Kibok Baik
Biographic Data
| ID | 1078725 |
|---|---|
| NAME | Kibok Baik |
| GIVEN NAMES | Kibok |
| FAMILY NAME | Baik |
| SIGNATURE | BAIK K |
| AFFILIATIONS | Kookmin University |
| VERIFIED | No |
| TOTAL WORKS | 7 |
| TOTAL CITATIONS | 15 |
| WORKS AS AUTHOR | 7 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1989 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 2 |
A Contingency Model of Top Management Teams’ Task Conflict and Organizational-Level Outcomes
The relationship between conflict and performance has been studied for decades, but little is known about how and under what conditions task conflict among top managers affects firm-level outcomes. In this study, we examine a curvilinear effect of task conflict in top management teams (TMTs) on both firm performance and TMT resilience efficacy, as moderated by behavioral integration. We argue and find that TMT task conflict can improve firm perfo…
How Korean Leadership Style Cultivates Employees' Creativity and Voice in Hierarchical Organizations
This article examines how Korean leaders in a hierarchical society would trigger employees' creativity and voice behavior through an indigenous leadership style: Korean leadership style (KLS). KLS exhibits heavily relationship-oriented behaviors, including attending to superiors' needs and requests, building a positive reputation and trust of peers, and embracing and sheltering subordinates. Jeong, a shared group affect ingrained in Korean societ…
Perceived organizational support and affective organizational commitment
Perceived organizational support (POS), involving employees' perception that the organization values their contributions and cares about their well‐being, has been found to be the work experience most strongly linked to their emotional bond to the organization (affective organizational commitment, or AC). We suggest that employees' perception concerning the organization's ability to achieve its goals and objectives (perceived organizational compe…
Antecedents of organizational citizenship behavior in a sample of Korean manufacturing employees
This study examines attitudinal variables, justice (distributive, procedural, and interactional), job satisfaction, and organizational commitment (affective and continuance) as predictors of organizational citizenship behaviors (OCBs; interpersonal helping, individual initiative, and loyal boosterism) in private sector employees in South Korea. Results show distributive justice as antecedent to loyal boosterism but not to interpersonal helping or…
On Cultural Differences in Decisions on Pay Allocation
This study compared reward allocations between a group of 168 students from Virginia and 301 students from South Korea. Analysis indicated that the students in Virginia preferred to allocate rewards based on relative contributions (equity) and that the South Korean students tended to allocate rewards more equally
Linking Culture and Perceptions of Justice
This study compared perceptions of distributive, procedural, and interactional justice based on 164 students in Virginia and 102 students from Seoul, South Korea. Significant differences were found. Various dimensions of culture were used to try to explain these differences
Correlates of Psychological Distress in Involuntary Job Loss
This study estimated correlates of psychological distress with a heterogeneous sample of American subjects (N = 122; M age = 33.5 yr.) who were involuntarily displaced from work. Expectation of finding a new job is a significant source of psychological distress in job loss after taking into account length of unemployment and economic dependence. Psychological distress also showed significant negative association with self-esteem and significant p…
Perceived organizational support and affective organizational commitment
Perceived organizational support (POS), involving employees' perception that the organization values their contributions and cares about their well‐being, has been found to be the work experience most strongly linked to their emotional bond to the organization (affective organizational commitment, or AC). We suggest that employees' perception concerning the organization's ability to achieve its goals and objectives (perceived organizational compe…
How Korean Leadership Style Cultivates Employees' Creativity and Voice in Hierarchical Organizations
This article examines how Korean leaders in a hierarchical society would trigger employees' creativity and voice behavior through an indigenous leadership style: Korean leadership style (KLS). KLS exhibits heavily relationship-oriented behaviors, including attending to superiors' needs and requests, building a positive reputation and trust of peers, and embracing and sheltering subordinates. Jeong, a shared group affect ingrained in Korean societ…
Correlates of Psychological Distress in Involuntary Job Loss
This study estimated correlates of psychological distress with a heterogeneous sample of American subjects (N = 122; M age = 33.5 yr.) who were involuntarily displaced from work. Expectation of finding a new job is a significant source of psychological distress in job loss after taking into account length of unemployment and economic dependence. Psychological distress also showed significant negative association with self-esteem and significant p…
Linking Culture and Perceptions of Justice
This study compared perceptions of distributive, procedural, and interactional justice based on 164 students in Virginia and 102 students from Seoul, South Korea. Significant differences were found. Various dimensions of culture were used to try to explain these differences
On Cultural Differences in Decisions on Pay Allocation
This study compared reward allocations between a group of 168 students from Virginia and 301 students from South Korea. Analysis indicated that the students in Virginia preferred to allocate rewards based on relative contributions (equity) and that the South Korean students tended to allocate rewards more equally
Antecedents of organizational citizenship behavior in a sample of Korean manufacturing employees
This study examines attitudinal variables, justice (distributive, procedural, and interactional), job satisfaction, and organizational commitment (affective and continuance) as predictors of organizational citizenship behaviors (OCBs; interpersonal helping, individual initiative, and loyal boosterism) in private sector employees in South Korea. Results show distributive justice as antecedent to loyal boosterism but not to interpersonal helping or…
Perceived organizational support and affective organizational commitment
Perceived organizational support (POS), involving employees' perception that the organization values their contributions and cares about their well‐being, has been found to be the work experience most strongly linked to their emotional bond to the organization (affective organizational commitment, or AC). We suggest that employees' perception concerning the organization's ability to achieve its goals and objectives (perceived organizational compe…
How Korean Leadership Style Cultivates Employees' Creativity and Voice in Hierarchical Organizations
This article examines how Korean leaders in a hierarchical society would trigger employees' creativity and voice behavior through an indigenous leadership style: Korean leadership style (KLS). KLS exhibits heavily relationship-oriented behaviors, including attending to superiors' needs and requests, building a positive reputation and trust of peers, and embracing and sheltering subordinates. Jeong, a shared group affect ingrained in Korean societ…
A Contingency Model of Top Management Teams’ Task Conflict and Organizational-Level Outcomes
The relationship between conflict and performance has been studied for decades, but little is known about how and under what conditions task conflict among top managers affects firm-level outcomes. In this study, we examine a curvilinear effect of task conflict in top management teams (TMTs) on both firm performance and TMT resilience efficacy, as moderated by behavioral integration. We argue and find that TMT task conflict can improve firm perfo…
Psychology (7 works) · Social Psychology (6 works) · Political science (5 works) · Social Psychology (5 works) · Job Satisfaction and Organizational Behavior (4 works) · Organizational commitment (3 works) · Conflict Management and Negotiation (2 works) · Economic Justice (2 works) · Interactional justice (2 works) · International Student and Expatriate Challenges (2 works)