Джин Нам Чой
Джин Нам Чой | |
|---|---|
| Национальность | корейский |
| Оккупация | Организационный психолог, исследователь, автор и академический |
| Академическое образование | |
| Образование | BA, Психология MA, Промышленная и организационная психология Доктор философии, организационная психология |
| Альма -матер | Сеульский национальный университет Мичиганский университет |
| Тезис | Микропроцессы в реализации инноваций: роль личности -инновации (2000) |
| Академическая работа | |
| Institutions | Seoul National University |
Джин Нам Чой - корейский организационный психолог, исследователь, автор и академический. Он является профессором организационного поведения и управления человеческими ресурсами в аспирантуре бизнеса Сеульского национального университета . [ 1 ]
Исследовательский интерес Чой охватывает область организационного поведения с особым интересом к реализации инноваций в фирмах, эффективности командных процессов, индивидуального и командного творчества, а также поведения организационного гражданства . Он является автором нескольких книг по английскому и корейскому языку, включая умное управление и умное организационное поведение , и опубликовал более 110 статей. Он был лауреатом премии Mirae-Asset Asset Asset Award Award и Academic Research Award . [ 1 ]
Choi обслуживает заместителя редактора журнала организационного поведения , управления группами и организациями , а также журнала по профессиональной и организационной психологии . [ 2 ]
Education and early career
[ редактировать ]Choi obtained his baccalaureate degree in Psychology from Seoul National University in 1990 and went on to complete a master's degree in Industrial and Organizational Psychology from the same institute in 1992. In 1995, he was appointed as a Research Associate at the Institute for Social Research at the University of Michigan at Ann Arbor, where he earned his doctoral degree in Organizational Psychology in 2000. His doctoral dissertation was titled "Microprocesses in Implementing Innovations: The Role of Person-innovation Fit".[3]
Career
[edit]Following his Ph.D., in 2000, Choi began his academic career as an assistant professor of Organizational Behavior and Human Resource Management at McGill University in Canada. In 2006, he was appointed as an associate professor of Organizational Behavior and Human Resource Management at Seoul National University. He was promoted to professor in 2012.[4]
Research
[edit]Choi's work is focused on exploring the dynamics of innovation implementation, knowledge management, team processes, creativity, and citizenship behavior within the context of organizations, highlighting the multifaceted factors that shape the modern workplace.[1]
Creativity
[edit]Choi has worked in the fields of organizational behavior, including its impact on the creativity of an individual or a team. He emphasized the importance of carefully weighing the mixed impacts of task complexity and routinization on employee creativity, while also calling for additional research into the factors that influence these effects.[5] Through collaborative research efforts, he elaborated on the significance of feedback[6] and various motivational processes in shaping distinct forms of creativity development.[7] Additionally, generated practical and theoretical insights into how the combined impact of status conflict and gender diversity influences both team psychological safety and team creativity.[8] He examined the influence of ethical leadership on team creativity[9] and elucidated the interactive effects of leader status behaviors and team status conflict that resulted in unique collective group processes and team creative outcomes.[10]
Innovation implementation
[edit]Choi highlighted the significance of emotions within the context of innovation implementation and demonstrated the necessity for increased focus on emotional processes when scrutinizing organizational innovations.[11] He explored how institutional factors and employee collective processes impact the effectiveness of implementing E-Government innovations in Korean Government agencies and ministries.[12] Along with Sun Young Sung, he explained how an organization's investment in its employees contributes to improving its innovative performance[13] and provided a comprehensive insight into the interconnected framework of firm-level knowledge management improved by effective HRM practices.[14] In addition, he investigated the impact of training and development on firm innovation[15] as well as the roles of internal and external team behaviors on innovation implementation.[16] He also discussed the organizational factors and employees' perceptions of past innovations, including their intensity and success, impact innovation-targeted burnout and fatigue, and subsequent employee innovative behavior in a dynamic business environment.[17]
Proactive and citizenship behavior
[edit]Choi examined the proactive, dynamics of citizenship behavior of employees,[18] and corporate ethics[19] to interpret its impact on firm performance and discuss how organizational factors like vision and innovation, influence employees' proactive suggestions for constructive changes at work.[20] In a related study, he analyzed how demographic faultlines in small work groups relate to task and relationship conflict, influencing group-level Organizational Citizenship Behavior (GOCB) and performance across various industries.[21] He also discussed how employees' goal-pursuit processes, including prevention and promotion foci, influence their organizational citizenship behavior (OCB) in South Korean firms, highlighting the role of leader prevention focus in shaping maintenance OCB.[22] Moreover, his study in Chinese organizations showed that "middle-way thinking" among followers amplifies the positive influence of visionary leadership on organizational citizenship behavior, emphasizing its importance over traditional power distance orientation.[23]
Active procrastination
[edit]Choi developed a new measure of active procrastination that assesses its four dimensions and examines its nomological network.[24] He suggested that active procrastinators, who work under pressure and make deliberate decisions to procrastinate, have positive attitudes and better performance compared to passive procrastinators.[25]
Awards and honors
[edit]- 2009 – Excellent Reviewer Award, Journal of Organizational Behavior
- 2010 – Gallup Academic Research Award, Gallup Korea
- 2015 – Distinguished International Scholarship Award, Korean Academy of Management
- 2015 – Gallup Best Academic Research Award, Gallup Korea
- 2017 – Mirae-Asset Distinguished Management Scholar Award, Korean Academic Society of Business Administration
- 2018 – Top 50 Government-Sponsored Research Award, Ministry of Education
Bibliography
[edit]Selected books
[edit]- Smart Organizational Behavior (2021) ISBN 979-1186689394
- Smart Management (2023) ISBN 979-1186689509
Selected articles
[edit]- Price, R. H., Choi, J. N., & Vinokur, A. D. (2002). Links in the chain of adversity following job loss: how financial strain and loss of personal control lead to depression, impaired functioning, and poor health. Journal of occupational health psychology, 7(4), 302.
