• Industry Promotion Research
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• v.3 no.1
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• pp.33-42
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• 2018

This study examined the effect of behavior on leader' s impersonal behavior and organizational members 'semi - productive task and the moderating effect of organizational support perception. As a result of conducting a questionnaire survey on SMEs of auto parts industry in Chungnam, Sejong, and Daejeon, the non-personality behaviors of the top leaders had a significant effect on the non-personality behaviors of the middle leaders (p <.001, ${\beta}=.910$). The results of this study are as follows. First, the relationship between the leader and the supervisor was significantly influenced by the non-personality behaviors. In addition, higher leaders have a moderating effect on negative behaviors and semi-productive task behaviors toward the organization of members. The control effect of semi - productive task behavior was confirmed. The results of this study provide suggestions for reducing economic loss and social loss due to semi-productive task behavior of organizational members by revealing the phenomenon of non-personality behavior of middle leader to non-personality behavior of upper leader.

• Journal of Korea Society of Industrial Information Systems
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• v.22 no.4
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• pp.131-147
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• 2017

This Study is to Comprehensively Analyze the Influence of Authentic Leadership on Turnover Intention, and Counterproductive work Behaviors through the Mediate of trust in Superiors, Organizational Silence, Placing Emphasis on the Importance and Necessity of Authentic Leadership. An Empirical Analysis has been Conducted Targeting the Employees of Medium-sized Manufacturers in Busan. According to the Results of this Empirical Analysis, the Components of Authentic Leadership is Classified into the Transparency, Morality, Balanced Way of doing things, and Self-Recognition of Superiors and all of the Above-mentioned ones are found to have a Positive(+) Significant Effect on Trust in Superiors. Secondly, Trust in the Superiors is Found to have a Negative(-) Significant Effect on the Organizational Silence(Acquiescent, Defensive) of Employees. Thirdly, Organizational Silence is to have a Positive(+) Significant Effect on the Turnover Intention and Counterproductive work Behaviors.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.16 no.10
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• pp.7157-7165
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• 2015

This research conducted a survey of the workers in medical institutions and carried out empirical analysis through covariance structure equation modelling in order to examine the relationship among emotional labor, job satisfaction, organizational commitment, and counterproductive work behaviors of medical institution workers. The results of the empirical analysis are as follows; First, the frequency of emotional expression, one of the dimensions of emotional labor, did not have a positive influence on job satisfaction, but both the degree of emotional expression attentiveness and emotional dissonance had a negatively significant effect on job satisfaction. Second, job satisfaction had a positively significant effect on organizational commitment. Third, organizational commitment had a negatively significant effect on counterproductive work behaviors toward both individuals and organizations. This research result shows that it is necessary to pay attention to drawing a plan to reduce emotional labor that workers in medical institutions experience since emotional labor causes them to get negative results while they are performing their duties.

• Culinary science and hospitality research
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• v.18 no.3
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• pp.32-45
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• 2012

The purposes of this study is to understand the influence of culinary employees' stress coping styles in the deluxe hotel industry on counterproductive work behaviors and turnover intention. Based on total 345 culinary employees obtained from empirical research, this study reviewed the reliability and fitness of the research model and verified a total of 2 hypotheses using the AMOS program. The hypothesized relationships in the model test simultaneously by using a structural equation model(SEM). The proposed model provided an adequate fit to the data, ${\chi}^2$=736.474(p<0.001), df=233, GFI=.853, NFI=.901, CFI=.930, RMSEA=.079. Hypothesis $1^a$, which hypothesized a positive relationship between employees coping styles(avoid coping, ${\beta}$=.325; emotion coping, ${\beta}$=.261; job coping, ${\beta}$=-.203) and person-counterproductive work behavior was supported. As predicted by, Hypothesis $1^b$, employees' coping styles(job coping, ${\beta}$=-.307; avoid coping, ${\beta}$=.262; emotion coping, ${\beta}$=.146) had significant positive effects on organization-counterproductive work behavior. Also, employees' person-counterproductive work behavior(${\beta}$=.431) had significant positive effects on turnover intention(Hypothesis 2 was partially supported). Limitations and future research directions are also discussed.

