Organization & Human Resource Management

  1. Introduction
  2. Faculty
  3. Organization & Human Resource Management
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Kim, Min Soo

Professor

               

Professor Min Soo Kim teaches Organizational Behavior at the School of Business of Hanyang University. He received a B.A. (1992) from Seoul National University and a Ph.D. (2002) in OBIR from UC Berkeley. Before joining the Hanyang faculty in 2007, Professor Kim had been on the faculty of Business School of Ewha Womens University as Assistant Professor.

Professor Kim has taught various courses such as Organiztional Behavior, Organizational Theory and MBA management courses.

He has also authored more than 30 articles in leading academic journals such as Human Resource Management, International Journal of Human Resource Management, Korean Management, International Journal of Human Resource Management, Korean Management Review, Korean Journal of Management, and The Korean Journal of Industrial and Organizational Psychology. His research interests include the person-environment fit, social network, employment relationship, and psychological contracts.

 

* Education

2002, Ph. D. in OBIR, UC Berkeley University

1992, B. A. in Psychology, Seoul National University

 

* Professional Experiences

2007 - present, Associate Professor of OB & HRM, School of Business, Hanyang University

2003-2007, Assistant Professor, School of Business, Ewha Womens University

2001-2003, Assistant Professor, School of Business, Central Connecticut State University

 

* Research Interest
 

Person-environment fit, Social network, Employment relationship, Psychological contracts, and Organizational psychology


 

* Honors and Awards
 

2010, Best Paper Award. Korean Academy of Management

2008, Best Paper Award. The Korean Society of Management Information Systems

2003, Best Paper in Track. Southern Management Association


 

* Academic Service
 

General Affairs Director: Korean Academy of Management, 2017-2018.

Editorial Board Member: The Korean Society of Industrial and Organizational Psychology, 2008-2010.


 

* Articles
 

Lee, S., Kwon, S., Shin, Y., Kim, M., & Park, I. (2018), How Team-Level and Individual-Level Conflict Influences Team Commitment: A Multilevel Investigation. Frontiers in Psychology, 1-13.

Shin, Y., Kim, M., Choi, J., Kim, M., & Oh, W. (2017). Does Leader-Follower Regulatory Fit Matter? The Role of Regualtory Fit in Followers' Organizational Citizenship Behavior. Journal of Management, 1211-1233.

Shin, Y., Sung, S., Choi, J., & Kim, M. (2015). Top Management Ethical Leadership and Firm Performance: Mediating Role of Ethical and Procedural Justice Climate. Journal of Busicess Ethics, 129(1), 43-57.

Kim, S., Shin, Y., & Kim, M. (2013). Cross-level interactions of individual trait positive affect, group trait positive affect, and group positive affect diversity. Asian Journal of Social Psychology, 197-206.

Yang, H., Kang, S., Oh, W., & Kim, M. (2013). Are all fits created equal? A nonlinear perspective on task-technology fit. Journal of the Association for Information Systems, 694-721.

Chun, J., Shin, Y., Choi, J., & Kim, M. (2013). How Does Corporate Ethics Contribute to Firm Performance? The Role of Employee Attitudes and Behavior. Journal of Management, 39(4), 853-877.

Kim, T., & Kim, M. (2013). Leaders' Moral Competence and Employee Outcomes: The Effects of Psychological Empowerment and Person-Supercisor Fit. Journal of Business Ethics, 112, 155-166.

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Lee, Joonkoo

Professor
                    

I am Associate Professor of Organization Studies at the School of Business at Hanyang University, Seoul. In 2014-15, I was a visiting research fellow at Seoul National University Asia Center. Prior to joining at Hanyang in Fall 2012, I was a Postdoctoral Research Scholar at the Social Science Research Institute at Duke University in 2011-12. I’m currently an Associate Series Editor of Development Trajectories in Global Value Chains published by Cambridge University Press. My research interests include globalization and development, economic sociology, organization, qualitative methods, global value chain analysis and cultural/creative industries. I received my Ph.D. in sociology from Duke University in 2011 and M.A. and B.A. from Seoul National University in 2000 and 1998, respectively.


