문화예술적 경험이 개인의 창의성과 업무성과에 미치는 영향에 관한 연구 = (The) effect of culture and arts based experience on individual creativity and performance

다국어 초록 (Multilingual Abstract)

Many companies nowadays analyze the given environment, approach problems from different perspectives and consistently endeavor to think of solutions distinct from others in order to survive in the constantly evolving global market and society. In addition to the tangible assets of companies, the creative ability of the individuals within the organization, the creators of fundamental knowledge who produce information and intangible assets, are also becoming important variables that determine the companies’ survival.
How then is creativity, the ability to produce new knowledge and generate unique and effective ideas, initiated? How does it spark and what is the reality behind it? Companies recognize the importance of creativity in this era of modern knowledge, securing creative talents from the time of employment as well as considering a variety of ways to develop and maximize the creative capabilities of organization members. One approach has recently been attracting attention, emerging with the refocusing of the humanities and arts. This approach is characterized by the attempt to apply culture and art to business. Ties with culture-arts and management have been a long running relationship, which originated from the purpose of building a public reputation. Many academic researches are currently underway in terms of external economic value. These are changing the corporate image and increasing market competitiveness through social contribution to culture and arts. However, the purpose of companies interested in the field of culture and arts is to gain not only the external value but also the internal value, such as the growth of a company’s potential secured by the stimulation of the employees’ creativity.
This study is focused on culture and arts and individual creativity, all of which are emerging rapidly but have not been making much progress in terms of in-depth research. How can creativity, a critical factor that determines companies’ survival, be stimulated? What is needed to successfully accomplish creative tasks? Will the culture and arts-based management strategy indeed be effective? Creativity researchers see personality, cognitive ability, intrinsic motivation and domain knowledge as the major factors of individual creativity (Amabile, 1996, Zhou and Shalley, 2009). They also believe that creativity of individuals affected by situational contextual factors in sociological perspective (Woodman et al, 1993; Amabile,1988;1996, Woodman et al, 1993; Drazin et al., 1999; Hargadon and Bechky, 2006) could be triggered from a variety of experiences and communication with others, as well as direct and indirect interaction in the field of culture and arts(Ivancevich and Gilbert, 2000; Robinson and Dechant, 1997; Nonaka, 1994; Woodman et al., 1993; Wiersema and Bantel, 1992; Cox and Blake, 1991; King and Anderson, 1990; Barron and Harrington, 1981).
Therefore, assuming that the domain knowledge and creativity factors of individuals (fluency, flexibility, originality, logicality, openness, risk-taking) proposed by the researchers are the main factors that successfully carry out creative tasks, this paper examined the significant effects of culture and art based experiences, which might seem unrelated to business. By facilitating the creativity factors of individuals, business performance is expected to improve in the constantly changing business environment. Both qualitative and quantitative research methods were used based on an exploratory mixed method design. The main hypothesis established to carry out this study's research projects is described below.
First, domain knowledge and creativity factors of individuals are major precedence factors that determine the performance of a creative task. (Hypothesis 3, Hypothesis 4).
Second, the culture and art-based creation experience and appreciation experience contribute to task performance by strengthening the creative factors of individuals (Hypothesis 1, Hypothesis 2). Facilitating the enhanced creativity factors of individuals also help the domain knowledge influence job performance (Hypothesis 5, moderating effect).
Based on the analysis of a total of 385 survey data collected from R & D related area workers, laboratory and marketing professionals and individuals engaged in research and development organizations, the hypothesis has been accepted, proving that the culture and art based creation experience and appreciation experience are all effective in enhancing creative factors of individuals (Hypothesis 1 and Hypothesis 2 supported). It has also been shown clearly that the impact of domain knowledge on business performance is significant, similar to all creative factors except for flexibility and originality: fluency, logicality, openness and risk-taking (Hypothesis 3 partially accepted, Hypothesis 4 supported). The hypothesis about moderating effect appeared to be positive in strengthening the impact of domain knowledge on business performance, supported by all the creativity factors except for originality (Hypothesis 5 partially accepted). It was analyzed that most of the hypothesis anticipated in this study concerning the relationships are significant. In addition, it was shown that culture and art-based creation experience and appreciation experience have different influences on each of the creativity factors. Part of the creativity factors such as originality and flexibility can contribute to the performance of creative tasks when it harmonizes with other values like compassion, cooperation and trust within an organization where members work together. Finally, it was confirmed that performances can be maximized when creative factors and domain knowledge are optimized and generate synergy.
Since objective measures were not included for the measurement of business performance and the set range of creative tasks were rather extensive in this study, subsequent studies are necessary in terms of specialized applications in the corporate and industrial settings. However, by stressing the new advantage that culture-arts based strategy can create an environment that fosters the development of new knowledge and human resources, this study established the theoretical foundation with which management and culture-arts management strategy can be combined more broadly. It also provided guidelines for people in charge of HRM when developing culture-arts management strategies for human resources development and knowledge creation in the R&D department.

