기능적 다양성이 팀창의성에 미치는 영향

이덕로(Deog-Ro Lee),김태열(Tae-Yeol Kim) 한국경영학회 2015 經營學硏究 Vol.44 No.5

Many creativity researchers have examined the effects of functional diversity on individual and organizational effectiveness. Of these various outcomes, creativity has received an increasing attention from management scholars because it is critical for organizations to survive and sustain organizational success in the long run under radical changes in business environments. Although current studies on functional diversity have enhanced our understanding the effects of functional diversity on individual and team creativity, there are several important issues that need to be addressed. First, there is lack of studies that examined the underlying mechanisms that link between functional diversity and creativity. Second, there is limited studies on the conditional factors that can mitigate or enhance the relationship between functional diversity and creativity. Third, most studies on functional diversity have been done in the Western society. It would be interesting to examine whether the current findings in the Western countries can be generalized to Asian contexts(e.g., South Korea) where social norms and principes in interpersonal relations are different from those in the Western society. Our study aims to examine how team functional diversity affects team creativity, how team intrinsic motivation mediates the latter relationships, and how task interdependence moderates the relationship between functional diversity and team intrinsic motivation. To address theses issues, we collected the data fromeight Korean companies(i. e., two high technology manufacturing companies, two software development companies, two pharmaceutical companies, and two promotion companies). We distributed 354 supervisor-subordinate pair surveys. To avoid common method bias, we asked subordinates to assess their functional backgrounds, team intrinsic motivation, task interdependence, and asked supervisors to assess their functional backgrounds and team creativity. We used 269 complete supervisor-subordinate pairs in the analyses, and found that functional diversity was positively associated with team creativity. Also, we found that team intrinsic motivation significantly mediated the relationship between functional diversity and team creativity, and task interdependence moderated the latter relationships. We discussed several theoretical and practical implications of the findings.

정책연구 : 중소기업의 노사파트너십이 기업경쟁력에 미치는 영향

이덕로 ( Deog Ro Lee ),박재석 ( Jae Seok Park ) 한국중소기업학회 2010 中小企業硏究 Vol.32 No.3

대학생의 학교생활 만족도에 대한 관련 변인들의 상대적 영향력 분석

이덕로(Deog Ro Lee),손경애(Kyung Ae Son) 한국산업경영학회 2014 경영연구 Vol.29 No.2

본 연구의 목적은 NCSI 모형과 사회체제이론을 이론적 틀로 활용하여 대학생의 학교생활 만족도에 대한 관련 변인들의 상대적 영향력을 분석하는 데 있다. 이러한 목적을 달성하기 위하여 본 연구는 전국 32개의 4년제 대학의 학생 1,400명을 대상으로 대학생의 학교생활 만족도에 대한 설문조사를 실시하였다. 설문자료 분석 방법으로는 단계별 회귀분석을 활용하였다. 분석 결과, 본 연구에서 설정된 7개 하위변인들이 대학생의 학교생활 만족도 전체 변량의 60.3%를 설명하는 것으로 나타났다. 대학생의 학교생활 만족도에 대한 관련 변인들의 상대적 영향력을 각 영역별로 분석한 결과는 다음과 같다. 먼저, 환경 영역에서는 기업의 영향력이 가장 높았으며, 정부 정책과 학부형의 영향력이 유의미한 것으로 나타났다. 투입 영역에서는 등록금을 제외한 나머지 요인들의 영향력은 대체로 미미하거나 유의미하지 않았다. 과정 영역의 교직원 부문에서는 교수와 직원의 영향력이 모두 유의미하였으며, 학생 부문에서는 유일하게 선후배와의 모임의 영향력이 유의미한 것으로 나타났다. 한편, 과정 영역의 시설 부문에서는 기본, 지원, 복지후생 시설의 영향력이 대체로 미미하거나 유의미하지 않았다. 산출 영역에서는 교육만족도와 교육효과의 영향력이 유의미한 것으로 나타났다. 마지막으로, 피드백 영역에서는 어떤 하위변인도 유의미한 영향을 미치지 않는 것으로 나타났다. 이러한 결과는 대학생의 만족도가 단순히 대학에만 연관된 문제가 아니라 대학교육의 감독기관인 정부와 대학 졸업생들에게 취업 기회를 제공하는 기업과 밀접하게 연관되어 있음을 보여준다. 이와 관련하여 본 연구는 정부, 사회, 대학, 학생 차원에서 대학생의 학교생활 만족도를 제고하기 위한 시사점을 제시하였다. The purpose of this study is to analyze the influence of the related variables on the university students' school life satisfaction. The study utilized the NCSI model and social systems theory as theoretical frameworks. A nation-wide questionnaire survey was conducted for 1,400 students from 32 four year universities in Korea. Multiple regression analysis was utilized as a statistical tool. The study results showed that 7 sub-variables explained 60.3% of the total variance of university students' school life satisfaction. The relative influence of each variable on the university students' school life satisfaction was determined: First, among the environmental variables, enterprises had the most powerful influence. The influences of government policy and parents were also statistically significant. Among the input variables, except for tuition, the influences of other variables were weak or not significant. Among the process variables, both professors and staff in the faculty section, and only meetings between seniors and juniors in the student section were found to have statistically significant influences. In the facility section, the influences of all the basic, support, and welfare facilities were weak or not significant. Last, among the output variables, the influences of educational satisfaction and effect were statistically significant. The study results reveal that students' school life satisfaction is not only an issue related to the correspondent schools that provide their students with educational opportunities but also to government as the competent institution of higher education and enterprises that provide university graduates with job opportunities. The study suggests strategic alternatives for enforcing the university students' school life satisfaction at the levels of government, society, university, and students.

