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Organization & Human Resource Management
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.
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.
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.
Park, Sanghee Professor
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.
Ph.D., Cornell University, 2014
M.S., Cornell University, 2008
B.A., Cum Laude, University of Nevada, Las Vegas, 2002
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)
Human Resource Management Review (starting from Jan. 2023)
Korean Journal of Management (인사조직연구, 편집 간사), (2022–present)
Human Resource Management Review (2022)
Compensation & Benefits Review (2020–present)
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
직원 보상 (성과 연봉제) 및 복지, 성과 평가 및 관리, 동기 부여, (비)윤리적 행동, 직원과 상사와의 관계
(* Denotes equal authorship; † Denotes corresponding authorship)
Kong, D.T.,* Park, S.*, & Peng, J. (2022). Appraising and reacting to perceived pay-for-performance: Leader competence and warmth as critical contingencies. Academy of Management Journal. On-line First. https://doi.org/10.5465/amj.2021.0209
Park T.-Y., Park, S.,† & Barry, B. (2022). Incentive effects on ethics. Academy of Management Annals, 16, 297-333.
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)
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.
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.
2005, Ph. D. in organizational psychology, Columbia University
2000, M. A. in organizational psychology, Columbia University
1995, B. A. in psychology, Seoul National University
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
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.
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).
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.
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.
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.
2011, 미국 Duke 대학, 사회학 박사
2007, 미국 Duke대학, 사회학 석사
2000, 서울대학교, 사회학 석사
1997, 서울대학교, 사회학 학사
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
거시조직이론, 글로벌가치사슬, 다국적기업조직, 지구화와 발전, 국가간 산업비교 등