Purpose Employee voice behavior is an important source of corporate competitiveness but employees often face difficulties in voicing their opinions. This research analyzes how authentic leadership may increase psychological safety perceived by employees, consequently encouraging employees to actively share their ideas. In addition, the authors explore the unique concept of Zhongyong thinking, a way of thinking that is common in cultures rooted in Confucianism. The authors analyze how Zhongyong thinking may affect the relationship between psychological safety and employee voice behavior. Design/methodology/approach For the empirical analysis of authentic leadership and employee voice behavior in the Chinese context, the authors distributed surveys to employees working in various different industries in various provinces in China. The authors distributed 250 surveys in total and 213 surveys were used for analyses. Findings The authors' empirical analyzes illustrate that authentic leadership increases employee voice behavior, partially mediated by psychological safety. The authors also analyzed how psychological safety's effect on employee voice behavior could be moderated by Zhongyong thinking. The results demonstrate that the effect of psychological safety on voice behavior is weaker when employees are capable of exercising Zhongyong thinking. Originality/value Zhongyong thinking is still a relatively new concept that has not been studied thoroughly, and to the authors' knowledge, Zhongyong thinking has never been studied as a moderator in the relationship between psychological safety and employee voice behavior.

Purpose Employee voice behavior is an important source of corporate competitiveness but employees often face difficulties in voicing their opinions. This research analyzes how authentic leadership may increase psychological safety perceived by employees, consequently encouraging employees to actively share their ideas. In addition, the authors explore the unique concept of Zhongyong thinking, a way of thinking that is common in cultures rooted in Confucianism. The authors analyze how Zhongyong thinking may affect the relationship between psychological safety and employee voice behavior. Design/methodology/approach For the empirical analysis of authentic leadership and employee voice behavior in the Chinese context, the authors distributed surveys to employees working in various different industries in various provinces in China. The authors distributed 250 surveys in total and 213 surveys were used for analyses. Findings The authors' empirical analyzes illustrate that authentic leadership increases employee voice behavior, partially mediated by psychological safety. The authors also analyzed how psychological safety's effect on employee voice behavior could be moderated by Zhongyong thinking. The results demonstrate that the effect of psychological safety on voice behavior is weaker when employees are capable of exercising Zhongyong thinking. Originality/value Zhongyong thinking is still a relatively new concept that has not been studied thoroughly, and to the authors' knowledge, Zhongyong thinking has never been studied as a moderator in the relationship between psychological safety and employee voice behavior.

본 연구는 조직구성원이 조직에서 요구받는 역할과 실제 수행하고자 하는 역할 간 갈등을 의미하는 역할갈등에 초점을 맞추어 역할갈등이 조직구성원의 직무만족에 미치는 영향을 분석하였다. 역할갈등과 직무만족 간 관계를 매개하는 변수로 인지부조화를 제시하였는데, 이를 통해 역할갈등이 구체적으로 어떤 프로세스를 거쳐 조직구성원의 직무만족에 영향을 미치는 지에 대하여도 검증하였다. 본 연구는 역할갈등과 인지부조화 간의 관계를 분석함에 있어서 구성원 개인의 경쟁성향과 구성원이 속해 있는 팀내 경쟁풍토가 영향을 미칠 것으로 보고, 개인 경쟁성향과 팀내 경쟁풍토에 대한 조절효과에 대한 가설을 수립하고 검증하였다. 역할갈등이 인지부조화를 통해서 직무만족에 이르는 간접효과가 개인 경쟁성향과 팀내 경쟁풍토의 정도에 따라 다를 것으로 생각하고 조절된 매개효과를 분석하였다. 가설검증을 위해 D지역의 공기업과 사기업 구성원들을 대상으로 246부의 자료를 수집하여 분석하였다. 분석 결과, 역할갈등은 직무만족을 낮추고, 인지부조화가 두 변수를 매개하는 것으로 나타났다. 조절효과에 대한 가설 중, 팀내 경쟁풍토의 조절효과에 대한 가설은 지지되었으나, 개인 경쟁성향의 조절효과에 대한 가설은 기각되었다. 개인 경쟁성향과 팀내 경쟁풍토의 조절된 매개효과에서도 팀내 경쟁풍토의 가설은 지지되었으나, 개인 경쟁성향의 가설은 지지되지 않았다. 이와 같은 분석결과를 통해 본 연구는 직무만족을 촉진하기 위해 역할갈등의 관리가 중요함을 확인하였다. 인지부조화의 매개역할과 개인 경쟁성향 및 팀내 경쟁풍토의 조절된 매개변수 역할을 확인함으로써 역할갈등이 직무만족에 미치는 새로운 경로의 연구로써 이해의 폭을 확장하였다.

International audience

This study examines the social dynamics underlying the institutionalization of a particular movie genre, that is, social problem films (SPFs) in a particular setting, that is, the Korean film industry. We focus on the role of movie directors as social critics who have strategic intentions in institutional dynamics and answer the questions of which directors are more likely to choose SPF genre for their films and how and when they do so. Based on recent developments in institutional theories, such as actorhood, institutional work, and strategic action field, we empirically analyzed the micro-level factors related to movie directors and their actions that may have affected the institutionalization of SPF at the field level in the Korean film industry. The findings of this paper in the Korean film industry between 1994 to 2017 suggest that the irreversible status of directors, such as their educational degrees, the reversible status, such as their achievements in the field, and their experiences in SPF positively affect the odds of choosing SPF genre. In addition, the effect of reversible status reduced as the institutionalization of SPFs had been more fully established, while the effects of the other two were not affected by the different levels of the SPF institutionalization.

Organizational cynicism is associated with undesirable outcomes such as reduced organizational performance. In this study we examined factors leading to organizational cynicism in a public organization undergoing market-oriented reforms. Participants were 275 employees at Korea Post, Korea. Our empirical results showed that organizational cynicism is decreased by coworker trust and transformational leadership and increased by job stress. Also, the positive role of job stress was stronger for employees who are silent than for those who express their opinions in the workplace. The findings suggest that organizations would benefit from actively managing factors that may affect the level of organizational cynicism among employees.

본 연구에서는 최고경영진(TMT)에 대한 전략적 인적자원관리가 끊임없는 혁신이 경쟁의 규칙인 21세기 지식경제에서 요구되는 기업의 혁신행동에 미치는 영향을 분석한다. 규모와 효율성이 경쟁의 규칙이던 20세기 산업사회와 달리 존재하지 않던 새로운 경쟁우위를 끊임없이 만들어내야 하는 21세기 지식경제에서는 혁신행동이 기업의 생존과 성장에 결정적인 영향을 미치게 된다. 기업의 혁신행동은 각 기업 최고경영진의 역량과 태도에 의해 좌우되기 때문에 어떻게 최고경영진을 선발하고 육성하는가를 다루는 TMT 전략적 인적자원관리의 중요성이 급증하게 되었다. 이러한 관점에서 본 연구에서는 기업의 혁신지향성에 영향을 미치는 TMT 전략적 인적자원관리의 특성으로 최고경영진에 대한 고몰입 인적자원관리, 인적자원개발 투자, 능력주의 인적자원관리, 혁신중시 인적자원관리등 네 가지 요소들의 효과를 실증연구를 통해 분석하였다. 한국직업능력개발원의 HCCP 설문자료를 대상으로 한 실증분석 결과 제시한 네 가지 가설이 모두 지지되었다.