Summary Perceived organizational support (POS), involving employees' perception that the organization values their contributions and cares about their well‐being, has been found to be the work experience most strongly linked to their emotional bond to the organization (affective organizational commitment, or AC). We suggest that employees' perception concerning the organization's ability to achieve its goals and objectives (perceived organizational competence, or POC) may enhance this relationship by more effectively fulfilling socio‐emotional needs. We conducted three studies with employees in the United States and South Korea to assess the interactive relationship between POS and POC and their distinctive antecedents. Our hierarchical linear modeling and ordinary least squared regression results showed that POC strengthened the relationship between POS and AC and that this association carried over to extra‐role performance. Further, leader initiating structure contributed more to POC than to POS, whereas leader consideration contributed more to POS than to POC. These findings suggest POC plays an important role in moderating the relationship between POS and AC. Copyright © 2016 John Wiley & Sons, Ltd.

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This article examines how Korean leaders in a hierarchical society would trigger employees’ creativity and voice behavior through an indigenous leadership style: Korean leadership style (KLS). KLS exhibits heavily relationship-oriented behaviors, including attending to superiors’ needs and requests, building a positive reputation and trust of peers, and embracing and sheltering subordinates. Jeong, a shared group affect ingrained in Korean society, and woori, a shared feeling of belongingness dedifferentiating individuals constituting the collective, provide a fertile ground for this unique leadership style. Building upon the literature on group affect and collective energy, we explore how the affective mechanism mediates the positive relationships between KLS and employees’ creativity and voice behaviors. The findings from the empirical study of 340 leader–follower paired data points confirm the positive relationships between relationship-oriented Korean leader behaviors and employees’ creativity and voice behavior and that, for creativity, the link is partially mediated by positive affect with high energy.

This study estimated correlates of psychological distress with a heterogeneous sample of American subjects (N = 122; M age = 33.5 yr.) who were involuntarily displaced from work. Expectation of finding a new job is a significant source of psychological distress in job loss after taking into account length of unemployment and economic dependence. Psychological distress also showed significant negative association with self-esteem and significant positive relationship with job-seeking effort. Other important findings are discussed.