social Responsibility and Environmental Management 2020, 27, 2867 -2878.

AMA Style

Inyong Shin, Won‐Moo Hur. How are service employees' perceptions of corporate social responsibility related to their performance? Prosocial motivation and emotional labor as underlying mechanisms. Corporate Social Responsibility and Environmental Management. 2020; 27 (6):2867-2878.

Chicago/Turabian Style

Inyong Shin; Won‐Moo Hur. 2020. "How are service employees' perceptions of corporate social responsibility related to their performance? Prosocial motivation and emotional labor as underlying mechanisms." Corporate Social Responsibility and Environmental Management 27, no. 6: 2867-2878.

Journal article
Published: 03 June 2020 in International Journal of Environmental Research and Public Health
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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 hypotheses were supported by regression-based path modeling. Controlling for role conflict and role ambiguity, we found a negative relationship between job crafting and role ambiguity, a positive relationship between role ambiguity and emotional exhaustion, and a positive relationship between emotional exhaustion and turnover intention. Our mediation analyses further revealed that controlling for role conflict and role overload, role ambiguity and emotional exhaustion partially and sequentially mediated the relationship between managers’ job crafting and their turnover intention. These findings have several implications for theory and practice.

ACS Style

Yuhyung Shin; Won-Moo Hur; Kyungdo Park; Hansol Hwang. How Managers’ Job Crafting Reduces Turnover Intention: The Mediating Roles of Role Ambiguity and Emotional Exhaustion. International Journal of Environmental Research and Public Health 2020, 17, 3972 .

AMA Style

Yuhyung Shin, Won-Moo Hur, Kyungdo Park, Hansol Hwang. How Managers’ Job Crafting Reduces Turnover Intention: The Mediating Roles of Role Ambiguity and Emotional Exhaustion. International Journal of Environmental Research and Public Health. 2020; 17 (11):3972.

Chicago/Turabian Style

Yuhyung Shin; Won-Moo Hur; Kyungdo Park; Hansol Hwang. 2020. "How Managers’ Job Crafting Reduces Turnover Intention: The Mediating Roles of Role Ambiguity and Emotional Exhaustion." International Journal of Environmental Research and Public Health 17, no. 11: 3972.

Original paper
Published: 26 May 2020 in Journal of Business and Psychology
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Drawing on the job demands-resources model, this study aims to explore the boundary conditions that buffer the negative effect of job insecurity on work engagement and job performance. It is predicted that job insecurity is negatively associated with job performance by undermining work engagement. This relationship is proposed to weaken when employees give and receive help arising from prosocial motivation. To test these propositions, we conducted two cross-sectional studies in the South Korean service sector, which demonstrated a similar pattern of results. Work engagement significantly mediated the link between job insecurity and job performance. We further found a significant three-way interaction between job insecurity, giving help, and prosocial motivation on work engagement such that the negative relationship between job insecurity and work engagement was weakest when employees’ help-giving and prosocial motivation were both high. The indirect effect of job insecurity on job performance through work engagement was also weakest for high levels of help-giving and prosocial motivation. Contrary to our prediction, we found no support for the three-way interaction between job insecurity, receiving help, and prosocial motivation on work engagement as well as on the indirect effect on job performance through work engagement. These findings have theoretical and practical implications for managing employees in job-insecurity contexts.

ACS Style

Yuhyung Shin; Won-Moo Hur. When do job-insecure employees keep performing well? The buffering roles of help and prosocial motivation in the relationship between job insecurity, work engagement, and job performance. Journal of Business and Psychology 2020, 36, 659 -678.

AMA Style

Yuhyung Shin, Won-Moo Hur. When do job-insecure employees keep performing well? The buffering roles of help and prosocial motivation in the relationship between job insecurity, work engagement, and job performance. Journal of Business and Psychology. 2020; 36 (4):659-678.

Chicago/Turabian Style

Yuhyung Shin; Won-Moo Hur. 2020. "When do job-insecure employees keep performing well? The buffering roles of help and prosocial motivation in the relationship between job insecurity, work engagement, and job performance." Journal of Business and Psychology 36, no. 4: 659-678.

Research article
Published: 19 March 2020 in Corporate Social Responsibility and Environmental Management
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This study aims to investigate the effects of customers' perception of corporate social responsibility (CSR) on their CSR participation intention via customer–company identification (C–C identification). The authors also examine how CSR credibility strengthens the customers' CSR perception–C–C identification relationship and the indirect relationship between CSR perception and CSR participation intention through C–C identification. We conducted a survey of 567 South Korean bank customers and performed structural equation modeling to test our hypotheses. C–C identification partially mediated the relationship between customers' CSR perception and CSR participation intention. The positive association between customers' CSR perception and C–C identification was more pronounced when CSR credibility was higher than when it was lower. CSR credibility further moderated the indirect effect of customers' CSR perception and CSR participation intention through C‐C identification. This study deepens CSR research by showing how a cognitive CSR perception leads to a behavioral CSR participation based on a research model.