■ 소개

이준구 교수는 현재 한양대학교 경영대학 부교수로 재직중이다. 2011년 미국 Duke University에서 박사학위 (사회학) 를 취득했으며, 이후 동 대학 사회과학연구소 (Social Science Research Institute)에서 박사후 연구원으로 재직하였다. 서울대학교에서 문학사와 문학석사 (사회학)을 취득하였다.

주 연구분야는 글로벌가치사슬 (global value chains) 관점에서 글로벌 산업의 거시조직구조와 동학을 분석하고, 국가간, 기업간 비교 연구를 통해 지구화와 노동자, 기업, 국가 수준에서의 경제, 사회발전과 고도화(upgrading)가 갖는 관계를 해명하는 것이다. 그의 연구는 Proceedings of the National Academy of Sciences, Journal of Business Ethics, Industrial and Corporate Change, International Labour Review, Journal of Supply Chain Management, Journal of International Business Policy 등의 실렸다. 

보다 자세한 사항은 홈페이지 http://joonklee.tumblr.com 참조

 

■ 학력

2011, 미국 Duke 대학, 사회학 박사

2007, 미국 Duke대학, 사회학 석사

2000, 서울대학교, 사회학 석사

1997, 서울대학교, 사회학 학사

 

■ 경력

2019-현재, 한양대학교, 경영학부 부교수

2012-2019, 한양대학교, 경영학부 조교수

2014-2015, 서울대학교, 아시아연구소 객원연구원

2011-2012, 미국 Duke 대학, 사회과학연구소 (Social Science Research Institute), 박사후 연구원

 

■ 연구관심분야

거시조직이론, 글로벌가치사슬, 다국적기업조직, 지구화와 발전, 국가간 산업비교 등

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Lee, Sang Min

Professor
                      

A paragraph is a self-contained unit of a discourse in writing dealing with a particular point or idea. Paragraphs are usually an expected part of formal writing, used to organize longer prose.

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Lim, Sang Hoon

Professor
                      

A paragraph is a self-contained unit of a discourse in writing dealing with a particular point or idea. Paragraphs are usually an expected part of formal writing, used to organize longer prose.

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Oh, Se-Hyung

Professor
                        

A paragraph is a self-contained unit of a discourse in writing dealing with a particular point or idea. Paragraphs are usually an expected part of formal writing, used to organize longer prose.

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Park, Sanghee

Professor
                       

▶Introduction
Sanghee Park is an Associate Professor of Human Resource Management at Hanyang University and has a master and a doctorate in HR/OB at Cornell University. Prior to joining the faculty at Hanyang University, Professor Park was an Assistant Professor of Human Resource Management in the School of Management & Labor Relations (SMLR) at Rutgers University (The State University of New Jersey), USA and in the School of Business Administration at Hongik University, Seoul, South Korea. She is a Louis O. Kelso Fellow for the study of employee ownership, profit sharing, and broad-based equity compensation in the corporation and in the society of the United States and also a Morgan Stanley fellow in equity compensation.
Her primary research interests include the influence of compensation systems (pay-for-performance), employee perception of pay and rewards, employee motivation, performance appraisal & management, (un)ethical behavior, and supervisor-subordinate/leader-follower relationships. Her recent work appears in Academy of Management Annals, Academy of Management Journal, Personnel Psychology, Journal of Applied Psychology, Human Resource Management Review, Human Resource Management, Journal of Business Ethics, and Compensation & Benefits Review.
 
■ Education
Ph.D., Cornell University, 2014
M.S.,  Cornell University, 2008
B.A.,  Cum Laude, University of Nevada, Las Vegas, 2002
 
■ Employment
2022/08-현재              한양대학교 경영대학 경영전문대학원(MBA) 학과장
2022/03–현재               한양대학교 경영대학 부교수
2020/09-2022/02          홍익대학교 경영대학 조교수
2014/09–2020/07          럿거스대학교, 경영·노사관계 대학, 조교수
2004/11-2006/04          버버리 코리아 (Burberry Korea) 인사부(HR) 주임 (보상 담당)
2003/09-2004/10         JW 메리어트 호텔 서울 판촉부 (Sales & Marketing)
 
■ Awards
Associate Editor:
Human Resource Management Review (starting from Jan. 2023)
Managing Editor:
Korean Journal of Management (인사조직연구, 편집 간사), (2022–present)
Editorial Board:
Human Resource Management Review (2022)
Compensation & Benefits Review (2020–present)
 
