팀 다양성이 혁신지향 팀 분위기에 미치는 영향 = On Prerequisites for Innovative Teams: The Effect of Demographic Diversity on Team Climate for Innovation

다국어 초록 (Multilingual Abstract)

This study contends that demographic diversity in a team plays a critical role in creating the team’s climate for innovation. In particular, when a team is characterized with diversity in terms of gender, education level, and educational background, the team may barely facilitate team interactions in exchanging ideas and opinions and in adopting new ideas. In general, scholars have posited that team diversity enables the team to expand the boundaries of knowledge and thus it will make the team more innovative. Meanwhile, since diverse team composition can elicit internal conflict among different groups identified with particular social identities, it will engender team climate for innovation. This bifurcated consequences of the team diversity, accordingly, will be prerequisites for innovative teams. In particular, we pay attention to the diversity of educational background (i.e. major). Diverse educational backgrounds in a team can have an opportunity to develop a creative idea by integrating the diverse knowledge. Meanwhile, the discrepancy in knowledge base (derived from educational background) can entail internal conflict. We posit that comparing gender diversity or educational-level diversity, educational-background diversity has the non-monotonic relationship with team climate for innovation, especially an inverted U-shaped relationship. This study investigates the relationship between demographic diversity and team climate for innovation with the sample of 90 teams in a large state-owned company. We measure gender diversity, education level disparity, and heterogeneity of educational background in a team by using the secondary data obtained from the focal organization. These measures are used to predict the degree of team climate for innovation. The degree of team climate for innovation is measured by aggregating the scores of its subcomponents: support for innovation, vision, participation safety, task orientation, and interaction frequency. The subcomponents of team climate for innovation are collected by surveying the questionnaire developed by Anderson & West (1998). As a result, we find that gender diversity and education level disparity has negative impacts on team climate for innovation. And the heterogeneity of educational background has an inverted U-shared relationship with team climate for innovation. With the findings, we warn that in an organization in which a certain attribute dominates the other attributes, the attempts for diversity may not function as a facilitator for boundary spanning (i.e. innovation), but amplify internal conflict.

국문 초록 (Abstract)

본 연구는 혁신적인 팀이 될 수 있는 요건으로 팀의 인구통계적 구성이 중요한 역할을 함을 주지한다. 특히, 전공, 성별, 학력에 대해서 팀원이 서로 이질적인 구성을 보일 경우, 다양한 의견 수렴이 가능하고, 새로운 것에 대한 의사소통이 자유로운 팀 분위기에 좋지 않은 영향을 미칠 수도 있음을 주장한다. 팀 다양성은 새로운 의견이 유입될 가능성이 크기 때문에 팀 혁신에 도움을 줄 것이라는 주장이 성립된다. 하지만 팀구성원이 이질적이게 되면 다양한 의견이 대립될 가능성이 커져, 팀내 갈등을 유발할 수 있다. 이러한 내부 갈등은 혁신을 위한 공감대 형성이나 새로운 지식에 대한 도입 및 구현을 더디게 만드는 역할도 할 수 있다. 팀 다양성이 가지고 있는 이러한 이중성은 결국 혁신적인 팀을 만드는 데 있어서 중요한 요소로 자리매김할 것이다. 본 연구는 이러한 문제의식에서 출발한다. 국내 단일 기업 내, 596명, 90개 팀을 대상으로 각 개인의 인구통계적 특성, 특히 전공, 성별, 학력을 중심으로 팀 다양성을 측정하였고, 이를 각 팀의 혁신지향 팀 분위기에 미치는 영향을 분석하였다. 분석 결과, 성별과 학력의 경우 팀 내 이질적인 속성이 강할 경우, 다시 말해서 성별과 학력 차원에서의 팀 다양성이 큰 경우 오히려 내부 갈등으로 인한 혁신지향 팀 분위기가 저해된다고 나타났고, 팀내 전공 다양성의 경우에는 적정 수준까지는 다양성이 혁신적인 팀 분위기를 창출하는데 중요한 역할을 하나, 그 정도가 더욱 커지게 되면 오히려 혁신지향 팀 분위기에 악영향을 미치는 것으로 나타났다.

