Toward employee work passion and performance: a validation of the Work Cognition Inventory in Korea

Kim, Junhee; Nimon, Kim; Song, Ji Hoon; Zigarmi, Drea

doi:10.1080/13678868.2015.1026550

Cited by 12 publications

(10 citation statements)

References 64 publications

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“…Our variables had construct validity since they had been pretested in previous studies (Nimon et al, 2011;Kim et al, 2015;Zigarmi and Nimon, 2015;Thibault-Landry et al, 2018). The Cronbach Alpha was used to test for reliability.…”

Section: Methodsmentioning

confidence: 99%

“…Studies have shown strong support for the importance of autonomy, meaningful work, and social relationships in building work passion and the positive organizational outcomes it supports such as: psychological wellbeing and increased employee performance (McAllister et al, 2017; Thibault-Landry et al 2018); positive job attitudes (Kim et al, 2015); feelings of happiness in the completion of their task as opposed to engaged employees (Baard, Deci and Ryan, 2004;David 2012). Workers also display behaviours such organizational citizenship behaviour, use of discretionary effort, lower employee turnover and higher performance (Astakhova, 2015;Burke, Astakhova and Hang, 2015;Zigarmi and Nimon, 2011;.…”

Section: Employee Work Passionmentioning

confidence: 99%

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Organizational Justice and Employee Work Passion in Nigerian Universities

Okpu¹,

Basuo²

2019

EJBM

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Organizational Justice is very topical for organizations to achieve competitive edge. Few studies examined the three dimensions of organizational justice and its effect on employee work passion. Using Spearman Rank Order Correlational Coefficient, we tested our hypotheses with a sample of 313 university lecturers. We found that distributive justice had no relationship with employee work passion; procedural and interactional justice had a significant positive relationship with employee work passion.

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Section: Methodsmentioning

confidence: 99%

Section: Employee Work Passionmentioning

confidence: 99%

Organizational Justice and Employee Work Passion in Nigerian Universities

Okpu¹,

Basuo²

2019

EJBM

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“…In Asian cultural contexts, Kim et al. () investigated the influence of work cognition on job engagement and motivational factors of training transfer in the Korean public sector. In China, Tsai and Tai () examined the extent to which a trainee's perception of the importance of training content mediated the relationship between training motivation and training assignment.…”

Section: Review Of Literaturementioning

confidence: 99%

“…Also a study by Chiaburu, Van Dam and Hutchins (2010) examined the mediational effect of training cognition between social support at organization and supervisor levels, transfer-enabling factors (learning goal orientation, selfefficacy, motivation to transfer), and training transfer. In Asian cultural contexts, Kim et al (2015) investigated the influence of work cognition on job engagement and motivational factors of training transfer in the Korean public sector. In China, Tsai and Tai (2003) examined the extent to which a trainee's perception of the importance of training content mediated the relationship between training motivation and training assignment.…”

Section: Mediation Studies Of Training Transfermentioning

confidence: 99%

Trainee versus supervisor assessment of training transfer: mediational analysis of transfer variables

Park

Lim

Chang

2016

Asia Pac J Human Res

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This study investigated the mediating relationships among an organizational variable (supervisory support), three trainee characteristics (self-efficacy, expected utility, and learning motivation), a training design variable (content relevance), and training transfer perceived by both the trainees and the supervisors in South Korean organizational setting. Data analysis indicated that course relevance mediated the relationships between the study variables for both the trainee's and the supervisor's assessment of training transfer. Based on the study findings, training transfer is considered a multiphasic process including many factors interacting simultaneously rather than a linear influential process. For practical implications, content relevance and expected utility were identified as critical factors to enable training transfer in the workplace, which could be controlled and developed by training designers. Also, supervisory support should be carefully controlled to reduce its negative effect on training transfer.Key points 1 As content relevance of a training program is a critical factor for sustained training transfer, instructional designers should develop training programs that precisely reflect the trainees' task requirements. 2 As training transfer is a multiphasic process that includes many factors interacting simultaneously, any training transfer effort would be augmented through transfer strategies address the obstacles and promotional factors. 3 During the training transfer process supervisory support should be carefully controlled to reduce its negative effect on training transfer.Today's organizations experience changes and threats to survival in the competitive business world. To overcome these challenges, companies have spent a great deal of their

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“…The second purpose of this study relates to the need articulated by various authors (e.g., Kim, Nimon, Hoon Song, & Zigarmi, ; Zigarmi, Nimon, Shuck, & Roberts, ) to extend the employee work passion research base. For instance, most of the studies that investigated the EWPA model have drawn samples from organization populations within the USA.…”

Section: Introductionmentioning

confidence: 99%

Leadership behavior: A partial test of the employee work passion model

Egan

Zigarmi²

2019

Human Resource Dev Quarterly

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This study examined empirical associations between employee cognitive perceptions of leader behavior (directive behavior, supportive behavior) and leader values (self‐concern, other orientation), employee positive affect and negative affect, and employee work intentions indicative of (dis)passionate employees. An internet‐based self‐report questionnaire survey was administered to 409 employees within three private sector organizations in Australia. Structural equation modeling indicated that supportive behavior, other‐orientation, and self‐concern had respective indirect effects on work intentions through employee positive affect. Employee positive affect was a stronger predictor of employee work intentions than was employee negative affect. Implications of these findings for theory and practice are discussed.

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Toward employee work passion and performance: a validation of the Work Cognition Inventory in Korea

Cited by 12 publications

References 64 publications

Organizational Justice and Employee Work Passion in Nigerian Universities

Organizational Justice and Employee Work Passion in Nigerian Universities

Trainee versus supervisor assessment of training transfer: mediational analysis of transfer variables

Leadership behavior: A partial test of the employee work passion model

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