A Study on Mongolia’s National Innovation System: ICT as a Pilot Sector for the Innovation System Development

Batkhuyag Dashdondov,Sonintamir Nergui,Lodoiravsal Choimaa,Tsolmon Zundui 세계과학도시연합 2015 World Technopolis Review Vol.4 No.3

Innovation system is a framework concept that can be classified in many ways, namely-national, regional, sectoral and technological. Regardless of classification, all these systems have some common features and characteristics as a system. Before the innovation system concept, Mongolia developed and implemented a system to maintain nation’s capacity to acquire, absorb and disseminate technologies like other countries. There were two important practices in the system development. Firstly, Mongolia modified and implemented a system “ShBOS” (meant “Invention and Innovative Idea System”) that met its unique features to create innovative culture in the nation. Secondly, newly emerged ICT sector was quickly scaled up to be able to export technological products. The main objective of this article is to study modern experience of developing the national innovation system in Mongolia, assess current state of the system, innovation awareness and readiness, and carry out recommendations on its improvement with particular focus on the capacity of ICT sector as a pilot sector. The paper suggests that the above mentioned two achievements can be applied for developing the national innovation system through technological innovation system approach.

혁신유인형 인사시스템이 팀 혁신 성과에 미치는 영향 : 팀 창의적 과정의 매개효과를 중심으로

박종욱,김성수,이용진 한국인사·조직학회 2015 인사조직연구 Vol.23 No.2

최근 고성과 작업시스템 연구들을 살펴보면 크게 두 가지 현상이 두드러진다. 첫째, 고성과 작업시스템의 개념상의 모호성에 대한 지적에 따라 구체적인 전략적 방향성을 인사 시스템에 접목시키려는 노력이다. 둘째, 동일하게 적용된 인사제도라 하더라도 실제 실행 패턴 혹은 강도가 팀 수준에서 상이할 가능성에 대한 인식이다. 이에 따라, 최근 다수의 연구들이 조직 내 수준(예: 팀, 유닛)에서 고성과 작업시스템을 측정하고 있다. 문헌 조사 결과, 이와 같은 연구 주제에 대해 구체적으로 논의하려는 국내 연구는 상대적으로 미흡했던 것으로 보인다. 따라서 본 연구에서는 고성과 작업시스템에 혁신 행동을 배태시킨 혁신유인형 인사시스템이라는 개념을 개발하고, 이를 팀 수준에서 적용하였다. 또한, 인사제도는 구성원의 역량과 동기 수준을 향상시켜 바람직한 역할 행동을 촉진하고 궁극적으로는 조직 성과에 유의미한 여향을 미친다는 행동주의적 관점을 채택하여, 혁신유인형 인사시스템은 팀의 혁신 성과에 긍정적인 영향을 미칠 것으로 보았다. 아울러, 팀 내 창의적 과정이 혁신유인형 인사시스템과 팀 혁신 성과 간의 관계를 매개할 것으로 예측하였다. 국내 준공기업에 근무하는 구성원으로부터 수집한 총 27개 팀 212건의 자료를 팀 수준에서 분석한 결과 혁신유인형 인사시스템은 창의적 과정 및 혁신 성과와 유의미한 정적 관계를 보였으며, 창의적 과정이 인사시스템-성과 간의 관계를 완전 매개함을 나타내었다. 추가적으로 본 연구에서는 개발한 혁신유인형 인사시스템과 일반적인 고성과 작업시스템의 효과성 크기를 비교하고자 하였다. 흥미롭게도, 고성과 작업시스템은 창의적 과정뿐만 아니라 혁신 성과와 어떠한 유의미한 관계를 보여주지 못했다. 이는 구체적인 전략적 방향성과 밀접하게 연계된 인사제도를 설계하는 것이 기업의 목표달성에 중요함을 제시한다고 보인다. 이와 같은 결과가 내포하는 이론적, 실무적 함의와 본 연구의 한계점 그리고 향후 연구방향을 논의하였다. Innovation has increasingly been recognized as the quintessential element in the survival and success of an organization in today’s fast-paced business environment. In the pursuit of innovation, effective teamwork has been acknowledged to play a pivotal role. For this reason, organizing work around teams has been widely used by organizations to achieve their strategic goals. The advent of work groups within a company has two major avenues of inquiry in strategic human resource management (SHRM) research: 1) the possible existence of within-organization variability in the implementation of HR practices; and 2) the effects of HRM systems on team processes and subsequent team performance. In addition, the conceptual ambiguity of general HPWS has raised concern among SHRM researchers that the mechanisms through which HPWS leads to certain organization outcomes is at best unclear. Hence, we have witnessed several attempts to embed specific strategic direction in general HRM systems. In response to the above issues, our current study intends to conceptualize a team-level HRM system by integrating the discussion on variability within an organization and the theory of a shared unit climate. We also attempt to develop an innovation-inducing HRM system that embeds innovative behaviors in an ability-motivation-opportunity model of HRM. We propose that an innovation-inducing HRM system would positively affect team innovation performance and that team creative processes would mediate the relationship between the two. We draw on behavioral perspectives as well as the input-process-outcome framework to provide the theoretical rationale. We argue that an innovation-inducing HRM system would be closely associated with team innovation performance because it not only promotes innovation-related role behaviors but also develops relevant skills and competencies in the employees. We also contend that policy intervention (i.e. HR practices) has a positive influence on innovation performance by engendering creative processes within a team. Therefore, the research questions to which we attempt to provide answers in this research are, “Is it empirically appropriate to conceptualize an innovationinducing HRM system at the team level?”and, “If so, what impact does an innovation-inducing HRM system have for teams?” Additionally, we ask, “Is there any difference in effect size between general HPWS and an innovation-inducing HRM system?” We tested our hypotheses with a 27 team survey data gathered from a Korean public organization (n = 212). First, we justified the innovation-inducing HRM system at the team level with ICC (1), ICC (2), and . We then found that the innovation- inducing HRM system had a significant positive relationship with both team innovation performance and team creative processes. As predicted, our results suggested that team creative processes fully mediate the relationship between an innovation-inducing HRM system and team innovation performance. Interestingly, the effects of general HPWS were found to be insignificant for both team innovation performance and team creative processes. This result indicates the importance of designing HR practices that align with a specific strategic direction in order to achieve organizational goals. Our current study contributes to the existing SHRM literature in several ways. First, we have provided partial evidence of a teamlevel HRM system, which has been discussed conceptually in the literature. Second, we not only proposed an innovation-inducing HRM system but also clarified the mechanisms through which it affects team processes and outcomes. Third, we compared the effect size of the innovation-inducing HRM system and that of HPWS, finding that the innovation-inducing HRM system outperforms general HPWS in predicting team creative processes and innovation performance.