참고문헌 (Reference)

1 노연희, "팀의 구성이 팀 수행에 미치는 영향: 인구통계학적 다양성, 인지다양성 및 성격 특성을 중심으로" 한국산업및조직심리학회 25 (25): 861-887, 2012

2 김학수, "팀내 과업 및 관계갈등간 영향관계에서 참여적 안전 풍토의 조절역할에 관한 연구" 한국기업경영학회 19 (19): 115-132, 2012

3 태원유, "창의와 혁신의원동력, 인력 다양성관리" 822 : 1-20, 2011

4 이진규, "조직의 인력구성 다양성과 혁신성과간의 관계 및 고몰입 인적자원관리의 조절역할" 한국기업경영학회 20 (20): 21-51, 2013

5 성상현, "다양성이 프로젝트 팀의 성과에 미치는 영향" 한국인사조직학회 15 (15): 39-70, 2007

6 권석균, "다양성이 팀 프로세스 활성화와 효과성에 미치는 영향" 한국인사조직학회 20 (20): 1-46, 2012

7 이종건, "다양성과 팀 성과: 팀 목표의존의 조절효과" 한국인사조직학회 20 (20): 247-280, 2012

8 이덕로, "기능적 다양성이 팀창의성에 미치는 영향: 팀 내재적 동기부여의 매개효과와 과업 상호의존의 조절효과를 중심으로" 한국경영학회 44 (44): 1211-1239, 2015

9 김문주, "교육적 배경 다양성이 의사결정의 효율성과 팀 성과에 미치는 영향에 관한 연구: 지위다양성 이론을 중심으로" 한국인사조직학회 20 (20): 129-176, 2012

10 손건강, "개인의 아이디어 제안과 채택에 대한 연구: LMX, TMX, 그리고 혁신지원풍토의 조절효과를 중심으로" 한국기업경영학회 22 (22): 67-85, 2015

11 Harrison, D. A., "What’s the difference? Diversity constructs as separation, variety, or disparity in organizations" 32 : 1199-1228, 2007

12 Janis, I. L., "Victims of groupthink" Houghton Mifflin 1972

13 Hinds, P. J., "Understanding conflict in geographically distributed teams : The moderating effects of shared identity, shared context, and spontaneous communication" 16 (16): 290-307, 2005

14 Smith, K. G., "Top management team demography and process : The role of social integration and communication" 39 : 412-438, 1994

15 Sackett, P. R., "Tokennism in performance evaluation : The effects of work group representation on male-female and white-black differences in performance ratings" 76 : 63-267, 1991

16 Jehn, K. A., "To agree or not to agree : Diversity, conflict, and group outcomes" 8 : 287-306, 1997

17 Harrison, D. A., "Time, teams, and task performance : Changing effects of surface-and deep-level diversity on group functioning" 45 : 1029-1045, 2002

18 Bloom, M., "The performance effects of pay dispersion on individuals and organizations" 42 : 25-40, 1999

19 Chatman, J. A., "The influence of demographic heterogeneity on the emergence and consequences of cooperative norms in work teams" 44 : 956-974, 2001

20 Pfeffer, J., "The effect of wage dispersion on satisfaction, productivity, and working collaboratively : Evidence from college and university faculty" 38 : 382-407, 1993

21 Tasa, K., "The development of collective efficacy in teams : A multilevel and longitudinal perspective" 92 (92): 17-27, 2007

22 Byrne, D. E., "The attraction paradigm" Academic Press 1971

23 Berger, J., "Status organizing processes" 6 : 479-508, 1980

24 Homans, G. C., "Social behavior : Its elementary forms" Harcourt, Brace, and World 1961

25 김상준, "Social Construction of Impression Management: The Role of Work Experience in Implementing Female Employees’ Impression Management" 한국무역연구원 10 (10): 163-199, 2014

26 Milliken, F. J., "Searching for common threads : Understanding the multiple effects of diversity in organizational groups" 21 : 402-433, 1996