• Management & Information Systems Review
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• v.36 no.1
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• pp.309-327
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• 2017

Recently the importance of emotional labor has increased so this study aims to prove the effects of emotional labor(surface acting and deep acting) on counterproductive work behaviors(deviate from organization and individual deviation) using burnout(emotional exhaustion, personality disorder, decrease in sense of accomplishment) as a medium. 350 surveys were sent to employees such as workers from call centers, salesperson from department store, financial worker, hospital staff, flight attendant and workers from customer center who and worked with emotional labor and 300 surveys excluding insincere ones were used for analysis. The result is as follows. First, surface acting which is a type of emotional labor chosen by customer workers had a positive effect on burnout such as personality disorder and decrease in sense of accomplishment. Second, deep acting had a negative effect on personality disorder and decrease in sense of accomplishment but did not show any effect on emotional exhaustion. Third, personality disorder and decrease in sense of accomplishment among burnout had effect on counterproductive work behaviors(deviate from organization, individual deviation) but emotional exhaustion did not show any effect on work behaviors(deviate from organization, individual deviation). Based on the result of analysis, implication of this study and direction of future research were suggested.

• Management & Information Systems Review
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• v.39 no.2
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• pp.1-15
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• 2020

Using information and communication technologies, many firms have increased their productivity. In resource based view, practical use of information and communication technologies is a process of increasing competitive advantage in uncertain environment. However, use of new information and communication technologies does not surely improve the productivity and work efficiency, but sometimes could be a factor to hinder firm performance. Technostress means adverse effect occurring in which the user of new information and communication technologies does not adapt to environment of new technologies. That is, Technostress is a negative impact resulted from using information and communication technologies. This study investigated the effect of technostress on counter-productivity. Unlike the previous studies, this study was made with the survey for firm employees of Daegu region, and both counter-productive work behavior and innovation resistance were used in this study. The empirical result means that technostress positively affects both counter-productive work behavior and innovation resistance. Because technostress increases both counter-productive work behavior and innovation resistance, systematic management for firm employees is needed in time adopting information and communication technologies.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.4
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• pp.145-155
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• 2020

Since Campbell (1990) proposed multidimensionality of job performance, unlike the single structure of traditional job performance, it has been largely classified as task performance, contextual performance, and counterproductive work behavior. The objective of this study is to validate the threecriteria currently considered major aspects of job performance, to identify different types of performance based on three dimensions, and to compare the power of personality factors among performance types. A total of 681 employees working at various organizations participated in an on-line survey. The survey included boththe exploratory and confirmatory factor analyses. A 3-factor job performance model consisting of three dimensions was also included. The relationships between performance dimensions and personality factors differedby dimensions of performance, supporting the validity of the 3-factor structure of performance.The results of the Latent Profile Analysis identified four types of performance: exemplary, moderately conscientious moderate, and conscientious, butlow.. The Multinomial logistic regression analysis showed each type differed significantly according to the predictors of personality variables. In conclusion, implications and limitations of the study were noted.

• Korean Journal of Social Welfare
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• v.65 no.4
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• pp.137-163
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• 2013

The purpose of this study is to investigate the influence of social workers' emotional labor on non-task behaviors. This study characterizes emotional labor as deep acting and surface acting, non-task behavior as organizational citizenship behavior(OCB) and counterproductive work behavior(CWB). And this study also examines the mediating effect of social workers' emotional dissonance in the relationship between surface acting and non-task behavior, and the moderating effect of senior worker's emotional leadership in the relationship between emotional dissonance and non-task behaviors. The results from this study are as follows. Firstly, social workers' deep acting improves their OCB. Secondly, social workers' surface acting has strong effects on their emotional dissonance, and this emotional dissonance hinders their OCB. In addition, the mediating effect of emotional dissonance is also recognized at this point. Thirdly, senior worker's emotional leadership moderates the relationship between social worker's emotional dissonance and OCB in the sense that emotional leadership is expected to reduce the negative effects of emotional dissonance on OCB. However, the influence of emotional labor on CWB has no statistical significance in this study. Based on these results, detailed theoretical and practical implications are discussed.