ACS Style

Won‐Moo Hur; Tae‐Won Moon; Hanna Kim. When and how does customer engagement in CSR initiatives lead to greater CSR participation? The role of CSR credibility and customer–company identification. Corporate Social Responsibility and Environmental Management 2020, 27, 1878 -1891.

AMA Style

Won‐Moo Hur, Tae‐Won Moon, Hanna Kim. When and how does customer engagement in CSR initiatives lead to greater CSR participation? The role of CSR credibility and customer–company identification. Corporate Social Responsibility and Environmental Management. 2020; 27 (4):1878-1891.

Chicago/Turabian Style

Won‐Moo Hur; Tae‐Won Moon; Hanna Kim. 2020. "When and how does customer engagement in CSR initiatives lead to greater CSR participation? The role of CSR credibility and customer–company identification." Corporate Social Responsibility and Environmental Management 27, no. 4: 1878-1891.

Journal article
Published: 06 March 2020 in Journal of Brand Management
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ACS Style

Won-Moo Hur; Tae-Won Moon; Hanna Kim. When does customer CSR perception lead to customer extra-role behaviors? The roles of customer spirituality and emotional brand attachment. Journal of Brand Management 2020, 27, 421 -437.

AMA Style

Won-Moo Hur, Tae-Won Moon, Hanna Kim. When does customer CSR perception lead to customer extra-role behaviors? The roles of customer spirituality and emotional brand attachment. Journal of Brand Management. 2020; 27 (4):421-437.

Chicago/Turabian Style

Won-Moo Hur; Tae-Won Moon; Hanna Kim. 2020. "When does customer CSR perception lead to customer extra-role behaviors? The roles of customer spirituality and emotional brand attachment." Journal of Brand Management 27, no. 4: 421-437.

Journal article
Published: 02 August 2019 in The Journal of Psychology
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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 through a multilevel analysis of two-wave surveys collected from kindergarten teachers and their principals. Our mediation analysis revealed that incivility perpetrated by kindergarten principals exerted a negative effect on teachers' job performance three months later by shaping job insecurity perceptions and amotivation. These findings have theoretical implications for the workplace incivility literature and managerial implications for practitioners.

ACS Style

Yuhyung Shin; Won-Moo Hur. Supervisor Incivility and Employee Job Performance: The Mediating Roles of Job Insecurity and Amotivation. The Journal of Psychology 2019, 154, 38 -59.

AMA Style

Yuhyung Shin, Won-Moo Hur. Supervisor Incivility and Employee Job Performance: The Mediating Roles of Job Insecurity and Amotivation. The Journal of Psychology. 2019; 154 (1):38-59.

Chicago/Turabian Style

Yuhyung Shin; Won-Moo Hur. 2019. "Supervisor Incivility and Employee Job Performance: The Mediating Roles of Job Insecurity and Amotivation." The Journal of Psychology 154, no. 1: 38-59.

Journal article
Published: 31 July 2019 in International Journal of Environmental Research and Public Health
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Drawing on Dragoni’s cross-level model of state goal orientation, this research aims to examine the cross-level mediating effect of team goal orientation on the relationships between interteam cooperation and competition and three forms of boundary activities. Study 1 tested the proposed mediating relationships by collecting survey data from 249 members of 45 South Korean work teams. Additionally, we conducted a two-wave longitudinal study (Study 2) on 188 undergraduate students to replicate the relationships between three types of team goal orientation and their relevant forms of boundary activities. In Study 1, we found positive associations between interteam cooperation and team learning goal orientation, and between interteam competition and team performance-prove and performance-avoid goal orientations. Team learning and performance-prove goal orientations were positively related to boundary spanning and reinforcement. As predicted, team learning goal orientation had a stronger relationship with boundary spanning than team performance-prove goal orientation, whereas team performance-prove goal orientation had a stronger relationship with boundary reinforcement than team learning goal orientation. While team learning goal orientation mediated the relationship between interteam cooperation and boundary spanning and reinforcement, team performance-prove goal orientation mediated the relationship between interteam competition and boundary spanning and reinforcement. The results of Study 2 demonstrated the positive lagged effects of team performance-prove goal orientation on boundary reinforcement and of team performance-avoid goal orientation on boundary buffering.

ACS Style

Yuhyung Shin; Mihee Kim; Won-Moo Hur. Interteam Cooperation and Competition and Boundary Activities: The Cross-Level Mediation of Team Goal Orientations. International Journal of Environmental Research and Public Health 2019, 16, 2738 .

