Yoon Jik Cho

ORCID: 0000-0002-8589-3607
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About
Contact & Profiles
Research Areas
  • Public Policy and Administration Research
  • Job Satisfaction and Organizational Behavior
  • Accounting and Organizational Management
  • Nonprofit Sector and Volunteering
  • Work-Family Balance Challenges
  • Retirement, Disability, and Employment
  • Social Capital and Networks
  • Ethics in Business and Education
  • Organizational Leadership and Management Strategies
  • Customer Service Quality and Loyalty
  • Emotional Labor in Professions
  • Corporate Social Responsibility Reporting
  • Technostress in Professional Settings
  • Gender Diversity and Inequality
  • Human Resource Development and Performance Evaluation
  • Environmental Sustainability in Business
  • Auditing, Earnings Management, Governance
  • Electoral Systems and Political Participation
  • Business Law and Ethics
  • Policy Transfer and Learning
  • Defense, Military, and Policy Studies
  • Local Government Finance and Decentralization
  • Evaluation and Performance Assessment
  • Workaholism, burnout, and well-being
  • Social Media and Politics

Yonsei University
2011-2024

Georgia State University
2009-2011

As the retirement wave of Baby Boomers approaches, retaining newly hired, mid-career, and retirement-eligible employees will be nearly as crucial hiring top-quality new people. Using two large data sets on federal employees, we focus whether human resource management (HRM) practices can affect turnover intention they matter equally at all stages career. First, however, test how well predicts behavior using a 1% sample Central Personnel Data File (CPDF) 2005 Merit Principles Survey (MPS)....

10.1177/0734371x11408701 article EN Review of Public Personnel Administration 2011-05-16

Motivation scholars have argued that intrinsic motivation is an important driver of employee attitudes. This research tests the influence on attitudes and explores three factors conditioning effects motivation: managerial trustworthiness, goal directedness, extrinsic reward expectancy. The analysis demonstrates substantively associated with both satisfaction turnover intention. It also reveals conditional interact motivation. Managerial trustworthiness directedness increase leverage...

10.1177/0734371x11421495 article EN Review of Public Personnel Administration 2011-11-02

Abstract This research seeks to answer two questions. The first question is this: ‘Does trust matter for employee satisfaction and commitment?’ In the business management field, one can find many empirical studies investigating as a valuable resource within organizations. public however, has paid less attention this issue. investigates role of US federal agency, Federal Aviation Administration (FAA), by examining relationships among several managerial practices, trust, attitudes, including...

10.1080/14719037.2010.525033 article EN Public Management Review 2011-03-15

This research explores determinants of turnover intention social workers. Retention workers is critical in the welfare field because a high rate directly related to deterioration service quality. Of many factors affecting intention, this focuses on emotional labor and organizational trust. The former characterizes workers’ tasks that they are regularly contact with clients. Surface acting, one strategies, has shown negative impact employee attitudes. However, representing psychological state...

10.1177/0091026017696395 article EN Public Personnel Management 2017-03-01

Since Miceli and Near’s seminal work, scholars practitioners have sought to identify determinants of whistleblowing behaviors. For example, Miceli, Near, Rehg, Van Scotter argued that proactive personality, less co-worker invalidation, leverage in the specific situation lead whistleblowing. Nevertheless, decision whistleblow is a complicated process, relevant factors are still under exploration. This research seeks answer question “What influence intention within government agencies?”...

10.1177/0091026015603206 article EN Public Personnel Management 2015-09-08

The theory of organizational justice has been supported by numerous empirical studies in the private sector. Although public administration scholars have investigated fairness issue pay and promotions, main focus was confined to specific groups such as females racial minorities. This research seeks fill gap providing some generalizable findings. We investigate considering both individual- organizational-level factors. By employing hierarchical linear modeling (HLM), examines whether three...

10.1177/0734371x12458126 article EN Review of Public Personnel Administration 2012-09-13

Research in telework has mostly focused on studying teleworkers themselves or comparing the phenomenological experience of nonteleworkers and teleworkers. Thus, supervisors context have been a relatively neglected area study. The current study compares task behaviors nonteleworking teleworking investigates factors that affect supervisors' perceived organizational impact telework. findings indicate tend to spend less time doing work can be accomplished only at office. For supervisors,...

