
Jin Nam ChoiSeoul National University | SNU · Graduate School of Business
Jin Nam Choi
PhD
👉👉👉 My publications can be accessed here: http://jnchoi.snu.ac.kr
About
141
Publications
214,047
Reads
How we measure 'reads'
A 'read' is counted each time someone views a publication summary (such as the title, abstract, and list of authors), clicks on a figure, or views or downloads the full-text. Learn more
10,355
Citations
Introduction
Additional affiliations
January 2007 - present
July 2000 - December 2006
Publications
Publications (141)
This study introduces resilience as a personal resource that promotes employee creativity in the face of various obstacles and challenges. Drawing on the notion of resource caravan from conservation of resources (COR) theory, we propose that resilience initiates the resource caravan process wherein employees use and translate personal resources int...
Anger expressed in organizations conveys potent social information that influences social perceptions and determines subsequent relationships among employees. The present research examined how cultural contexts and hierarchical structure of a given relationship interact to shape perceptions of anger expression. Conducting a survey on subsidiary emp...
Drawing on the norm of reciprocity from social exchange theory, we proposed that a focal team member's knowledge sharing would predict their own creativity to the extent that other members reciprocate such behaviors. We also expected that the focal member's social values would moderate this reciprocation process. Empirical analysis of data collecte...
This study explores a potential joint effect between two proactive motives on creative performance. Departing from the assumption of motivation as a relatively stable between-person construct, we also pay attention to the within-person process to examine how daily fluctuations of proactive motives affect daily idea generation, leading to creative p...
Background:
Drawing on cognitive appraisal theory, this study investigates the effect of daily COVID-19 news on daily anxiety and protective behaviors (e.g., wearing masks and washing hands). This study proposes that such processes, leading to self-protection, are highly likely when individuals have directly experienced the Wuhan epidemic at the b...
Is high employee turnover harmful to innovation? To answer this question, we draw on the knowledge‐based view of innovation. Specifically, we theorize that the collective turnover of a firm engenders complex changes in knowledge insourcing needed for generating innovation, which may lead to the attenuating negative effect of turnover on innovation....
Despite extensive research on the role of negative affect (NA) in causing interpersonal deviance, the role of positive affect (PA) remains unclear. Responding to the call for more nuanced research on the interpersonal effects of PA, this study explores the neglected facet of PA, the agentic rather than communal aspect, in predicting interpersonal d...
A core challenge for team innovation is the successful translation of creative ideas into innovation through implementation. This study examines the tension between internal and external team resourcing behaviors that account for how teams translate their creative ideas into implemented innovation. Drawing on conservation of resource theory, we pro...
Given that unrealized ideas are useless, this study focuses on how and when creative ideas are implemented in work teams. Specifically, we propose that teams' creative ideas based on proactive and responsive motivation activate different internal and external team behaviours to affect their innovation implementation. A sample of 68 teams from US or...
Overwhelming remote communication episodes have become critical daily work demands for employees. On the basis of affective event theory, this study explores the effect of daily remote communication autonomy on positive affect and proactive work behaviors. We conducted a multilevel path analysis using a general survey, followed by experience sampli...
Knowledge sharing is a fundamental method for transferring expertise among individuals and capitalizing on knowledge resources. In this study we used attribution theory to explore why and when people reciprocate in text context of knowledge sharing. We conducted a field survey of 94 leaders and 334 members of their teams and demonstrated that team...
Purpose
The ubiquity of smartphones has changed how people communicate, work and entertain. In view of conservation of resources theory and the positive spillover effect, this study explores the effect of non-work-related instant messaging (IM) in the workplace on daily task performance.
Design/methodology/approach
The authors use the experience s...
We explored the effects of feedback-seeking behaviour (FSB) on two types of creativity, radical and incremental, and directed our attention to the cognitive processes that mediate the relationship between FSB and creativity. On the basis of the dual pathway to creativity model, we propose that feedback-seeking (FS) frequency and breadth are associa...
We develop a multilevel framework that proposes the main and interactive effects of person–group (PG) fit in values and abilities on creativity at the individual and group levels. Our analysis of field data collected from 738 members comprising 108 work teams provides empirical support for our multilevel model of PG fit. Specifically, ability fit a...
Drawing on the cost–value framework, the present study identifies internal and external firm-specific factors as predictors and firm performance as a contingency to explain the level and temporal growth of firm investment in training and development (T&D) over time. The theoretical propositions are empirically validated by analyzing multisource lon...
