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Not all members are engaged in job crafting behavior in the same context, yet little research has addressed boundary conditions of daily job crafting. This study addresses these important issues and how the effects of daily job crafting vary depending on the work situation. We consider job autonomy and leader support as between-person level moderators and reveal how it affects the impact of daily job crafting on daily job satisfaction. Through the experience of the sampling method, we collected 946 days of data from 108 members (61.9% were male and 38.1% were female) for hypothesis testing. The analysis of results showed that the main effect of daily job crafting and the cross-level moderating effect of leader support were significant, and the moderating effect of job autonomy was not significant. In particular, the positive effect of daily job crafting on daily job satisfaction was strengthened for members with low leader support. These findings highlight that leader support is an important social context in job crafting, and provides insights when members can get more advantages from their daily job crafting.
Sung Hyoun Hong; Nayoung Kwon; Min Soo Kim. Daily Job Crafting Helps Those Who Help Themselves More: The Moderating Role of Job Autonomy and Leader Support. International Journal of Environmental Research and Public Health 2020, 17, 2045 .
AMA StyleSung Hyoun Hong, Nayoung Kwon, Min Soo Kim. Daily Job Crafting Helps Those Who Help Themselves More: The Moderating Role of Job Autonomy and Leader Support. International Journal of Environmental Research and Public Health. 2020; 17 (6):2045.
Chicago/Turabian StyleSung Hyoun Hong; Nayoung Kwon; Min Soo Kim. 2020. "Daily Job Crafting Helps Those Who Help Themselves More: The Moderating Role of Job Autonomy and Leader Support." International Journal of Environmental Research and Public Health 17, no. 6: 2045.
Whereas past research on daily job crafting has tended to focus on how job crafting affected employee behaviors, we extend this study by examining the antecedents of job crafting and cross-level moderators such as leader-member exchange (LMX) and resilience. Using experience-sampling methodology, we examined the within-person level relationship between positive affect and job crafting as well as the moderating role of individuals’ LMX and resilience on this relationship. Finally, 105 employees completed surveys over 10 days. Results of hierarchical linear models revealed that daily positive affect was positively associated with job crafting. Also, results revealed moderating effects of LMX: the relation between positive affect and job crafting strengthened when employees had low-quality LMX relationship.
Nayoung Kwon; Mihee Kim; Min-Soo Kim. Daily Positive Affect and Job Crafting: The Cross Level Moderating Effects of Individuals’ Resources. Sustainability 2019, 11, 4286 .
AMA StyleNayoung Kwon, Mihee Kim, Min-Soo Kim. Daily Positive Affect and Job Crafting: The Cross Level Moderating Effects of Individuals’ Resources. Sustainability. 2019; 11 (16):4286.
Chicago/Turabian StyleNayoung Kwon; Mihee Kim; Min-Soo Kim. 2019. "Daily Positive Affect and Job Crafting: The Cross Level Moderating Effects of Individuals’ Resources." Sustainability 11, no. 16: 4286.
Kwon Na-Young; Oh In-Soo; Min Soo Kim. The effect of Job Autonomy on Job Satisfaction: The multilevel investigation of the mediating role of Job Crafting and Work Engagement. Korean Journal of Industrial and Organizational Psychology 2016, 29, 573 -590.
AMA StyleKwon Na-Young, Oh In-Soo, Min Soo Kim. The effect of Job Autonomy on Job Satisfaction: The multilevel investigation of the mediating role of Job Crafting and Work Engagement. Korean Journal of Industrial and Organizational Psychology. 2016; 29 (4):573-590.
Chicago/Turabian StyleKwon Na-Young; Oh In-Soo; Min Soo Kim. 2016. "The effect of Job Autonomy on Job Satisfaction: The multilevel investigation of the mediating role of Job Crafting and Work Engagement." Korean Journal of Industrial and Organizational Psychology 29, no. 4: 573-590.
Despite the prevailing discourses on the importance of top management ethical leadership, related theoretical and empirical developments are lacking. Drawing on institutional theory, we propose that top management ethical leadership contributes to organizational outcomes by promoting firm-level ethical and procedural justice climates. This theoretical framework was empirically tested using multi-source data obtained from 4,468 employees of 147 Korean companies from various industries. The firm-level analysis shows that top management ethical leadership significantly predicts ethical climate, which then results in procedural justice climate that fully mediates the effects of top management ethical leadership on two organizational outcomes, namely, firm-level organizational citizenship behavior and firm financial performance. The present study provides a plausible theoretical account and empirical validation of a mechanism through which top management ethical leadership enhances organizational performance.
