PUKYONG

The Effects of Informal Hoesik on Team-Member Exchange (TMX) and Knowledge Sharing in Korean Companies

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Alternative Title
한국 직장 내 회식이 팀원 간 교환관계와 지식 공유에 미치는 영향
Abstract
The cultural tradition of "Hoesik," where individuals gather for meals or drinks, deeply embeds itself within South Korean workplaces, fostering community, idea sharing, and social networks. Despite its significance, there have been only limited research exploring its impact on organizations and employees. This study addresses this gap by investigating hoesik's pervasive influence on team dynamics, specifically team-member exchange (TMX) and knowledge sharing in workplaces. Analyzing informal hoesik, known for its spontaneity and flexibility, the study explores its impact on relationship- building, TMX, and knowledge sharing.
Applying the social exchange theory (SET) and the too-much-of-a- good-thing effect (TMGT), this study examines a non-linear relationship between informal hoesik frequency with TMX and knowledge sharing. This study suggests a moderate amount of hoesik frequency will positively correlate to TMX and knowledge sharing, but over a certain point higher frequency will lead to negative outcomes. Furthermore, applying the self-determination theory, this study includes informal hoesik characteristics (autonomy and openness) as moderators that improve the primary relationships. Specifically, autonomy in participating in informal hoesik and open communication during these gatherings positively moderates the relationships between informal hoesik frequency, TMX, and knowledge sharing. Such as, individuals with higher levels of informal hoesik autonomy and openness may exhibit stronger relationships in this context.
The hypotheses in this study were tested using the data collected from an online survey involving 332 employees from Korean companies. The findings revealed a non-linear relationship between informal hoesik frequency towards TMX and knowledge sharing, displaying a decreasing trend beyond a certain threshold of hoesik frequency. Among the four moderation effects examined, openness significantly moderated the nonlinear relationship between frequency of hoesik and knowledge sharing and TMX. Individuals with higher levels of openness exhibited stronger relationships with a less pronounced diminishing trend.
The present findings hold substantial significance in the existing literature, offering valuable insights into Korean hoesik culture and its influence on member exchanges and knowledge sharing. This study expands on prior research by shedding light on hoesik's broader impact, emphasizing its role in shaping employee exchange behaviors and knowledge sharing, beyond its traditionally understood negative aspects. In addition, by utilizing social exchange theory and TMGT, it uncovers how informal hoesik frequency influences member exchanges, warning against excessive sessions and highlighting the moderating influence of hoesik characteristics. Furthermore, this research fills gaps by identifying structural issues within hoesik culture and recommending avenues for improvement. It also contributes to the TMX and knowledge sharing literature by exploring how this unique cultural practice affects organizational behaviors.
The practical implications underscore the need for balancing hoesik frequency, promoting open communication during hoesik gatherings, and adapting these practices to evolving perspectives. These insights offer the potential to enhance hoesik practices and positively impact team dynamics and knowledge sharing within organizational settings. Although there are several limitations, including a cross-sectional design and reliance on self-reporting, this study significantly progresses our comprehension of hoesik culture by exploring its connection to organizational exchange behavior. The compelling outcomes of this research are expected to contribute to inspire further investigation, encouraging a more profound exploration of how hoesik culture shapes organizational dynamics and influences employee behaviors. |본 논문은 한국의 기업 문화인 '회식'의 조직 내 영향에 초점을 맞추고 있다. '회식'은 한국에서 기업 내 커뮤니티, 아이디어 공유, 그리고 사회적 네트워크 형성에 중요한 문화적 전통으로 자리매김하고 있다. 본 연구는 '회식'이 팀 교환관계에 미치는 영향을 탐구하여 이를 보완하고자 한다. 구체적으로, 비공식적인 회식이 팀원 간 교환관계(TMX)와 지식 공유에 미치는 영향을 살펴보고자 한다. 사회 교환 이론 (SET)과 too-much-of-a-good-thing (TMGT) 효과를 적용하여 비공식적인 회식 빈도와 TMX, 지식 공유 간의 비선형 관계를 조사하고자 한다. 적당한 회식 빈도는 TMX 와 지식 공유와 긍정적인 관계를 가지고 있지만, 과한 회식 빈도는 부정적인 결과를 초래할 수 있다는 것을 검토하고자 한다. 또한, 가지 결정 이론 (SDT)을 바탕으로 자율성과 개방성이라는 회식 특성을 상황 변수로 삼아 비공식적인 회식 빈도, TMX, 지식 공유 간의 관계를 더 개선할 수 있다는 것을 밝혀내고자 한다.
본 연구는 한국에서 회식을 경험해본 332 명의 직장인을 대상으로 온라인 설문을 진행하여, 데이터 분석을 실시하였다. 결과는 비공식적 회식 빈도와 TMX, 지식 공유 간의 관계는 비선형으로 나타났고, 일정 빈도 이상으로 늘어날 경우 관계가 부정적으로 변화하는 경향이 있다. 또한, 비공식적인 회식 개방성은 비공식적 회식 빈도와 TMX 간의 비선형 관계를 유의하게 조절했다. 개방성이 높은 집단에는 더 강한 관계를 나타내고 경향이 중화된다. 본 연구 결과는 한국의 회식 문화와 팀원 간 교환관계, 지식 공유에 미치는 영향에 대한 중요한 통찰을 제공한다. 또한, 사회 교환 이론과 TMGT 효과를 활용하여 과분한 회식 빈도는 부정적인 결과를 초래할 수 있다는 것을 입증하였다. 더불어, 본 연구는 회식 문화 내 구조적 문제를 확인하고 개선 방안을 제시함으로써 기여하고 있다. 그리고 이 독특한 문화적 관행이 조직 행동에 어떻게 영향을 미치는지 탐구함으로써 TMX 와 지식 공유 문헌에 기여하였다.
본 연구의 실무적 시점으로 회식 빈도를 균형 있게 유지하고, 공식적 회식을 팀 간 상호작용에 활용하며, 회식 중에 개방적인 의사소통을 장려함으로써 조직 내 팀 역동성과 지식 공유를 개선해야 한다는 점을 강조한다. 이러한 통찰력은 회식 관행을 개선하고 조직적 설정 내 팀 역동성과 지식 공유에 긍정적 영향을 미칠 수 있는 가능성을 제시하고자 한다. 본 연구는 횡단적 설계와 자체 보고에 따른 한계점을 가지고 있다. 향후에 연구는 이러한 한계점을 보완하고 회식 문화와 조직적 교환 행동 간의 관계 및 영향에 대한 이해가 한층 깊어지기를 기대해 본다.
Author(s)
BOEDIMAN MICHELLE FADJAR
Issued Date
2024
Awarded Date
2024-02
Type
Dissertation
Keyword
Hoesik, Team-member Exchange (TMX), Knowledge sharing, Autonomy, Openness
Publisher
국립부경대학교 대학원
URI
https://repository.pknu.ac.kr:8443/handle/2021.oak/33629
http://pknu.dcollection.net/common/orgView/200000733437
Alternative Author(s)
BOEDIMAN MICHELLE FADJAR
Affiliation
국립부경대학교 대학원
Department
대학원 경영학과
Advisor
Young Joe Kim
Table Of Contents
I. Introduction 1
1. Research Background 1
2. Research Questions 5

