Jeongkoo Yoon

• Doctor of Philosophy
• Professor at Ewha Womans University

The current research developed a model to explain team effectiveness in Korean firms and theorized how a leader's vertical transformational leadership and members' shared transformational leadership affect team performance and creativity differentially through the mediating process of dynamic capability (i.e., exploitation and exploration). The hyp...

We examine how task jointness and group incentive structures bear on the nature and strength of the affective and cognitive ties that people forge to a group. The argument is that affective group ties have stronger effects on social order than cognitive group ties. There are two general hypotheses. First, joint tasks generate stronger cognitive and...

We investigated how employees’ perceptions of the internal (endorsed by the firm and in line with its mission and values) and external (driven by practical or instrumental benefits) legitimacy of their firm’s corporate social responsibility (CSR) activities influence their work orientations. Specifically, we believed that internal legitimacy would...

Purpose: This study examines the effects of a firm's corporate social responsibility (CSR) initiative on its employees' organizational attachment and intent to leave. We propose that employees' perceived authenticity of their firm's CSR activity mediates the effects of a firm's CSR initiative on employees' attachment to the firm and intent to leave...

We theorize the problems of social order that are created by nested-group structures. Almost universally, people interact in local groups that are nested in larger more removed or distant groups. These structures often generate fragmented, balkanized social orders in part because people tend to develop stronger ties and commitments to local (proxim...

The English Enlightenment philosopher, Thomas Hobbes, originally asked: How is social order possible? He claimed that because people are venal, avaricious, and highly competitive, it is difficult for them to avoid a “war of all against all” when they try to create human communities. This is due to an inherent conflict between the interests or prefe...

Order and stability are tenuous and fragile. People have to work to create and sustain a semblance of stability and order in their lives and in their organizations and larger communities. Order on the Edge of Chaos compares different ideas about how we coordinate and cooperate. The ideas come from 'micro-sociology', and they offer new answers to th...

Order and stability are tenuous and fragile. People have to work to create and sustain a semblance of stability and order in their lives and in their organizations and larger communities. Order on the Edge of Chaos compares different ideas about how we coordinate and cooperate. The ideas come from 'micro-sociology', and they offer new answers to th...

We investigate team commitment as a nested group phenomenon and examine perceived organizational support as a mechanism through which nested team commitment is generalized to the larger organizational unit. We theorize that employees develop nested team commitments by attributing positive emotions (e.g., job satisfaction) to teams more than to the...

PurposeThis chapter analyzes the ways that individuals develop person-to-group ties. The chapter reviews the development and evidentiary basis of the theory of relational cohesion, the affect theory of social exchange, and the theory of social commitments. Methodology/ApproachWe survey twenty-five years of published literature on these theories, an...

This study examines endorsement and authorization as two social mechanisms that can induce perceptions of legitimacy for individuals who manage work teams. Endorsement is the support of a manager by one’s own team members, whereas authorization is the support of a team manager stemming from a higher bureaucratic level. Applying these mechanisms t...

This study examines how and when small networks of self-interested agents generate a group tie or affiliation at the network level. A group affiliation is formed when actors (a) perceive themselves as members of a group and (b) share resources with each other despite an underlying competitive structure. We apply a concept of structural cohesion to...

As individuals' ties to community organizations and the companies they work for weaken, many analysts worry that the fabric of our society is deteriorating. But others counter that new social networks, especially those forming online, create important and possibly even stronger social bonds than those of the past. In Social Commitments in a Deperso...

The question of how social order is maintained given stratification is as old as sociology itself. This chapter deals with the general question of whether and how social-exchange processes generate order and stability in the context of social stratification. It examines the role of social exchange in the construction of microorder within status-dif...

This study uses an affect theory of social exchange (Lawler 2001) to investigate how and when network structures generate “micro social orders.” Micro social order entails recurrent interactions, emotional reactions, perceptions of a group, and affective sentiments. The core theoretical argument is that micro orders, involving behavioral, cognitive...

This paper sets forth a theory on how the articulation of a salient vision on the part of a team leader enhances team effectiveness in terms of innovativeness, efficacy, and performance. In addition to vision salience – determining, as it were, one dimension of successful leadership influence – this study postulates another dimension of leadership...