AMA Style

Yuhyung Shin, Mihee Kim, Won-Moo Hur. Interteam Cooperation and Competition and Boundary Activities: The Cross-Level Mediation of Team Goal Orientations. International Journal of Environmental Research and Public Health. 2019; 16 (15):2738.

Chicago/Turabian Style

Yuhyung Shin; Mihee Kim; Won-Moo Hur. 2019. "Interteam Cooperation and Competition and Boundary Activities: The Cross-Level Mediation of Team Goal Orientations." International Journal of Environmental Research and Public Health 16, no. 15: 2738.

Journal article
Published: 07 June 2019 in Journal of Air Transport Management
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This study aims to examine the mediating effect of increasing job resources and challenge job demands on the relationship between flight attendants’ daily job crafting and daily organizational citizenship behavior (OCB). Drawing on the job demands-resources model, we proposed that daily task, relational, and cognitive crafting would be positively associated with daily OCB by increasing job resources and challenge job demands. To test this proposition, we collected daily diaries from 50 Korean flight attendants for ten consecutive working days and conducted multilevel modeling and a bootstrapping analysis. Findings showed that daily task, relational, and cognitive crafting were positively related to daily OCB though the mediating process of increasing job resources and challenge job demands. Our post-hoc analysis revealed that the proposed mediating model was more viable than the alternative causal model. These findings offer novel insight for job crafting and OCB literature.

ACS Style

Yuhyung Shin; Won-Moo Hur. Linking flight attendants’ job crafting and OCB from a JD-R perspective: A daily analysis of the mediation of job resources and demands. Journal of Air Transport Management 2019, 79, 101681 .

AMA Style

Yuhyung Shin, Won-Moo Hur. Linking flight attendants’ job crafting and OCB from a JD-R perspective: A daily analysis of the mediation of job resources and demands. Journal of Air Transport Management. 2019; 79 ():101681.

Chicago/Turabian Style

Yuhyung Shin; Won-Moo Hur. 2019. "Linking flight attendants’ job crafting and OCB from a JD-R perspective: A daily analysis of the mediation of job resources and demands." Journal of Air Transport Management 79, no. : 101681.

Journal article
Published: 22 May 2019 in International Journal of Environmental Research and Public Health
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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 theory (SDT), we propose a mediated relationship in which job insecurity decreases intrinsic motivation, which, in turn, undermines job performance, organizational citizenship behavior (OCB), and change-oriented OCB. To test our propositions, we collected survey-based data from 152 R&D professionals employed in a South Korean manufacturing company. As predicted, job insecurity was negatively related to intrinsic motivation, which, in turn, had a positive relationship with all three outcomes. Furthermore, job insecurity exerted significant indirect effects on job performance, OCB, and change-oriented OCB through intrinsic motivation. These findings affirm SDT, which posits that motivation, as a key intermediary process, affects employees’ reactions to job stressors.

ACS Style

Yuhyung Shin; Won-Moo Hur; Tae Won Moon; Soomi Lee. A Motivational Perspective on Job Insecurity: Relationships Between Job Insecurity, Intrinsic Motivation, and Performance and Behavioral Outcomes. International Journal of Environmental Research and Public Health 2019, 16, 1812 .

AMA Style

Yuhyung Shin, Won-Moo Hur, Tae Won Moon, Soomi Lee. A Motivational Perspective on Job Insecurity: Relationships Between Job Insecurity, Intrinsic Motivation, and Performance and Behavioral Outcomes. International Journal of Environmental Research and Public Health. 2019; 16 (10):1812.

Chicago/Turabian Style

Yuhyung Shin; Won-Moo Hur; Tae Won Moon; Soomi Lee. 2019. "A Motivational Perspective on Job Insecurity: Relationships Between Job Insecurity, Intrinsic Motivation, and Performance and Behavioral Outcomes." International Journal of Environmental Research and Public Health 16, no. 10: 1812.

Journal article
Published: 10 May 2019 in Journal of Service Theory and Practice
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Purpose Previous research has focused mainly on the antecedents and consequences of service employees’ emotional labor during the enactment of service roles, with little attention having been paid to how perceptions of leaders’ emotional labor are related to followers’ job outcomes. The purpose of this paper is to propose a model in which followers’ perceptions of the uses of emotional labor by leaders toward customers influence followers’ job performance in their service encounters. Design/methodology/approach Working with a sample of 268 medical service employees in South Korea, structural equation modeling was employed to test the research hypotheses. Findings The results indicate that perceptions of leaders’ deep acting toward customers are positively related to followers’ perceptions of authentic leadership. Second, followers’ perceptions of authentic leadership are positively associated with their identification with and trust in their leaders. Finally, followers’ identification with and trust in their leaders is positively related to their job performance. Research limitations/implications The research shows that leaders’ use of deep acting toward customers has a positive effect on followers’ job outcomes. Thus, service firms should consider training programs, mindfulness and policy changes regarding display rules at the organizational level so that service employees are encouraged to use deep acting with customers by empathizing with the customers’ needs, while regulating their inner feelings. Originality/value The current study broadens the conceptual work and empirical studies in the emotional labor literature related to the service sector by presenting a fundamental mechanism for the effect of perceptions of leaders’ use of emotional labor toward customers on service employees’ job performance. This study is the first to provide an empirical test of how leaders’ emotional labor is related to followers’ job performance.