II. Theoretical Framework 6
1. Hoesik or Social Gathering 6
1.1 Definition of Hoesik 6
1.2 Similar Culture in Other Countries 7
1.3 Several Issues on Hoesik 8
1.4 Variety of Hoesik 10
1.5 Literature on Hoesik 11
1.6 Hoesik as Organizational Socialization Tool 13
1.7 The Dark Side of Hoesik 15
2. Team-Member Exchange (TMX) 16
2.1 The Concept of TMX 16
2.2 TMX Structure and Measurements 17
2.3 TMX and Social Exchange Theory 18
2.4 Antecedents of TMX 19
3. Knowledge Sharing 22
3.1 Knowledge Definition and Knowledge Management Process 22
3.2 The Concept of Knowledge Sharing 24
3.3 Knowledge Sharing and Social Exchange Theory 25
3.4 Antecedents of Knowledge Sharing 26
4. Research Model and Hypothesis 29
4.1 Hypothesis 29
4.1.1 Too Much of a Good Thing (TMGT) Effect 29
4.1.2 Informal Hoesik Frequency and TMX 29
4.1.3 Informal Hoesik Frequency and Knowledge Sharing 31
4.1.4 Moderating Effects of Informal Hoesik Characteristics 33
4.1.5 Autonomy of Informal Hoesik as Moderator 35
4.1.6 Openness of Informal Hoesik as Moderator 36
4.2 Research Model 38

III. Research Method 39
1. Data Collection 39
2. Measurements 40
2.1 Hoesik Frequency 40
2.2 Team-Member Exchange 40
2.3 Knowledge Sharing 41
2.4 Autonomy of Informal Hoesik 41
2.5 Openness Informal Hoesik 41
2.6 Control Variables 42
3. Sample Characteristics 42
4. Validity and Reliability 45
4.1 Factor Analysis and Validity Test 45
4.2 Confirmatory Factor Analysis 47
4.3 Reliability Test 48

IV. Results 49
1. Informal Hoesik 49
1.1 Informal Hoesik Characteristics 49
1.2 Thoughts on Informal Hoesik 50
2. Correlation Analysis 53
3. Hypothesis Testing 56
3.1 Informal Hoesik Frequency and TMX 56
3.2 Informal Hoesik Frequency and Knowledge Sharing 58
3.3 The Moderating Role of Informal Hoesik Autonomy and Openness 59
3.4 Additional Analysis : TMX as Mediator 63

V. Conclusion 64
1. Results and Discussion 64
2. Theoretical Implications 66
3. Practical Implications 67
4. Limitations and Recommendation for Future Research 68
References 70
Abstract (Korean) 85
Degree
Master
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대학원 > 경영학과
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