HIGH-COMMITMENT HUMAN RESOURCE MANAGEMENT AND JOB STRESS: SUPERVISOR SUPPORT AS A MODERATOR
DC Field | Value | Language |
---|---|---|
dc.contributor.author | Kang, Seung-Wan | - |
dc.contributor.author | Kang, Su-Dol | - |
dc.date.accessioned | 2021-09-04T05:14:09Z | - |
dc.date.available | 2021-09-04T05:14:09Z | - |
dc.date.created | 2021-06-18 | - |
dc.date.issued | 2016 | - |
dc.identifier.issn | 0301-2212 | - |
dc.identifier.uri | https://scholar.korea.ac.kr/handle/2021.sw.korea/90251 | - |
dc.description.abstract | To investigate the relationship between high-commitment human resource management (HRM) and job stress, we adopted a universalistic perspective, which is a strategic HRM approach, as our theoretical basis in this study. Participants, who were employees (N = 2,036) of a multinational company operating in South Korea, completed measures of job stress, perception of high-commitment HRM, and perceived supervisor support. Hierarchical regression analyses produced the following results: employee recognition of high-commitment HRM reduced job stress, perceived supervisor support significantly reduced job stress, and perceived supervisor support reinforced the effect of high-commitment HRM in lessening job stress. On the basis of these empirical results, we propose both theoretical and practical implications and discuss the study limitations. | - |
dc.language | English | - |
dc.language.iso | en | - |
dc.publisher | SOC PERSONALITY RES INC | - |
dc.subject | PERFORMANCE WORK SYSTEMS | - |
dc.subject | SOCIAL SUPPORT | - |
dc.subject | OUTCOMES | - |
dc.subject | TURNOVER | - |
dc.subject | BURNOUT | - |
dc.title | HIGH-COMMITMENT HUMAN RESOURCE MANAGEMENT AND JOB STRESS: SUPERVISOR SUPPORT AS A MODERATOR | - |
dc.type | Article | - |
dc.contributor.affiliatedAuthor | Kang, Su-Dol | - |
dc.identifier.doi | 10.2224/sbp.2016.44.10.1719 | - |
dc.identifier.scopusid | 2-s2.0-85018297932 | - |
dc.identifier.wosid | 000388696000011 | - |
dc.identifier.bibliographicCitation | SOCIAL BEHAVIOR AND PERSONALITY, v.44, no.10, pp.1719 - 1732 | - |
dc.relation.isPartOf | SOCIAL BEHAVIOR AND PERSONALITY | - |
dc.citation.title | SOCIAL BEHAVIOR AND PERSONALITY | - |
dc.citation.volume | 44 | - |
dc.citation.number | 10 | - |
dc.citation.startPage | 1719 | - |
dc.citation.endPage | 1732 | - |
dc.type.rims | ART | - |
dc.type.docType | Article | - |
dc.description.journalClass | 1 | - |
dc.description.journalRegisteredClass | ssci | - |
dc.description.journalRegisteredClass | scopus | - |
dc.relation.journalResearchArea | Psychology | - |
dc.relation.journalWebOfScienceCategory | Psychology, Social | - |
dc.subject.keywordPlus | PERFORMANCE WORK SYSTEMS | - |
dc.subject.keywordPlus | SOCIAL SUPPORT | - |
dc.subject.keywordPlus | OUTCOMES | - |
dc.subject.keywordPlus | TURNOVER | - |
dc.subject.keywordPlus | BURNOUT | - |
dc.subject.keywordAuthor | high-commitment human resource management | - |
dc.subject.keywordAuthor | human resource management | - |
dc.subject.keywordAuthor | job stress | - |
dc.subject.keywordAuthor | perceived supervisor support | - |
dc.subject.keywordAuthor | organizational performance | - |
Items in ScholarWorks are protected by copyright, with all rights reserved, unless otherwise indicated.
(02841) 서울특별시 성북구 안암로 14502-3290-1114
COPYRIGHT © 2021 Korea University. All Rights Reserved.
Certain data included herein are derived from the © Web of Science of Clarivate Analytics. All rights reserved.
You may not copy or re-distribute this material in whole or in part without the prior written consent of Clarivate Analytics.