Draft:Jin Nam Choi

Choi obtained his baccalaureate degree in Psychology from Seoul National University in 1990 and went on to complete a master's degree in Industrial and Organizational Psychology from the same institute in 1992. In 1995, he was appointed as a Research Associate at the Institute for Social Research at the University of Michigan at Ann Arbor, where he earned his doctoral degree in Organizational Psychology in 2000. His doctoral dissertation was titled "Microprocesses in Implementing Innovations: The Role of Person-innovation Fit".{{cite thesis |last1=Choi |first1=Jin Nam |title=Microprocesses in implementing innovations: The role of person-innovation fit |date=2000 |id={{ProQuest|304608207}} |hdl=2027.42/132321 |hdl-access=free }}{{primary source inline|date=October 2023}}

Following his Ph.D., in 2000, Choi began his academic career as an assistant professor of Organizational Behavior and Human Resource Management at McGill University in Canada. In 2006, he was appointed as an associate professor of Organizational Behavior and Human Resource Management at Seoul National University. He was promoted to professor in 2012.{{Cite web|url=https://cba.snu.ac.kr/en/research/faculty/professor?major=5&idx=1310|title=Prof. Choi, Jin Nam – Faculty – Faculty – Faculty & Research – College of Business School, Seoul National University|last=University|website=서울대학교 경영대학(원)}}

Choi's work is focused on exploring innovation implementation, knowledge management, team processes, creativity, and citizenship behavior within the context of organizations.

Choi has studied organizational behavior, including its impact on the creativity of an individual or a team. He emphasized the importance of carefully weighing the mixed impacts of task complexity and routinization on employee creativity, while also calling for additional research into the factors that influence these effects.{{cite journal |last1=Chae |first1=Heesun |last2=Choi |first2=Jin Nam |title=Routinization, free cognitive resources and creativity: The role of individual and contextual contingencies |journal=Human Relations |date=February 2019 |volume=72 |issue=2 |pages=420–443 |doi=10.1177/0018726718765630 |s2cid=150154842 }}{{primary source inline|date=October 2023}} Through collaborative research efforts, he elaborated on the significance of feedback{{cite journal |last1=Sung |first1=Sun Young |last2=Choi |first2=Jin Nam |title=Do you value or worry about feedback? Tradeoffs between cost and value perceptions and dual feedback-seeking strategies toward creativity |journal=Journal of Organizational Behavior |date=September 2021 |volume=42 |issue=7 |pages=950–963 |doi=10.1002/job.2524 |s2cid=236566782 }}{{primary source inline|date=October 2023}} and various motivational processes in shaping distinct forms of creativity development.{{cite journal |last1=Malik |first1=Muhammad Abdur Rahman |last2=Choi |first2=Jin Nam |last3=Butt |first3=Arif Nazir |title=Distinct effects of intrinsic motivation and extrinsic rewards on radical and incremental creativity: The moderating role of goal orientations |journal=Journal of Organizational Behavior |date=December 2019 |volume=40 |issue=9–10 |pages=1013–1026 |doi=10.1002/job.2403 |s2cid=198665747 }}{{primary source inline|date=October 2023}} Additionally, generated practical and theoretical insights into how the combined impact of status conflict and gender diversity influences both team psychological safety and team creativity.{{cite journal |last1=Lee |first1=Hun Whee |last2=Choi |first2=Jin Nam |last3=Kim |first3=Seongsu |title=Does gender diversity help teams constructively manage status conflict? An evolutionary perspective of status conflict, team psychological safety, and team creativity |journal=Organizational Behavior and Human Decision Processes |date=January 2018 |volume=144 |pages=187–199 |doi=10.1016/j.obhdp.2017.09.005 }}{{primary source inline|date=October 2023}} He examined the influence of ethical leadership on team creativity{{cite journal |last1=Tu |first1=Yidong |last2=Lu |first2=Xinxin |last3=Choi |first3=Jin Nam |last4=Guo |first4=Wei |title=Ethical Leadership and Team-Level Creativity: Mediation of Psychological Safety Climate and Moderation of Supervisor Support for Creativity |journal=Journal of Business Ethics |date=October 2019 |volume=159 |issue=2 |pages=551–565 |doi=10.1007/s10551-018-3839-9 |s2cid=254371082 }}{{primary source inline|date=October 2023}} and elucidated the interactive effects of leader status behaviors and team status conflict that resulted in unique collective group processes and team creative outcomes.{{cite journal |last1=Sung |first1=Sun Young |last2=Choi |first2=Jin Nam |title=Leader status behaviors and team creativity: The role of collective interactions and status conflict among members |journal=Journal of Organizational Behavior |date=October 2021 |volume=42 |issue=8 |pages=1120–1133 |doi=10.1002/job.2551 |s2cid=237707498 }}{{primary source inline|date=October 2023}}