In this study, we extend the affect–creativity literature by theorizing and validating the way the variability of affective experiences or lack thereof predicts employee creativity. Departing from the average of typical affective experiences, we introduce affect spin versus stability that reflects the dynamic variability of employee affect over tim...
By integrating the leadership and status literature, this study explores the intervening mechanisms through which different forms of leader status‐claiming behaviors predict team creativity. We propose that leaders’ prestige‐ and dominance‐oriented status behaviors are positively related to supportive and coercive interactions among members, respec...
This study distinguishes between radical and incremental creativity at the team level. In addition, group composition in terms of members’ psychological needs is identified as a distinct driver of radical and incremental team creativity. Statistical analysis based on multisource data of 65 work teams shows that (a) team-level need for achievement h...
This study advances the literature by elaborating on how disparate tradeoffs between cost and value perceptions targeted at FSB lead to distinct feedback‐seeking strategies. Specifically, the cost–value framework is employed to explain the emergence of two forms of feedback‐seeking behavior (FSB), namely, inquiry and monitoring. An interplay betwee...
In existing studies on leader effectiveness, scholars have focused on the significance of the power distance orientation of followers for transformational leadership. In this study we identified middle-way thinking as a critical contingency for the effectiveness of leaders in China that reflects idiosyncratic Chinese values. Participants were 304 C...
The present study examined the effects of workplace mood states on employee creativity. Workplace mood was classified into four categories based on valence and activation to address a recent debate regarding the ambivalent effects of positive and negative moods on creativity and to examine the significance of the activation level of a given mood. T...
This study examined how employees’ emotional competence predicts feedback-seeking behaviour (FSB) and consequently incremental and radical creativity on the basis of conservation of resource (COR) theory. We posit that emotional competence enhances the two types of creativity by generating resource caravans through distinct patterns of FSB. Our ana...
This study explores how and when ethical leadership predicts three forms of team-level creativity, namely team creativity, average of member creativity, and dispersion of member creativity. The results, based on 230 members of 44 knowledge work teams from Chinese organizations, showed that ethical leadership was positively related to team creativit...
Reflected self-efficacy, defined as one's perception of how others assess one's ability to perform a task, may be a meaningful predictor of creative performance over and above self-assessed self-efficacy. We examined if reflected self-efficacy, compared to self-assessed self-efficacy, is a more meaningful predictor of creative performance. A sample...
We used attribution theory to explain employee behavior toward innovation implementation. We focused on employee innovation attributions to organizational intentionality as employees' sensemaking of why their organization has adopted an innovation. We identified two types of employee attributions: to constructive intentionality and to deceptive int...
This study investigates the effect of person–organization (PO) fit on employee creativity. We draw on social exchange theory and identify leader–member exchange (LMX) and team–member exchange (TMX) as moderating contingencies. Our empirical analysis based on 167 employee–supervisor dyads confirms that LMX activates the significance of PO fit toward...
We investigated a plausible intermediate process and a boundary condition that elaborates the diversity–team creativity relationship to address mixed findings on the relationship between diversity and creativity. Our analysis using multi-source data collected from 128 work groups showed that age diversity and functional background diversity had neg...
Previous studies have investigated the role of intrinsic motivation and extrinsic rewards in enhancing employee creativity. However, the possibility that these motivational factors affect the creativity of different types remains largely unexplored, particularly in the organizational settings. Moreover, the potential that personality traits may mod...
We addressed previous mixed findings regarding the effects of task routinization on employee creativity. We proposed that task routinization is not a single dimensional construct but that it has 2 dimensions, namely, content and process, which have different motivation and performance implications. Participants were 240 employees from various indus...
This study investigates the effects of firm-level workforce diversity on firm innovation. Instead of focusing on the main effects of diversity, we adopt contingency theory and propose that the demographic and status diversity of an entire organizational workforce promote or impede firm innovation depending on firm environmental contingencies. Analy...
In this study, we examined the two distinct dimensions of feedback-seeking behavior (FSB), namely, feedback-seeking frequency and feedback-seeking breadth. We focused on work team properties and team members’ social characteristics, and identified the multilevel social contextual predictors for each FSB dimension in an organizational team setting....
Overtime work has been blamed for the deterioration of employee satisfaction and productivity. However, the organization‐level implications of overtime work as a normative expectation remain unclear. In this study, such effects were analyzed through human capital theory and a causal attribution approach. Various organizational outcomes and boundary...
Complementing prior research on the macro-and system-focused views of organizational change, we examined microprocesses of change by attending to 3 different forms of change behavior as predicted by the theory of planned behavior (TPB). Data were collected from 193 employee–coworker dyads working in various organizations in South Korea. Results sho...
