Suchergebnisse

For decades, scholars and practitioners have paid serious attention to how to facilitate extra-role behaviors of employees. While many studies have been conducted, it is not yet clear what factors facilitate or suppress those behaviors within organizations and how those factors interact with each other. The current research focuses on two extra-role behaviors of employees: innovative behavior and organizational citizenship behavior (OCB). Both behaviors have been discussed as determinants of individual and organizational performance. Filling the gap of the existing studies, the current research comprehensively considers organizational characteristics, task characteristics, and motivational factors in explaining those behaviors. Integrating two data sets, the 2015 and 2016 Perception of Public Officials Surveys administered by the Korea Institute of Public Administration (KIPA), we conducted a hierarchical linear model (HLM) analysis to examine the effects of determinants in the Korean context. Based on the multi-level analysis, this research demonstrates the positive influence of autonomy and PSM on both behaviors. Among organizational-level variables, cooperative culture increases the innovative behavior, whereas the lack of organizational support decreases it. We provide several managerial implications based on the findings.

This research explores determinants of turnover intention of social workers. Retention of social workers is critical in the social welfare field because a high turnover rate is directly related to the deterioration of service quality. Of the many factors affecting turnover intention, this research focuses on emotional labor and organizational trust. The former characterizes social workers' tasks in that they are regularly in contact with service clients. Surface acting, one of the emotional labor strategies, has shown a negative impact on employee attitudes. However, representing a psychological state of employees toward their organization, organizational trust leads to positive attitudes and behaviors. This research also explores antecedents of emotional labor and organizational trust. Interaction characteristics of emotional labor are considered for the former, and supervisory support and autonomy are tested for the latter. To examine the relationships among the variables, the research conducts structural equation model analysis on 242 social workers in South Korea. The analysis confirms that emotional labor increases turnover intention whereas trust reduces it. The analysis also demonstrates that autonomy and supervisory support enhance organizational trust, while surface acting is affected by the variety of emotions displayed and the duration of emotional labor.

Since Miceli and Near's seminal work, scholars and practitioners have sought to identify determinants of whistleblowing behaviors. For example, Miceli, Near, Rehg, and Van Scotter argued that proactive personality, less co-worker invalidation, and leverage in the specific situation lead to whistleblowing. Nevertheless, the decision to whistleblow is a complicated process, and relevant factors are still under exploration. This research seeks to answer the question "What factors influence whistleblowing intention within government agencies?" Investigating U.S. federal employees, this research tests the effects of several factors as determinants of whistleblowing, including perceived personal costs, public service motivation (PSM), education on whistleblowing, organizational support, and organizational protection. In examining the relationships among the variables, this research explores the mediating role of perceived personal costs. Using 2010 Merit Principles Survey data, this research conducts structural equation model analysis. The analysis result demonstrates that personal costs decrease whistleblowing intention, whereas PSM and education on whistleblowing increase the intention. Organizational support and protection contribute to enhancing whistleblowing intention by reducing perceived personal costs.

Whistleblowing plays a critical role in building healthy transparent and responsible organizations. Whistleblowing can be challenging, however, as it may result in significant costs for the whistleblower. Facilitating whistleblowing that resists illegal and unethical behaviors within organizations requires management to enhance behavior while protecting whistleblowers. From the perspective of risk-taking, the current research examines which factors are associated with whistleblowing intention using an original approach, the gamification method. Accordingly, in addition to the effects of respondents' characteristics including Big Five personalities, this research tests how the immediate supervisor's sex and organizational size, which are randomly assigned by interactive webcomics using hypothetical situations and experimental questionnaires, affect whistleblowing intention. Logistic regression analysis shows openness is significantly associated with whistleblowing intention. In the hypothetical situation, whistleblowers are more likely to come forward if they have a supervisor of a different sex and/or are in a larger organization.