인사담당자의 심리적 안전감이 혁신행동에 미치는 영향

이가현(Gahyun Lee),임상혁(Sanghyuk Lim) 대한경영학회 2018 大韓經營學會誌 Vol.31 No.11

상사의 경계확장행동과 구성원의 혁신행동 관계에서 학습민첩성과 자기주도 직무설계의 이중매개효과

황미정,이희수 대한경영학회 2022 大韓經營學會誌 Vol.35 No.12

Exploring innovative action processes to appropriately respond to the job instability and distribution market changes experienced by members of distribution companies facing rapid environmental changes, and learning agility and job crafting as motivation factors for expressing members’ innovative behavior it is time for discussion. The purpose of this study was to empirically analyze the direct effect of the leader’s boundary-expanding behavior on the innovation behavior of organizational members, the mediating effect of learning agility and job crafting, and the sequential mediating effect. In order to achieve these research objectives, a questionnaire survey was conducted using convenience sampling for workers in their 20s and 50s who are employed at department stores and hypermarkets. Responses were obtained from a total of 547 people, and empirical analysis was conducted through 533 usable data, excluding 14 copies of the questionnaire with insincere answers. For statistical analysis of the collected survey response data, SPSS 25.0 and AMOS 25.0 programs were used to examine structural relationships through descriptive statistics and structural equation models. The results of the study according to the above analysis are summarized as follows. First, it was confirmed that the leader’s boundary spanning behavior had a statistically significant positive (+) effect on members’ innovation behavior, learning agility, and job crafting. Second, it was confirmed that the learning agility of members had a statistically significant positive effect on job crafting and innovation behavior. Third, it was confirmed that members’ job crafting had a statistically significant positive (+) effect on innovation behavior. Fourth, in the path of leader’s boundary spanning behavior to innovation behavior, members’ learning agility and job crafting showed a partial mediating effect. Fifth, the sequential mediating effect of the leader’s boundary spanning behavior on innovation behavior was found through the parameters learning agility and job crafting in turn. This study empirically identified the external-oriented role by studying the boundary-spanning behavior of leader and as part of the mechanism inherent in the relationship between the leader’s boundary-spanning behavior and members’ innovation behavior, the understanding of the subsequent process of boundary-spanning by the leader was enhanced. In addition, as external knowledge and resources provided by leader confirm the important role, the necessity of establishing an open and inclusive organizational culture that recognizes and accepts boundary-spanning behavior as an effective leader’s behavior at the organizational level is suggested. In addition, innovative behavior was emphasized as a series of activities that can contribute to improving the performance of a job, group, or organization. Innovative behavior has implications for providing a theoretical and practical foundation for developing human resources and improving members’ innovative mindset, as it is the will of organizational change to apply members’ behavioral variables and innovation results to the organization.