This study adopts self‐ and other‐centered approaches to explain how the two facets of conscientiousness (i.e., dutifulness and achievement striving) distinctly resolve knowledge sharing dilemmas among employees. It also explores how the critical social surroundings of employees (i.e., supervisor support and coworker support) neutralize or activate...
The present study examines the contextual effects of team climate for creativity on creative behavior and job performance of employees. Drawing on the team-knowledge management perspective, we identify team-learning orientation and collective problem solving as main intermediate cognitive processes. The results, based on 856 employees across 102 wo...
In job design and creativity literature, challenging and complex jobs drive individual creativity, whereas routinization impedes creative outcomes. This study challenges this prevailing view by exploring the intermediate psychological mechanism and boundary conditions enabling the potential benefits of routinization to foster creativity in organiza...
The present study theoretically identifies the meaningful human resource management (HRM) practices that explain the emergence of two distinct dimensions of firm‐level knowledge management, namely, firm knowledge stock and flow, which are critical drivers of firm innovation. We also propose that these knowledge dimensions interact synergistically a...
This study investigates the effect of training and development (T&D) on firm innovation. Given the inconsistent findings on the performance implications of T&D and the lack of studies on the T&D–innovation relationship, we elaborate the multiple dimensions of T&D, intermediate employee outcomes, and boundary conditions to elucidate the pathways of...
The dynamic nature of work underscores the necessity of reassessing the effect of job design by considering the role of employee proactive behaviour and distinct work contexts. This study identifies creativity as a critical proactive behaviour that differentially explains the effect of job complexity on task performance across varying levels of gro...
This study examines why and how identity cognitions, including group identification and individual differentiation, influence the positive deviance of employees. We identify the risk-taking intention of employees as a critical psychological mechanism to overcome stigma-induced identity threat of positive deviance. The analysis of data collected fro...
Biases against creativity seem to be activated when people are motivated to reduce uncertainty. Drawing on the appraisal model of emotion, this study tested whether and how emotions with varying levels of uncertainty appraisals affect biases against creativity. This experimental study showed that fear, characterized by a high-uncertainty appraisal,...
The business environment faced by contemporary organizations is highly uncertain and constantly changing. Thus, organizations have adopted and implemented a continuous stream of innovations to achieve sustainable growth and survival. Considering the demand for additional resources to implement innovations, the present study explores organizational...
This study draws on costly signaling theory (CST) and explores the hidden motive of proactive knowledge sharing. We theorize that the need for status drives employees to generously share their tacit knowledge and special expertise to obtain social recognition and status as conferred by supervisory appraisal. We tested our hypotheses based on the mo...
Creativity is an increasingly important domain of performance largely based on knowledge held and exchanged among employees. Despite the necessity of knowledge exchange, individual employees tend to experience mixed motivation caused by the inherent social dilemma of knowledge sharing. To pragmatically explain how individuals deal with this motivat...
We extended the literature on mood and creativity by introducing a multilevel perspective to examine the trait affect of employees. More specifically, we identified group affective climate and group reflexivity as significant moderators of the relationship between trait affect and creativity. Multilevel analyses of data obtained from 306 employees...
This study draws on the literature on strategic choice theory and training and development (T&D) to explore the theoretical mechanisms that explain the strategic decisions of top management, thereby leading to the T&D investment of firms. The current theoretical framework was examined using cross-lagged data collected from 163 Korean manufacturing...
This book aims to explain the phenomenon that clearly exists in practice but is largely ignored in the literature. We explored a new research avenue by investigating the HRM gap, which concerns the employee perception of the discrepancy between the espoused HPWS and the actual HR experiences in the work group. Our qualitative studies show that empl...
Innovation literature typically postulates a linear and institution-driven implementation process that leads to bifurcated outcomes (i.e., acceptance or rejection) of innovation. Adopting a grounded theory approach and a social constructionist perspective, we explore dynamic, interactive implementation processes unfolding over time; these processes...
Purpose - Improving the creative performance of customers is critical to enhancing the competitive advantage of service firms. Customers who perform creatively and generate novel and useful ideas contribute to firm profitability by helping the firm save on costs and improve its services. This study focuses on creative customer behavior and examines...
This study investigates workforce diversity at the organization level, which has been relatively overlooked. We focus on status-related processes that complement the ambiguities involving social categorization and information processing perspectives. We further identify the theoretically meaningful mediators (i.e. innovative climate, employee compe...
Addressing the potential ambivalent effects of customer value creation behavior (CVCB) in a service setting, we develop a theoretical model identifying separate psychological mechanisms that account for both positive and negative effects of CVCB on customer outcomes, such as customer value and customer well-being. Results based on data collected fr...
