Byeong Jo Kim

This study examines how citizens comply with government mandates when public disagreement with policy measures is high. Drawing on survey data from South Korea and the United States during the COVID‐19 pandemic, we test how two distinct belief systems—duty‐based and deterrence‐based—relate to compliance under disagreement, and how these relationships are conditioned by symbolic ideology and national policy environments. Results show that duty‐based beliefs reduce, while deterrence‐based beliefs increase, the degree of unwilling compliance. Symbolic ideology amplifies the effects of both beliefs, strengthening the negative association for duty and the positive association for deterrence. This amplification is more pronounced in the decentralized, low‐trust, individualistic U.S. context than in the centralized, high‐trust, collectivistic Korean context. These findings advance compliance research by theorizing “compliance under disagreement” as distinct from ordinary compliance, and by integrating motivational, identity, and contextual perspectives. They also underscore that identical coercive rules can evoke divergent compliance pathways across governance regimes, depending on how motivational beliefs and ideological cueing are embedded in policy environments.

Drawing on grounded‑theory interviews with 16 female staffers in the South Korean National Assembly, this study integrates the Kaleidoscope Career Model with a person–environment congruence lens to explain career‑goal dynamics. A two-stage process emerges. First, initial careers are shaped by the interaction of entry motivations (proactive or reactive) and perceived organizational climate (positive or negative). Second, women interpret promotion decisions through four congruence patterns: positive congruence (expected promotion received), negative congruence (promotion neither expected nor received), downward incongruence (promotion expected but denied), and upward incongruence (unexpected promotion). Upward incongruence generates cognitive dissonance, prompting career-goal shifts from balance or authenticity toward challenge. Conversely, downward incongruence typically prompts withdrawal from challenge goals. These findings extend the Kaleidoscope Career Model by showing that promotion shocks—not only gradual work–family adjustments—can trigger non‑linear shifts in women’s challenge, authenticity, and balance goals in public organizations.

The present study examines the interplay between participation in religious services and gender differences in mitigating acculturative stress among Korean immigrants in the United States. Using cross-sectional survey data from a total of 164 Korean immigrants, our findings suggest that participation in religious services is significantly associated with a lower level of acculturative stress, and the negative association became stronger when a participant is female. This study is one of few empirical studies that examine the differential role of participation in religious services across gender in reducing acculturative stress among Korean immigrants in the United States.

Despite considerable research on the importance of a management practice emphasizing the relational aspect such as participative management, little is known regarding the mechanism through which this relation-oriented management practice motivates public employees to cultivate pro-organizational work behavior such as organizational citizenship behavior. Using data from public employees in South Korea, this study examines the association between participative management and organizational citizenship behavior. We also explore how participative management sparks public employees to be engaged in their job, which in turn leads to higher organizational citizenship behavior. By identifying employee engagement as a mediating mechanism that links participative management and organizational citizenship behavior, this study offers insights into the role of relational management practices in public settings.

Drawing on the social-ecological systems perspective of health, this study explores whether the deteriorating trend of immigrant health over time differs depending on immigrants’ pre-migration macro-level factors in their birth country. Using the Household, Income, and Labor Dynamics in Australia survey (N = 1,847), we conducted an HLM analysis to examine the association among GDP per capita in the birth country, length of stay, and immigrants’ health status post-migration. Support was found for both the negative association between the length of stay and health and the positive association between the GDP of the birth country and health. The negative association between length of stay and health was stronger among immigrants from low GDP countries compared to those from high GDP countries. Our findings suggest the importance of the population-level characteristics of the birth country in understanding healthy immigrant effect post-migration.

This study aims to provide practice-oriented evidence regarding the implementation of healthcare data analytics and its impact on the use of new data analytics tools and relevant analytical skills improvement. A quasi-experimental pre-test/post-test controlled study was conducted in a large medical system in the eastern United States. Healthcare data analytics training program participants (N = 21) and a comparison group comprising trainee-identified peers completing comparable work (N = 27) were compared at the start of training and one year later. Results showed that both trainees and peers demonstrated improved healthcare data analytics skills over time, related to concomitant increases in their healthcare data analytics-related learning and performance goals. This study suggests that healthcare organizations aiming at successfully implementing a new data analytics infrastructure should provide well-designed training that enables trainees to develop specific learning and performance goals as well as improve relevant skills and ability to use new tools.