교사의 조직공정성 인식과 조직시민행동이 교사의 혁신행동에 미치는 영향

강경석(Kang Kyung-seok),홍철희(Hong Cheol-hee) 한국교육행정학회 2008 敎育行政學硏究 Vol.26 No.2

본 연구는 교사의 조직공정성 인식과 조직시민행동이 교사의 혁신행동에 어떠한 영향을 미치는가를 알아봄으로써 학교조직의 주요 구성원인 교사가 학교혁신을 적극적으로 추진할 수 있는 방안을 탐색하는 데 그 목적을 두었다. 연구의 결과 조직공정성과 혁신행동에 대한 교사의 인식은 대체로 남교사, 교직 경력이 높은 교사, 중ㆍ소도시의 교사가 높은 것으로 나타났다. 조직시민행동에 대한 교사의 인식을 분석한 결과, 교직 경력별로는 21년 이상의 경력 교사에서 인식 정도가 가장 높았으며 특히, 경력이 짧은 교사집단과는 통계적으로 유의한 차이를 보였다. 그리고 교사의 조직공정성 인식과 교사의 혁신행동, 교사의 조직시민행동과 교사의 혁신행동 간에는 유의한 정적 상관관계를 나타냈다. 교사의 조직공정성 인식 중 절차공정성과 상호작용공정성이 교사의 혁신행동 하위변인인 혁신성, 혁신태도에 모두 유의한 정적 영향을 주고 있으며, 교사의 조직시민행동의 하위변인인 정당한 행동, 참여적 행동은 교사의 혁신행동 및 그 하위변인에 유의한 정적 영향을 주고 있다. 이러한 결과는 교사의 절차공정성, 상호작용공정성, 정당한 행동, 참여적 행동을 제고함으로써 교사의 혁신행동을 더욱 높게 할 수 있는 여건을 마련해 줄 필요가 있음을 시사한다. The purpose of this study is to investigate the relationships between teacher's organizational justice, organizational citizenship behavior, and innovation behavior. In order to accomplish this purpose, the study explored the differences of teacher's perception level on teacher's organizational justice, organizational citizenship behavior, and innovation behavior. The study also analysed the correlation between teacher's organizational justice and innovation behavior, and the correlation between teacher's organizational citizenship behavior and innovation behavior. Finally, the study examined the effects of teacher's organizational justice and organizational citizenship behavior on innovation behavior. The results of the study show that teacher's perception level of organizational justice and innovation behavior is higher than an average, also more positive recognition is shown in male, high career teacher, and teacher in medium-small sized city. Teacher's organizational justice has a significant correlation with teacher's innovation behavior. Teacher's organizational citizenship behavior also has a significant correlation with teacher's innovation behavior. In addition, teacher's organizational justice and organizational citizenship behavior affect teacher's innovation behavior respectively.

기업의 사회적 책임(CSR) 활동이 혁신성과에 미치는 영향: 지식공유와 혁신행동의 직렬이중매개효과

뤼양,진춘화 강원대학교 경영경제연구소 2023 Asia-Pacific Journal of Business Vol.14 No.2

Purpose - The purpose of this study is to examine the effect of CSR activities on innovation performance and to identify the mediating role of knowledge sharing and innovation behaviors between CSR activities and innovation performance. In addition, the purpose of this study is to verify the role of sequential mediating effect of knowledge sharing and innovation behavior between CSR activities and innovation performance. Design/methodology/approach - This study collected survey data from 293 organizational members working in Chinese companies. The exploratory factor analysis (EFA), confirmatory factor analysis (CFA), reliability analysis, correlation analysis and process macro were used in order to analyze the data. Findings - First, this study verified that CSR activities had a significant positive effect on knowledge sharing, innovation behavior, and innovation performance. Second, it was found that knowledge sharing had a significant positive effect on innovation behavior and innovation performance. Third, it was verified that innovation behavior had a significant positive effect on innovation performance. Fourth, knowledge sharing and innovation behavior had a sequential mediating effect in the relationship between CSR activities and innovation performance. Research implications or Originality - With the uncertainty of the environment and the intensification of competition among companies, more and more companies begin to pay attention to innovation. Different from existing studies, this study focuses on CSR activities, identifies the role of CSR activities, explores ways to guide innovation performance, and verifies the sequential mediating role of knowledge sharing and innovation behavior. Through this measure, the importance of knowledge sharing and innovative behavior among organizational members is emphasized, solutions to strengthen innovation are explored, and theoretical and practical implications are provided for companies.