• Journal of Information Technology Services
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• v.14 no.4
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• pp.1-14
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• 2015

Due to advances in information and communication technologies (ICTs) and the advent of the Smartphone, people have access to the internet and can work at any time and any where. These are however likely to cause negative effects such as the personal information leakage and invasion of privacy. Caused by negative aspects of ICTs, the stress is so-called technostress. Recently, it is reported that managers tend to task order to their subordinates using an SNS or mobile messenger on a real-time basis after office hours or even on holiday, leading to a sharp increase in technostress. While previous studies of stress indicate that it is associated with the counter-productive work behavior (CWB), no empirical evidence has shown about the relationship between technostress and CWB. This study aims to explore the effect of technostress on CWB. In addition, it seeks to clarify the moderating effect of leader-member exchange(LMX) in this relationship. Drawing on literature regarding technostress and CWB, hypotheses are developed and tested with the sample of 101 using regression analyses. Results show that technostress has a significantly positive effect on CWB, but LMX has an insignificant moderating effect in the relationship between technostress and CWB. Implications and limitations with suggestions for future studies are presented.

• Journal of Distribution Science
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• v.14 no.2
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• pp.73-82
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• 2016

Purpose - Counterproductive work behavior(CWB) was typically categorized according to the behavior whether it targets other people(i.e., interpersonal CWB: I-CWB). Employing organizations(i.e., organizational CWB: O-CWB) has emerged as major concerns among researchers, managers, and the general public. An abundance of researches has informed us about the understanding for the antecedents of CWB, whereas little is known about the antecedents of CWB directed distribution service in employee's emotional labor. Therefore, the purpose of this research is to propose a research model in which surface acting enhances emotional exhaustion as an emotional labor strategy, which eventually increases counterproductive work behavior(including I-CWM and O-CWB). Research design, data, and methodology - This empirical research data were gathered from the samples of full time frontline hotel employees(including front office, call center, food/beverage, concierge, and room service) in South Korea. Six hotels were selected ranged from four to five stars, including privately owned and joint-venture properties. A convenience sampling method was used to select hotels. Full time frontline hotel employees from the six hotels were surveyed using a self-administered instrument for data collection. With the strong support of hotel managers, a total of 300 questionnaires were distributed, and 252 responses were collected indicating a response rate of 84.0%. In the process of working with the 252 samples, structural equation modeling is employed to test research hypotheses(H1: The relationship between surface acting and Interpersonal counterproductive work behavior(I-CWB) is mediated by emotional exhaustion, H2: The relationship between surface acting and organizational counterproductive work behavior(O-CWB) is mediated by emotional exhaustion). SPSS 18.0 and M-Plus 7.31 software were used for the data analysis. Descriptive statistics were used to assess the distribution of the employee profiles and correlations between factors. M-Plus 7.31 software was used to test the model fit, validity, and reliability of the factors, significance of the relationship between factors, and the effects of factors in the model. Results - To test our mediation hypotheses, we used an analytical strategy suggested by Preacher & Hayes (2008) and Shrout & Bolger (2002). This mediation approach directly tests the indirect effect between the predictor and the criterion variables through the mediator via a bootstrapping procedure. Thus, it addresses some weaknesses associated with the Sobel test. We found that surface acting was positively related to emotional exhaustion. Furthermore, emotional exhaustion was a significant predictor from the two kinds of counterproductive work behavior. In addition, surface acting was not significantly associated with the two kinds of counterproductive work behavior. These results indicated that the surface acting by frontline hotel employees was associated with higher emotional exhaustion, which is related with higher interpersonal counterproductive work behavior(I-CWB) and organizational counterproductive work behavior(O-CWB). In sum, we confirmed that the positive relationship between surface acting and the two kinds of counterproductive work behavior was fully mediated by emotional exhaustion. Conclusions - The current research broadens the conceptual work and empirical studies in counterproductive work behavior literature by representing a fundamental mechanism that how surface acting affects counterproductive work behavior.