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조직혁신 과정에서 사회정치적 지원, 조직지원인식, 혁신행동의 관계
설홍수(Hong-Soo Seol) 한국인사관리학회 2006 조직과 인사관리연구 Vol.30 No.3
조직혁신은 본질적으로 사회정치적 과정이다. 조직 성원들의 혁신행동을 촉진시키기 위해서는 사회정치적 지원이 매우 중요하다. 이 연구는 기존의 사회적 지원 논의를 확장하여 혁신행동에 미치는 영향을 다루었다. 상사 동료의 사회정치적 지원, 조직지원인식, 혁신행동의 관계를 함께 논의하였다. 그리고, 이 관계를 가설로 설정하였다.<BR> 연구개발 조직 성원을 대상으로 설문을 조사하여, 총 153명을 분석대상으로 선정하였다. 그리고 공분산 구조분석을 통해 가설을 검증하였다. 검증 결과, 상사의 사회정치적 지원은 조직지원인식을 매개하여 혁신행동에 유의한 정의 영향을 미치고, 동료의 사회정치적 지원은 혁신행동에 직접적으로 유의한 정의 영향을 미치는 것으로 나타났다. 이러한 연구 결과를 바탕으로 이론적 관리적 함의를 논의하고, 한계, 연구방향을 제시하였다. Organizational innovation is sociopolitical process in nature. Sociopolitical support is very important to facilitate the innovative behavior of employee. This study was discussed about innovative behavior beyond previous study. And, it was discussed about the relationship of supervisor and employee sociopolitical support, perceived organizational support, and innovative behavior. So, these relationships was hypothesized.<BR> The subject of this study was R&D employees. Data was selected by questionnaires in Kyungnam area. It was chosen 153 employees for hypothesis test. Hypothesises was analysed by structural equation methods. In result, it was revealed that innovative behavior was affected by supervisor sociopolitical support via perceived organizational support. But, employee sociopolitical support directly affect innovative behavior.<BR> Finally, it was discussed with theoretical and managerial implications, limitations, and suggestions for the future research.
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지성구(Ji Seong-Goo),설홍수(Seol Hong-Soo) 한국인사관리학회 2004 조직과 인사관리연구 Vol.28 No.3
이 연구는 정서적 혁신몰입의 선행요인으로 조직 성원들이 가지는 이전 혁신에 대한 태도와 결과요인으로 앞으로 진행될 혁신에 대한 혁신개방성과 성원의 업무성과와의 관계를 규명하고자 하는 목적을 설정하였다. 연구결과, 조직혁신에 관한 냉소주의는 정서적 혁신몰입에 유의한 부의 영향을, 기존 혁신에 대한 만족은 유의한 정의 영향을 미치는 것으로 나타났다. 그리고, 정서적 혁신몰입은 혁신개방성과 업무성과에 유의한 정의 영향을 미치는 것으로 나타났다. 이러한 결과를 바탕으로 이론적·실무적 함의와 이 연구의 한계점, 그리고 앞으로의 연구방향을 제시하였다. This study was intended to validate the role of affective commitment to organizational innovation. It was hypothesized that affective commitment to organizational innovation would be affected by cynicism about organizational change and satisfaction with previous innovation. And, It was hypothesized that affective commitment to organizational innovation have an effect on openness to innovation and performance to innovation process. In result, it was revealed that cynicism about organizational change affected affective commitment to organizational innovation negatively, but satisfaction with previous innovation positively, and both openness to innovation and performance to innovation process was positively affected by affective commitment to organizational innovation. Finally, it was discussed with theoretical and managerial implications, limitations, suggestion for the future research.
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조직혁신 냉소주의가 이탈, 발언, 충성, 그리고 태만행동에 미치는 영향
지성구(Seong Goo Ji),설홍수(Hong Soo Seol) 한국경영학회 2006 經營學硏究 Vol.35 No.1
This study was intended to reveal the negative effect of cynicism about organizational innovation during organizational innovation. It has been suggested that cynicism about organizational innovation be key element of organizational innovation failure. It has been analysed that cynicism about organizational innovation affect job satisfaction. organizational commitment. and organizational citizenship behavior negatively in a few previous researches.But. It was not revealed which paths could be possible with the relation organizational innovation failure and cynicism about organizational innovation. 80. this study was intended to reveal the relationship cynicism about organizational innovation and EVLN considering mediating role of resistance to organizational innovation.Meanwhile. It was selected to exit. voice. loyalty. and neglect behavior(EVLN) as performance indicators of organizational innovation. EVLN has been analysed that it would be a result of job dissatisfaction. psychological contract. But. EVLN could be important indicators of organizational innovation whether success or failure.Thus. it was hypothesized that EVLN would be affected by cynicism about organizational innovation via resistance to organizational innovation.Data was collected by questionnaires from Korea companies that organizational innovation has been completed. or is progressing. Hypotheses was verified by structural equation methods using these data. In result. it was revealed that exit and neglect be positively affected by cynicism about organizational innovation via resistance to organizational innovation. voice and loyalty negatively. Interestingly. the relationship of cynicism about organizational innovation andvoice was mediated by resistance to organizationa1 change both fully and partially.This study has severa1 important implications to academics as well as practitioners. The academic contributions are as follows: First. it was about the resu1t of cynicism about organizationa1 innovation. It can be suggested that cynicism about organizational innovation wou1d be cause about organizationa1 innovation failure through organizational members uncooperative behavior. 8econd. it was mediating ro1e of resistance to organizationa1 innovation in the re1ationship of cynicism aboutorganizationa1 innovation and EVLN. It was because of resistance to organizationa1 innovation that the effect of cynicism about organizationa1 innovation toward EVLN was negative. Third. this study expanded with the study of EVLN revealing its another cause. As for practica1 implications. it was perceptions of emp10yee’s cynicism most of a11.Emp10yees cynicism cou1d be core cause of organizationa1 innovation failure. It was tended to decide organizationa1 innovation against the sight of emp10yee of innovation. It will be resu1ted to organizationa1 innovation failure. However. this study has some limitations. This study has not been performed 10ngitudinally. considered the effect of demographic characteristics. and revea1ed the construct of EVLN separate1y. 80. the future researches will be considered for these problems.
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