Jae Young Lee

This study reviews the potential applications of the metaverse to various areas of human resource development (HRD) and reflects on the applications’ significance for employee and organizational development. Adopting a narrative review approach to this study, we selected and reviewed 34 cases. From our review, we found several findings that contributes to the HRD field in several ways. First, it draws the attention of HRD researchers and practitioners to a critical emerging trend that has been overlooked in the field. Second, it offers an analytical view of the metaverse in comparison to other training or learning technologies, assessing its effectiveness in employee development. Third, this study enhances the perspectives of HRD researchers and practitioners regarding this new technology by providing practical and theoretical insights into how metaverse-based interventions can reshape organizational culture and improve employee performance in the workplace. Lastly, it addresses compelling theoretical and practical questions related to HRD issues arising from the metaverse.

The study aimed to investigate the main effect of leader humility on job crafting and the potential three-way interaction effect between leader humility, trust in leaders, and gender on job crafting. Data were collected from 158 employees in two organizations in South Korea. In order to analyze the proposed hypotheses, we used hierarchical regression analysis and PROCESS macro (Model 3) in SPSS with 5,000 bootstrap samples. The results revealed that leader humility influences job crafting, and the impact of leader humility on task crafting depends on the level of trust. In particular, higher trust between a leader and employee indicates a more positive relationship between leader humility and the employee’s task crafting behaviors. Furthermore, a moderated moderation effect was discovered of gender on the two-way interaction effect. The results of this study highlight that leader humility plays an important role for employees’ job crafting behavior particularly when they have highly trusting relationships with their leaders. In addition, this study provides a comprehensive understanding of leader humility’s effect on job crafting by investigating the role of gender.

Purpose: The high turnover of new graduate employees has become a concern for many organizations in Korea. This study explores when new graduate employees leave first jobs and what makes these employees decide to leave employees' organizations.Design/methodology/approach: Using national panel data from South Korea, the authors employed a survival analysis and examined the factors that explain the turnover of new graduate employees.Findings: The findings of this study reveal that many new graduate employees leave the employees' organizations within two years. Moreover, work conditions, work satisfaction and job-skill match were associated with new graduate employee turnover.Originality/value: Based on the results of survival analysis derived from actual turnover data, not turnover intentions, the authors emphasize appropriate human resources (HR) intervention, a working environment and organizational culture, and employee development opportunities.

This study investigated the relationships between perceived internal and external marketability, learning agility, and career resilience. We constructed a model proposing that learning agility mediates the perceived marketability and career resilience relationship. Structural equation modeling was conducted on survey data from 259 Korean employees from three organizations. The results indicated that perceived internal marketability was positively related to career resilience. Conversely, perceived external marketability was negatively and not significantly associated with career resilience. Also confirmed by our results was that learning agility was mediating between perceived internal marketability and career resilience but not between perceived external marketability and career resilience.

건설업 협력업체 근로자의 안전사고경험 및 안전감시단에 대한 인식조사 연구 의 이용 수, 등재여부, 발행기관, 저자, 초록, 목차, 참고문헌 등 논문에 관한 다양한 정보 및 관련논문 목록과 논문의 분야별 BEST, NEW 논문 목록을 확인 하실 수 있습니다.

Purpose: The purpose of this paper was to explore the underlying mechanism of the relationship between psychological safety and performance.Design/methodology/approach: A serial multiple mediation model that explains the impact of psychological safety on performance via job crafting and thriving at work was proposed and tested using PROCESS macro (Model 6). Data were collected from 320 employees at three different large Korean organizations.Findings: The results of this study found that job crafting and thriving at work sequentially mediate the relationship between psychological safety and performance. However, the direct effect of psychological safety on performance was found to be nonsignificant. Put differently, psychological safety is unrelated to performance independent of the effects of job crafting and thriving at work.Originality/value: The present study theoretically contributes to psychological safety research by proposing and testing a serial mediation model that explores the underlying mechanism of the relationship between psychological safety and performance in detail. Practically, this study informs managers about the importance of ensuring a psychologically safe workplace environment and encouraging employees' proactive behaviors to enhance their performance and ability to thrive at work.

