This article reviews major advances in research on organizational behavior(OB) published in Journal of Organization and Management from 2009 to 2022 to commemorate the 45th anniversary of the founding of the Korean Academy of Organization and Management. Specifically based on the article analysis criteria used by Park & Kim (2010), the research topic and methodology of the published articles in the field of OB were analyzed. Moreover, this article examines the contribution of Journal of Organization and Management to the theoretical field by analyzing the micro-organization theories used in published articles. The analysis results of 220 of the 349 articles in the field of OB, including research methodology, revealed that the research topics were diversified compared with those in the early 30 years since the founding of Journal of Organizational and Management. However, in terms of the research methodology, we identified that it was mostly quantitative and hypothesis testing in nature. The micro-organizational theory analysis revealed that 78 theories, grouped into 13 theoretical categories, were used in the articles published in the area of OB, Social exchange theory and conservation of resource theory were the most frequently used theories. Based on these findings, we recommend that various articles with the potential for theoretical contribution in the two dimensions- namely, theory building and testing-be encouraged for publication in Journal of Organization and Management. We also suggest that there should be linkages between the research and practical area so that researchers can be motivated by actual data from the organization. Lastly, We conclude with a discussion of building the journal’s culture and identity to embrace domestic OB researchers.

The organization has been striving to secure the capabilities of members with discriminatory and competitive advantages to survive fierce competition while adapting to the rapidly changing environment. Among these factors of competitive advantage, knowledge is considered a strategic resource for the survival of the organization. As the creation of new knowledge by organizational members and efficient management have emerged as the top priority for the prosperity and sustainability of the organization, studies have been conducted on knowledge sharing and information related to task performance among members. Through previous studies, it was found that the role of the leader in knowledge sharing of members had a considerable influence, but it had several limitations, so it was intended to supplement this through this study. First, it was confirmed that Self-sacrificial leadership presented as one of the leadership that positively affects members' attitudes or behaviors from the perspective of discretionary and self-sacrificial behavior without formal compensation or recognition, even though members' knowledge sharing is positive behavior for peers and organizations. Second, members examined the mediating effect between self-sacrificial leadership and knowledge sharing of role model influences on the premise that knowledge sharing behavior will increase through the process of imitating their desirable role model, leader's self-sacrificial attitude and behavior. Third, members who face environmental uncertainties in the organization pay more attention to the leader's behavior and respond more clearly to the leader's behavior, confirming the moderating effect of overall justice on the influence of the leader's self-sacrificial leadership. For an empirical study, data collected from 187 samples of supervisors-subordinates dyads among Navy officers and enlisted were used. As a result of hierarchical regression analysis and SPSS Macro, it was found that self-sacrificial leadership had a positive(+) relationship with knowledge sharing, and role model influence mediated the relationship between self-sacrificial leadership and knowledge sharing. In addition, the lower the overall fairness, the stronger the relationship between self-sacrificial leadership and role model influence, and the lower the overall fairness, the stronger the indirect effect between self-sacrificial leadership and role model influence. This study contributed to expanding the academic knowledge of the relationship between variables by identifying how self-sacrificial leadership affects the knowledge sharing and revealing the influence process of the role model and the moderating effect of overall justice. In addition, practical implications were provided to the organization by confirming the positive impact of self-sacrificial leadership that can promote knowledge sharing for the organization's prosperity and sustainability, and finally, the limitations of research and future research directions were discussed.

This study attempts to analyze the articles published in the Korean Journal of Organization & Human Resource Management from 1980 to May 2022, and to suggest for the future research directions. The total number of published articles in the journal is 297. This paper suggests the main characteristics of articles and research trends depending on themes and phases. More specifically, the main themes can be classified into general human resource management/ strategic human resource management, recruitment/selection and turnover practices, employee evaluation practices, compensation practices, human resource development, global human resource management & development, job, and etc. Moreover, the phases can be divided into 1980-1990s (the Asian financial crisis), 2000s (the glabal financial crisis), and post-2010s (global hyper-competition). In addition to descriptive statistics, this study tried to analyze the research trends by utilizing untypical text mining with Python. Furturemore, this study suggests the global research trends by using SciVal of Elviser. Based on these findings, in the discussion part, this study suggests future research directions in the human resource management field.