이슈 리더십이 조직구성원의 혁신 행동에 미치는 영향 - 피드백 추구 행동과 흡수 역량의 다중 매개효과를 중심으로 -

윤여현,정재석 대한경영정보학회 2024 경영과 정보연구 Vol.43 No.1

[연구목적] 본 연구는 코로나-19 팬데믹 시대에 기업의 불확실성을 해소하기 위한 이슈 리더십이 구성원의혁신 행동에 미치는 영향을 살펴보고, 이를 위해 피드백 추구 행동과 흡수 역량이 다중매개 역할을 하는지 실증하고자 한다. [연구방법] 본 연구에서는 국내 제조업, IT, 서비스 등 다양한 업종의 기업 구성원 597명을 대상으로 설문조사를 실시하고, 응답한 327명의 데이터를 분석하였다. 이슈 리더십, 피드백 추구 행동, 흡수 역량, 혁신 행동과관련된 이론과 선행 연구를 기반으로 가설을 설정하고, 연구모형의 신뢰도와 타당도를 확인하기 위해 확인적요인분석을 시행하였다. 가설검증은 SPSS 25.0과 AMOS 25.0을 사용하여 인과관계를 분석하였으며, 다중 매개효과를 검증하기 위해 Process Macro 3.0을 활용하였다. [연구결과] 본 연구의 가설검증 결과, 이슈 리더십은 피드백 추구 행동, 흡수 역량, 혁신 행동에 모두 긍정적인 영향을 미치는 것으로 나타났다. 또한, 피드백 추구 행동과 흡수 역량은 이슈 리더십과 혁신 행동 사이에서매개 역할을 하는 것으로 나타났다. 리더로부터 적극적인 피드백을 받고 새로운 지식과 기술을 습득하는 과정은 구성원의 혁신 역량을 강화하고 혁신 활동 참여를 높인다. 마지막으로 이슈 리더십과 혁신 행동 사이에 피드백 추구 행동과 흡수 역량은 다중매개 효과가 나타나는 것으로 의의가 있다. 이는 기업이 혁신 문화를 조성하기위해 이슈 리더십 개발과 더불어 구성원의 피드백 문화 및 학습 기회 제공이 중요하다. [연구의 시사점] 이러한 연구 결과는 이슈 리더십이 피드백 추구 행동과 흡수 역량을 통해 구성원의 혁신행동을 향상할 수 있다는 것을 시사한다. 이는 코로나-19 팬데믹 등과 같은 급변하는 환경에서 이슈 리더십을강화하고 구성원의 혁신 역량을 증진시키는 노력은 기업의 지속 가능한 성장을 위해 중요한 시사점을 제공한다. [Purpose] This study aims to examine the impact of issue leadership to resolve corporate uncertainty on members' innovative behavior in the era of the COVID-19 pandemic, and to demonstrate whether feedback-seeking behavior and absorption capabilities play multiple mediating roles. In this study, the data of 327 respondents were analyzed by conducting a survey of 597 members of companies working in various industries such as domestic manufacturing, IT, and service industries. [Methodology] Hypotheses were established based on theories and previous studies related to issue leadership, feedback-seeking behavior, absorption capability, and innovative behavior, and confirmatory factor analysis was conducted to confirm the reliability and validity of the research model. For hypothesis verification, the causal relationship was analyzed using SPSS 25.0 and AMOS 25.0, and the multi-mediated effect was verified using Process Macro 3.0. [Findings] As a result of hypothesis verification of this study, it was found that issue leadership had a positive effect on feedback-seeking behavior, absorption capacity, and innovation behavior. In addition, it was found that feedback-seeking behavior and absorption capacity play a mediating role between issue leadership and innovation behavior. The process of receiving active feedback from leaders and acquiring new knowledge and skills strengthens members' innovation capabilities and increases participation in innovation activities. Finally, it is meaningful that the feedback-seeking behavior and absorption capacity between issue leadership and innovation behavior have multiple mediating effects. It is important for companies to develop issue leadership and provide feedback culture and learning opportunities to their members in order to foster an innovation culture. [Implications] These findings suggest that issue leadership can improve members' innovative behavior through feedback-seeking behavior and absorption capabilities. This means that efforts to strengthen issue leadership and enhance members' innovation capabilities in rapidly changing environments such as the COVID-19 pandemic provide important implications for the sustainable growth of companies.

The effect of Organizational justice and knowledge-sharing behavior on innovation behavior - Focusing on social economy organizations -

김문준 충북대학교 국가미래기술경영연구소 2021 기술경영 Vol.6 No.3

This study tried to identify the factors of organizational justice and knowledge sharing behavior that affect innovation behavior perceived by members of social economy organizations. In addition, this study tried to empirically analyze the mediating effect of knowledge sharing behavior between organizational justice and innovation behavior. To this end, the hypotheses established by applying 161 copies of the survey diagnosis results of organizational members serving in social economy organizations were verified as follows. First, the organizational justice distribution justice, procedural justice, and interaction justice showed a positive (+) effect on innovation behaviors such as innovation disposition and innovation attitude, so Hypothesis 1 was adopted. Second, Hypothesis 2, organizational justice, was adopted as it showed a positive effect on knowledge sharing behavior. In other words, it was shown that knowledge sharing behavior improved as the distribution, procedure, and interaction justice, which are sub-components of organizational justice, improved. Third, the knowledge sharing behavior was analyzed statistically significantly in the innovation tendency and innovation attitude, which are innovation behaviors, and hypothesis 3 was adopted. Fourth, it was analyzed that knowledge sharing behavior was mediating the relationship between organizational justice and innovation behavior, which is Hypothesis 4. In order for organizational members of social economy organizations to improve substantive innovation behaviors, various activities were required to establish and implement systems that could activate knowledge sharing behaviors based on organizational justice and to revitalize organizational culture.

