This study presents a research model that describes how person–group (PG) fit affects continuous improvement (CI). Using the dyadic survey data from a public sector firm in Korea (N = 113), the study found that the relationships between... more
This study presents a research model that describes how person–group (PG) fit affects continuous improvement (CI). Using the dyadic survey data from a public sector firm in Korea (N = 113), the study found that the relationships between PG fit and CI are moderated by team boundary conditions such as team-member exchange (TMX). The results revealed that a high level of TMX induces the negative effect of value fit on CI, whereas it strengthens the positive impact of ability fit on CI. Implications for theory, research, and practice are discussed.
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In an effort to account for the characteristics of both leaders and teams in the process of leadership, we explore leader-team extraversion configurations and their association with leader and team member behaviors that can negatively... more
In an effort to account for the characteristics of both leaders and teams in the process of leadership, we explore leader-team extraversion configurations and their association with leader and team member behaviors that can negatively impact teams and organizations. Drawing on research from personality and team leadership, we look to leader prototypicality theory to form hypotheses for whether leader-team extraversion incongruence (extraverted leaders of introverted teams; introverted leaders of extraverted teams) will be associated with leaders’ harsh enactment of the leadership process (i.e., through leaders’ use of pressure tactics of influence) and team members’ organizational deviance (OD). To test our hypotheses, we conduct a time-lagged field survey study of 75 leaders and their respective teams (with 324 individual team members) in the nuclear power industry. Using multilevel polynomial regression analyses, we find that leader-team extraversion incongruence is associated with leaders’ increased us...
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In a rapidly changing business environment, the entrepreneurship of top management is essential for the survival and sustainable development of the enterprise. Building on the view of the strategic choice theory, this study identifies the... more
In a rapidly changing business environment, the entrepreneurship of top management is essential for the survival and sustainable development of the enterprise. Building on the view of the strategic choice theory, this study identifies the relationship between entrepreneurship, market-oriented culture, and work engagement. Data were collected from 493 employees regularly working in small and medium-sized firms in South Korea. The results of this study indicate: (1) entrepreneurship (consisting of innovation, proactiveness, and risk-taking) has a significant positive influence on market-oriented culture, (2) entrepreneurship positively affects work engagement, (3) market-oriented culture has a significant positive effect on work engagement, (4) the effects of innovation and proactiveness on work engagement are significant, controlling for market-oriented culture, showing the partial mediating effect of market-oriented culture on work engagement, and (5) CEO trust moderates the relatio...
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Past research suggests that autonomy has highly variable effects on team performance, and that one explanation for this pattern of findings is that autonomous teams fall into a state of disorder where they lack clarity regarding the goals... more
Past research suggests that autonomy has highly variable effects on team performance, and that one explanation for this pattern of findings is that autonomous teams fall into a state of disorder where they lack clarity regarding the goals of the broader organization. Following this perspec-tive, the authors develop a model proposing that performance feedback coupled with high autonomy enables teams to have greater clarity of the organization’s goals, which in turn increases team performance. This model was tested on 110 teams in a defense industry manu-facturing firm in South Korea using mediated-moderation techniques. Results indicate that highly autonomous teams that receive a high degree of performance feedback outperform other teams because of their heightened level of organizational goal clarity. In contrast, highly
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Drawing on theories of substitutes and contingencies for leadership, we explore how person-group (PG) fit moderates the relationship between charismatic leadership (CL) and task performance via fol...
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We theorize the conditions under which teams composed of members with high performance-prove goal orientation (PPGO) will come together to work collectively and achieve high team performance. Drawi...
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This study examines the positive relationship between employees perceived fit and team commitment on the basis of similarity-attraction and social identity theory. Using data collected from a Korea...
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This study explores the sustainability of work groups in the industry by enhancing team commitment via person-group fit and its boundary conditions. Specifically, we examine the relationship between person-group (PG fit) and team... more
This study explores the sustainability of work groups in the industry by enhancing team commitment via person-group fit and its boundary conditions. Specifically, we examine the relationship between person-group (PG fit) and team commitment, introducing person-organization (PO) fit and person-supervisor (PS) fit as moderators. Using data collected from a Korean company, this study reports that a three-way interaction between PG fit, PS fit, and PO fit predicts an employee’s commitment to their team. The results highlight that PS fit can compensate for PG fit when the level of PG fit is low by stimulating team members to commit to the work team. Likewise, PG fit also plays a compensatory role for inducing team commitment when confronting poor PS fit. The results reveal that as long as PG fit is high, PO fit is more important than PS fit in enhancing team commitment. However, when PG fit is low, high PS fit with low PO fit produces a higher level of commitment to the team than low PS ...