In the era of change and innovation, which have become the core values in the 21st-century management, interest in the issue of empowerment has surged. Existing work has supported the effectiveness of empowerment across different countries, industries, and organizations, and its positive effect has been manifested even in government organizations and public enterprises, where bureaucracy and public interests are pursued. While discussion on empowerment in the military remains scarce, the concept of Mission Command, which has been introduced and reinforced since the end of the 20th century, implies that empowerment carries its weight in the military as well. The aim of this study is to investigate whether empowering behaviors of a commander promote subordinates’ voice behaviors, and the mechanism through which this effect unfolds. Data was collected in November, 2022 from the surveys of commanders and their 169 subordinates across 78 teams of the Marine Corps. Multi-level analysis using Mplus 8.1 revealed that a commander’s empowering behaviors increased the extent to which subordinates engaged in voice behavior, and that their procedural justice perception and intrinsic motivation mediated this effect. In addition, procedural justice showed a partial mediation effect while intrinsic motivation triggered a complete mediation effect. These results make theoretical contributions by expanding the horizons of scholarly efforts on empowerment and voice behavior, and also examining the empowerment issue in the military context. Practical implications regarding the effectiveness of Mission Command, which is yet to be fully settled as a management practice in the military context, are also provided.

Tremendous costs created by corporate scandals have enhanced social and scholarly attention to employee unethical behaviors. Among various types of unethical behaviors, unethical pro-organizational behaviors (UPB), with their unique qualities of unethicality and pro-organizational orientation, elicit ambivalent attitudes from observers. Shifting from previous approaches that focused on either actors or ingroup observers, the current research aimed to explore the attitudes of outgroup observers toward a hypothetical job applicant who either engaged in or refused to engage in UPB. Especially, drawing on moral utility theory (Hirsh et al., 2018) that considers subjective expected utility of behaviors, the current research explored how observers’ consideration of future consequences moderates the relationship between collectivistic orientation and reaction to the applicant’s UPB history. The current online experimental study involved hypothetical scenarios, and analysis was conducted on 173 workers in Korea who completed both questionnaires with two waves. First, participants preferred candidates with no UPB-related episode over others, supporting Hypothesis 1. Second, consistent with Hypothesis 2, the three-way interaction among UPB condition, collectivistic orientation, and consideration of future consequences was supported. Specifically, in UPB condition, when consideration of future consequences is high, collectivistic orientation was positively associated with hiring intentions; however, when consideration of future consequences is low, collectivistic orientation was negatively associated with hiring intentions. Finally, Hypothesis 3 was not supported because the higher the collectivistic orientation, the higher the hiring intentions, regardless of the level of consideration of future consequences. This study contributed to expanding UPB research by comprehensively considering the response of third parties to the applicant’s UPB history and empirically testing the effects of moderating variables. Finally, based on the research findings, we provided practical implications.

This article examined the effects of corporate governance on the utilization of high performance work system (HPWS) and the magnitude of changes in HPWS practices over time. Based on extant research on HWPS and corporate governance, we derived three hypotheses. First, family firms are likely to utilize more HPWS practices than firms governed by professional managers are. Second, family firms are likely to utilize fewer HPWS practices than firms governed by professional managers. Third, firms governed by professional managers are more likely to change their HPWS practices than family firms. To test the hypotheses, we analyzed panel data composed of 317 firms, which were provided by Korea Research Institute for Vocational Education and Training. Panel regression results showed that the second and the third hypotheses were supported. Implications and directions for future research were discussed.