Yuhyung Shin; Sun Young Sung; Jin Nam Choi; Min Soo Kim. Top Management Ethical Leadership and Firm Performance: Mediating Role of Ethical and Procedural Justice Climate. Journal of Business Ethics 2014, 129, 43 -57.
AMA StyleYuhyung Shin, Sun Young Sung, Jin Nam Choi, Min Soo Kim. Top Management Ethical Leadership and Firm Performance: Mediating Role of Ethical and Procedural Justice Climate. Journal of Business Ethics. 2014; 129 (1):43-57.
Chicago/Turabian StyleYuhyung Shin; Sun Young Sung; Jin Nam Choi; Min Soo Kim. 2014. "Top Management Ethical Leadership and Firm Performance: Mediating Role of Ethical and Procedural Justice Climate." Journal of Business Ethics 129, no. 1: 43-57.
Won-Kyung Oh; Keon-Kang Son; Min Soo Kim; Shin Kyung Shik. The Effects of Leader's Perception of Interactional Justice on Member's Affective Organizational Commitment: The Mediating Effects of the Member's Perception of Interactional Justice. Korean Journal of Industrial and Organizational Psychology 2013, 26, 297 -315.
AMA StyleWon-Kyung Oh, Keon-Kang Son, Min Soo Kim, Shin Kyung Shik. The Effects of Leader's Perception of Interactional Justice on Member's Affective Organizational Commitment: The Mediating Effects of the Member's Perception of Interactional Justice. Korean Journal of Industrial and Organizational Psychology. 2013; 26 (2):297-315.
Chicago/Turabian StyleWon-Kyung Oh; Keon-Kang Son; Min Soo Kim; Shin Kyung Shik. 2013. "The Effects of Leader's Perception of Interactional Justice on Member's Affective Organizational Commitment: The Mediating Effects of the Member's Perception of Interactional Justice." Korean Journal of Industrial and Organizational Psychology 26, no. 2: 297-315.
지은 박; Min Soo Kim. The Effects of Psychological Contract Breach on Organizational Citizenship Behavior: A Moderating Effect of Affectivity. Korean Journal of Industrial and Organizational Psychology 2012, 25, 589 -606.
AMA Style지은 박, Min Soo Kim. The Effects of Psychological Contract Breach on Organizational Citizenship Behavior: A Moderating Effect of Affectivity. Korean Journal of Industrial and Organizational Psychology. 2012; 25 (3):589-606.
Chicago/Turabian Style지은 박; Min Soo Kim. 2012. "The Effects of Psychological Contract Breach on Organizational Citizenship Behavior: A Moderating Effect of Affectivity." Korean Journal of Industrial and Organizational Psychology 25, no. 3: 589-606.
원경 오; Min Soo Kim. A study on the Effects of LMX in team context: The moderating effects of LMX differentiation and TMS. Korean Journal of Industrial and Organizational Psychology 2012, 25, 477 -496.
AMA Style원경 오, Min Soo Kim. A study on the Effects of LMX in team context: The moderating effects of LMX differentiation and TMS. Korean Journal of Industrial and Organizational Psychology. 2012; 25 (2):477-496.
Chicago/Turabian Style원경 오; Min Soo Kim. 2012. "A study on the Effects of LMX in team context: The moderating effects of LMX differentiation and TMS." Korean Journal of Industrial and Organizational Psychology 25, no. 2: 477-496.
This study examined how leaders’ moral competence is linked to employees’ task performance and organizational citizenship behaviors. Based on a sample of 102 employee–supervisor pairs from seven organizations in South Korea, the results of this study revealed that leaders’ moral competence was positively associated with employees’ task performance and organizational citizenship behaviors toward leaders (OCBS). As expected, employees’ psychological empowerment partially mediated the relationship between leaders’ moral competence and employees’ task performance and OCBS. Furthermore, person–supervisor fit (PS fit) moderated the relationship between leaders’ moral competence and employees’ psychological empowerment such that the relationships became stronger for individuals higher rather than lower in PS fit.
Tae-Yeol Kim; Minsoo Kim. Leaders’ Moral Competence and Employee Outcomes: The Effects of Psychological Empowerment and Person–Supervisor Fit. Journal of Business Ethics 2012, 112, 155 -166.
AMA StyleTae-Yeol Kim, Minsoo Kim. Leaders’ Moral Competence and Employee Outcomes: The Effects of Psychological Empowerment and Person–Supervisor Fit. Journal of Business Ethics. 2012; 112 (1):155-166.
Chicago/Turabian StyleTae-Yeol Kim; Minsoo Kim. 2012. "Leaders’ Moral Competence and Employee Outcomes: The Effects of Psychological Empowerment and Person–Supervisor Fit." Journal of Business Ethics 112, no. 1: 155-166.