Purpose: Although the physical environment provides an important context for employees' work, there remain divergent findings regarding how different spatial settings, such as more open or more closed workspaces, impact employees. Employing research on the functions of the physical work environment, we contribute to a growing body of research on employees' interactions with their workspace by developing and measuring the notion of person–space fit (P-S fit). This construct affords examination of the multi-dimensional nature of employees' interactions with their workspaces, to understand how their perceived fit with the key functions of their workspace impacts their experiences and social network activity at work.Design/methodology/approach: We first develop a new P-S fit scale and test its factorial, convergent, discriminant, and incremental validity over other person–environment fit concepts (N = 155). Next, in a naturally-occurring, quasi-field experiment of a workspace change intervention moving employees from predominantly closed workspace to more open workspace (N = 47 pre-move;N = 37 post-move), we examine how changes in both workspace layout and P-S fit impact workers' experiences of their workspaces (needs for task privacy and spaciousness) and collaborative behaviors (social network activity).Findings: Our P-S fit scale consists of theoretically and empirically validated dimensions representing fit with four workspace functions: aesthetic fit; identity fit; instrumental fit; and collaboration fit. Instrumental fit is positively associated with experiences of task privacy, whereas aesthetic fit and identity fit positively associated with experiences of spaciousness, but no forms of fit were related to social network activity. However, the findings show that work-related social network ties tended to decrease, and new ones were less likely to form, in open office spaces.Originality/value: Contributing to a growing body of research linking person–environment fit literature to workspace design, this study offers a new scale assessing P-S fit and provides some empirical evidence of its importance for understanding the complexity of the employee-work environment interaction.

Video captioning is known as a method to summarize or explain a video. However, it is very difficult to create sports commentaries, which are running scene-by-scene descriptions, for sports videos by using conventional video captioning. This is the case because sports commentary requires not only specific and varied information about every scene, such as player action descriptions in baseball, but also background knowledge and dynamic at-bats statistics that are not found in the video. We propose a new system to automatically generate commentary for baseball games. In our system, given real-time baseball videos, suitable descriptions are relayed using four deep-learning models (i.e., a scene classifier, player detector, motion recognizer, and pitching result recognizer) integrated with domain ontology. Using these four deep-learning models, pieces of information about "who is doing what in which area of the field" and "what results are expected" are obtained. This approach is used to select an appropriate template, which is combined with baseball ontology knowledge for the generation of commentary. We evaluate our system using baseball games from the KBO (Korea Baseball Organization) League's 2018 season. As a result of the evaluation, we identify that our system¹ can act as a commentator for baseball games.

This study investigates the effects of organizational change–related training on the diffusion of change through the employee advice network. It also examines the contribution of employee proactivity to the effects of that training. We compare trainees (N = 46) and nontrained peers (N = 47) doing similar work at pre- and posttest to examine how training and individual proactivity contribute to the change process. Results indicate that training is associated with increased change-related knowledge and skills and greater change-related advice giving (i.e., in-degree centrality). Additionally, proactivity is positively related to change-related advice giving and seeking (i.e., in- and out-degree centrality). Our findings also show that the effect of training on change-related advice giving is stronger for more proactive trainees than less proactive ones. We discuss our study’s theoretical and practical implications for both organizational change and employee proactivity.

As the global mobility of the workforce increases, little is known regarding how cross-regime migrants from a centralized planned economy to a free market economy adapt to working in capitalist organizations. This study investigates the migration, work and adaptation experiences of North Korean escapees living and working in capitalist South Korean society. Using grounded theory methods, we uncover an underlying mechanism of cross-regime work adaptation, the internalization of capitalist work norms into the migrants’ personal values. This mechanism is linked to the migrants’ adoption of an opportunity-focused approach to the new environment and the emergence of post-migration goals in response to perceived opportunities. This adaptation process is particularly characteristic of those motivated to escape for economic reasons, while those motivated to escape by political reasons actually resist assimilation. As a function of pre- and post-migration experiences, individual migrants are found to differ in the...