■ Selected Publications 
HUBS Top Journal 논문상, School of Business, Hanyang University, 2022
Louis O. Kelso Fellowship in Employee Stock Ownership Plan, 2016
Morgan Stanley Fellowship in Equity Compensation, 2015
Academy of Management Samsung Economic Research Institute (SERI) Award for Best Doctoral Conference Paper, 2013
 
연구관심분야
직원 보상 (성과 연봉제) 및 복지, 성과 평가 및 관리, 동기 부여, (비)윤리적 행동, 직원과 상사와의 관계
 
주요논문
(* Denotes equal authorship; † Denotes corresponding authorship)
 

Park, S.,† Kong, D.T., & Peng, J. (October, 2024). Research: Pay-for-Performance Doesn’t Have to Stress Workers Out. Harvard Business Review. Cambridge, Massachusetts
https://hbr.org/2024/10/research-pay-for-performance-doesnt-have-to-stress-workers-out?ab=HP-hero-latest-text-1

Yu, G.J., & Park, S.† (2024). The moderating effects of collective pay for performance on the total quality management-labor productivity relationship. Total Quality Management & Business Excellence, 35, 411-427.

Park, S.† (2023). Savvy or slimy upward influence: The unintended effects of perceived political culture and tactics on employee perceptions of leader trustworthiness. Korean Journal of Management (인사조직연구), 31, 1-32.

Kong, D.T.,* Park, S.*, & Peng, J. (2023). Appraising and reacting to perceived pay-for-performance: Leader competence and warmth as critical contingencies. Academy of Management Journal, 66, 402-431. 

  • A top 10 most-read article in the Academy of Management Journal for 2023
  •  “Making sure pay for performance doesn’t backfire.” Academy of Management Insights, 1 April 2024

Park T.-Y., Park, S.,† & Barry, B. (2022). Incentive effects on ethics. Academy of Management Annals, 16, 297-333.

  • “Incentives can unintentionally spur unethical behavior.” Academy of Management Insights, September 2022

Park, S.,† & Sturman, M.C. (2022). When perception is reality, there is more than one reality: The formation and effects of pay-for-performance perceptions. Personnel Psychology, 75, 529-555. (Lead Article)

  •  Top Cited Article 2022-2023 *

*Among work published between 1 January 2022-31 December 2023. 

Park, S.,† & Conroy, S. (2022). Unpacking the evolving process of pay-for-performance system implementation. Human Resource Management Review, 32, 100794, 1-14. 

Lee, J., Oh, S-H., & Park, S.† (2022). Effects of organizational embeddedness on unethical pro-organizational behavior: Roles of perceived status and ethical leadership. Journal of Business Ethics, 176, 111-125.

Park, S.† (2018). Pay for performance in modern compensation practices. Compensation & Benefits Review, 50, 21-35.

Chan, E., Sturman, M.C., Park, S., & Vanderpool, C. (2017). Not merely a matter of drawing arrows: The empirical consequences of measurement model specification and recommendations for practice. Cornell Hospitality Quarterly, 58, 272-292.

Sturman, M.C., Ukhov, A., & Park, S. (2017). The effect of cost of living on employee wages in the hospitality industry. Cornell Hospitality Quarterly, 58, 179-189.

Conroy, S., Yoon, Y. J., Bamberger, P., Gerhart, B., Gupta, N., Nyberg, A., Park, S., Park, T.-Y., Shaw, J.D., & Sturman, M.C. (2016). Present and future compensation research perspectives. Compensation & Benefits Review, 47, 207-215.

Park, S.,† & Sturman, M.C. (2016). Evaluating form and functionality of pay-for-performance plans: The relative incentive and sorting effects of merit pay, bonuses, and long-term incentives. Human Resource Management, 55, 697-719.

Park, S.,† Sturman, M.C., Vanderpool, C., & Chan, E. (2015). Only time will tell: The changing relationships between LMX, job performance, and justice. Journal of Applied Psychology, 100, 660–680.
 



Google scholar
 https://scholar.google.com/citations?user=CAx1g0cAAAAJ&hl=en

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Yu, Gyu chang

Professor
                          

Professor Gyu-Chang Yu serves  as  a Dean of  the Hanyang University Business School (HUBS).   He received an MBA from the University of Toledo, Ohio and an Ph.D. from the University of Wisconsin-Madison. Before joining Hanyang, he worked as a researcher at the Korea Labor Institute.