HRM 시스템이 혁신과 성과에 미치는 영향 : 전략의 조절효과를 중심으로

이재훈(Rhee Jaehoon),박지호(Park Jiho) 한국산업경영학회 2011 한국산업경영학회 발표논문집 Vol.2011 No.12

본 연구에서는 HRM 시스템이 세 가지 혁신과 조직성과에 미치는 영향과 HRM 시스템이 세가지 혁신에 미치는 영향에 있어 전략의 조절효과에 대하여 분석하였다. 이를 위해 HRM 시스템, 경영혁신, 프로세스혁신, 제품혁신, 전략 및 조직성과에 대한 기존 이론과 실증 연구들을 포괄적으로 검토하여 연구모형을 구축한 후 HRM 시스템과 각 변수들 간의 관계를 분석하였다. 연구조사대상은 전기·전자, 기계·부품·금속, 에너지, 섬유 등의 다양한 산업에 속한 기업이며, 가설검증결과를 요약하면 다음과 같다. 첫째, HRM 시스템이 제품혁신, 프로세스혁신, 경영혁신에 각각 유의한 정(+)의 영향을 미쳤다. 둘째, 제품혁신은 조직성과에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 제품혁신이 HRM 시스템과 조직성과 간의 관계에서 유의한 매개효과를 보여주었다. 넷째, 전략은 HRM 시스템과 제품혁신, HRM 시스템과 프로세스혁신 간의 관계를 부(-)의 방향으로 조절하는 것으로 나타났다. 본 연구 결과는 HRM 관행들이 유기적으로 연계되어 하나의 시스템으로 통합되어 조직전략과 적합성을 이룰 때 혁신이 일어나며, 결과적으로 이러한 혁신은 조직성과를 향상시킬 것이라는 실무적 시사점과, 형태론적인 관점에서 HRM 시스템이 혁신과 성과에 영향을 미칠 수 있다는 이론적 시사점을 제공해 주고 있다. This research analyzed the influence of HRM System on the three innovations & organizational performance, and the control effect of a strategy in the influence of HRM System on the three innovations. For this purpose, this research also analyzed the relationships between HRM System and individual variables after establishing the research model on the basis of the inclusive examination of the existing theories on HRM System, management innovation, process innovation, product innovation and strategy & organizational performance, and empirical research works. This research set up the enterprises belonging to a variety of industries such as electricity, electronics, machinery, parts, metals, energy, oil, fiber, etc. as its study subjects, and the results of hypothesis verification are summarized as follows: First, the results showed that HRM System had a significant positive effect on product innovation, process innovation, and management innovation, respectively. Second, product innovation was found to have a significant positive effect on organizational performance. Third, product innovation showed a significant mediated effect in the relationships between HRM System and organizational performance. Fourth, a strategy was found to control the relationships between HRM System and product innovation, and also the relationships between HRM System and process innovation in the negative direction. These research results shows that innovation arises when HRM practices have organic ties with each other, and then are integrated into a system, finally forming suitability with organizational strategies; conclusively, these research results are offering the practical implications that such innovation could promote organizational performance and also the theoretical implications that HRM System could have influence on innovation and performance from a morphologic viewpoint.