- Choi, J. N. (2004). Individual and contextual predictors of creative performance: The mediating role of psychological processes. Creativity research journal, 16(2–3), 187–199.
- Chun Chu, A. H., & Choi, J. N. (2005). Rethinking procrastination: Positive effects of" active" procrastination behavior on attitudes and performance. The Journal of social psychology, 145(3), 245–264.
- Choi, J. N. (2007). Change‐oriented organizational citizenship behavior: effects of work environment characteristics and intervening psychological processes. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 28(4), 467–484.
- Chun, J. S., Shin, Y., Choi, J. N., & Kim, M. S. (2013). How does corporate ethics contribute to firm financial performance? The mediating role of collective organizational commitment and organizational citizenship behavior. Journal of management, 39(4), 853–877.
- Sung, S. Y., & Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of organizational behavior, 35(3), 393–412.
References
[edit]- ^ Jump up to: a b c "Jin Nam Choi's webpage | Jin Nam Choi's webpage".
- ^ "Journal of Organizational Behavior".
- ^ Choi, Jin Nam (2000). Microprocesses in implementing innovations: The role of person-innovation fit (Thesis). hdl:2027.42/132321. ProQuest 304608207.[non-primary source needed]
- ^ University. "Prof. Choi, Jin Nam – Faculty – Faculty – Faculty & Research – College of Business School, Seoul National University". 서울대학교 경영대학(원).
- ^ Chae, Heesun; Choi, Jin Nam (February 2019). "Routinization, free cognitive resources and creativity: The role of individual and contextual contingencies". Human Relations. 72 (2): 420–443. doi:10.1177/0018726718765630. S2CID 150154842.[non-primary source needed]
- ^ Sung, Sun Young; Choi, Jin Nam (September 2021). "Do you value or worry about feedback? Tradeoffs between cost and value perceptions and dual feedback‐seeking strategies toward creativity". Journal of Organizational Behavior. 42 (7): 950–963. doi:10.1002/job.2524. S2CID 236566782.[non-primary source needed]
- ^ Malik, Muhammad Abdur Rahman; Choi, Jin Nam; Butt, Arif Nazir (December 2019). "Distinct effects of intrinsic motivation and extrinsic rewards on radical and incremental creativity: The moderating role of goal orientations". Journal of Organizational Behavior. 40 (9–10): 1013–1026. doi:10.1002/job.2403. S2CID 198665747.[non-primary source needed]
- ^ Lee, Hun Whee; Choi, Jin Nam; Kim, Seongsu (January 2018). "Does gender diversity help teams constructively manage status conflict? An evolutionary perspective of status conflict, team psychological safety, and team creativity". Organizational Behavior and Human Decision Processes. 144: 187–199. doi:10.1016/j.obhdp.2017.09.005.[non-primary source needed]
- ^ Tu, Yidong; Lu, Xinxin; Choi, Jin Nam; Guo, Wei (October 2019). "Ethical Leadership and Team-Level Creativity: Mediation of Psychological Safety Climate and Moderation of Supervisor Support for Creativity". Journal of Business Ethics. 159 (2): 551–565. doi:10.1007/s10551-018-3839-9. S2CID 254371082.[non-primary source needed]
- ^ Sung, Sun Young; Choi, Jin Nam (October 2021). "Leader status behaviors and team creativity: The role of collective interactions and status conflict among members". Journal of Organizational Behavior. 42 (8): 1120–1133. doi:10.1002/job.2551. S2CID 237707498.[non-primary source needed]
- ^ Choi, Jin Nam; Sung, Sun Young; Lee, Kyungmook; Cho, Dong-Sung (January 2011). "Balancing cognition and emotion: Innovation implementation as a function of cognitive appraisal and emotional reactions toward innovation". Journal of Organizational Behavior. 32 (1): 107–124. doi:10.1002/job.684.[non-primary source needed]
- ^ Choi, Jin Nam; Chang, Jae Yoon (2009). "Innovation implementation in the public sector: An integration of institutional and collective dynamics". Journal of Applied Psychology. 94 (1): 245–253. doi:10.1037/a0012994. PMID 19186909.[non-primary source needed]
