Youngsang Kim
Biographic Data
| ID | 6303840 |
|---|---|
| NAME | Youngsang Kim |
| GIVEN NAMES | Youngsang |
| FAMILY NAME | Kim |
| SIGNATURE | KIM Y |
| AFFILIATIONS | Sungkyunkwan University |
| ORCID | 0000-0002-4939-8270 |
| VERIFIED | Yes |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 2 |
| WORKS AS AUTHOR | 6 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2017 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 1 |
Communicating more or less? Employees’ playful work design and their voice and feedback-seeking behaviors
Does making work more playful encourage employees to speak up or to seek feedback instead? We argue that playful work design (PWD) can lead to both outcomes, depending on how it shapes employees’ sense of ownership over their work. Drawing on extended self-theory and goal orientation theory, we propose that PWD enhances employees’ job-based psychological ownership. This heightened sense of ownership, in turn, discourages voice behavior while enco…
The Influence of Founder CEO’s Human Capital Resources on the Relationship Between Workforce Gender Diversity and Venture Firm Performance
Frequent CEO Turnover and Firm Performance
Cross-cultural comparison of preferences for the external appearance of artificial intelligence agents
We analyzed international differences in preferences related to the two dimensional (2D) versus three dimensional (3D) and male versus female external appearance of artificial intelligence (AI) agents for use in self-driving automobiles. We recruited 823 participants in five countries (South Korea, United States, China, Russia, and Brazil), who completed a survey. South Korean, Chinese, and North American respondents preferred a 2D appearance of …
Pushing forward high-performance work systems in the hotel industry
Multilevel Influences on Voluntary Workplace Green Behavior
Drawing on a multilevel model of motivation in work groups and a functionalist perspective of citizenship and socially responsible behaviors, we developed and tested a multilevel model of voluntary workplace green behavior that explicates some of the reasons why employees voluntarily engage in green behavior at work. For a sample of 325 office workers organized into 80 work groups in three firms, we found that conscientiousness and moral reflecti…
Multilevel Influences on Voluntary Workplace Green Behavior
Drawing on a multilevel model of motivation in work groups and a functionalist perspective of citizenship and socially responsible behaviors, we developed and tested a multilevel model of voluntary workplace green behavior that explicates some of the reasons why employees voluntarily engage in green behavior at work. For a sample of 325 office workers organized into 80 work groups in three firms, we found that conscientiousness and moral reflecti…
Frequent CEO Turnover and Firm Performance
Cross-cultural comparison of preferences for the external appearance of artificial intelligence agents
We analyzed international differences in preferences related to the two dimensional (2D) versus three dimensional (3D) and male versus female external appearance of artificial intelligence (AI) agents for use in self-driving automobiles. We recruited 823 participants in five countries (South Korea, United States, China, Russia, and Brazil), who completed a survey. South Korean, Chinese, and North American respondents preferred a 2D appearance of …
Pushing forward high-performance work systems in the hotel industry
The Influence of Founder CEO’s Human Capital Resources on the Relationship Between Workforce Gender Diversity and Venture Firm Performance
Communicating more or less? Employees’ playful work design and their voice and feedback-seeking behaviors
Does making work more playful encourage employees to speak up or to seek feedback instead? We argue that playful work design (PWD) can lead to both outcomes, depending on how it shapes employees’ sense of ownership over their work. Drawing on extended self-theory and goal orientation theory, we propose that PWD enhances employees’ job-based psychological ownership. This heightened sense of ownership, in turn, discourages voice behavior while enco…
Psychology (4 works) · Business (3 works) · Management (3 works) · Social Psychology (3 works) · Corporate Finance and Governance (2 works) · Corporate governance (2 works) · Economic growth (2 works) · Economics (2 works) · Finance (2 works) · Gender diversity (2 works)