Daejeong Choi
Biographic Data
| ID | 6541192 |
|---|---|
| NAME | Daejeong Choi |
| GIVEN NAMES | Daejeong |
| FAMILY NAME | Choi |
| SIGNATURE | CHOI D |
| AFFILIATIONS | Department of Management and Marketing, Faculty of Business and Economics University of Melbourne Carlton Victoria Australia |
| ORCID | 0000-0003-2407-5253 |
| VERIFIED | Yes |
| TOTAL WORKS | 3 |
| TOTAL CITATIONS | 5 |
| WORKS AS AUTHOR | 3 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2020 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 1 |
How does fairness promote innovative behavior in organizational change
This study examined how and when employee perceptions of change fairness increase their engagement in innovative behavior during organizational change. Drawing upon fairness heuristic theory, we suggest that change fairness plays a pivotal role as a key heuristic about trustworthiness of leaders and managers in motivating employees to engage in innovative behavior. We also suggest that this change fairness effect becomes stronger or weaker depend…
South Korea and Australia
marks the 60 th anniversary of diplomatic relations between Australia and South Korea.South Korea is Australia's fourth largest trading partner and the two nations have a shared history as US-allies.While many official high-level events are being held to celebrate, we researched the little-known state of the South Korean-born population in Australia.Koreans have made a significant contribution to the Australian economy and society, bringing labou…
Conflict, justice, and inequality
To better understand why leader–member exchange (LMX) differentiation in teams may be detrimental to individual and team performance, we propose that team members' perception of LMX differentiation (PLMXD) is more important than statistical measures of LMX differentiation. Specifically, we hypothesize a multilevel model in which relationship conflict and procedural justice (climate) mediate the relationships of individual and collective PLMXDs wi…
Conflict, justice, and inequality
To better understand why leader–member exchange (LMX) differentiation in teams may be detrimental to individual and team performance, we propose that team members' perception of LMX differentiation (PLMXD) is more important than statistical measures of LMX differentiation. Specifically, we hypothesize a multilevel model in which relationship conflict and procedural justice (climate) mediate the relationships of individual and collective PLMXDs wi…
Conflict, justice, and inequality
To better understand why leader–member exchange (LMX) differentiation in teams may be detrimental to individual and team performance, we propose that team members' perception of LMX differentiation (PLMXD) is more important than statistical measures of LMX differentiation. Specifically, we hypothesize a multilevel model in which relationship conflict and procedural justice (climate) mediate the relationships of individual and collective PLMXDs wi…
South Korea and Australia
marks the 60 th anniversary of diplomatic relations between Australia and South Korea.South Korea is Australia's fourth largest trading partner and the two nations have a shared history as US-allies.While many official high-level events are being held to celebrate, we researched the little-known state of the South Korean-born population in Australia.Koreans have made a significant contribution to the Australian economy and society, bringing labou…
How does fairness promote innovative behavior in organizational change
This study examined how and when employee perceptions of change fairness increase their engagement in innovative behavior during organizational change. Drawing upon fairness heuristic theory, we suggest that change fairness plays a pivotal role as a key heuristic about trustworthiness of leaders and managers in motivating employees to engage in innovative behavior. We also suggest that this change fairness effect becomes stronger or weaker depend…
Economics (2 works) · Gender Diversity and Inequality (2 works) · Job Satisfaction and Organizational Behavior (2 works) · Perception (2 works) · Political science (2 works) · Psychology (2 works) · Social Psychology (2 works) · Asian Culture and Media Studies (1 work) · Behavior change (1 work) · Conflict Management and Negotiation (1 work)