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Recent failures in COVID-19 prevention and control in some of the richest countries raise questions about the relevance of Sustainable Development Goals (SDGs) in the fight against pandemics. To examine this issue, we adopted the measure of countries’ progress for the SDGs in the SDG Index Scores (SDGS) and employed two analytical devices. The first was regression-aided adjustment of the number of deaths and confirmed cases. The second was the use of robust regressions to control the undue influence of outliers. The results are mixed. Between the SDGS and the adjusted infection rates, we found no significant correlation; however, between the SDGS and the adjusted death rates, the correlation was negative and statistically significant. These results provide a nuanced contrast to the hasty conclusions some of us might be tempted to draw from apparent positive correlations between SDGS and the cases and the deaths. The SDGs represent the fruit of painstaking global efforts to encourage and coordinate international action to enhance sustainability. We find the results reassuring, in that they suggest that the countries with higher SDGS have been able to control the devastation of deaths from COVID-19 more effectively, despite being unable to control the propagation of infections.
Taejong Kim; Hyosun Kim. Sustainable Development Goals in Early COVID-19 Prevention and Control. Sustainability 2021, 13, 8431 .
AMA StyleTaejong Kim, Hyosun Kim. Sustainable Development Goals in Early COVID-19 Prevention and Control. Sustainability. 2021; 13 (15):8431.
Chicago/Turabian StyleTaejong Kim; Hyosun Kim. 2021. "Sustainable Development Goals in Early COVID-19 Prevention and Control." Sustainability 13, no. 15: 8431.
Many organizations face the important challenges of motivating employees effectively to participate in corporate social responsibility initiatives and maintaining socially responsible human resource management practices. We examine whether socially responsible human resource management (SRHRM) practices can affect employees’ social responsibility-related behaviors, such as organizational citizenship behavior for the environment (OCBE). Based on proactive motivation theory, we propose a multiple-mediation model, selecting moral efficacy, felt obligation, and empathy as the mediators. We analyzed data from a sample of 535 employees from 23 manufacturing companies in China. The results show that SRHRM practices have a significant positive effect on OCBE. We also found that moral efficacy, felt obligation, and empathy significantly mediate the effect of SRHRM practices on OCBE and that there is no significant difference among the three mediation paths. Our study suggests that organizational pursuit of the socially responsible human resource management practices is an effective pathway to make employees feel more responsible toward global sustainability.
Junqian He; Hyosun Kim. The Effect of Socially Responsible HRM on Organizational Citizenship Behavior for the Environment: A Proactive Motivation Model. Sustainability 2021, 13, 7958 .
AMA StyleJunqian He, Hyosun Kim. The Effect of Socially Responsible HRM on Organizational Citizenship Behavior for the Environment: A Proactive Motivation Model. Sustainability. 2021; 13 (14):7958.
Chicago/Turabian StyleJunqian He; Hyosun Kim. 2021. "The Effect of Socially Responsible HRM on Organizational Citizenship Behavior for the Environment: A Proactive Motivation Model." Sustainability 13, no. 14: 7958.
Abusive supervision has been recognized as a serious threat to the health of affected employees and to the sustainable development of organizations. Yet, the mechanism through which abusive supervision affects organizational performance is not well understood. We suggest that abusive supervision restricts important workplace behavior, especially networking behavior and organizational citizenship behavior, which is crucial for building social capital within organizations. We test our hypothesis using a new data set constructed from a questionnaire survey among Chinese employees in various firms. The results show that perceived abusive supervision affects both networking behavior and organizational citizenship behavior. Furthermore, networking behavior partially mediates the relationship between abusive supervision and organizational citizenship behavior. The results provide important insights into the role of abusive supervision in building social capital within organizations.
Hyosun Kim; Yunlu Chen; Hyewon Kong. Abusive Supervision and Organizational Citizenship Behavior: The Mediating Role of Networking Behavior. Sustainability 2019, 12, 288 .
AMA StyleHyosun Kim, Yunlu Chen, Hyewon Kong. Abusive Supervision and Organizational Citizenship Behavior: The Mediating Role of Networking Behavior. Sustainability. 2019; 12 (1):288.
Chicago/Turabian StyleHyosun Kim; Yunlu Chen; Hyewon Kong. 2019. "Abusive Supervision and Organizational Citizenship Behavior: The Mediating Role of Networking Behavior." Sustainability 12, no. 1: 288.
Hyosun Kim. The effect of perceived family friendly culture and perceived gender equality culture on organizational commitment. The Women's Studies 2012, 83, 5 -33.
AMA StyleHyosun Kim. The effect of perceived family friendly culture and perceived gender equality culture on organizational commitment. The Women's Studies. 2012; 83 (2):5-33.
Chicago/Turabian StyleHyosun Kim. 2012. "The effect of perceived family friendly culture and perceived gender equality culture on organizational commitment." The Women's Studies 83, no. 2: 5-33.
An Se-Yeon; Hyosun Kim. The effect of family,job,and organization-related situation to turnover intension of women managers. The Women's Studies 2009, 77, 5 -48.
AMA StyleAn Se-Yeon, Hyosun Kim. The effect of family,job,and organization-related situation to turnover intension of women managers. The Women's Studies. 2009; 77 (2):5-48.
Chicago/Turabian StyleAn Se-Yeon; Hyosun Kim. 2009. "The effect of family,job,and organization-related situation to turnover intension of women managers." The Women's Studies 77, no. 2: 5-48.
Hyosun Kim; 운아 차. The effect of work-family interaction and family-friendly organizational support on organizational commitment and turnover intention. Korean Journal of Industrial and Organizational Psychology 2009, 22, 515 -540.
AMA StyleHyosun Kim, 운아 차. The effect of work-family interaction and family-friendly organizational support on organizational commitment and turnover intention. Korean Journal of Industrial and Organizational Psychology. 2009; 22 (4):515-540.
Chicago/Turabian StyleHyosun Kim; 운아 차. 2009. "The effect of work-family interaction and family-friendly organizational support on organizational commitment and turnover intention." Korean Journal of Industrial and Organizational Psychology 22, no. 4: 515-540.
Jae-Yoon Chang; Hyosun Kim. The Relationships among the Differences in Gender Role Behaviors between Work and Family Domain,Behavioral Transfer, and Work-Family Balance. Korean Journal of Industrial and Organizational Psychology 2008, 21, 265 -283.
AMA StyleJae-Yoon Chang, Hyosun Kim. The Relationships among the Differences in Gender Role Behaviors between Work and Family Domain,Behavioral Transfer, and Work-Family Balance. Korean Journal of Industrial and Organizational Psychology. 2008; 21 (2):265-283.
Chicago/Turabian StyleJae-Yoon Chang; Hyosun Kim. 2008. "The Relationships among the Differences in Gender Role Behaviors between Work and Family Domain,Behavioral Transfer, and Work-Family Balance." Korean Journal of Industrial and Organizational Psychology 21, no. 2: 265-283.