국문 초록 (Abstract)

현대의 기업들은 끊임 없이 변화하는 기술적, 사회적 환경하에서 살아남기 위해 주어진 환경을 창의적으로 해석하고, 문제를 새로운 관점에서 바라보며, 남들이 생각해 내지 못한 독창적인 해법을 찾아 노력에 노력을 거듭하고 있다. 또한, 기업이 가진 물리적 자산뿐 아니라 눈에 보이지 않는 무형자산, 지식과 무형자산을 만들어 내는 원천적 지식 생성자, 조직 내 한 개인의 창의적 능력이 기업의 사활을 결정하는 중요 변수가 되어 가고 있다. 새로운 지식을 창출하는 능력, 새롭고 유용한 것을 만들어 내는 원천으로서의 창의성(Creativity)은 어떻게 촉발되는가? 실체는 무엇인가? 기업현장에서는 현대 지식사회에서 창의성이 주는 중요한 의미를 인지하고 채용 당시부터 창의적 인재를 선별적으로 선발, 우선적으로 확보하는 것에서 더 나아가 이미 고착화 되어 있는 조직 구성원들의 창의적 역량을 개발, 최대한의 능력을 발휘시키기 위해 다양한 방편을 고심 중이다. 이들 가운데 최근 인문학과 예술적 가치의 재조명과 더불어 새롭게 부각되어 주목을 끌고 있는 것이 있다. 경영에 문화예술을 접목시키려는 시도이다. 경영 분야에 있어 문화예술분야와의 결연은 기업의 외향적 명성구축을 위한 목적으로부터 시작하여 이미 오래된 관계이긴 하다. 학술적으로도 사회적 공헌을 통해 기업 이미지를 바꾸고, 기업의 활동기반을 강화한다거나, 시장 경쟁력을 제고하려는 등 외향적으로 창출되는 경제적 가치측면에서 많은 연구가 진행되고 있다. 그러나, 기업이 문화예술영역에 관심을 가지는 것은 사회공헌차원뿐 아니라 고객유지, 기업인지도상승, 시장경쟁력강화, 더 나아가 기업 내부적으로 조직원들의 창의성을 증진시키고, 문화예술을 통해 기업의 잠재적인 성장동력을 확보하려는 전략적인 이유도 있다.
본 연구는 최근 급격히 부각되고는 있지만, 상대적으로 깊이 있는 연구가 진행되지 못하고 있는 문화예술과 개인의 창의성에 주목하였다. 창의성의 시대, 기업의 사활을 결정하는 창의성은 어떻게 자극될 수 있는가? 창의적 과업을 성공적으로 성취하기 위해서는 무엇이 필요한가? 최근 부각되고 있는 문화예술을 접목한 전략이 과연 유효할 것인가? 창의성 연구자들은 개인의 성격, 인지적 능력, 내재적 동기, 꾸준히 누적한 관련영역의 지식 등을 창의성을 구성하는 주요 요인으로 보고 있다(Amabile, 1996, Zhou and Shalley, 2009). 또한, 사회학적 관점에서 상황 맥락적 요인(Woodman et al, 1993; Amabile,1988;1996, Woodman et al, 1993; Drazin et al., 1999; Hargadon and Bechky, 2006)에 영향을 받는 개인은 다양한 경험과 소통, 직 간접적 예술체험으로 내면의 창의성을 일깨울 수 있다고 이야기 한다(Ivancevich and Gilbert, 2000; Robinson and Dechant, 1997; Nonaka, 1994; Woodman et al., 1993; Wiersema and Bantel, 1992; Cox and Blake, 1991; King and Anderson, 1990; Barron and Harrington, 1981). 본 연구는 이들의 논의를 근간으로 기존 연구자들이 제시한 개인의 창의적 특성과 개인이 축적한 해당 영역의 지식을 창의적 과업을 성공적으로 이루어 내는 주요 변인으로 보고, 업무와 무관해 보이는 문화예술적 경험이라는 것이 변화하는 기업환경에서 개인의 창의적 특성을 강화시킴으로써 업무성과 향상에 유의미한 영향을 줄 수 있을 것으로 가정하여 심층 인터뷰와 양적 연구를 병행, 이를 실증하고자 하였다. 연구과제 수행을 위해 설정된 본 연구의 주요 가설은 다음과 같다. 첫째, 개인의 창의적 특성(유창성, 융통성, 독창성, 논리성, 개방성, 도전성)과 영역지식은 창의적 업무를 수행함에 있어 성과를 결정하는 주요 선행요인이다(가설 3, 가설 4). 둘째, 문화예술적 창작경험과 감상경험은 이 들 중 개인의 창의적 특성을 강화시킴으로써(가설 1, 가설2), 그리고 강화된 개인의 창의적 특성은 영역지식이 업무성과에 주는 영향력을 도와줌으로써(가설 5) 업무 성과에 기여하게 된다.
연구 대상은 R&D 관련 영역종사자, 연구소 및 마케팅 전문가, 컨설팅 부문에 해당하는 업체와 공기업, 공공기관, 교육기관에서 기획 및 연구개발 업무에 종사하는 조직 내 개인이며, 이들에게서 수집된 총 385개의 설문자료를 구조방정식 모형(AMOS 20)을 통해 분석한 결과 문화예술적 창작경험과 감상경험은 모두 개인의 창의적 특성을 강화시키는 유의미한 효과가 있으며(가설1과 가설2 모두 지지), 개인의 창의적 특성과 영역지식이 업무성과에 미치는 영향 또한 융통성과 독창성을 제외한, 유창성, 논리성, 개방성, 도전성, 영역지식 모두 업무성과에 의미 있게 기여하는 것으로 입증되었다(가설 3은 부분 채택, 가설 4 지지). 조절 효과에 관한 가설 역시 독창성을 제외한 모든 요인이 영역지식이 업무성과에 미치는 영향을 긍정적으로 강화시키고 있는 것으로 나타나(가설5 부분 채택) 본 연구가 예상하였던 문화예술과 개인의 창의성 업무성과에 관한 가설은 대부분 유의한 것으로 분석 되었다. 또한, 창작과 감상경험이 창의적 특성에 미치는 영향력에 있어 특성 별로 차이가 있다는 것과 독창성, 융통성과 같은 일부 창의적 특성은 배려, 협력, 신뢰와 같은 다른 특성과 조화를 이루어야 함께 일하는 조직에서 의미 있는 평가를 받을 수 있다는 것, 마지막으로 창의적 특성과 해당 분야의 영역지식이 상호 시너지를 발생할 때 성과를 극대화 시킬 수 있다는 것을 확인하였다.
본 연구가 업무성과에 있어서 객관화된 수치적으로 측정 가능한 도구를 사용하지 못했고, 창의적 업무를 다소 광범위하게 설정하였기 때문에, 개별화된 적용을 위해서는 산업 및 기업별로 세분화된 후속 연구가 추가적으로 더 진행되어야 한다는 한계를 갖고 있긴 하다. 그러나, 창의성의 시대에 경영과 문화예술영역과의 결합이 사회적 기여와 시장전략적 측면에서의 효과성뿐 아니라 인적자원의 창의성을 개발하고, 새로운 지식을 창조하는 창의적 문화 기반을 마련할 수 있다는 새로운 가치를 조명해 줌으로써 경영과 문화예술영역을 보다 광범위하게 접목시킬 수 있는 이론적 기반을 마련하였으며, 실무적으로는 연구 개발 부문에 있어 지식창출 및 창의적 인재 개발을 위한 문화예술 지원 전략을 수립할 때, 보다 적중도 높은 전략을 수립할 수 있도록 실무적인 가이드라인을 제시하였다고 볼 수 있다.