Professor Yu, as a leading scholar on human resource management area in Korea, is the author and co-author of several books and book chapters written in both Korean and English. He has  also  published more than  40 articles in  international  academic journals  such as International Journal of Human Resource Management, International Journal of Manpower and Journal of Vocational Behavior as well as several Korean leading journals. He also has closely connected with major Korean large firms such as Samsung group, LG group, Hyundai Motor group, SK group, POSCO, etc. through lectures, executive coaching, and consulting works. Currently he serves as an outside director of the Korea Petrochemical Ind. (a listed company at Korea Stock Exchange).

* Education

Ph.D. University of Wisconsin-Madison, (Human Resource Management) MBA The University of Toledo (Business)
B.A. Chuang-Ang University (Political Science)

* Professional Experience

2018-present, Dean, School of Business & Graduate School of Business, Hanyang University 2006-present, Professor of Hanyang University
2015-2017, Vice President for student affairs, Hanyang University 2000-2006, Associate Professor, Sookmyung Women`s University 1996-1999, Researcher, Korea Labor Institute

* Honors and Awards

Best Paper Award, Korean Personnel Association, 1996.

* Academic Service

President, Korean Academy of Business Ethics, 2014-2016 President, Korean Personnel Association, 2020
Member, Academy of Management, USA

* Selected Articles (except articles written in Korean)

Yu,  G.C.  &  Dell'Omo,  G.  1996.  Differences  in  Decision  Making  Between  Experienced  and Inexperienced Judges in Disputes Resolutions: The Case of Final Offer Interest Arbitration. Journal of Collective Negotiations in the Public Sector, 25: 137-156.

Bae, J. & Yu, G.C. 2005. HRM Configurations in Korean Venture Firms: Resource Availability, Institutional Force and Strategic Choice Perspectives. International Journal of Human Resource Management, 16(9): 1759-1782.

Yu, G.C. & Park, J.S. 2006. The Effect of downsizing on the financial performance and employee productivity of Korean Firm. International Journal of Manpower, 27(3): 230-250.

Yu, G.C., Park., W.S., & Cho, Y.H. 2007. MNCs’   HRM strategy and country of origin effect: do North American, European and Japanese firms really differ? Management Revue.

Yu,  G.C.,  Waldeck,  N.E.,  &  Rowley,  C.  2008.  The  impact  of  flexible  benefits  on  employee satisfaction: a study on the South Korean public sector. International Journal of Society Systems Science.

Kim, Y., Bae, J. & Yu, G.C. 2013. Patterns and determinants of human resource management change in Korean venture firms after the financial crisis. International Journal of Human Resource Management, 24(5): 1006-1028.

Cho, Y.H., Yu, G.C., Joo, M.K., & Rowley, C. 2014. Changing corporate culture over time in South Korea. Asia Pacific Business Review, 20(1):9-17

Joo, M.K., Yu, G.C., & Atwater, L. 2018. Formal leadership mentoring and motivation to lead in South Korea. Journal of Vocational Behavior, 107: 310-326.

Na, I., Li, M., Guthrie, J.P., Yu, G.C., & Kim, M.S. 2019. Pay for (Individual) Performance: A Longitudinal  Study  of  Merit  Pay  Plans  and  Firm  Performance.  Academy  of  Management Proceedings, Vol. 2019, No. 1. (https://doi.org/10.5465/AMBPP.2019.22)

* Selected Book Chapters (except books and book chapters written in Korean)

Park, D.J., Park, J.H. & Yu, G.C. 2001. Assessment of labor market response to the labor law changes introduced in 1988. in F. Park et al. (Eds.), Labor Market Reforms in Korea: Policy Options for the Future. Seoul: Worldbank.

Park. W.S. & Yu, G.C. 2003. Transformation and new patterns of HRM in Korea. in J. Rhee et al. (Eds.), Korean Business and Management: The Reality and the Vision. Elizabeth, NJ: Hollym.

Yu, G.C. & Rowley, C. 2009. The changing face of Korean human resource management. in C. Rowley & Y. Paik (Eds.), The Changing Face of Korean Management. London: Routledge.