Departing from existing studies based on general notion of creativity, we highlight the driver or initiating force behind creative engagement in organizations. To this end, we distinguish between proactive and responsive creativity and provide a nuanced perspective on the processes underlying distinct types of employee creativity. We propose that j...
In connection with the literature on strategic reward and agency theory, this study investigates the effects of incentive pay on employee outcomes and firm performance. We identify employee outcomes, such as commitment and competence, as mediating processes that explain the effects of incentive pay on firm performance. We further propose procedural...
This study examined the effects of tangible and intangible forms of creativity-contingent rewards on employee creativity. Situation-specific intrinsic and extrinsic motivations were proposed as mediators of the reward-creativity link. Based on data collected from 271 employees and their supervisors, results revealed the following: (a) intangible re...
In this study, we clarified some of the ambiguities in the rewards–creativity relationship by focusing on creative performance in organizations that is contingent on intrinsic and extrinsic rewards. Participants were 241 employee–peer pairs working in various industries. The results indicated that, regardless of the degree of importance of the rewa...
Despite the vast amount of research on the antecedents of team performance, the role of subcultures in team contexts has only received scant attention. This study investigates the relationships between different types of team culture and team performance. Team-level analyses conducted on the leaders and members of 104 teams revealed a significant a...
Departing from extant studies that focus on managerial function in enhancing employee creativity, the present study highlights the proactive role of employees as drawn from literature of self-regulation and creativity. Specifically, we examine the nomological network of employee feedback-seeking behavior (FSB) in predicting creativity. The current...
Departing from existing studies based on a general form of creativity, we distinguish between proactive and responsive types of creativity and provide a nuanced perspective on the underlying processes that lead to distinct types of creativity in organizations. Specifically, we propose that job complexity predicts proactive and responsive creativity...
In work groups, members can either help or harm themselves by speaking out, as their voice can also exert functional or dysfunctional effects on overall group effectiveness. In this paper, we propose that implications of group member voice depend on characteristics of contexts in which group members speak out, and that group members benefit (i.e.,...
We explored the effects of employees’ organizational efficacy perceptions on their subsequent behaviour and performance. Study 1 demonstrated the discriminant validity of organizational efficacy and its significant incremental contribution to the prediction of job performance over the variance explained by other efficacy beliefs and organization‐di...
Purpose
Procedural justice (PJ) is a meaningful predictor of prosocial behavior. This study expands prior studies by theorizing and empirically validating the potential multi-level effects of PJ on the helping behavior of group members. Specifically, we examined the effects of individual PJ perceptions and group-level PJ climate on helping behavior...
Due to increasing organizational demand and competition, employees’ goal-pursuit regulatory processes become pivotal to their work behavior and outcomes. Drawing on interpersonal regulatory fit theory, we proposed that leader prevention focus would moderate the relation between follower prevention focus and maintenance organizational citizenship be...
We departed from research strategies suggested in prior studies in which binary outcomes of implementation, such as use or acceptance and nonuse or resistance, have been used, and we proposed the examination of diverse patterns of implementation behavior, including mechanical implementation, learning, reinvention, and mutual adaptation. These imple...
Building on strategic human resource management literature, this study investigates the effects of various human resource development (HRD) dimensions on organizational performance. We identify four distinct dimensions of HRD that reflect either quantitative or qualitative approaches from either managerial or employee perspectives. Furthermore, we...
The effects of extrinsic rewards on creative performance have been controversial, and scholars have called for the examination of the boundary conditions of such effects. Drawing upon expectancy theory, we attend to both reinforcement and self-determination pathways that reveal the informational and controlling functions of creativity-related extri...
Despite the prevailing discourses on the importance of top management ethical leadership, related theoretical and empirical developments are lacking. Drawing on institutional theory, we propose that top management ethical leadership contributes to organizational outcomes by promoting firm-level ethical and procedural justice climates. This theoreti...
We proposed a construct of creative contribution, which expands the existing focus on creative performance as an isolated individual effort for generating creative ideas. Creative contribution comprises 3 components: the generation of creative ideas by an individual in a group, helping the creative performance of other group members, and stimulatin...
The present study examines the effects of training and development on organizational innovation. We specifically suggest that the training and development investments of an organization affect its innovative performance by promoting various learning practices. We empirically tested our hypothesis by using time-lagged, multi-source data collected fr...
Departing from the prevailing focus of the person–environment (P-E) fit literature on individual-level outcomes, we apply the fit concept to the group level and develop a theoretical framework that elaborates the nomological network involving group-level goal fit and ability fit. Specifically, we propose that the positive affect exhibited by leader...
