Kwanghyun Kim

• Ph.D.
• Professor at Korea University

This study aims to investigate: (a) the differences in how human resource (HR) practice bundles, which enhance skills, motivation, and opportunities, account for the turnover of high performers versus non-high performers; (b) whether the turnover of high performers has a stronger impact on firm performance compared to that of non-high performers; a...

To reconcile the inconsistencies and complexities in the relationship between team diversity and performance, our meta‐analysis takes a more nuanced approach to the relationship between team deep‐level diversity and team performance. We examine the type of deep‐level diversity (personality, values, culture), task complexity, and executive team stat...

When high‐performance work systems (HPWS) positively affect firm performance, both internal and external contingencies play potentially salient roles in its influence. Our study pays attention to organizational (unabsorbed) slack and industry instability as important boundary conditions in the relationship between HPWS and firm performance. Based o...

This study explores the factor structure of job performance and each performance dimension's relative importance in determining supervisors' overall job performance ratings. We found that the optimal factor structure of job performance includes five dimensions: task performance, organizational citizenship behaviour directed toward the organization...

Multinational corporations (MNCs) are increasingly hiring inpatriates into their headquarters (HQ) to disseminate and implement shared organizational values throughout the organization. The purpose of this study is to investigate the antecedents of inpatriates’ turnover intentions, which would be detrimental to the MNCs’ practices of spreading and...

This research proposes a strategic human capital alignment framework to examine whether the alignment between subsidiary strategy (i.e., export-oriented vs local market-oriented strategy) and human capital (i.e., parent firm vs local-specific human capital) is positively related to subsidiary performance in multinational enterprises (MNEs). We furt...

Cyberloafing—using the internet for non-work-related activities—is a prevalent counterproductive work behavior (CWBs) in the workplace, but researchers have not yet paid sufficient attention to this issue, especially related to the role of personality in cyberloafing. Recognizing such a research gap, and using a trait activation theory framework, t...

Based on the scope of justice theory, we examine whether and how observers¡¯ personal value for diversity moderates their reaction to discrimination against others in the workplace depending on target characteristics (e.g., sex and race). Specifically, we hypothesize that individuals with high personal value for diversity will perceive lower proced...

Recognizing the importance of postmerger integration from a human resource management perspective, this study explores the relationship between employee perceptions of relative deprivation during a merger and acquisition (M&A) process and their turnover intentions. Drawing on social identity theory, we investigate whether the relationship between r...

Integrating work from the expatriate adjustment and newcomer socialization literatures within a motivational framework, we propose that motivational states and stress cognitions impact expatriates' work adjustment patterns over time, which in turn influence important assignment attitudes. In accordance with our theorizing, analyses of longitudinal...

The present study examines the incremental validity of Honesty–Humility (H-H), a measure of the tendency to be fair and genuine in dealing with others, for supervisory ratings of job performance (including both task and contextual performance) over cognitive ability and the Big Five personality traits. Specifically, we explore the incremental valid...

In this cross-cultural meta-analysis, we examine the relationships between person–environment [P–E] fit and work attitudes (organizational commitment, job satisfaction, and intent to quit) as well as job performance based on 96 studies (110 independent samples) conducted in East Asia, Europe, and North America. We compare the results across culture...

The present study examines the incremental validity of Honesty-Humility (H-H), a measure of the tendency to be fair and genuine in dealing with others, for supervisory ratings of job performance (including both task and contextual performance) over cognitive ability and the Big Five personality traits. Specifically, we explore the incremental valid...

Both business practitioners and researchers have demonstrated growing interest in organizations' post-merger integration (PMI) efforts in mergers and acquisitions (M&As). However, relatively little attention has been paid to actions directed toward the organizations' internal members. To complement the prevailing macro-level interest in PMI, the cu...

In this cross-cultural meta-analysis, we examine the relationships be-tween person–environment [P–E] fit and work attitudes (organizational commitment, job satisfaction, and intent to quit) as well as job per-formance based on 96 studies (110 independent samples) conducted in East Asia, Europe, and North America. We compare the results across cultu...

In this cross-cultural meta-analysis, we examine the relationships be-tween person–environment [P–E] fit and work attitudes (organizational commitment, job satisfaction, and intent to quit) as well as job per-formance based on 96 studies (110 independent samples) conducted in East Asia, Europe, and North America. We compare the results across cultu...

Using Leventhal’s (Social exchange: Advances in theory and research, Plenum Press, New York, 1980) rules of procedural justice as well as deontic justice (Folger in Research in social issues in management, Information Age, Greenwich, CT, 2001), we examine how personal value for diversity moderates the negative relationship between perceived discrim...

Research on virtual teams continues to grow as this form of teaming is increasingly adopted by organizations worldwide. To comprehensively analyze the growing literature on virtual teams, we reviewed 197 articles published between 1986 and 2008. We organize our review both by level of analysis (i.e., individual, group, and organization) and by rele...

We examine whether core self-evaluations (CSEs) affect learning motivation and perform-ance beyond individual-level established predictors of general mental ability and conscien-tiousness. Based on self-regulation theories, we develop and test a process model, whereby learning motivation mediates the effects of CSE on performance. We also compare t...

Using the scope of justice perspective (Deutsch in J Soc Issues 31(3):137–149, 1975; Opotow in Conflict, cooperation, and justice: essays inspired by the work of Morton Deutsch, 1995, J Soc Issues 52:19–24, 1996), we examined whether and how the relationship between perceived discrimination against minorities at work (i.e., racial minorities and fe...

Using the scope of justice perspective (Deutsch in J Soc Issues 31(3):137–149, 1975; Opotow in Conflict, cooperation, and justice: essays inspired by the work of Morton Deutsch, 1995, J Soc Issues 52:19–24, 1996), we examined whether and how the relationship between perceived discrimination against minorities at work (i.e., racial minorities and fe...

Departing from the emphasis on individual-level stress processes in prior expatriate research, we develop a multilevel model of expatriate "cross-cultural motivation and effectiveness" (motivation and effectiveness pertaining to cross-cultural contexts) that incorporates the influences of foreign subsidiary-level attributes. Analyses of multi-sourc...

This research explores the effectiveness of global virtual teams, whereby geographically and temporally dispersed team members connect through various communication media, to achieve their common goals. The study proposes some emergent psychological states (i.e., psychological safety, team identification, team empowerment) as important predictors o...

In this paper, we examine the impact of high-performance work systems (HPWSs) on both voluntary and involuntary organizational turnover rates. Most research on this topic has been done in the United States. Given the global competitive pressures confronting many of the countries of East and Southeast Asia, companies in this region are seeking to be...

The article presents the results of research involving expatriate workers in foreign subsidiary companies, focusing on cross-cultural adjustment and effectiveness, job performance and work motivation. An overview of related previous studies is provided, along with details of the research protocol, which involved employees of a multinational energy...

The paper examines the relationships among individual differences, cross-cultural adjustment, and expatriate assignment effectiveness, using a field survey of U.S.-based Korean expatriates. Overall, the findings are consistent with the literature and support previous findings. However, a unique and interesting pattern was found, revealing that how...

In this paper, we examine the impact of high-performance work systems (HPWSs) on both voluntary and involuntary organizational turnover rates. Most research on this topic has been done in the United States. Given the global competitive pressures confronting many of the countries of East and Southeast Asia, companies in this region are seeking to be...

This dissertation investigates whether cultural competence, defined as a person’s ability to interact effectively with others from a different cultural background or in a cross-cultural setting, predicts expatriate adjustment and job performance more effectively than other individual-level predictors such as personality and local language proficien...