Haesang Park
Biographic Data
| ID | 4621632 |
|---|---|
| NAME | Haesang Park |
| GIVEN NAMES | Haesang |
| FAMILY NAME | Park |
| SIGNATURE | PARK H |
| AFFILIATIONS | Morgan State University |
| ORCID | 0000-0002-3672-9456 |
| VERIFIED | Yes |
| TOTAL WORKS | 4 |
| TOTAL CITATIONS | 3 |
| WORKS AS AUTHOR | 4 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2022 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 1 |
Other-oriented emotional intelligence, OCBs, and job performance
In this study, we draw on social identity and social exchange theory to propose pathways via which emotional intelligence directed toward others in the organization has an impact on employee effectiveness. Findings from 122 supervisor-employee dyads showed that employees' other-oriented emotional intelligence is related to their organizational citizenship behaviors (OCBs) via the mechanisms of building high-quality exchanges with one's leaders an…
Is exercise good for all? Time- and strain-based work–family conflict and its impacts
While many people believe that exercise can relieve stress and enrich well-being, it is unclear whether this relationship always holds when employees suffer from work–family conflict (WFC). Drawing on the transactional theory of stress and conservation of resources theory, we examine how exercise moderates the impact of time- and strain-based WFC on employees’ vitality at work and, subsequently, employees’ subjective well-being. With data collect…
The ways to avoid abusive supervision
Following the recent emphasis on supervisory interactions in abusive supervision, this study explains why and how supervisors' job insecurity and authoritarianism are related to abusive supervision and how subordinates' characteristics, agreeableness and negotiating resistance interact with the effects of supervisors' characteristics. We conducted a field study with 261 supervisor and subordinate dyads in South Korea, and the study findings confi…
Leader–member exchange differentiation and employee performance
Variability in the quality of relationships between leaders and followers, referred to as leader–member exchange differentiation (LMXD), is common in organizations. In the current study, we propose a political perspective to illustrate the mechanism through which LMXD influences employee task performance and organizational citizenship behaviors (OCBs). Using multisource survey data collected from 304 employees working in 62 work groups, we found …
Leader–member exchange differentiation and employee performance
Variability in the quality of relationships between leaders and followers, referred to as leader–member exchange differentiation (LMXD), is common in organizations. In the current study, we propose a political perspective to illustrate the mechanism through which LMXD influences employee task performance and organizational citizenship behaviors (OCBs). Using multisource survey data collected from 304 employees working in 62 work groups, we found …
Leader–member exchange differentiation and employee performance
Variability in the quality of relationships between leaders and followers, referred to as leader–member exchange differentiation (LMXD), is common in organizations. In the current study, we propose a political perspective to illustrate the mechanism through which LMXD influences employee task performance and organizational citizenship behaviors (OCBs). Using multisource survey data collected from 304 employees working in 62 work groups, we found …
Is exercise good for all? Time- and strain-based work–family conflict and its impacts
While many people believe that exercise can relieve stress and enrich well-being, it is unclear whether this relationship always holds when employees suffer from work–family conflict (WFC). Drawing on the transactional theory of stress and conservation of resources theory, we examine how exercise moderates the impact of time- and strain-based WFC on employees’ vitality at work and, subsequently, employees’ subjective well-being. With data collect…
The ways to avoid abusive supervision
Following the recent emphasis on supervisory interactions in abusive supervision, this study explains why and how supervisors' job insecurity and authoritarianism are related to abusive supervision and how subordinates' characteristics, agreeableness and negotiating resistance interact with the effects of supervisors' characteristics. We conducted a field study with 261 supervisor and subordinate dyads in South Korea, and the study findings confi…
Other-oriented emotional intelligence, OCBs, and job performance
In this study, we draw on social identity and social exchange theory to propose pathways via which emotional intelligence directed toward others in the organization has an impact on employee effectiveness. Findings from 122 supervisor-employee dyads showed that employees' other-oriented emotional intelligence is related to their organizational citizenship behaviors (OCBs) via the mechanisms of building high-quality exchanges with one's leaders an…
Job Satisfaction and Organizational Behavior (4 works) · Psychology (4 works) · Social Psychology (4 works) · Social Psychology (3 works) · Applied Psychology (2 works) · Organizational citizenship behavior (2 works) · Organizational commitment (2 works) · Perspective (graphical (2 works) · Quality (philosophy (2 works) · Workaholism, burnout, and well-being (2 works)