27 Pfeffer, J., "Salary dispersion : Location in the salary distribution, and turn-over among college administrators" 45 : 753-763, 1992

28 Gomez-Mejia, L. R., "Research in personnel and human resource management, 12" JAI Press 161-222, 1994

29 Pfeffer, J., "Research in organizational behavior, 5" JAI Press 299-357, 1983

30 Champion, M. A., "Relations between work group characteristics and effectiveness : implications for designing effective work groups" 46 : 823-850, 1993

31 Tajfel, H., "Psychology of intergroup relations" Nelson-Hall 7-24, 1986

32 Pfeffer, J., "Organizational demography : Implications for management" 29 (29): 67-81, 1985

33 Payne, R. L., "Organizational climate and job satisfaction : A conceptual synthesis" 16 : 45-62, 1976

34 Reichers, A. E., "Organizational climate and culture" Jossey-Bass 5-39, 1990

35 Kanter, R. M., "Men and women of the corporation" Basic Books 1977

36 Anderson, N. R., "Measuring climate for team innovation : Development and validation of the team climate inventory" 19 (19): 235-, 1998

37 Van der Vegt, G. S, "Learning and performance on multi-disciplinary teams : The importance of collective team identification" 48 (48): 532-547, 2005

38 Lau D. C., "Interactions within groups and subgroups : The effects of demographic faultlines" 48 : 645-659, 2005

39 West, M. A., "Innovation at work : Psychological perspectives" 4 : 15-30, 1989

40 West, M. A., "Innovation and creativity at work: Psychological and organizational strategies" John Wiley 309-333, 1990

41 Blau, P. M., "Inequality and composition : A primitive theory of social structure" Free Press 1977

42 Koys, D. J., "Inductive measures of psychological climate" 44 : 265-285, 1991

43 Jackson, S., "Group process & productivity" Sage Publications 1-12, 1992

44 Bell, S. T., "Getting specific about demographic diversity variables and team performance relationships : A meta-analysis" 37 (37): 709-743, 2011

45 Guadagno, R. E., "Gender differences in impression management in organizations : A qualitative review" 56 : 483-494, 2007

46 Bowles, H. R., "Gender and persistence in negotiation : A dyadic perspective" 53 (53): 769-787, 2010

47 Singh, V., "Gender and impression management : Playing the promotion game" 37 : 77-89, 2002

48 Pelled, L. H., "Exploring the back box : An analysis of work group diversity, conflict, and performance" 44 (44): 1-28, 1999

49 West, M. A., "Effective teamwork" British Psychological Society 1994

50 Weber, M., "Economy and society" University of California Press 1978

51 Greene, W. H., "Econometric analysis" Prentice-Hall 2003

52 Thomas, R., "Diversity in work teams: Research paradigms for a changing workplace" American Psychological Association 306-317, 1992

53 Williams, K. Y., "Demography and diversity organizations : A review of 40 years research" 20 : 77-140, 1998

54 Ancona, D. G., "Demography and design : Predictors of new product team performance" 3 : 321-341, 1992

55 Pelled, L. H., "Demographic diversity, conflict, and work group outcomes : An intervening process theory" 7 : 615-631, 1996

56 Lau D. C., "Demographic diversity and faultline : The compositional dynamics of organizational groups" 23 : 325-340, 1998

57 Sawyer, J. E., "Decision performance and diversity structure : Comparing faultlines in convergent, crosscut, and facially homogeneous groups" 99 : 1-15, 2006

58 Thatcher, S. M., "Cracks in diversity research : The effects of diversity faultlines on conflict and performance" 12 : 217-241, 2003

59 Hollander, E. P., "Conformity, status, and idiosyncrasy credit" 65 : 117-127, 1958

60 Alagna, S. W., "Beginning medical school : Determinants of male and female emotional reactions" 16 : 348-360, 1986

61 Thacker, R. A., "An examination of the relationship between upward influence tactics and assessments of promotability" 21 : 739-756, 1995

62 Berger, J., "Advances in group processes, 3" JAI Press 1-22, 1980