Network structures both enable and constrain the development of social relations. This research investigates these features by comparing the development of commitments in structurally enabled and structurally induced exchange relations. We integrate ideas from the theory of relational cohesion and the choice process theory of commitment. In an expe...

This study develops and tests a model of followers' attribution of charismatic qualities to their leader. The model stipulates that, leaders' visions being equal, followers' attributions of charisma to their leader will be determined by their leader's individual attributes and situational contexts. Specifically, this study theorizes that leaders' a...

In this paper we analyze and review the theory of relational cohesion and attendant program of research. Since the early 1990s, the theory has evolved to answer a number of basic questions regarding cohesion and commitment in social exchange relations. Drawing from the sociology of emotion and modern theories of social identity, the theory asserts...

The authors propose and test a new dual-process model of organizational commitment that connects organizational practices and specific job characteristics to the emotions and cognitions of employees. In turn, emotional reactions and cognitive processes are theorized to be the proximate cause of organizational commitment. Specifically, the model sti...

This contribution develops a model that explicates the origin and function of dynamic collectivism in Korean business organizations. Dynamic collectivism is a heuristic device, capturing dynamic and conflicting features embedded in Korean corporate culture. Specifically, we show how cultural legacy, founder leadership and social climate lead to dyn...

Built on the empowerment literature, this study develops and tests two hypotheses: the structural-approach and the motivation-approach hypothesis. The structural-approach hypothesis predicts that the structural opportunities and constraints embedded in jobs and organizations are the main factors explaining empowerment outcomes (e.g., proactivity an...

This study refines and experimentally tests a theory of relational cohesion that explains how and when actors become committed to one another in the context of multiactor exchange. The theory asserts that frequent social exchange results in (1) positive emotions that solidify and strengthen the person-to-group bond and (2) uncertainty reduction tha...

The authors tested 3 hypotheses regarding supervisor support in the work place. The validation hypothesis predicts that when employees are supported by their coworkers and the larger organization, they also receive more support from their supervisors. The positive affectivity hypothesis predicts that employees with positive dispositions receive mor...

This paper tests three hypotheses on who gets more support from his or her work organization: (1) The validation hypothesis predicts that employees with greater social support from their co-workers and supervisors receive more organizational support, because their support validates or legitimizes organizational support; (2) the positive affectivity...

Network structures promote cohesive social relations among some actors and not others. Based on the theory of relational cohesion (Lawler and Yoon 1996), we hypothesize that an emotional/affective process explains how and when network structures produce such effects. The main ideas are: (I) If a network produces differential exchange frequencies am...

This study investigates how justice or fairness issues such as procedural justice, distributive justice, and status equity affect job satisfaction among Korean employees. Incorporating cultural values and social norms salient in Korea, the study hypothesizes that perceptions of procedural justice enhance more job satisfaction than perceptions of di...

This study examines 3 theoretical arguments explaining employees' sense of control: (a) The choice process hypothesis stipulates that employees' sense of control is a consequence of their choice processes and perceived choice size; (b) the empowerment hypothesis proposes that sense of control results from the empowerment role of social and organiza...

We develop and test a theory of relational cohesion, which predicts how and when people in exchange become committed to their relationship. The theory focuses on dyads within networks and predicts that more equal power and greater total, or mutual, power promote exchanges that arouse positive emotions and create perceptions of the relation as a coh...

We incorporate elements of a social-constructionist viewpoint into social-exchange theory and show how mutual dependence can produce expressive behavior in the form of gift giving. Exchange networks typically create varying degrees of mutual dependence in component dyads, and greater mutual dependence produces more frequent exchange. We propose tha...

Studies have hypothesized conflicting results regarding the effect of actors' interpersonal attachment on commitment to the encompassing large group. The cohesion approach hypothesizes that interpersonal attachment among actors will enhance group cohesiveness, which produces more commitment to the large group. In contrast, the subgroup approach pre...

We examine the impact of power on the development of affective commitment in dyadic relations within a minimal exchange network. Theory stipulates that in repeated negotiated exchange (1) equal power and integrative bargaining issues increase the frequency of exchange between actors, (2) frequent exchange generates positive emotions that are attrib...

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Typescript (photocopy). Thesis (Ph. D.)--University of Iowa, 1994. Includes bibliographical references (leaves 123-134).