HRM 시스템이 혁신과 성과에 미치는 영향

이재훈(Jaehoon Rhee),박지호(Jiho Park) 한국산업경영학회 2012 경영연구 Vol.27 No.1

본 연구에서는 HRM 시스템이 혁신과 조직성과에 미치는 영향과 HRM 시스템이 혁신에 미치는 영향에 있어서 전략의 조절효과에 대하여 분석하였다. 이를 위해 HRM 시스템, 경영혁신, 프로세스혁신, 제품혁신, 전략 및 조직성과에 대한 기존 이론과 실증 연구들을 포괄적으로 검토하여 연구모형을 구축한 후 HRM 시스템과 각 변수들 간의 관계를 분석하였다. 연구조사대상은 전기·전자, 기계·부품·금속, 에너지, 섬유 등의 다양한 산업에 속한 기업들이며, 가설검증결과를 요약하면 다음과 같다. 첫째, HRM 시스템이 제품혁신, 프로세스혁신, 경영혁신에 각각 유의한 정(+)의 영향을 미쳤다. 둘째, 제품혁신과 경영혁신은 조직성과에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 제품혁신과 경영혁신은 HRM 시스템과 조직성과 간의 관계에서 유의한 매개효과를 보여주었다. 넷째, 전략은 HRM 시스템과 제품혁신, HRM 시스템과 프로세스혁신 간의 관계를 부(-)의 방향으로 조절하는 것으로 나타났다. 본 연구의 분석결과, HRM 관행들이 유기적으로 연계되어 하나의 시스템으로 통합되어 조직전략과 적합성을 이룰 때 혁신이 일어나며, 결과적으로 이러한 혁신은 조직성과를 향상시킬 것이라는 실무적 시사점과 형태론적인 관점에서 HRM 시스템이 성과에 영향을 미치는데 있어 제품혁신과 경영혁신이 영향을 미칠 수 있다는 이론적 시사점을 제공해주고 있다. This research analyzed the influence of HRM System on the three innovations & organizational performance, and the control effect of a strategy in the influence of HRM System on the three innovations. For this purpose, this research also analyzed the relationships between HRM System and individual variables after establishing the research model on the basis of the inclusive examination of the existing theories on HRM System, managerial innovation, process innovation, product innovation and strategy & organizational performance, and empirical research works. This research set up the enterprises belonging to a variety of industries such as electricity, electronics, machinery, parts, metals, energy, fiber, etc. as its study subjects, and the results of hypothesis verification are summarized as follows: First, the results showed that HRM System had a significant positive effect on product innovation, process innovation, and management innovation, respectively. Second, product innovation and managerial innovation was found to have a significant positive effect on organizational performance. Third, product innovation and managerial innovation showed a significant mediated effect in the relationships between HRM System and organizational performance. Fourth, a strategy was found to control the relationships between HRM System and product innovation, and also the relationships between HRM System and process innovation in the negative direction. These research results shows that innovation arises when HRM practices have organic ties with each other, and then are integrated into a system, finally forming suitability with organizational strategies; conclusively, these research results are offering the practical implications that such innovation could promote organizational performance and also the theoretical implications that product innovation and managerial innovation could have influence on relation between HRM System and performance from a morphologic viewpoint.