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I investigated the effects of person–organization (PO) fit, family-supportive organization perceptions (FSOP), and self-efficacy on work–life balance (WLB), using a sample of 765 employees of a Korean manufacturing company. Participants... more
I investigated the effects of person–organization (PO) fit, family-supportive organization perceptions (FSOP), and self-efficacy on work–life balance (WLB), using a sample of 765 employees of a Korean manufacturing company. Participants completed measures of PO fit, FSOP, self-efficacy, and WLB. Results revealed a main effect of PO fit on WLB, and a 3-way interaction among PO fit, self-efficacy, and FSOP as predictors of WLB. In terms of practical implications, my results suggest that WLB can be improved by enhancing PO fit, FSOP, and self-efficacy. Further implications for research and practice are discussed.
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Interdependent teamwork requires team knowledge. Yet, very little is known as to how team knowledge occurs in different interdependent workflow contexts. Drawing on team and organization literatures, we adopt a case-based approach using... more
Interdependent teamwork requires team knowledge. Yet, very little is known as to how team knowledge occurs in different interdependent workflow contexts. Drawing on team and organization literatures, we adopt a case-based approach using sports teams (baseball, football and ice hockey) as context to explore underlying mechanisms for team knowledge. Based on in-depth interviews, observations of team meetings, practices and games, our fieldwork exposed three key dimensions of team knowledge – knowledge exchange, knowledge creation, and team learning. Our findings suggest that the importance of team knowledge is contingent up the interdependent workflow in teams. We further unpacked these dimensions and our fieldwork suggests that managers and team members play different roles in exchanging, building, and allowing team learning for team knowledge. The relevance and generalizability for practitioners and managerial research is discussed and future research is address.
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We apply and extend trait activation theory by proposing a multilevel framework whereby group cohesion moderates the effects of conscientiousness and agreeableness on both individual task and contextual performance. We hypothesized that... more
We apply and extend trait activation theory by proposing a multilevel framework whereby group cohesion moderates the effects of conscientiousness and agreeableness on both individual task and contextual performance. We hypothesized that conscientiousness and agreeableness would be positively related to effectiveness criteria in highly cohesive groups and negatively related to the criteria in less cohesive groups. We tested these hypotheses on a sample of 93 work teams comprising 1,043 individuals in a private sector manufacturing firm in South Korea using multilevel random coefficient modeling techniques. Our results generally supported the hypotheses although there were some exceptions. We discuss the implications of these findings for theories of trait activation and for practice.
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Departing from the prevailing focus of the person–environment (P-E) fit literature on individual-level outcomes, we apply the fit concept to the group level and develop a theoretical framework that elaborates the nomological network... more
Departing from the prevailing focus of the person–environment (P-E) fit literature on individual-level outcomes, we apply the fit concept to the group level and develop a theoretical framework that elaborates the nomological network involving group-level goal fit and ability fit. Specifically, we propose that the positive affect exhibited by leaders and members is a predictor of group-level goal fit and ability fit. We expect two types of group-level fit to predict group performance by shaping intermediate interactive dynamics among members, such as task and relationship conflict. Our analyses based on 96 work teams with 898 members provide empirical support for most of our hypotheses. Of the two group-level fit constructs, only group-level goal fit exerts a significant effect on group performance, which is completely mediated by task and relationship conflict. These theoretical and empirical developments highlight the potential and benefit of the group-level application of the P-E ...
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We develop a multilevel framework that proposes the main and interactive effects of person-group (PG) fit in values and abilities on creativity at the individual and group levels. Our analysis of field data collected from 738 members... more
We develop a multilevel framework that proposes the main and interactive effects of person-group (PG) fit in values and abilities on creativity at the individual and group levels. Our analysis of field data collected from 738 members comprising 108 work teams provides empirical support for our multilevel model of PG fit. Specifically, ability fit and collective ability fit exhibit consistent positive effects on individual and team creativity, respectively (i.e., multilevel homology). By contrast, at the individual level, value fit suppresses the positive effect of ability fit on individual creativity, while at the group level, collective value fit accentuates the positive effect of collective ability fit on team creativity (i.e., multilevel discontinuity). This study highlights the significance of multilevel interactive perspective on person-environment fit.
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This symposium showcases the latest conceptual and methodological approaches in the study of person-environment (PE) fit at the group level or person-group (PG) fit. Our contributions highlight fou...
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... Thus we are concerned with changes in work-related ethics and values among ... Confucian tradition, for example, which had been prevalent among Asians, has much weakened. ... scholarly dialogue and collaborative work are needed to... more
... Thus we are concerned with changes in work-related ethics and values among ... Confucian tradition, for example, which had been prevalent among Asians, has much weakened. ... scholarly dialogue and collaborative work are needed to enhance the understanding of intersocietal ...
