Sooyeol Kim
Biographic Data
| ID | 6541539 |
|---|---|
| NAME | Sooyeol Kim |
| GIVEN NAMES | Sooyeol |
| FAMILY NAME | Kim |
| SIGNATURE | KIM S |
| AFFILIATIONS | Department of Psychology Kansas State University Manhattan Kansas U.S.A. |
| ORCID | 0000-0002-4125-1805 |
| VERIFIED | Yes |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 13 |
| WORKS AS AUTHOR | 6 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2014 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 2 |
Catalysts for Change
How can leaders effectively navigate challenges and drive positive change in the workplace? This research introduces reflective conversations as a powerful catalyst for leaders’ change-oriented initiatives. Integrating transformative learning theory and hope theory, we suggest that reflective conversations improve leaders’ sense of hope and subsequently facilitate their transformational leadership and creative behaviors. We further introduce hard…
Failure to drink, failure to launch? A model of the perceived stigma of nondrinkers in the workplace
Although drinking alcohol in the workplace is usually prohibited, certain work‐related activities (e.g., happy hours and office parties) might encourage drinking as part of the work socialization process. Cultures with strong drinking norms may even hold expectations for employees to drink as a means to bond with colleagues and clients, resulting in the perception of the stigma of nondrinkers. However, research has yet to examine the influence of…
The costs of political conversations at work
Daily micro-breaks and job performance
Despite the growing research on work recovery and its well-being outcomes, surprisingly little attention has been paid to at-work recovery and its job performance outcomes. The current study extends the work recovery literature by examining day-level relationships between prototypical microbreaks and job performance as mediated by state positive affect. Furthermore, general work engagement is tested as a cross-level moderator weakening the indire…
Micro‐break activities at work to recover from daily work demands
Recovery literature has focused predominantly on recovery processes outside the workplace during nonwork times. Considering a lack of research on momentary recovery at work, we examined four categories of micro‐break activities—relaxation, nutrition‐intake, social, and cognitive activities—as possible recovery mechanisms in the workplace. Using effort recovery and conservation of resources theories, we hypothesized that micro‐break activities att…
Applying models of employee identity management across cultures
Identity management refers to the decisions individuals make about how they present their social identities to others. We examined cross‐cultural differences in distancing and affirming identity management strategies of Christian‐identified employees utilizing samples from the USA and South Korea. Religious centrality, risks of disclosure, pressure to assimilate to organizational norms, and nation were key antecedents of chosen identity managemen…
Micro‐break activities at work to recover from daily work demands
Recovery literature has focused predominantly on recovery processes outside the workplace during nonwork times. Considering a lack of research on momentary recovery at work, we examined four categories of micro‐break activities—relaxation, nutrition‐intake, social, and cognitive activities—as possible recovery mechanisms in the workplace. Using effort recovery and conservation of resources theories, we hypothesized that micro‐break activities att…
Applying models of employee identity management across cultures
Identity management refers to the decisions individuals make about how they present their social identities to others. We examined cross‐cultural differences in distancing and affirming identity management strategies of Christian‐identified employees utilizing samples from the USA and South Korea. Religious centrality, risks of disclosure, pressure to assimilate to organizational norms, and nation were key antecedents of chosen identity managemen…
Applying models of employee identity management across cultures
Identity management refers to the decisions individuals make about how they present their social identities to others. We examined cross‐cultural differences in distancing and affirming identity management strategies of Christian‐identified employees utilizing samples from the USA and South Korea. Religious centrality, risks of disclosure, pressure to assimilate to organizational norms, and nation were key antecedents of chosen identity managemen…
Micro‐break activities at work to recover from daily work demands
Recovery literature has focused predominantly on recovery processes outside the workplace during nonwork times. Considering a lack of research on momentary recovery at work, we examined four categories of micro‐break activities—relaxation, nutrition‐intake, social, and cognitive activities—as possible recovery mechanisms in the workplace. Using effort recovery and conservation of resources theories, we hypothesized that micro‐break activities att…
Daily micro-breaks and job performance
Despite the growing research on work recovery and its well-being outcomes, surprisingly little attention has been paid to at-work recovery and its job performance outcomes. The current study extends the work recovery literature by examining day-level relationships between prototypical microbreaks and job performance as mediated by state positive affect. Furthermore, general work engagement is tested as a cross-level moderator weakening the indire…
Failure to drink, failure to launch? A model of the perceived stigma of nondrinkers in the workplace
Although drinking alcohol in the workplace is usually prohibited, certain work‐related activities (e.g., happy hours and office parties) might encourage drinking as part of the work socialization process. Cultures with strong drinking norms may even hold expectations for employees to drink as a means to bond with colleagues and clients, resulting in the perception of the stigma of nondrinkers. However, research has yet to examine the influence of…
The costs of political conversations at work
Catalysts for Change
How can leaders effectively navigate challenges and drive positive change in the workplace? This research introduces reflective conversations as a powerful catalyst for leaders’ change-oriented initiatives. Integrating transformative learning theory and hope theory, we suggest that reflective conversations improve leaders’ sense of hope and subsequently facilitate their transformational leadership and creative behaviors. We further introduce hard…
Psychology (6 works) · Social Psychology (6 works) · Experience sampling method (3 works) · Job Satisfaction and Organizational Behavior (3 works) · Conversation (2 works) · Path analysis (statistics) (2 works) · Political science (2 works) · Public relations (2 works) · Social Psychology (2 works) · Adult and Continuing Education Topics (1 work)