Choi highlighted the significance of emotions within the context of innovation implementation and demonstrated the necessity for increased focus on emotional processes when scrutinizing organizational innovations.{{cite journal |last1=Choi |first1=Jin Nam |last2=Sung |first2=Sun Young |last3=Lee |first3=Kyungmook |last4=Cho |first4=Dong-Sung |title=Balancing cognition and emotion: Innovation implementation as a function of cognitive appraisal and emotional reactions toward innovation |journal=Journal of Organizational Behavior |date=January 2011 |volume=32 |issue=1 |pages=107–124 |doi=10.1002/job.684 }}{{primary source inline|date=October 2023}} He explored how institutional factors and employee collective processes impact the effectiveness of implementing E-Government innovations in Korean Government agencies and ministries.{{cite journal |last1=Choi |first1=Jin Nam |last2=Chang |first2=Jae Yoon |title=Innovation implementation in the public sector: An integration of institutional and collective dynamics |journal=Journal of Applied Psychology |date=2009 |volume=94 |issue=1 |pages=245–253 |doi=10.1037/a0012994 |pmid=19186909 }}{{primary source inline|date=October 2023}} Along with Sun Young Sung, he explained how an organization's investment in its employees contributes to improving its innovative performance{{cite journal |last1=Sung |first1=Sun Young |last2=Choi |first2=Jin Nam |title=Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations |journal=Journal of Organizational Behavior |date=April 2014 |volume=35 |issue=3 |pages=393–412 |doi=10.1002/job.1897 |pmid=25598576 |pmc=4282068 }}{{primary source inline|date=October 2023}} and provided a comprehensive insight into the interconnected framework of firm-level knowledge management improved by effective HRM practices.{{cite journal |last1=Sung |first1=Sun Young |last2=Choi |first2=Jin Nam |title=Building knowledge stock and facilitating knowledge flow through human resource management practices toward firm innovation |journal=Human Resource Management |date=November 2018 |volume=57 |issue=6 |pages=1429–1442 |doi=10.1002/hrm.21915 }}{{primary source inline|date=October 2023}} In addition, he investigated the impact of training and development on firm innovation{{cite journal |last1=Sung |first1=Sun Young |last2=Choi |first2=Jin Nam |title=Effects of training and development on employee outcomes and firm innovative performance: Moderating roles of voluntary participation and evaluation |journal=Human Resource Management |date=November 2018 |volume=57 |issue=6 |pages=1339–1353 |doi=10.1002/hrm.21909 }}{{primary source inline|date=October 2023}} as well as the roles of internal and external team behaviors on innovation implementation.{{cite journal |last1=Kim |first1=Hyunjee Hannah |last2=Choi |first2=Jin Nam |last3=Sy |first3=Thomas |title=Translating proactive and responsive creativity to innovation implementation: The roles of internal and external team behaviours for implementation |journal=Creativity and Innovation Management |date=June 2022 |volume=31 |issue=2 |pages=162–178 |doi=10.1111/caim.12483 |s2cid=246830972 }}{{primary source inline|date=October 2023}} He also discussed the organizational factors and employees' perceptions of past innovations, including their intensity and success, impact innovation-targeted burnout and fatigue, and subsequent employee innovative behavior in a dynamic business environment.{{cite journal |last1=Chung |first1=Goo Hyeok |last2=Choi |first2=Jin Nam |last3=Du |first3=Jing |title=Tired of innovations? Learned helplessness and fatigue in the context of continuous streams of innovation implementation |journal=Journal of Organizational Behavior |date=September 2017 |volume=38 |issue=7 |pages=1130–1148 |doi=10.1002/job.2191 }}{{primary source inline|date=October 2023}}