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ABSTRACT
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ABSTRACT Matching-index-of-refraction (MIR) has been used for obtaining high-quality flow visualization data for the fundamental nuclear thermal-hydraulic researches. By this method, distortions of the optical measurements such as PIV and... more
ABSTRACT Matching-index-of-refraction (MIR) has been used for obtaining high-quality flow visualization data for the fundamental nuclear thermal-hydraulic researches. By this method, distortions of the optical measurements such as PIV and LDV have been successfully minimized using various combinations of the model materials and the working fluids. This study investigated a novel 3D printing technology for manufacturing models and an oil-based working fluid for matching the refractive indices. Transparent test samples were fabricated by various rapid prototyping methods including selective layer sintering (SLS), stereolithography (SLA), and vacuum casting. As a result, the SLA direct 3D printing was evaluated to be the most suitable for flow visualization considering manufacturability, transparency, and refractive index. In order to match the refractive indices of the 3D printing models, a working fluid was developed based on the mixture of herb essential oils, which exhibit high refractive index, high transparency, high density, low viscosity, low toxicity, and low price. The refractive index and viscosity of the working fluid range 1.453–1.555 and 2.37–6.94 cP, respectively. In order to validate the MIR method, a simple test using a twisted prism made by the SLA technique and the oil mixture (anise and light mineral oil) was conducted. The experimental results show that the MIR can be successfully achieved at the refractive index of 1.51, and the proposed MIR method is expected to be widely used for flow visualization studies and CFD validation for the nuclear thermal-hydraulic researches.
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ABSTRACT Purpose ‐ This study seeks to investigate the multidimensionality person-group (PG) fit. It first aims to examine values-based, personality-based, and KSA-based fit as distinct PG fit dimensions. It then also aims to examine fit... more
ABSTRACT Purpose ‐ This study seeks to investigate the multidimensionality person-group (PG) fit. It first aims to examine values-based, personality-based, and KSA-based fit as distinct PG fit dimensions. It then also aims to examine fit as an aggregate construct (each dimension combines to form a latent PG fit construct), and as a superordinate construct (an overarching assessment of compatibility drives the individual fit dimensions). It also aims to propose that the distinct dimensions or the overall perception predict commitment to team, employee voice, and knowledge sharing, resulting in a final outcome of employee task performance. Design/methodology/approach ‐ Data were collected using longitudinal survey methodology from three different sources (793 employees, their supervisors and the Human Resources department) in a manufacturing firm in Korea. The various models were evaluated using structural equation modeling. Findings ‐ The distinct dimensions model, in which values-based fit predicted commitment to the team, personality-based fit predicted voice behaviors, and KSA-based fit predicted knowledge sharing, was mostly supported. Each of these intermediary factors predicted supervisors' ratings of individual task performance. Although each dimension had unique impact on the outcomes, results suggested that a superordinate PG construct might be driving the more specific fit assessments. The aggregate model was not supported. Originality/value ‐ This study is the first to show how different dimensions of PG fit may differentially influence affect and behavior, to predict task performance. It also shows the first evidence for PG fit as a superordinate multidimensional construct. Results provide a basis for new knowledge regarding the multi-faceted relationship between fit perceptions and outcomes.
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The aim of this article is to examine the role of person-organization (P-O) fit in the relationship between work status and organizational commitment. To this end, this article looks at whether women and workers on part-time or short-term... more
The aim of this article is to examine the role of person-organization (P-O) fit in the relationship between work status and organizational commitment. To this end, this article looks at whether women and workers on part-time or short-term contracts show a lower degree of commitment to the organization than their counterparts in Korea, before and after controlling for P-O fit.
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Departing from the prevailing focus of the person–environment (P-E) fit literature on individual-level outcomes, we apply the fit concept to the group level and develop a theoretical framework that elaborates the nomological network... more
Departing from the prevailing focus of the person–environment (P-E) fit literature on individual-level outcomes, we apply the fit concept to the group level and develop a theoretical framework that elaborates the nomological network involving group-level goal fit and ability fit. Specifically, we propose that the positive affect exhibited by leaders and members is a predictor of group-level goal fit and ability fit. We expect two types of group-level fit to predict group performance by shaping intermediate interactive dynamics among members, such as task and relationship conflict. Our analyses based on 96 work teams with 898 members provide empirical support for most of our hypotheses. Of the two group-level fit constructs, only group-level goal fit exerts a significant effect on group performance, which is completely mediated by task and relationship conflict. These theoretical and empirical developments highlight the potential and benefit of the group-level application of the P-E fit theory.