10.1080/09585192.2020.1777183 article EN The International Journal of Human Resource Management 2020-06-11

This article investigates the effect of performance management and explores one factor—trust in one’s supervisor—as a critical facilitator it. Although improving is prominent issue public term, management, heavy use sector, systematic investigations on subject are relatively rare. Defining as human resource tool, this research empirically tests associations between two outcomes: perceived work-unit agency performance. In addition, it examines role trust successful implementation management....

10.1177/0734371x11421496 article EN Review of Public Personnel Administration 2011-09-29

Using data from the Federal Human Capital Survey, we demonstrate that managerial traits of competence, integrity, and benevolence share an important common dimension identify as trustworthiness leadership (TWML). recursive hierarchical linear models, levels TWML are strongly positively associated with several measures perceived organizational outcomes. This relationship between outcomes is especially strong in low-performing agencies experiencing increased uncertainty due to structural upper...

10.1093/jopart/muq015 article EN Journal of Public Administration Research and Theory 2010-05-07

The aging of the baby boom generation, combined with success New Public Management in downsizing federal government, has led to a rapidly service, reduced flow new blood, and looming “tsunami” retirements that are forcing service reconsider many its human resource practices. Are state government workforces undergoing same transformation? Using 1980, 1990, 2000 Census 5% Use Microdata Samples 2001-2007 American Community Surveys, authors find governments have older workers than any other...

10.1177/0275074009359308 article EN The American Review of Public Administration 2010-06-22

Abstract The research seeks to compare the effects of authority and incentive tools, in environmental policy field. To their effects, this analyzes South Korea’s municipal solid waste (MSW) recycling policy, which incorporates both tools. Specifically, uses one tool (government monitoring for illegal dumping) two tools (monetary reward reporting dumping community challenge). We conducted panel-corrected standard error regression seemingly unrelated analyses by using time-series...

10.1017/s0143814x25000091 article EN Journal of Public Policy 2025-04-11

Abstract Trust has been acknowledged as a valuable managerial resource within organizations. Working lubricant of organizational functioning, trust reduces opportunistic behaviours while it increases voluntary compliance to norms and rules well enhancing individual performance. Considering the importance trust, is worthwhile explore what factors may help build This research investigates whether perceptions several human management (HRM) practices are associated with in government According...

10.1080/14719037.2012.698854 article EN Public Management Review 2012-08-01

While telework has become a popular occupational mode, research found both positive and negative effects on employee outcomes. To reconcile these inconsistent findings, we apply the job demands–resources model investigate possible curvilinear effect of innovative counterproductive work behavior. Analysis two-wave survey data from South Korean public officials indicates that relationship between extent attitudes is not always or negative. We find can be resource promoting attitudes, but this...

10.1080/10967494.2023.2214133 article EN International Public Management Journal 2023-06-23

Abstract This study examines the value of trustworthiness supervisors within US federal agencies. Although public administration scholars have paid attention to trust as a managerial resource, more empirical evidence is still needed. The authors test whether perceived works valuable resource Following Mayer et al. (1995 Mayer, R. C., Davis, J. H. and Schoorman, D. 1995. An Integrative Model Organizational Trust. Academy Management Review, 20(3): 709–34. [Crossref], [Web Science ®] , [Google...

10.1080/14719037.2011.589610 article EN Public Management Review 2011-09-16

This research explores relationships among managerial practices, trust in leadership, teamwork, and organizational performance. It seeks to contribute the existing knowledge of by exploring several antecedents outcomes. Based on social exchange theory, examines whether practices are associated with leadership. Trust then, is expected improve teamwork performance leadership theories. Using data from an employee survey conducted for Georgia Department Transportation (GDOT) 2010, we test ideas...

10.1177/0091026014523136 article EN Public Personnel Management 2014-02-28

For decades, scholars and practitioners have paid serious attention to how facilitate extra-role behaviors of employees. While many studies been conducted, it is not yet clear what factors or suppress those within organizations interact with each other. The current research focuses on two employees: innovative behavior organizational citizenship (OCB). Both discussed as determinants individual performance. Filling the gap existing studies, comprehensively considers characteristics, task...