Focusing on "what people want in their group" as a critical antecedent of intragroup conflict, the present study theorizes and empirically investigates the relationships among the psychological needs of group members, intragroup conflict, and group performance. It attends to the within-group average and dispersion of members' psychological needs an...
While considerable research explores job stress interventions for employees dealing with legitimate customer complaint beha- vior, managerial interventions relating to illegitimate, unreasonably dysfunctional customer behavior have been largely over- looked. Drawing on justice theory and using survey and experimental data, this study investigates p...
Globalization has encouraged merger and acquisitions (M&As) across countries. We propose a theoretical model that explains the process through which employees adapt to changes introduced by cross-border M&As. Empirical analyses based on 174 Chinese employees who experienced an unexpected M&A initiated by a Western company suggest that the relations...
The effects of extrinsic rewards on creative performance have been controversial, and scholars have called for the examination of the boundary conditions of such effects. Drawing upon expectancy theory, we attend to both reinforcement and self-determination pathways that reveal the informational and controlling functions of creativity-related extri...
Building on strategic human resource management literature, this study investigates the effects of various human resource development (HRD) dimensions on organizational performance. We identify four distinct dimensions of HRD that reflect either quantitative or qualitative approaches from either managerial or employee perspectives. Furthermore, we...
The present study integrates symbolic interactionism with Bandura's social cognitive theory by conceptualizing and examining socially reflected efficacy beliefs within groups. The data collected from 128 students in 39 project teams indicate that self-constructed and reflected images of self-efficacy are empirically distinct from each other; howeve...
A theoretical framework is offered to explain mood contagion processes in groups. Specifically, we describe and test a two-stage leader activation and member propagation (LAMP) model that starts with the activation of the contagion process by leaders (Stage 1), followed by the mutual propagation of the mood among members (Stage 2). Results from 102...
Owing to the rapid and unpredictable changes in emerging markets, it has become critical for managerial agendas to understand leadership effectiveness in a climate of change. We examined change climate as a potential contingency in effectiveness of authoritarian and visionary styles of leadership. A multilevel analysis of the data collected from 23...
We propose that the effects of dissimilarity in the Big Five personality factors are asymmetric for members with different levels of the given factor, and that such effects of personality dissimilarity exhibit time-dependent patterns in groups with differing duration of interaction. Our analysis of data collected from 283 individuals from 116 work...
Departing from the static perspective of leader charisma that prevails in the literature, we propose a dynamic perspective of charismatic leadership in which group perceptions of leader charisma influence and are influenced by group mood. Based on a longitudinal experimental study conducted for 3 weeks involving 116 intact, self-managing student gr...
The composition of the workforce with regard to organizational tenure is rapidly changing. In this paper, we examine the cross‐level effects of tenure diversity on individual‐level creativity. In keeping with the categorization‐elaboration model, we propose individual‐level explicit knowledge as a mediating mechanism between tenure diversity and in...
Despite the increasing significance of corporate ethics, few studies have explored the intermediate mechanisms that explain the relationship between corporate ethics and firm financial performance. Drawing on institutional theory and strategic human resource management literature, the authors hypothesize that the internal collective processes based...
In this study, we introduced a multilevel perspective in order to identify a group contextual factor that moderates the relationship between cognitive style and creativity. Multilevel analyses of data collected from 306 employees from 50 organizational teams revealed that task conflict had beneficial effects on the creativity of intuitive individua...
In this study we elaborate on the autonomy–creativity relationship by identifying potential boundary conditions. Specifically, we hypothesized that when task autonomy is provided people's reactions are shaped by the level of their prior experience or skills and by whether or not they have previously worked on a task autonomously. We further hypothe...
Focusing on the social aspects of procedural justice (PJ), we examine the interaction between one's own and others' PJ perceptions in organizational teams. The results derived from 183 employees of 21 work teams indicate that one's own PJ perception is a positive predictor of helping and creative behavior only when others' PJ perception is low. The...
An increasing number of organizations are turning to teams for innovation and creativity. The present study investigated the effects of team knowledge management (TKM) on the creativity and financial performance of organizational teams. Our analysis of data collected from 65 sales teams, across 35 branches of a Korean insurance company, showed that...
Creativity researchers have identified intrinsic motivation as the critical intervening process that explains the effects of contextual characteristics on individual creativity. Departing from this prevailing focus on intrinsic motivation, in the present study an alternative theoretical model was advanced based on the theory of planned behavior (TB...
Network
Cited