Lee, S.M., Yu, G.C., & No, S.R. 2014. Human resource Management. in K.S. Bae (Eds.), Employment Relations in South Korea. London: Palgrave Macmillan.

Lee, H, Rowley, C., & Yu, G.C. 2017. Employers' associations in South Korea: increasing importance for industrial relations. In J. Benson, Y. Zhu, Y. & H. Gospel (Eds.), Employers’ Associations in Asia (pp. 60-81). London: Routledge.

* Research Interest

Strategic  human  resource  management  and  firm  performance,  Job-based-compensation systems, Change of way of working, Business ethics, Organizational culture, and Work-life balance.

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Yuhyung Shin

Professor
                         

Yuhyung Shin is a Professor of Organizational Behavior at the School of Business, Hanyang University. She received her Ph.D. in organizational psychology from Columbia University. Her research areas include employees’ affect, motivation, stress, and job crafting, as well as team processes and performance. She served as an Associate Editor for Group & Organization Management and is an editorial board member of Journal of Organizational Behavior. Her work has been published in leading scholarly journals such as Journal of Management, Journal of Occupational Health Psychology, Journal of Organizational Behavior, and Journal of Business Ethics.
 

■ Education
 
2005, Ph. D. in organizational psychology, Columbia University
 
2000, M. A. in organizational psychology, Columbia University
 
1995, B. A. in psychology, Seoul National University

 
■ Employment
 
2017. 3 – Present, Professor (with early tenure), School of Business, Hanyang University
 
2016. 1 – 2016. 12, Visiting scholar, Department of Psychology, University of California, Riverside
 
2013. 3 – 2017. 2, Associate professor, School of Business, Hanyang University
 
2010. 3 - 2013. 2, Assistant professor, School of Business, Hanyang University
 
2006. 9 - 2010. 2, Assistant professor, School of Business, Sungkyunkwan University
 
 
■ Awards
 
2023, The Gallup Korea Academic Award
 
2022, Highly Cited Researcher, Hanyang University
 
2022, Outstanding Researcher Award, Hanyang University
 
2022, Teaching Award, Hanyang University
 
2022, Best Paper Presentation Award, Fall Conference of the Korea Distribution Association
 
2021, Highly Cited Researcher, Hanyang University
 
2021, Outstanding Researcher Award, Hanyang University
 
2021, Teaching Award, Hanyang university
 
2021, Teaching Award, the MBA program, Hanyang University  
 
2018, Outstanding Researcher Award, Hanyang University
 
2018, Highly Cited Researcher, Hanyang University
 
2017, Best Paper Award, Spring Conference of the Korea Society of Management Information Systems
 
2016, Outstanding Researcher Award, Hanyang University
 
2016, Best Paper Award, Fall Conference of the Knowledge Management Society of Korea
 
2016, Best Reviewer Award, the Korean Association of Small Business Studies
 
2016, Fulbright Midcareer Researcher Grant
 
2014, HYU Scholarly Achievement Award, Hanyang University
 
2007, Teaching Award, School of Business, Sungkyunkwan University
 
 
■ Selected Publications 
* Corresponding author 
 
Hur, W.-M., & Shin*, Y. (2023). Daily relationships between job insecurity and emotional labor amid COVID-19: Mediation of ego depletion and moderation of off-job control and work-related smartphone use. Journal of Occupational Health Psychology, 28, 82-102. https://doi.org/10.1037/ocp0000352
 
Shin, Y., Hur, W.-M., and Moon, T. W. (2023). When and how sales manager feedback contributes to sales performance: the role of emotional labor and cross-selling. European Journal of Marketing, 57, 599-625. https://doi.org/10.1108/EJM-12-2021-0984
 
Shin, Y., & Hur, W.-M. (2022). Having control or lacking control? Roles of job crafting and service scripts in coping with customer incivility. Journal of Occupational Health Psychology, 27, 104-118.
 