10.1177/0091026020977571 article EN Public Personnel Management 2020-12-17

Since the enactment of Smartwork policy permitting flexible work arrangements (FWA), increasing numbers Korean government agencies have allowed their staff to participate in FWA that help them achieve a good work/life balance. Yet, public employees general are reluctant and many initially wind up abandoning FWA. With comprehensive theoretical framework, this article examines how managerial factors, task individual characteristics influence employee participation abandonment 2016 Survey...

10.1111/1744-7941.12251 article EN Asia Pacific Journal of Human Resources 2019-11-18

This research explores the determinants of organizational performance, focusing on executive selection factors. Despite growth public sector organizations in various policy fields, there have been few empirical studies relationship between and performance. Using panel data from 1999 to 2007 13 quasi-governmental Korean classified as government corporations, this examines how politicization boards, chief succession, insider/outsider origin executives affect performance measured by two...

10.2753/pmr1530-9576370304 article EN Public Performance & Management Review 2014-03-01

The last two decades have witnessed the emergence of “performance-oriented management” (POM) as a major approach to public management reform in United States. POM refers practices that share common assumption effective goal setting, and proper design implementation performance systems are key high performance. Despite prominence practice today, very little large-N empirical research has investigated effectiveness strategy. This study seeks fill this void by drawing on Merit Principles Survey...

10.1080/12294659.2009.10805128 article EN International Review of Public Administration 2009-01-01

This study examines the conditions for successful implementation of performance-based human resources management (PHRM) in U.S. federal agencies. Over last decade, PHRM has reemerged as a major approach enhancing performance employees. Reformers have instituted various measures to bring center personnel process all However, there are huge variations among agencies when it comes how effective these efforts been. To identify factors that lead variations, we develop an analytical framework...

10.1080/12294659.2011.10805209 article EN International Review of Public Administration 2011-12-01

Creating fair workplaces has been a critical issue of management. Organizational justice in the workplace is expected to contribute effective organizational functioning with enhanced employee satisfaction and commitment, whereas discrimination incurs substantial costs organizations. Considering importance this issue, current research seeks explore several factors affecting US federal workplaces, especially focusing on as managerial factor. Ordinary least squares regression analysis examines...

10.1080/12294659.2017.1317948 article EN International Review of Public Administration 2017-04-03

Whistleblowing plays a critical role in building healthy transparent and responsible organizations. can be challenging, however, as it may result significant costs for the whistleblower. Facilitating whistleblowing that resists illegal unethical behaviors within organizations requires management to enhance behavior while protecting whistleblowers. From perspective of risk-taking, current research examines which factors are associated with intention using an original approach, gamification...

10.1177/09520767241238425 article EN Public Policy and Administration 2024-03-22

Abstract This study examines how citizens' attitudes toward government are affected by verifying or correcting their prior knowledge of governmental policy concerning the COVID‐19 pandemic. Using a survey experiment, we asked respondents about stimulus check provided local governments in South Korea. We then correct answer to half at random. For outcome variables, measured satisfaction with check, trust government, and intention pay extra taxes. found that only knowledge, not incorrect...

10.1111/spol.13027 article EN cc-by-nc Social Policy and Administration 2024-03-27

이 연구는 정부 조직에서 이직 현상이 중요한 가운데, 2030 공무원의 이직의도에 영향을 미치는 결정요인을 검증한다. 기존에 주로 제도나 문화, 직무에 대해 논의되었는데, 본 개인의 성향을 포함하여 연구모형을 구성하였다. 중앙 및 지방정부에서 근무하는 20대-30대 일반직 공무원 1,810명의 응답데이터를 분석한 결과, 첫째, 친화성과 개방성, 공공봉사동기가 이직의도를 낮췄다. 둘째, 업무량인식이 높이는 것으로 나타났다. 셋째, 조직 내실적주의와 보상공정성은 낮추는 나아가 공공봉사동기의 조절효과를 탐색하였는데, 낮은 집단에서만 업무량인식의 부적 영향력이 확인되었고, 높은 실적주의의 정적 확인되었다. 이에 따라, 이직의도에서 공정성과 실적주의를 강조함과 동시에, 친화성, 특히 공공봉사동기를 고려한 조직문화 이직관리의 필요성을 확인하였다.

10.37582/cspp.2024.18.1.75 article KO The Journal of Convergence Society and Public Policy 2024-05-31
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