목차 (Table of Contents)

• I. 서론 1
• A.연구 배경 1
• B.연구 과제 및 구성 5
• 1. 연구과제와 연구설계 5
• 2. 논문구성 7
• C.주요 용어 정의 8
• II. 문헌연구 10
• A.창의성 발현 및 지식창출이론 10
• 1. 관찰, 모방행동과 무의식 (행동주의, 사회학습, 심리 역동적 관점) 11
• 2. 인지적 사고와 경험지식의 유추 (인지주의 심리학) 12
• 3. 사회적 상호작용과 다양성(조직학습이론, 조직지식이론) 14
• B.문화예술이론 18
• III.연구가설 및 모형 21
• A.주요 변수의 정의 21
• 1. 개인 창의성 (개인의 창의적 특성과 영역지식) 21
• 2. 문화예술적 경험 27
• 3. 업무성과 29
• B.연구가설 31
• 1. 문화예술적 경험과 개인의 창의적 특성과의 관계 (H1, H2) 32
• 2. 개인의 창의적 특성, 영역지식과 업무성과와의 관계 (H3, H4) 38
• 3. 영역지식이 업무성과에 미치는 영향에 대한 개인 창의적 특성의 조절효과 (H5) 41
• C.연구모형 44
• IV.연구방법론 45
• A.심층 인터뷰 46
• 1. 인터뷰 목적과 인터뷰 대상자 특성 46
• 2. 인터뷰 절차 및 구성 47
• 3. 면접자료의 분석과 활용 47
• B.양적 연구 48
• 1. 자료수집 48
• 2. 표본의 특성 49
• 3. 사전적 분석: 측정 도구의 신뢰도와 타당성 53
• V. 분석결과 69
• A.연구모형의 적합도 및 구조방정식 모형분석 69
• B.조절효과 분석 72
• VI.결과토의 75
• A.개략 75
• B.인과관계 별 세부 토의사항 77
• 1. 문화예술적 경험과 개인의 창의적 특성과의 인과관계 77
• 2. 개인의 창의적 특성, 영역지식과 업무성과와의 인과관계 82
• 3. 영역지식이 업무성과에 미치는 영향에 대한 개인 창의적 특성의 조절효과 86
• VII.결론 89
• A.결론 및 시사점 89
• B.향후 연구과제 및 제언 91
• 참고문헌 94
• 부록 112
• ABSTRACT 130

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