조직구성원의 지식공유, 직무자율성, 혁신행동의 관계

이효섭,정홍인 부경대학교 인문사회과학연구소 2020 인문사회과학연구 Vol.21 No.4

The unprecedented national disaster situation caused by the Fourth Industrial Revolution, Covid 19, suggests to us that corporate innovation is more urgent than ever. The purpose of this study was to analyze whether the knowledge sharing of organizational members affects innovation behavior through job autonomy. To this end, a questionnaire was conducted for workers working at Company H, and the analysis method used SPSS 23.0 and Amos 21.0 programs. As a result of the study, first, it was found that knowledge sharing had a positive effect on job autonomy. This indicates that job autonomy increases as the knowledge interaction of the organization members increases. Second, it was found that knowledge sharing had a positive effect on innovation behavior in the manufacturing industry. In other words, the higher knowledge sharing in the manufacturing industry, the higher the innovation behavior of members. Third, job autonomy was also found to have a significant effect on innovation behavior. This means that the more employees are given autonomy in their jobs, the greater their innovation behavior. Fourth, in the relationship between knowledge sharing and innovation behavior, job autonomy was found to have a partial mediating effect. This means that in the relationship between knowledge sharing and innovation behavior, the expression of innovation behavior increases through high job autonomy of organization members. Therefore, if knowledge sharing and job autonomy are improved to increase the innovation behavior of members at the organizational level, it can contribute to the establishment of an organization's innovation culture. 4차 산업혁명, 코로나19 로 인한 전례없는 국가재난상황은 그 어느 때보다 기업의 혁신이 절실히 필요함을 우리에게 시사하고 있다. 이에 본 연구에서는 조직구성원의 지식공유가 직무자율성을 매개로 혁신행동에 미치는 영향을 분석하기 위하여 관련 선행연구를 검토 및 분석한 결과를 중심으로 연구모형을 설정하였다. 본 연구목적을 달성하기 위하여2019년 5월 20일부터 5월 27일(8일 간)까지 근로자 300명을 대상으로 온라인 설문을 배포후 불성실한 응답을 제외한 258명을 대상으로 분석을 실시하였다. 분석방법은 SPSS(23.0) 과 Amos( 21.0) 프로그램을 활용하였으며, 분석결과는 다음과 같다. 첫째, 구성원 간 지식공유는 직무자율성에 유의한 영향을 미치는 것으로 나타났다. 이는 조직구성원의 지식 상호작용이 활발할수록 직무자율성이 증가한다는 것을 나타낸다. 둘째, 조직구성원의 지식공유는 혁신행동에 유의한 영향을 미치는 것으로 나타났다. 즉, 구성원 간 지식공유가 높을수록 혁신행동이 높아짐을 의미한다. 셋째, 직무자율성 역시 혁신행동에 유의한 영향을 미치는 것으로 나타났다. 이는 구성원에게 직무에 대한 자율성이 주어질수록 혁신행동이 증가한다는 것을 의미한다. 마지막으로, 지식공유와 혁신행동의 관계에서 직무자율성은 부분매개효과를 갖는 것으로 나타났다. 이는 지식공유와 혁신행동의 관계에서 조직구성원의 높은 직무자율성을 통하여 혁신행동 발현이 증가한다는 것을 의미한다. 따라서 조직차원에서 구성원의 혁신행동을 높일 수 있도록 지식공유의 활동성을 높이고 구성원의 직무자율성을 제고시킨다면 조직의 혁신문화 구축에 기여할 수 있을 것이다. 상기 연구결과를 바탕으로 연구의 시사점과 향후 연구방향을 제시하였다.

