Abstract

Curiosity is a fundamental human drive, characterized by the desire for knowledge and sensory experiences that foster learning, knowledge acquisition, and socialization. In both individual and organizational contexts, workplace curiosity is increasingly recognized for its critical role, drawing attention from researchers and practitioners interested in its utility. Despite its conceptual and practical significance in shaping work-related outcomes, research on how curiosity operates in the workplace remains scarce. This study aimed to adapt and validate the Multidimensional Workplace Curiosity Scale (M-WCS; Kashdan, Goodman et al., 2020) for its use in Korean. The M-WCS conceptualizes workplace curiosity as a multidimensional construct comprising Joyous Exploration, Deprivation Sensitivity, Stress Tolerance, and Openness to People's Ideas. Two independent samples of Korean employees(Sample 1: N = 398; Sample 2: N = 320) were used for scale validation. Confirmatory factor analysis(CFA) with Sample 1 supported the four-factor structure of the M-WCS. Convergent and discriminant validity were examined in Sample 2, which was collected through a two-wave survey, by analyzing the relationships between the M-WCS and related constructs, including Openness to experience, Proactive personality, Problem-solving Pondering, and Burnout. Criterion-related validity was further verified through hierarchical regression analyses, using Job crafting and Voice behavior as criterion variables. The M-WCS demonstrated significant incremental explanatory power for Job crafting and Voice behavior, above and beyond control variables such as Workload and Perceived organizational support. The implications, limitations, and suggestions for future research were discussed.