Jang-Ik Lee; 화진 김; Min Soo Kim. An Empirical Study on the Leadership Pattern of Principals and Teachers' Organizational Citizenship Behavior. The Journal of Korean Teacher Education 2010, 27, 1 -23.
AMA StyleJang-Ik Lee, 화진 김, Min Soo Kim. An Empirical Study on the Leadership Pattern of Principals and Teachers' Organizational Citizenship Behavior. The Journal of Korean Teacher Education. 2010; 27 (2):1-23.
Chicago/Turabian StyleJang-Ik Lee; 화진 김; Min Soo Kim. 2010. "An Empirical Study on the Leadership Pattern of Principals and Teachers' Organizational Citizenship Behavior." The Journal of Korean Teacher Education 27, no. 2: 1-23.
은혜 이; Min Soo Kim. A Study on the Effects of LMX through Multilevel Approach. Korean Journal of Industrial and Organizational Psychology 2010, 23, 317 -338.
AMA Style은혜 이, Min Soo Kim. A Study on the Effects of LMX through Multilevel Approach. Korean Journal of Industrial and Organizational Psychology. 2010; 23 (2):317-338.
Chicago/Turabian Style은혜 이; Min Soo Kim. 2010. "A Study on the Effects of LMX through Multilevel Approach." Korean Journal of Industrial and Organizational Psychology 23, no. 2: 317-338.
Min Soo Kim; Yuhyung Shin; 희선 전; Eun Hye Lee. The Effects of Goal orientation on newcomer's Organizational Socialization: The Mediating Effect of socialization Tactics. Korean Journal of Industrial and Organizational Psychology 2009, 22, 209 -231.
AMA StyleMin Soo Kim, Yuhyung Shin, 희선 전, Eun Hye Lee. The Effects of Goal orientation on newcomer's Organizational Socialization: The Mediating Effect of socialization Tactics. Korean Journal of Industrial and Organizational Psychology. 2009; 22 (2):209-231.
Chicago/Turabian StyleMin Soo Kim; Yuhyung Shin; 희선 전; Eun Hye Lee. 2009. "The Effects of Goal orientation on newcomer's Organizational Socialization: The Mediating Effect of socialization Tactics." Korean Journal of Industrial and Organizational Psychology 22, no. 2: 209-231.
This study examines the effects of gainsharing under seniority‐based pay systems on employee attitudes in Korea. It is hypothesized that gainsharing, which emphasizes performance, employee participation, and cooperation enhances employee perceptions of distributive, procedural, and interactional justice, and that this, in turn, produces positive employee attitudes. The participants were a sample of individuals from five firms that combined seniority‐based pay and gainsharing incentives and five comparable firms that used only seniority‐based pay. The results supported the partial mediation model whereby distributive and interactional justice partially mediated the effects of gainsharing on employee attitudes, but procedural justice did not. The practical implications of this international compensation research include careful consideration of the integration of gainsharing with the total rewards mix in an organization.
Seungwoo Kwon; Min Soo Kim; Sung-Choon Kang; Myung Un Kim. Employee reactions to gainsharing under seniority pay systems: The mediating effect of distributive, procedural, and interactional justice. Human Resource Management 2008, 47, 757 -775.
AMA StyleSeungwoo Kwon, Min Soo Kim, Sung-Choon Kang, Myung Un Kim. Employee reactions to gainsharing under seniority pay systems: The mediating effect of distributive, procedural, and interactional justice. Human Resource Management. 2008; 47 (4):757-775.
Chicago/Turabian StyleSeungwoo Kwon; Min Soo Kim; Sung-Choon Kang; Myung Un Kim. 2008. "Employee reactions to gainsharing under seniority pay systems: The mediating effect of distributive, procedural, and interactional justice." Human Resource Management 47, no. 4: 757-775.
Min Soo Kim; 수희 김. The Effects of Attribution about Emotional Dissonanceand Positive Mood on the Emotional Regulation Behavior. Korean Journal of Industrial and Organizational Psychology 2008, 21, 1 -26.
AMA StyleMin Soo Kim, 수희 김. The Effects of Attribution about Emotional Dissonanceand Positive Mood on the Emotional Regulation Behavior. Korean Journal of Industrial and Organizational Psychology. 2008; 21 (1):1-26.
Chicago/Turabian StyleMin Soo Kim; 수희 김. 2008. "The Effects of Attribution about Emotional Dissonanceand Positive Mood on the Emotional Regulation Behavior." Korean Journal of Industrial and Organizational Psychology 21, no. 1: 1-26.