You can contact Sang-Hoon Lee at Sang-Hoon.Lee@lmu.edu.
Sang-Hoon (Hoon) Lee is an Assistant Professor of Management in the College of Business Administration at Loyola Marymount University. Sang-Hoon earned his Ph.D. in Human Resources and Industrial Relations from the School of Labor and Employment Relations at the University of Illinois Urbana-Champaign. Prior to that, he earned this B.S. in Business Administration and M.S. in Organizational Behavior and Human Resource Management from Hanyang University.
Sang-Hoon conducts research to understand and advance employees’ well-being in both their work and personal lives. By using theories and methodology from the field of organizational and social psychology and management, his research primarily focuses on the mixed impact that workaholism and workaholics have on others in the workplace, the dark side of prosocial behaviors, and employment relations to foster a positive workplace. His work on workaholism and the overwork culture/climate of workplaces has earned recognition from the Association of Korean Management Scholars at the Academy of Management, receiving the Samsung Economic Research Institute (SERI) Best Paper Award, and has been supported by various research grants, including the Arnold O. Beckman Research Award funded by the University of Illinois Urbana-Champaign. His work has been published in the Journal of Management, Journal of Business Ethics, Journal of Business and Psychology, Group and Organization Management, and Current Psychology.
During his time at Illinois, he led and assisted in instructing classes at both the undergraduate and graduate levels, including an introductory course to OB/HRM and a research methods and statistics in HR course. These courses prepared students interested in pursuing a career in HR while guiding them to understand real-world organizational issues.
University of Illinois Urbana-Champaign: Ph.D., Human Resources and Industrial Relations 2023
Hanyang University: M.S., Organizational Behavior and Human Resource Management 2017
Hanyang University: B.S., Business Administration 2015
Areas of Expertise (3)
Workaholism and Overwork
Dark Side of Prosocial Behavior
Best Paper Award (professional)
Samsung Economic Research Institute (SERI) Best Paper Award, Association of Korean Management Scholars, best paper in OB/HR awarded during the Academy of Management 2021. Work to win or work not to lose? Promotion and prevention focus workaholism.
Research Grant Award (professional)
Arnold O. Beckman Research Award (Co-PI with Amit Kramer [PI] and Sunjin Pak). Untangling workaholism: A meta-analytic examination and scale development. University of Illinois Urbana-Champaign (2019–2021)
Now always helpful: Linking intrateam helping types to team effectiveness from a role theory perspectiveJournal of Management
Lee, SH., Liu, Y., Koopmann, J., Seo, J. Y., Zhou, L., & Yu, Y.
Existing research on intrateam helping has predominantly taken a positive view on its impact on teams, overlooking the potential negative consequences that helping may elicit. To account for divergent implications of intrateam helping, we differentiate two types of helping that can manifest during teamwork: team autonomous helping and team dependent helping. Integrating this dual-type view of helping with a role theory perspective on teamwork, we propose a theoretical model that delineates the relationships among team goal orientations, two types of intrateam helping, team role-based functions (i.e., team role overload, team role coordination, and team role breadth self-efficacy), and team effectiveness. To test our model, we conducted two multi-wave survey studies, including 110 student project teams (Study 1) and 80 manufacturing teams in a pharmaceutical company (Study 2). Overall, the results showed that team autonomous helping benefited team role-based functions and ultimately team effectiveness, whereas team dependent helping hindered them. We also found that team learning goal orientation drove the occurrence of team autonomous helping in both studies, while team performance goal orientation drove team dependent helping in Study 1. By distinguishing between autonomous and dependent types of intrateam helping, and examining their unique motivational roots and divergent implications for teams, this research advances the extant literature by providing a more balanced account of the nature of helping in teams.
Struggling to stay engaged during adversity: A daily investigation of frontline service employees’ job insecurity and the moderating role of ethical leader behaviorJournal of Business Ethics
Lee, SH., Hur, W., Shin, Y.
Drawing on conservation of resources theory, this study examined the moderating role of ethical leader behavior in the effects of daily perceived job insecurity on work outcomes the next day (i.e., work engagement and customer-directed helping) through occupational regret the next morning among frontline service employees working in adverse work situations (i.e., the coronavirus disease pandemic). Using experience sampling method, data were collected from 135 frontline service employees across five consecutive workdays. The results showed that daily perceived job insecurity had a negative indirect effect on work engagement and customer-directed helping the next day through (increased) occupational regret the next day in the morning. In addition, ethical leader behavior moderated the negative indirect effect of daily perceived job insecurity on next-day work engagement and customer-directed helping through next-morning occupational regret. Specifically, these negative effects were especially stronger among employees who had observed low levels of ethical leader behavior the previous day. The theoretical implications of the present findings for researchers and their practical implications for managers are discussed.