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, Journal of Applied Psychology, Personnel Psychology, Human Resource Management Review, Human Resource Management, Journal of Business Ethics, and Harvard Business Review.
학력
Ph.D., Cornell University, 2014
M.S., Cornell University, 2008
B.A., Cum Laude, University of Nevada, Las Vegas, 2002
경력
2022/03–현재 한양대학교 경영대학 부교수
2022/08-2024/07 한양대학교 경영대학 경영전문대학원(MBA) 학과장
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)
주요학술활동
Associate Editor:
Human Resource Management Review (2023-present)
Managing Editor:
Korean Journal of Management (인사조직연구, 편집 간사), (2022–2024)
Editorial Board:
Personnel Psychology (2024-Present)
Human Resource Management Review (2022)
Compensation & Benefits Review (2020–present)
주요수상경력
Seegene Medical Foundation Research Award (씨젠의료재단 연구기금), Business School of Hanyang University, 2024
Outstanding Researcher of the Month, Hanyang University, June 2023
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
연구관심분야
직원 보상 (성과급 제도) 및 복지, 성과 평가 및 관리, 동기 부여, (비)윤리적 행동, 직원과 상사와의 관계
주요논문
(* Denotes equal authorship; † Denotes corresponding authorship)
Park, S.,† Kong, D.T., & Peng, J. (October, 2024). Research: Pay-for-Performance Doesn’t Have to Stress Workers Out. Harvard Business Review. Cambridge, Massachusetts
https://hbr.org/2024/10/research-pay-for-performance-doesnt-have-to-stress-workers-out?ab=HP-hero-latest-text-1
Yu, G.J., & Park, S.† (2024). The moderating effects of collective pay for performance on the total quality management-labor productivity relationship. Total Quality Management & Business Excellence, 35, 411-427.
Park, S.† (2023). Savvy or slimy upward influence: The unintended effects of perceived political culture and tactics on employee perceptions of leader trustworthiness. Korean Journal of Management (인사조직연구), 31, 1-32.
Kong, D.T.,* Park, S.*, & Peng, J. (2023). Appraising and reacting to perceived pay-for-performance: Leader competence and warmth as critical contingencies. Academy of Management Journal, 66, 402-431.
ᄋ A top 10 most-read article in the Academy of Management Journal for 2023
ᄋ “Making sure pay for performance doesn’t backfire.” Academy of Management Insights, 1 April 2024
Park T.-Y., Park, S.,† & Barry, B. (2022). Incentive effects on ethics. Academy of Management Annals, 16, 297-333.
ᄋ “Incentives can unintentionally spur unethical behavior.” Academy of Management Insights, September 2022
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)
ᄋ Top Cited Article 2022-2023 *
*Among work published between 1 January 2022-31 December 2023.
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.
Google scholar
https://scholar.google.com/citations?user=CAx1g0cAAAAJ&hl=en