오늘날 게임 산업이 성장하면서 수많은 게임이 출시되고 있다. 이에 게임사들은 유저를 확보하기 위해 가격 프로모션을 적극적으로 활용하고 있지만, 그 효과가 반드시 장기적으로 이어지는 것은 아니다. 한편, 유저들의 게임플레이 행동은 온라인 게임 커뮤니티 및 게임 스트리밍 시청과 같은 게임 관련 제반 활동과 긴밀하게 연관되어 있기 때문에 가격 프로모션이 이러한 제반 활동에 영향을 미칠 가능성이 있다. 본 연구는 게임 플레이 및 게임 제반 활동에 가격 프로모션이 미치는 장기 효과를 살펴보고자 한다. 구체적으로, 토빗(Tobit) 모형이 패널 벡터자기회귀모형(Panel Vector Autoregressive)에 결합된 모형을 통해 가격 프로모션이 게임 플레이 및 게임 제반 활동에 미치는 장단기 효과를 분석하고자 한다. 이를 위해 게임 유통 플랫폼 스팀(Steam)에서 수집한 데이터를 분석한 결과, 가격 프로모션의 효과는 게임 플레이 및 제반 활동과 동태적 상호작용을 가진 것으로 드러났다. 이러한 결과를 바탕으로 본 연구는 게임 실무자들에게 효과적인 마케팅 전략 수립을 위한 시사점을 제안하고자 한다.

본 연구의 목적은 코로나19 이후 뉴노멀 시대에 인적자원개발 분야에서 예상되는 변화와 이러한 변화를 극복하기 위해 인적자원개발 부서가 수행해야할 역할을 알아보는데 있다. 이를 위하여 기업, 대학, 컨설팅 부문에 종사하고 있는 인적자원개발 전문가 12명을 대상으로 세 차례에 걸쳐 델파이 조사를 실시해 의견을 수렴하였다. 그 결과 뉴노멀 시대에 인적자원개발 분야가 직면할 11가지 변화와 이에 따른 인적자원개발 부서의 역할 6가지가 도출되었다. 인적자원개발 분야의 변화로는 (1)HRD 분야 디지털트랜스포메이션 가속화, (2)전략적 HRD 중요성 강조, (3)HRD와 HRM의 기능과 역할 통합, (4)HRD 산업 생태계 재편, (5)변화한 환경과 조직구성원에게 적합한 조직개발 필요성 증대, (6)개인주도 경력개발 패러다임으로 전환, (7)학습과학과 데이터에 기반한 개인 맞춤형 교육 요구 증가, (8)비대면 교육 및 블렌디드 교육 확대, (9)테크놀로지와 HRD의 융합, (10)비형식, 무형식학습 포함한 자기주도 학습 중요도 강조, (11)일과 학습의 통합이 제시되었다. 인적자원개발 부서의 역할로는 (1)학습자주도 학습이 가능한 디지털 학습 생태계 구축, (2)현장중심 HRD 실행 지원, (3)현업 문제해결과 성과향상을 위한 컨설팅 기능수행, (4)HRM과 협력 강화, (5)변화관리 및 구성원 마음관리, (6)데이터 기반 HRD 활동이 제시되었다.

Purpose: The purpose of this study is to clarify the relationship between two sub-constructs of heavy work investment: work engagement and workaholism. Design/methodology/approach: The authors conducted a systematic review and meta-analysis to synthesize and critically assess existing research on the relationship between these concepts. Findings: The review revealed three major shortcomings of the extant literature: a dichotomous perspective, variations in measurements and the unaddressed complexity of the relationship. Originality/value: Based on these findings, this study provides a discussion on the limitations and suggestions for future research on work engagement and workaholism, including using a person-centered approach.

The purpose of this study is to validate the Korean version of the thriving at work measurement by Porath et al. (2012). After translating the thriving at work measurement into Korean, the researchers assessed the validity and reliability of the measurement in a Korean working context using two different samples. In Study 1, the study validated the translated measurement using Rasch’s (1960) model, exploratory factor analysis and a reliability test with a sample of 322 employees. In Study 2, the study conducted a confirmatory factor analysis, a reliability test and a convergent and discriminant validity test using a sample of 187 employees. Based on the analyses, this paper concluded that thriving at work has a two-factor construct and eight-item thriving at work measurement was better than the original 10-item measurement. The eight-item measurement demonstrated good discriminant and convergent validity. This study validated the thriving at work measurement in a Korean context using Rasch’s (1960) model from the item response theory perspective.