양면성 혁신의 인식수준이 조직몰입 및 혁신행동에 미치는 영향 - 환경 동태성의 조절효과를 중심으로 -

최호준 ( Choi Ho-joon ) 한국관광산업학회 2017 Tourism Research Vol.42 No.1

오늘날 환경 동태성이 높은 기업환경에서 새로운 역량을 개발하여 장기적 성장을 목표로 하는 탐험(exploration)혁신과 기존의 역량을 재배치하고 확장하여 단기적 성장을 목표로 하는 활용(exploitation) 혁신은 경쟁기업과의 경쟁우위 확보를 통한 지속적 성장의 중요한 요인이 된다고 할 수 있다. 양면성 혁신에 대한 직원의 인식수준에 따라 종사원의 조직에 대한 몰입의 정도가 높아지게 되면 고객에게 제공되는 서비스의 질적 향상을 유발하여 기업의 성과향상을 추구할 수 있을 것으로 기존의 선행연구에서 주장하고 있다. 호텔기업의 지속적 경쟁우위를 위해서는 혁신행동이 수반되어야 하는데 서비스 산업 중심의 관점에서 혁신행동은 종사원이 고객에게 새로운 아이디어와 기술 및 프로세스 등을 수행하는 것으로 정의 할 수 있다. 조직과 개인의 관계에 있어 조직에 대한 일체감이 강한 종사원은 애착의 정도가 높고 조직의 발전에 기여하고자 하는 경향이 강하게 나타나게 되어 조직을 발전시키고자 하는 행동이 나타난다. 같은 맥락으로 다양한 선행연구에서 조직몰입과 혁신행동 간의 관계를 설명하고 있다. 따라서 양면성 혁신에 대한 인식 수준이 높은 직원들은 조직 몰입을 통해 혁신행동에 긍정적 영향을 미칠 것으로 예측 되는데 이는 종사원들이 조직에 몰입할수록 공식적으로 조직에서 요구하는 수준 이상의 과업을 수행하고자 하는 행동의 수준이 높아지게 되며 동료들을 자발적으로 도와주고 조직과 관련된 활동에 적극적으로 참여하는 조직몰입의 수준이 높아지게 된다. 본 연구는 국내 호텔 직원들을 대상으로 양면성 혁신의 인식수준이 혁신행동에 어떠한 영향을 미치는지에 대한 실증연구를 수행한 연구결과를 요약하면 다음과 같다. .첫째, 양면성 혁신의 인식수준은 조직몰입에 정(+)영향을 미치는 것으로 나타났다. 둘째, 정서적 몰입과 규범적 몰입은 혁신행동에 정(+)의 역할을 미치는 것으로 나타났으나 지속적 몰입은 혁신행동에 유의한 영향력을 미치지 않는 것으로 나타났다. 셋째, 양면성 혁신의 인식수준이 지속적 몰입과 규범적 몰입에 미치는 영향은 환경 동태성에 의해 조절되는 것으로 나타났으나 양면성 혁신의 인식수준이 정서적 몰입에 미치는 영향은 환경 동태성에 의한 조절효과가 없는 것으로 나타났다. 본 연구는 호텔기업에서는 이루어지지 않았던 양면성 혁신에 대한 연구를 통해 인적자원의 효율적 관리와 조직몰입을 매개로 하여 고객과 상호작용 할 수 있는 혁신행동의 개발을 위한 이론적 근거와 실무적 시사점을 제시할 수 있었다는데 의의가 있다고 할 수 있다. Therefore, in nowadays corporation environment with high environmental dynamism, exploration innovation with the purpose of long term progress through development of new capability and exploitation innovation with the purpose of short term progress through reassignment of existing capability and expansion are through to be important factors for sustainable growth by securing competitive dominance. Also, based on the level of perception of employees on ambidexterity innovation, the quality of service provided to customers will be enhanced and will pursue the higher performance of the company; such are proclaimed in existing preceding studies. For the hotel corporations to pursue persistent competitive predominance, it must accompany innovation behavior; in the perspective of service industry centered perspective, innovation behavior will provide new value to customer and define process of interaction.In the relationship between group and individual, the employee with high sense of unity has high degree of loyalty and tend to contribute to the development of group and show behaviors to develop it. In the same sense, preceding studies explain the relationship between organizational commitment and innovative behaviors. Therefore, employees with high level of perception toward ambidexterity innovation are predicted to have positive influenceon service innovation behavior through organizational commitment; such means that when group members are taking efforts to perform more than what the group officially demand, the level of activity will grow. The research result of empirical analysis can be summarized as the following. First, the level of perception of ambidexterity innovation showed positive influence on organizational commitment . Second, the affective commitment and normative immersion showed positive influence on innovation behavior; continuance commitment did not show statistically significant influence on innovation behavior. Third, the influence the level of perception of ambidexterity innovation has on continuance commitment and normative commitment showed mediation by environmental dynamism; the influence the level of perception of ambidexterity innovation has on affective commitment did not show mediation by environmental dynamism. This study is significant as it provided theoretical proof and practical implications for the de velopment of service innovation behavior that can interact with customers based on efficient management of human resources and organizational commitment through the study on ambidexterity innovation that hasn`t been performed in hotel companies.

