Jin Nam Choi

Jin Nam Choi
Seoul National University | SNU · Graduate School of Business

PhD

About

130
Publications
179,218
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
7,072
Citations
Additional affiliations
January 2007 - present
Seoul National University
Position
  • Professor (Full)
July 2000 - December 2006
McGill University
Position
  • Professor (Assistant)
July 2000 - December 2006
McGill University
Position
  • Professor (Assistant)

Publications

Publications (130)
Article
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...
Article
Full-text available
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
Full-text available
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...
Article
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...
Article
Full-text available
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
Full-text available
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....
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
Full-text available
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...
Article
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,...
Article
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...
Article
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...
Article
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...
Article
Full-text available
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...
Article
Full-text available
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...
Book
Full-text available
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...
Article
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...
Article
Full-text available
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...
Article
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...
Article
Full-text available
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...
Article
Full-text available
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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.,...
Article
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...
Article
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...
Article
Full-text available
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
Full-text available
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...
Article
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...
Article
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...
Article
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...
Article
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...
Article
Full-text available
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...
Article
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...
Article
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...
Article
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...
Article
Full-text available
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...
Article
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...
Article
Full-text available
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...
Article
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...
Article
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...
Article
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...
Article
Despite increasing attention to emotional intelligence (EI) in the workplace, few studies have investigated EI at the group level. In this study, we propose that average member EI indirectly affects team performance by shaping emergent team dynamics. The results based on 91 teams show that both average member EI and leader EI are positively associa...