직무만족과 이직의도와의 관계에 관한 연구 : 고용형태의 조절효과를 중심으로 Moderating Effect of Employment Types

이덕로 ( Deog Ro Lee ),김찬중 ( Chan Jung Kim ) 한국인적자원관리학회 2006 인적자원관리연구 Vol.13 No.1

연구논문 : 유한킴벌리-NGO 파트너십에 관한 사례연구

이덕로 ( Deog Ro Lee ) 한국인적자원관리학회 2006 인적자원관리연구 Vol.13 No.4

개인창의성에 영향을 미치는 변수에 관한 연구 -창의적 성격, 기술다양성 및 팀 특성의 상호작용효과를 중심으로

이덕로 ( Deog Ro Lee ),김태열 ( Tae Yeol Kim ) 한국인적자원관리학회 2009 인적자원관리연구 Vol.16 No.3

국내 바이오기업의 기업경쟁력 결정요인 : 경영특성 변수를 중심으로 Management Practices as its Determinants

이덕로 ( Deog Ro Lee ),이지만 ( Ji Man Lee ) 한국중소기업학회 2007 中小企業硏究 Vol.29 No.2

생명보험설계사의 이직 결정요인

이덕로(Lee, Deog Ro),안철경(Ahn, Chul Kyung),권인수(Kwon, In Su) 한국인적자원관리학회 2010 인적자원관리연구 Vol.17 No.4