Rethinking the Innovation Approach in Developing Countries

Nur, Yoslan World Technopolis Association 2012 World Technopolis Review Vol.1 No.2

As reflected in the title, the main objective of the paper is to explore an appropriate approach to promote technological innovation for developing countries. Aiming to this goal, the paper studies three main innovation system approaches, whose implantation is being attempted in developing countries: first, national innovation systems (NIS), which was developed in OECD countries; second, the system of innovation for development (SID), which is a concept that tries to adapt NIS to developing countries; and third, inclusive innovation which is a pro-poor innovation system. Based on the strengths and the weaknesses of each concept and their potential adaptation in developing countries, the paper proposes an integrated approach of innovation system for developing countries. Compared to developed countries, the concept of innovation system in developing countries should be more complex because it involves not only the formal sector such as enterprises, universities, research institutes, government, and financial system but it also involves NGOs, informal companies, grassroots inventors, local and indigenous knowledge, etc. The last part of the paper discusses the ideas that innovation stakeholders in developing countries can use to promote their proper innovation system.

새로운 과학기술혁신체제의 시스템다이내믹스

원동규 ( Dong Kyu Won ),윤진효 ( Jin Hyo Yun ) 한국시스템다이내믹스학회 2005 한국시스템다이내믹스 연구 Vol.6 No.1

If Korea Research & Development reinforces integrated control function, indeed would Korea Research & Development`s output be increased? Truly, could Korea`s competition be ultimately improved with technology innovation and accumulation of knowledge. Can reinforcement of Integrated control that reinforced efficiency of Research & Development`s investment effects make Korea Research & Development`s investment, itself, be decreased? I try to answer clearly that in a way to reorganize Korea technology Administration`s system, introduced Korea Research & Development integrated control system`s establishment is what to effect Korea innovation system`s direction after answering clearly previous mentioned problems. In this study, to answer these problems view theoretical discussion about Korea innovation system, integrated control system and system dynamics. Set up analytic tools of system dynamics which includes Korea innovation system and integrated control system. Then, draw a general casual loop diagram, which includes established Korea Research & Development`s integrated control system, of Korea innovation system`s activity. In based these, develop situation model to analyze trend of Korea innovation system and derive a political meaning by analyzing value of Korea innovation system`s major inflow, outflow and stock variations according to extent of Korea Research & Development`s integrated control in the same model.

혁신연구와 과학기술학(STS)의 상호작용을통한 혁신시스템 관점의 진화적 발전과정 연구

박상욱 한국혁신학회 2013 한국혁신학회지 Vol.8 No.1

The NSI concept has been used to explain the characteristics of the combination of such systems in terms of innovation and organization with national institutions and cultural factors. The regional innovation system (RIS), the technological system (TS), and the sectoral innovation system (SIS) concepts differ among themselves from the NSI concept mainly in terms of setting the boundaries of a system. Innovation system perspectives have been contributing to our understanding of the nature of innovation and knowledge, technological change in industries and sectors, and economic growth and the comparative capability of nations as well as other areas over the last two decades. The two widely used and highly developed systemic perspectives, innovation systems and the social construction of technological systems, have been interacting with each other less noticeably. This paper explores for the missing link between innovation system perspectives and sociotechnical system theory. The finding suggests that the socio-technical system perspective represens a combination of previous ideas developed over several decades in this field, with the major components being the innovation system perspective and the LTS theory. 국가혁신시스템 개념은 혁신의 창발과 조직의 측면을 국가의 제도와 연결하여 설명하고 여러 국가의 혁신체제의 성격을 분석하는 데에 이용되어 왔다. 이어 파생된 지역혁신시스템, 기술시스템, 산업부문혁신시스템 관점들은 시스템의 분석 범위에 있어서국가혁신시스템과 차별화된다. 분화를 거쳐 일반화된 혁신시스템 관점들은 지식과 혁신의 본질, 기술변화, 경제성장, 그리고 국가의 역량에 대한 이해에 기여해 왔다. 또다른 시스템 관점인 기술시스템의 사회적 구성론은 과학기술학계에서 발전되었으나, 혁신시스템 관점들과 상호작용해 왔다. 이 논문은 전통적인 혁신시스템 관점들과 비교적 새롭게 등장한 사회기술시스템 이론 사이의 연결고리를 탐색하고 있다. 문헌조사의결과는 사회기술시스템 관점이 기존의 아이디어들의 조합으로 탄생하였으며, 주요한이론적 구성요소들은 혁신시스템과 대규모기술시스템 이론으로부터 이어받았음을 보이고 있다.