Hur, W.-M., & Shin*, Y. (2022). Is resting and sleeping well helpful to job crafting? Daily relationship between recovery experiences, sleep quality, feelings of recovery, and job crafting. Applied Psychology. https://doi.org/10.1111/apps.12454

Lee, S. Hur, W.-M., & Shin, Y. (2022). Struggling to stay engaged during adversity: A daily investigation of frontline service employees’ job insecurity and the moderating role of ethical leader behavior. Journal of Business Ethics. https://doi.org/10.1007/s10551-022-05140-y
 
Hur, W.-M., Shin*, Y., & Moon, T. W. (2022). Liking motivation, emotional labor, and service performance from a Self-Determination Perspective. Journal of Service Research, 25, 227-241.
 
Shin, Y., & Hur, W.-M. (2021). When do job-insecure employees keep performing well? The buffering roles of help and prosocial motivation in the relationships between job insecurity, work engagement, and job performance. Journal of Business & Psychology, 36, 659-678.
 
Hur, W.-M., Shin*, Y., & Moon, T. W. (2020). How does daily performance affect next-day emotional labor? The mediating roles of evening relaxation and next-morning positive affect. Journal of Occupational Health Psychology, 25, 410-425.

Shin, Y., Hur, W.-M., & Choi, W. (2020). Coworker support as a double-edged sword: A moderated mediation model of job crafting, work engagement, and job performance. International Journal of Human Resource Management, 31, 1417-1438.
 
Shin, Y., Hur, W.-M., Kim, H., & Gang, M. C. (2018). Managers as a missing entity in job crafting research: Relationships between store manager job crafting, job resources, and store performance. Applied Psychology, 69, 479-507.
 
Shin, Y., Kim, M. S., Choi, J. N., Kim, M., & Oh, W. (2017). Does leader-follower regulatory fit matter? The role of regulatory fit in followers’ organizational citizenship behavior. Journal of Management, 43, 1211-1233.
 
Shin, Y., Kim, M., & Lee, S. (2017). Reflection toward creativity: Team reflexivity as a linking mechanism between team goal orientation and team creative performance. Journal of Business & Psychology, 32, 655-671.
 
Shin, Y., Kim, M., Choi, J. N., & Lee, S. (2016). Does team culture matter? Roles of team culture and collective regulatory focus in team task and creative performance. Group & Organization Management, 41, 232-265.
 
Shin, Y., Kim, M., & Lee, S. (2016). Positive group affective tone and team creative performance and change-oriented organizational citizenship behavior: A moderated mediation Model. Journal of Creative Behavior, 53, 52-68.
 
Shin, Y., Du, J., & Choi, J. N. (2015). Multilevel longitudinal dynamics between procedural justice and interpersonal helping in organizational teams. Journal of Business & Psychology, 30, 513-528.
 
Shin, Y., Sung, S. Y., Choi, J. N., & Kim, M. S. (2015). Top management ethical leadership and firm performance: The mediating role of ethical and procedural justice climate. Journal of Business Ethics, 129, 43-57.
 
Seong, J. Y., Park, W., Kristof-Brown, A. Hong, D., & Shin, Y. (2015). Person-group fit: Diversity antecedents, proximal outcomes and performance at the group-level. Journal of Management, 41, 1184-1213.
 
Du, J., Shin*, Y., & Choi, J. N. (2015). Convergent perceptions of organizational efficacy among team members and positive work outcomes in organizational teams. Journal of Occupational and Organizational Psychology, 88, 178-202.
 
Shin Y. (2014). Positive group affect and team creativity: Mediation of team reflexivity and promotion focus. Small Group Research, 45, 337-364.
 
Shin, Y., & Eom, C. (2014). Team proactivity as a linking mechanism between team creative efficacy, transformational leadership, and risk-taking norms and team creative performance. Journal of Creative Behavior, 48, 89-114.
 
Chun, J. C., 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, 853-877.
 
Shin, Y. (2012). CEO ethical leadership, ethical climate, climate strength, and collective organizational citizenship behavior. Journal of Business Ethics, 108, 299-312.

Shin, Y., & Choi, J. (2010). What makes a group of good citizenships? The role of perceived group-level fit and critical psychological states in organizational teams. Journal of Occupational and Organizational Psychology, 83, 531-552.
 
Ostroff, C., Shin, Y., & Kinicki, A. J. (2005). Multiple perspectives of congruence: Relationships between value congruence and employee attitudes. Journal of Organizational Behavior, 26, 591-623.
 
Shin, Y. (2004). A person-environment fit model for virtual organizations. Journal of Management, 30, 725-743.

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