본 연구의 목적은 국내보험 유통시장의 주된 관심사로 대두되고 있는 생명보험설계사의 이직결정요인을 분석하고, 이에 따른 시사점을 제시하는 데 있다. 이를 위해 631명의 국내 생명보험 모집종사자를 대상으로 설문조사를 실시하였는데, 그 결과 다음과 같은 사실을 알 수 있었다. 첫째, 보험설계사의 연령과 이직간 관계는 통계적 유의성이 나타나지 않았다. 다만, 중소형생보 설계사는 고연령층, 외자계생보 설계사는 저연령층에서 이직경험이 높았다. 둘째, 보험설계사의 소득수준과 이직의 관계는 중간소득 설계사의 이직이 가장 높았다. 반면 고소득 설계사의 이직은 낮았다. 고성과 보험설계사는 높은 보상체계를 통해 직무만족이 높아져 이직에 소극적일 것임을 시사한다. 셋째, 4∼9년 정도의 판매경력을 갖는 보험설계사의 이직이 가장 높았다. 저경력 설계사는 판매 노하우, 보험지식, 고객 수, 영업 실적 등을 고려할 때 이직의 유인이 낮았다. 고경력 또는 고소득 설계사의 잔존수당, 적응비용, 기존 고객관리, 다양한 우대제도 등이 이직 유인을 감소시키는 작용을 하고 있는 것으로 보인다. 넷째, 금융겸업화 및 전문화 트렌드를 고려하면 자격증 등 전문성 요인이 이직의 유인으로 활용되고 있는 것으로 분석되었다. The main purpose of this paper is to analyze systematically determinants of turnover of life insurance solicitors which are emerging as a main concern of the domestic insurance market and then to give some suggestions. To accomplish this research objective, 631 life insurance solicitors were randomly selected and surveyed with questionnaire method. The results of the study can be summarized as follows. First, insurance solicitors' age and sex did not show any statistical significance relationship. However, small and medium-sized insurance solicitors in the elderly and foreign capital insurance solicitors in the younger experienced higher turnover. Second, the relationship between income level and turnover of life insurance solicitors was the highest in the middle-income solicitors. But the turnover of high income solicitors was low. This result suggests that high performance insurance solicitors had high job satisfaction by high reward system and therefore were negative to turnover. Third, the turnover of income solicitors with 4-9 years of experience was high. But sales know-how, insurance knowledge, the number of customers, sales performance, etc. considered, solicitors with low experience showed low turnover inducement. Fourth, the study results showed that expertise factor such as license was being used as an inducement of turnover considering financial service integrations and specialization trend.

포항제철의 노사동반자관계 사례

이덕로(Deog-Ro Lee),김상표(Sang-Pyo Kim) 한국인적자원개발학회 2000 인적자원개발연구 Vol.2 No.1

직무특성이 개인창의성에 미치는 영향

이덕로(Deog Ro Lee),김태열(Tae Yeol Kim) 한국경영학회 2008 經營學硏究 Vol.37 No.3

Employee creativity can help organizations have competitive advantages for an organizational innovation, survival and long term success. Creativity researchers have concentrated on examining the antecedents that influence employee creativity in an organizational context. Specifically, they have found that personal characteristics (e.g., creative personality and openness) and organizational context (e.g., work environment and leadership) are associated with individual creativity. In particular, it is notable that one of the antecedents of individual creativity is job characteristics. However, less research has focused on examining how various job characteristics influence individual creativity. According to Hackman & Oldham(1980), there are five job characteristics: job autonomy, task identity, task importance, skill variety, and feedback. Researchers have found that those five job characteristics are associated with turnover intention, organizational citizenship behaviors, job satisfaction, and organizational commitment. However, no research has examined how those five job characteristics influence individual creativity. In addition, creativity researchers have paid less attention to examine the underlying process by which job characteristics influence individual creativity. To address theses issue, we examined how the five job characteristics influence individual creativity, how job characteristics affect proactive behaviors, and how proactive behaviors influence individual creativity. We also directly test whether proactive behaviors can mediate the relationships between job characteristics and individual creativity. We collected data from 154 employee-supervisor pairs from research and development(R&D) departments in 14 organizations in South Korea. The employees reported on their job characteristics and proactive behaviors, while the supervisors assessed the employees`` individual creativity. To test the research hypotheses, we conducted structural equation modeling analysis using AMOS 4.0. The results show that overall the proposed research model fits to the data well based on various fix indices such as CFI, RMSEA, and GFI. Specifically, we found a positive relationship between individual creativity and the five job characteristics. In addition, the results revealed that job characteristics were significantly associated with proactive behaviors which in turn significantly influenced individual creativity. Finally, proactive behaviors fully mediated the relationship between individual creativity and job characteristics. This study has distinct implications in theory. For example, the present study can contribute to creativity research by examining the effects of various job characteristics on individual creativity. This approach has seldom been used in the literature. Second, it identified an underlying process that related job characteristics to individual creativity. Findings in this study have also some practical implications in organizations. In R&D departments, the results of this study can be adopted to enhance individual creativity by designing jobs that place significance on pertinent job dimensions (i.e., job autonomy, task identity, task importance, skill variety, and feedback). In addition, R&D departments that aim to encourage individual creativity need to provide an environment that encourages proactive employees.