Choi examined the proactive, dynamics of citizenship behavior of employees,{{cite journal |last1=Choi |first1=Jin Nam |title=Collective Dynamics of Citizenship Behaviour: What Group Characteristics Promote Group-Level Helping? |journal=Journal of Management Studies |date=December 2009 |volume=46 |issue=8 |pages=1396–1420 |doi=10.1111/j.1467-6486.2009.00851.x |s2cid=145755984 }}{{primary source inline|date=October 2023}} and corporate ethics{{cite journal |last1=Chun |first1=Jinseok S. |last2=Shin |first2=Yuhyung |last3=Choi |first3=Jin Nam |last4=Kim |first4=Min Soo |title=How Does Corporate Ethics Contribute to Firm Financial Performance?: The Mediating Role of Collective Organizational Commitment and Organizational Citizenship Behavior |journal=Journal of Management |date=May 2013 |volume=39 |issue=4 |pages=853–877 |doi=10.1177/0149206311419662 |s2cid=8147137 }}{{primary source inline|date=October 2023}} to interpret its impact on firm performance and discuss how organizational factors like vision and innovation, influence employees' proactive suggestions for constructive changes at work.{{cite journal |last1=Choi |first1=Jin Nam |title=Change-oriented organizational citizenship behavior: effects of work environment characteristics and intervening psychological processes |journal=Journal of Organizational Behavior |date=May 2007 |volume=28 |issue=4 |pages=467–484 |doi=10.1002/job.433 }}{{primary source inline|date=October 2023}} In a related study, he analyzed how demographic faultlines in small work groups relate to task and relationship conflict, influencing group-level Organizational Citizenship Behavior (GOCB) and performance across various industries.{{cite journal |last1=Choi |first1=Jin Nam |last2=Sy |first2=Thomas |title=Group-level organizational citizenship behavior: Effects of demographic faultlines and conflict in small work groups |journal=Journal of Organizational Behavior |date=2009 |volume=31 |issue=7 |pages=1032–1054 |doi=10.1002/job.661 }}{{primary source inline|date=October 2023}} He also discussed how employees' goal-pursuit processes, including prevention and promotion foci, influence their organizational citizenship behavior (OCB) in South Korean firms, highlighting the role of leader prevention focus in shaping maintenance OCB.{{cite journal |last1=Shin |first1=Yuhyung |last2=Kim |first2=Min Soo |last3=Choi |first3=Jin Nam |last4=Kim |first4=Mihee |last5=Oh |first5=Won-Kyung |title=Does Leader-Follower Regulatory Fit Matter? The Role of Regulatory Fit in Followers' Organizational Citizenship Behavior |journal=Journal of Management |date=April 2017 |volume=43 |issue=4 |pages=1211–1233 |doi=10.1177/0149206314546867 |s2cid=145157805 }}{{primary source inline|date=October 2023}} Moreover, his study in Chinese organizations showed that "middle-way thinking" among followers amplifies the positive influence of visionary leadership on organizational citizenship behavior, emphasizing its importance over traditional power distance orientation.{{cite journal |last1=Luo |first1=Yuan Jing |last2=Li |first2=Yan Ping |last3=Choi |first3=Jin Nam |last4=Du |first4=Jing |title=Visionary leadership effectiveness: Moderating roles of power distance and middle-way thinking |journal=Social Behavior and Personality|date=2 December 2020 |volume=48 |issue=12 |pages=1–12 |doi=10.2224/sbp.9593 |s2cid=229514814 }}{{primary source inline|date=October 2023}}

Choi developed a new measure of active procrastination that assesses its four dimensions and examines its nomological network.{{cite journal |last1=Choi |first1=Jin Nam |last2=Moran |first2=Sarah V. |title=Why Not Procrastinate? Development and Validation of a New Active Procrastination Scale |journal=The Journal of Social Psychology |date=April 2009 |volume=149 |issue=2 |pages=195–212 |doi=10.3200/SOCP.149.2.195-212 |pmid=19425357 |s2cid=20992469 }}{{primary source inline|date=October 2023}} He suggested that active procrastinators, who work under pressure and make deliberate decisions to procrastinate, have positive attitudes and better performance compared to passive procrastinators.{{cite journal |last1=Chun Chu |first1=Angela Hsin |last2=Choi |first2=Jin Nam |title=Rethinking Procrastination: Positive Effects of "Active" Procrastination Behavior on Attitudes and Performance |journal=The Journal of Social Psychology |date=June 2005 |volume=145 |issue=3 |pages=245–264 |doi=10.3200/SOCP.145.3.245-264 |pmid=15959999 |s2cid=2705082 }}{{primary source inline|date=October 2023}}

• 2009 – Excellent Reviewer Award, Journal of Organizational Behavior
• 2010 – Gallup Academic Research Award, Gallup Korea
• 2015 – Distinguished International Scholarship Award, Korean Academy of Management
• 2015 – Gallup Best Academic Research Award, Gallup Korea
• 2017 – Mirae-Asset Distinguished Management Scholar Award, Korean Academic Society of Business Administration
• 2018 – Top 50 Government-Sponsored Research Award, Ministry of Education

• Smart Organizational Behavior (2021) ISBN 979-1186689394
• Smart Management (2023) ISBN 979-1186689509

• Price, R. H., Choi, J. N., & Vinokur, A. D. (2002). Links in the chain of adversity following job loss: how financial strain and loss of personal control lead to depression, impaired functioning, and poor health. Journal of occupational health psychology, 7(4), 302.
• Choi, J. N. (2004). Individual and contextual predictors of creative performance: The mediating role of psychological processes. Creativity research journal, 16(2–3), 187–199.
• Chun Chu, A. H., & Choi, J. N. (2005). Rethinking procrastination: Positive effects of" active" procrastination behavior on attitudes and performance. The Journal of social psychology, 145(3), 245–264.
• Choi, J. N. (2007). Change‐oriented organizational citizenship behavior: effects of work environment characteristics and intervening psychological processes. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 28(4), 467–484.
• Chun, J. S., 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(4), 853–877.
• Sung, S. Y., & Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of organizational behavior, 35(3), 393–412.

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{{Draft categories|

{{DEFAULTSORT:Choi, Jim Nam}}

Category:Organizational psychologists

Category:Academic staff of Seoul National University

Category:Seoul National University alumni

Category:University of Michigan alumni

Category:Korean non-fiction writers

Category:Living people

Category:Year of birth missing (living people)

Category:Place of birth missing (living people)

Category:South Korean psychologists

Category:Academic staff of McGill University

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{{Drafts moved from mainspace|date=April 2025}}