근로자들의 고용안정성에 대한 인식과 혁신활동 간의 관계: 조직정체성의 매개효과 = The Effect of Job Security Conceived by Employees on Innovation Activities:Focusing upon the Mediation Effect of Organizational Identity

다국어 초록 (Multilingual Abstract)

The purpose of this study is to examine whether and how innovative activities are influenced by job security.
To verify the research hypothesis at the individual level we collected the 612 survey data from 1,000 employees who worked for small-sized manufacturing companies.
According to the research, job security facilitates innovative activities. And this research finds that positional stability and situational control power lead employees to activity participate in innovation activities through organizational identity.
This research result is opposite to common sense that job security demotes innovative activities.
This research presents a practical implication to Korea when it suffers from high employment instability and stagnant innovation at the same time. This study suggest that companies and employees improve positional stability and situational control power in order to enhance innovation. This will sustain their win-win solution.
Moreover, this research may contribute to expand the aspect of advance academic research on job security while there exist little research on the effects of job security can contribute to innovation activities. Also, this research presents that job security is not a notion but the alternative by using of the positional stability and situational control power.
Finally, The limitation of this research is discussed.

국문 초록 (Abstract)

무한경쟁시대에 생존의 필수적인 요소가 혁신으로 인식되면서 혁신을 제고할 수 있는 영향요인을 찾는 연구가 활발히 진행되고 있다. 본 연구는 혁신활동이 고용안정성에 어떠한 영향을 받는지를 실증적으로 분석하였다. 타 연구와 달리 개인수준에서 연구가설을 검증하기 위해 편의추출법에 의해 중소 제조기업의 종사자를 대상으로 설문조사를 실시하여 612부를 회수하였다. 연구결과 고용안정성이 혁신활동에 영향을 미친다는 가설을 검증하였다. 또한 고용안정성을 측정하였던 직위안정성 및 상황통제력이 조직정체성을 매개로 혁신활동에 영향을 미친다는 점을 발견하였다.
이 연구는 고용안정성이 높으면 혁신활동이 저하된다는 일부 이론이나 상식과는 반대의 실증결과를 보여준다. 고용안정성의 영향에 관한 연구가 국내에 많지 않은 현실에서 본 연구는 고용안정성에 대한 이론적 논의를 보다 심화시키는 데 기여할 것으로 기대된다. 또한 고용불안정이 큰 사회문제로 대두되고, 기업이 여기에 대응하여야 하는 상황에서 중요한 실무적 시사점을 제공하고 있다. 고용안정성이 혁신활동에 기여를 한다는 것을 증명함으로써 고용안정성 제고가 단순히 근로자의 안정욕구를 충족하는 것이 아니라 기업의 혁신활동을 촉진할 수 있다는 점을 보여준다. 더불어 실무적으로 고용안정성을 단순한 하나의 개념이 아닌 직위안정성과 상황통제력이라는 구성요소를 통해 접근할 수 있다는 점을 보여준다. 이는 기업과 근로자가 혁신을 제고하기 위해서는 보다 구체적으로 고용안정을 실행할 수 있는 방안을 모색하여야 한다는 점을 지적한다.

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