ACS Style

Tae Won Moon; Won-Moo Hur; Yong Jun Choi. How leaders’ perceived emotional labor leads to followers’ job performance. Journal of Service Theory and Practice 2019, 29, 22 -44.

AMA Style

Tae Won Moon, Won-Moo Hur, Yong Jun Choi. How leaders’ perceived emotional labor leads to followers’ job performance. Journal of Service Theory and Practice. 2019; 29 (1):22-44.

Chicago/Turabian Style

Tae Won Moon; Won-Moo Hur; Yong Jun Choi. 2019. "How leaders’ perceived emotional labor leads to followers’ job performance." Journal of Service Theory and Practice 29, no. 1: 22-44.

Journal article
Published: 11 April 2019 in International Journal of Environmental Research and Public Health
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The present study examines the effect of service employees’ job insecurity on job performance through emotional exhaustion. We identified workplace incivility (i.e., coworker and customer incivility) as a boundary condition that strengthens the positive relationship between job insecurity and emotional exhaustion. To test this moderating effect, we collected online panel surveys from 264 Korean service employees at two time points three months apart. As predicted, the positive relationship between job insecurity and job performance was partially mediated by emotional exhaustion. Of the two forms of workplace incivility, only coworker incivility exerted a significant moderating effect on the job insecurity–emotional exhaustion relationship, such that this relationship was more pronounced when service employees experienced a high level of coworker incivility than when coworker incivility was low. Coworker incivility further moderated the indirect effect of job insecurity on job performance through emotional exhaustion. These findings have theoretical implications for job insecurity research and managerial implications for practitioners.

ACS Style

Yuhyung Shin; Won-Moo Hur. When Do Service Employees Suffer More from Job Insecurity? The Moderating Role of Coworker and Customer Incivility. International Journal of Environmental Research and Public Health 2019, 16, 1298 .

AMA Style

Yuhyung Shin, Won-Moo Hur. When Do Service Employees Suffer More from Job Insecurity? The Moderating Role of Coworker and Customer Incivility. International Journal of Environmental Research and Public Health. 2019; 16 (7):1298.

Chicago/Turabian Style

Yuhyung Shin; Won-Moo Hur. 2019. "When Do Service Employees Suffer More from Job Insecurity? The Moderating Role of Coworker and Customer Incivility." International Journal of Environmental Research and Public Health 16, no. 7: 1298.

Research article
Published: 14 February 2019 in Corporate Social Responsibility and Environmental Management
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The aim of the study is to test not only the relative importance effect of employees' external and internal corporate social responsibility (CSR) perceptions on prosocial and proactive behaviors (i.e., organizational citizenship behavior [OCB] and job crafting) but also the impact of the interaction of these two kinds of employee CSR perceptions on proactive behaviors. Survey‐based data were collected from 181 employees at eight luxury hotels located in South Korea. Using a two‐wave longitudinal design, we measured employees' internal and external CSR perceptions, and then their supervisors rated OCB and job crafting one month after. Hierarchical moderated regression model is employed to test research hypotheses. The results showed that employees' internal CSR perceptions are more strongly related to prosocial and proactive behaviors than employees' external CSR perceptions are. Furthermore, the positive relationship between internal CSR perceptions and prosocial and proactive behaviors was more pronounced when external CSR perceptions were high than when they were low. The theoretical and managerial implications of the results and the limitations of the study are discussed, and future research directions are suggested.

ACS Style

Won-Moo Hur; Tae-Won Moon; Wook-Hee Choi. When are internal and external corporate social responsibility initiatives amplified? Employee engagement in corporate social responsibility initiatives on prosocial and proactive behaviors. Corporate Social Responsibility and Environmental Management 2019, 26, 849 -858.

AMA Style

Won-Moo Hur, Tae-Won Moon, Wook-Hee Choi. When are internal and external corporate social responsibility initiatives amplified? Employee engagement in corporate social responsibility initiatives on prosocial and proactive behaviors. Corporate Social Responsibility and Environmental Management. 2019; 26 (4):849-858.

Chicago/Turabian Style

Won-Moo Hur; Tae-Won Moon; Wook-Hee Choi. 2019. "When are internal and external corporate social responsibility initiatives amplified? Employee engagement in corporate social responsibility initiatives on prosocial and proactive behaviors." Corporate Social Responsibility and Environmental Management 26, no. 4: 849-858.