창업기업의 경영자 혁신이 구성원의 혁신행동에 미치는 영향 : 실행 DNA 관점에서

김대건(DaeGeun Kim),이창원(ChangWon Lee) 대한경영학회 2021 大韓經營學會誌 Vol.34 No.2

변혁적 리더십이 역할행동, 조직시민행동 및 혁신행동에 미치는 영향

양동민(Dong Min Yang),심덕섭(Duk Sup Shim) 한국경영학회 2013 經營學硏究 Vol.42 No.1

The purpose of this study is to examine the influence of a leader`s transformational leadership on follower`s in-role behavior, organizational citizenship behavior(OCB), and innovative behavior. In addition, we attempt to verify the mediating effect of social identification with the work unit and personal identification with the leader on the relationships between a leader`s transformational leadership and in-role behavior, OCB, and innovative behavior. While prior studies have usually tackled the relationship between transformational leadership and follower`s in-role behavior, OCB, and innovative behavior, they have rarely examined the mediating effects of social identification and personal identification on these relationships. Based on prior literature, this study derives following hypotheses. H1: Transformational leadership will be positively related to social identification of subordinates. H2: Transformational leadership will be positively related to personal identification of subordinates. H3: Transformational leadership will be positively related to in-role behavior of subordinates. H4: Transformational leadership will be positively related to OCB of subordinates. H5: Transformational leadership will be positively related to innovative behavior of subordinates. H6: Social identification will mediate the relationship between transformational leadership and in-role behavior, OCB, and innovative behavior. H7: Personal identification will mediate the relationship between transformational leadership and in-role behavior, OCB, and innovative behavior. To test the proposed hypotheses in our study, we collected data via a survey on data 300 employees in 11 organizations, and after excluding unanswered items questionnaires, total of 213 employees data is used for analysis. Hierarchical regression analysis is used to test the proposed hypotheses. Sobel test is used to test the significance of the mediating effects of social identification and personal identification. The major findings are as follows: First, as predicted, a leader`s transformational leadership were positively associated with social identification and personal identification. thus providing evidence that transformational leaders are likely to exert their influence on followers by affecting their feelings of identification. Second, transformational leadership is closely related to in-role behavior, OCB, and innovative behavior. Third, personal identification and social identification have turned out to have a full or partial mediation effect on the relationship between transformation leadership and in-role behavior, between transformation leadership and OCB, and between transformation leadership and innovative behavior. That is, this result indicated that a leader`s transformation leadership indirectly effects on in-role behavior, OCB, and innovative behavior through social identification and personal identification. Finally, however, when we entered transformational leadership, personal identification and social identification simultaneously into the equations, social identification fully or partially mediates the relationship between transformational leadership and in-role behavior, OCB and innovative behavior, whereas personal identification only mediates the relationship between transformational leadership and OCBO. Consistent with Kark, Shamir and Chen(2003), results also suggested that different mechanisms (personal or social identification) could, at least partially, account for these different outcomes (in-role behavior, organizational citizenship behavior, and innovative behavior of followers) of transformational leadership. Given the small number of samples, this study constitutes an exploratory attempt in nature. Caution must be exercised in attempting to interpret findings and to generalize the recommendations. The results proposed in this study must be validated by further research in diverse research settings. The results of this study are limited by