Although the influence of perfectionist leaders has been acknowledged by practitioners, only few studies have explored the possible consequences of leaders with perfectionism. Recognizing the importance of leader perfectionism as a potential predictor of leadership behaviors as well as employees’ attitudes and behaviors, the current study explores the interpersonal consequences of leader perfectionism in the context of leadership. Drawing upon the trait approach to leadership and conservation of resources theory, this study examines the effects of leaders’ other-oriented perfectionism on their close monitoring behavior, and in turn employees’ emotional exhaustion. Moreover, this study tests the moderating role of leaders’ trust in followers on the relationship between leaders’ other oriented perfectionism and close monitoring behavior. Using multi-sourced data from 158 supervisor-employee dyads in South Korea, this study found that leaders with other-oriented perfectionism are likely to engage in close monitoring behaviors toward employees, thereby leading to employee emotional exhaustion. Unlike the prediction, however, the results do not support the moderating effect of leaders’ trust in followers in the hypothesized model. Theoretical and practical implications are discussed.

This study examined potential gender group differences regarding work addiction, especially conceptualizing workaholism as a behavioral addiction. Focusing on the two components of behavioral addiction, i.e., salience and withdrawal, the study used a model to examine whether two components of work addiction could predict job satisfaction and organizational commitment through personal relationship impairment and examined potential gender differences regarding work addiction. Using the multi-group analysis of the structural equation modeling, the analyses on gender differences were implemented in two directions: First, gender group differences in the scores of the two components of workaholism were examined using latent mean analysis; second, gender differences in the paths of the mediation model were examined using the test of the structural model invariance across the groups. The results were as follows: First, there was a significant gender group difference in salience, but not in withdrawal; salience was higher for men than women but the effect was relatively small. Second, a significant gender difference was found in the path between withdrawal and personal relationship impairment. Specifically, withdrawal significantly increased personal relationship impairment in both men and women; however, the relationship was significantly stronger for women. Future directions for research on gender in work addiction are discussed, along with the implications and limitations of the study.

Safety behavior is highly likely to be influenced by not only individual level factors, but also organizational or group level factors. However, in Korea, few studies have been conducted to classify each of factors on safety behavior. This study examines the effect of team leader’s safety leadership as a group level factor on safety behavior mediated through safety motivation and team member’s safety attitude as an individual level factor. This study was conducted in China from January to June 2022 with 512 subjects from 95 teams of 5-star hotels. Hierarchical Linear Modeling (HLM) for multi-level analysis is used to analyze the mechanisms by which safety leadership and safety attitudes influence safety behavior through safety motivation. The research results indicate that safety leadership and safety attitude can predict safety behavior. Safety motivation also played a mediating role in the relationship between safety leadership and safety behavior. This study, which conducted the time-lagged study, suggests that management should build appropriate safety leadership, continuously check the effectiveness of leadership through regular monitoring, and improve safety-related performance through encouraging safety attitudes and motivation.

In this study, we explore the ways to capture the extent to which a given locale embodies the values of affirmative action, i.e. equal employment. In particular this study employs the concept of employment availability to figure out whether firms in a certain locale tend to comply with the affirmative-action guidelines. Given this concept, we define disparity as the proportion of female employees in the total locale population employed, deviated from the availability level. Along with this, we consider a measure of concentration, which refers to the extent to which the employment in a locale is occupied by a certain gender. By combining these two indices, we develop an analytical framework to evaluate the implementation of affirmative action. As an illustration of the analytical framework, we employ the database from the U.S Equal Employment Opportunity Commission (EEOC). Specifically, by using the data of the state of Florida, the availability is measured based on demographic statistics; the indices of dispatiy and concentration are calculated; then how the locales of Florida show their implementation of affirmative action is analyzed with these two combined indices. Based on the analyses and from the implications from them, we contend that the analytical framework for measuring the affirmative-action implementation can be used to evaluate how equal employment is achieved; particually, we suggest that this analytical framework is applicable to the Korean context.