- ^ Sung, Sun Young; Choi, Jin Nam (April 2014). "Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations". Journal of Organizational Behavior. 35 (3): 393–412. doi:10.1002/job.1897. PMC 4282068. PMID 25598576.[non-primary source needed]
- ^ Sung, Sun Young; Choi, Jin Nam (November 2018). "Building knowledge stock and facilitating knowledge flow through human resource management practices toward firm innovation". Human Resource Management. 57 (6): 1429–1442. doi:10.1002/hrm.21915.[non-primary source needed]
- ^ Пел, солнце молодой; Чой, Джин Нам (ноябрь 2018 г.). «Влияние обучения и разработки на результаты сотрудников и инновационная производительность фирмы: смягчение ролей добровольного участия и оценки». Управление человеческими ресурсами . 57 (6): 1339–1353. doi : 10.1002/hrm.21909 . [ Необходимый источник необходимы ]]
- ^ Ким, Хёнджи Ханна; Чой, Джин Нам; Си, Томас (июнь 2022 г.). «Перевод проактивного и отзывчивого творчества в реализацию инноваций: роли внутреннего и внешнего поведения команды для реализации». Творчество и управление инновациями . 31 (2): 162–178. doi : 10.1111/caim.12483 . S2CID 246830972 . [ Необходимый источник необходимы ]]
- ^ Чунг, Goo Hyeok; Чой, Джин Нам; Du, Jing (сентябрь 2017 г.). «Устал от инноваций? Узнал беспомощность и усталость в контексте непрерывных потоков инновационной реализации». Журнал организационного поведения . 38 (7): 1130–1148. doi : 10.1002/job.2191 . [ Необходимый источник необходимы ]]
- ^ Чой, Джин Нам (декабрь 2009 г.). «Коллективная динамика поведения гражданства: какие групповые характеристики способствуют помощи на уровне группы?». Журнал управленческих исследований . 46 (8): 1396–1420. doi : 10.1111/j.1467-6486.2009.00851.x . S2CID 145755984 . [ Необходимый источник необходимы ]]
- ^ Chun, Jinseok S.; Шин, Юхёнг; Чой, Джин Нам; Ким, Мин Су (май 2013). «Как корпоративная этика вносит свой вклад в финансовую деятельность? Журнал управления . 39 (4): 853–877. doi : 10.1177/0149206311419662 . S2CID 8147137 . [ Необходимый источник необходимы ]]
- ^ Чой, Джин Нам (май 2007 г.). «Поведение организационного гражданства, ориентированное на изменения: влияние характеристик рабочей среды и промежуточных психологических процессов». Журнал организационного поведения . 28 (4): 467–484. doi : 10.1002/job.433 . [ Необходимый источник необходимы ]]
- ^ Чой, Джин Нам; Си, Томас (2009). «Гражданское поведение на уровне группы: влияние демографических линий разломов и конфликтов в небольших рабочих группах». Журнал организационного поведения . 31 (7): 1032–1054. doi : 10.1002/job.661 . [ Необходимый источник необходимы ]]
- ^ Шин, Юхёнг; Ким, Мин Су; Чой, Джин Нам; Ким, Михи; О, Вон-Кюнг (апрель 2017 г.). «Делает ли значение регулирования лидера? Регуляторная подходящая роль? Роль нормативного соответствия в организационном поведении последователей». Журнал управления . 43 (4): 1211–1233. doi : 10.1177/0149206314546867 . S2CID 145157805 . [ Необходимый источник необходимы ]]
- ^ Ло, Юань Цзин; Ли, Ян Пинг; Чой, Джин Нам; Du, Jing (2 декабря 2020 г.). «Эффективность дальновидного лидерства: смягчающая роли дистанции власти и среднего мышления». Социальное поведение и личность . 48 (12): 1–12. doi : 10.2224/sbp.9593 . S2CID 229514814 . [ Необходимый источник необходимы ]]
- ^ Чой, Джин Нам; Моран, Сара В. (апрель 2009 г.). «Почему бы не откладывать? Разработка и проверка новой активной шкалы прокрастинации». Журнал социальной психологии . 149 (2): 195–212. doi : 10.3200/socp.149.2.195-212 . PMID 19425357 . S2CID 20992469 . [ Необходимый источник необходимы ]]
- ^ Чун Чу, Анжела Син; Чой, Джин Нам (июнь 2005 г.). «Переосмысление прокрастинации: положительное влияние« активного »поведения промедления на отношение и производительность». Журнал социальной психологии . 145 (3): 245–264. doi : 10.3200/socp.145.3.245-264 . PMID 15959999 . S2CID 2705082 . [ Необходимый источник необходимы ]]