혁신연구와 과학기술학(STS)의 상호작용을통한 혁신시스템 관점의 진화적 발전과정 연구

박상욱(Sangook Park) 한국혁신학회 2013 한국혁신학회지 Vol.8 No.2

국가혁신시스템 개념은 혁신의 창발과 조직의 측면을 국가의 제도와 연결하여 설명하고 여러 국가의 혁신체제의 성격을 분석하는 데에 이용되어 왔다. 이어 파생된 지역혁신시스템, 기술시스템, 산업부문혁신시스템 관점들은 시스템의 분석 범위에 있어서국가혁신시스템과 차별화된다. 분화를 거쳐 일반화된 혁신시스템 관점들은 지식과 혁신의 본질, 기술변화, 경제성장, 그리고 국가의 역량에 대한 이해에 기여해 왔다. 또다른 시스템 관점인 기술시스템의 사회적 구성론은 과학기술학계에서 발전되었으나, 혁신시스템 관점들과 상호작용해 왔다. 이 논문은 전통적인 혁신시스템 관점들과 비교적 새롭게 등장한 사회기술시스템 이론 사이의 연결고리를 탐색하고 있다. 문헌조사의결과는 사회기술시스템 관점이 기존의 아이디어들의 조합으로 탄생하였으며, 주요한이론적 구성요소들은 혁신시스템과 대규모기술시스템 이론으로부터 이어받았음을 보이고 있다. The NSI concept has been used to explain the characteristics of the combination of such systems in terms of innovation and organization with national institutions and cultural factors. The regional innovation system (RIS), the technological system (TS), and the sectoral innovation system (SIS) concepts differ among themselves from the NSI concept mainly in terms of setting the boundaries of a system. Innovation system perspectives have been contributing to our understanding of the nature of innovation and knowledge, technological change in industries and sectors, and economic growth and the comparative capability of nations as well as other areas over the last two decades. The two widely used and highly developed systemic perspectives, innovation systems and the social construction of technological systems, have been interacting with each other less noticeably. This paper explores for the missing link between innovation system perspectives and sociotechnical system theory. The finding suggests that the socio-technical system perspective represens a combination of previous ideas developed over several decades in this field, with the major components being the innovation system perspective and the LTS theory.

혁신경영시스템 국제표준 개발 동향 및 도입 방안에 관한 탐색적 연구

박세훈 ( Park Se-hoon ),천동필 ( Chun Dong-phil ) 한국품질경영학회 2018 품질경영학회지 Vol.46 No.4

Purpose: The purpose of this study is to introduce the development trend of international standard in the innovative management system and propose the application method of the standard for SME certification system. Methods: This study is based on literature studies and case studies considering the initial stage of development of standards as well as lack of domestic and international research examples. In the literature review, we focused on the characteristics of the innovation management system standards at the national, regional and global level. We examined case studies of Spain and Portugal as case studies. Besides, the evaluation items and certification status of domestic innovative SMEs certification were also searched to find out how to introduce them in Korea. Results: The results of this study can be summarized in three major points. First, new international standards of innovation management are being developed under the ISO management system standard and are currently in the DIS stage. Second, in the case of Spain adopting the national innovation management system standard, it has been reported that the innovation management system standard has a significant effect on the innovation ability and management performance. Third, it was not easy to establish a standardized innovation process between the innovation based on creativity and the standardized based product. The Oslo manual was not enough to provide enough guidance in this area. Conclusion: Companies that want to strengthen their organizational innovation capabilities from a management system point of view and Policymakers that want to plan the upgrading and integrated certification operating system of the domestic innovation SME certification need to consider the ISO 50500 series as a global level standard other than the Oslo manual.

Rethinking the Innovation Approach in Developing Countries

Yoslan Nur 세계과학도시연합 2012 World Technopolis Review Vol.1 No.2

As reflected in the title, the main objective of the paper is to explore an appropriate approach to promote technological innovation for developing countries. Aiming to this goal, the paper studies three main innovation system approaches, whose implantation is being attempted in developing countries: first, national innovation systems (NIS), which was developed in OECD countries; second, the system of innovation for development (SID), which is a concept that tries to adapt NIS to developing countries; and third, inclusive innovation which is a pro-poor innovation system. Based on the strengths and the weaknesses of each concept and their potential adaptation in developing countries, the paper proposes an integrated approach of innovation system for developing countries. Compared to developed countries, the concept of innovation system in developing countries should be more complex because it involves not only the formal sector such as enterprises, universities, research institutes, government, and financial system but it also involves NGOs, informal companies, grassroots inventors, local and indigenous knowledge, etc. The last part of the paper discusses the ideas that innovation stakeholders in developing countries can use to promote their proper innovation system.