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중소기업 기술혁신역량 평가 및 글로벌 정책분석사업(X)
오승환(Seunghwan Oh),김선우(Sunwoo Kim),임채윤(Chae Yoon Lim),김형수(Hyung Soo Kim),김승현(SeungHyun Kim),정효정(Hyojung Jung),김수은(Sueun Kim) 과학기술정책연구원 2019 정책연구 Vol.- No.-
This study is a 10th year study of 『Assessment of technology innovation capacity and analysis of the global policies of SMEs』. The purpose of this study is to identify SMEs’ technological innovation capacity and to find new directions for SMEs’ innovation policy through monitoring global policy trends. This study constitutes with two modules(module 1 and module 2). Module 1 has two parts. In Module 1-1, we analyse the TFP(Total Factor Productivity) of SMEs and compares the SMEs’ technological innovation capacity with other countries. In Module 1-2, we look into the R&D tax credit policy of major countries. There are three analysis in module 2 related with R&D investment for SMEs, and these studies have the linkage with previous research(9th year study). Module 2 includes an analysis on the effect of R&D support for SMEs on total factor productivity(Module 2-1), a network analysis of public-private collaboration and a study on the development of companies" predictive models for future growth. In conclusion, there are 7 suggestions and tasks of SMEs innovation policy: ① Developing the evaluation model for improving the efficiency of government R&D support for SMEs, ② Converting government R&D support performance indicators from quantitative indicators to qualitative indicators, ③ Establishing a portfolio of government R&D Support for SMEs, ④ Clarification of government R&D support area, ⑤ Expansion of ecosystem support to reduce technology gaps between SMEs, ⑥ Advancing the R&D management system for public-private collaboration, ⑦ Clarifying the definition and measurement of SMEs’ R&D activities.
전문대학 행정직원의 자기효능감, 조직후원인식, 조직평판이 LMX와 조직유효성에 미치는 영향
한승환(Han SeungHwan),채명신(Chae MyungSin) 한국문화융합학회 2020 문화와 융합 Vol.42 No.9
본 연구는 전문대학에 근무하는 행정직원을 대상으로 자기효능감, 조직후원인식, 조직평판, LMX, 조직몰입, 혁신행동간의 관계를 살펴보고자 했다. 이를 위해 2020년 4월 1일부터 4월 29일까지 전국 60개 전문대학에 근무하는 행정직원을 대상으로 설문조사를 실시하였다. SPSS 21.0을 이용하여 응답자의 일반적 특성과 탐색적 요인분석을 실시하였고 Smart PLS 3.0 프로그램은 확인적 요인분석, 신뢰도 및 타당도 분석, 모형적합도 등 구조방정식 모형분석에 사용하였다. 연구결과는 다음과 같다. 첫째, 자기효능감과 조직후원인식은 LMX에 유의한 정(+)의 영향을 미치는 것으로 나타났으며 조직평판은 유의하지 않은 결과를 나타냈다. 둘째 자기효능감, 조직후원인식, 조직평판은 조직몰입에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 혁신행동에 유의한 정(+)의 영향을 미치는 선행변수는 자기효능감으로 나타났으며 조직후원인식과 조직평판은 유의하지 않은 것으로 나타났다. 넷째, 보직교수와 행정직원의 교환관계의 질을 나타내는 LMX는 조직몰입에 유의한 정(+)의 영향을 미치는 것으로 나타났으나 혁신행동에는 유의하지 않은 결과를 나타냈다. 다섯째, 조직몰입은 핵신행동에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 여섯째, LMX는 자기효능감·조직후원인식·조직평판과 혁신행동간의 관계에서 매개역할을 하지 못하는 것으로 나타났다. 일곱째, 조직몰입은 자기효능감과 혁신행동사이에서 부분매개, 조직후원인식·조직평판과 혁신행동 사이에서 완전매개 역할을 하는 것으로 나타났다. This study aimed to examine the relationship among self-efficacy, perceived organizational support, organizational reputation, leader-member exchange (LMX), organizational commitment, and innovation behavior for administrative staff working in universities. To this end, a survey was conducted with administrative staff members working at 60 universities nationwide, from April 1 to April 29, 2020. SPSS 21.0 was used to perform descriptive statistics, frequency analysis, and exploratory factor analysis. The Smart PLS 3.0 program was used to test measurement model and research hypothesis, applying structural equation model analysis. The research results are as follows. First, self-efficacy and perceived organizational support were found to have a significant positive effect on LMX, and organizational reputation showed insignificant results. Second, self-efficacy, perceived organizational support, and organizational reputation were found to have a significant positive effect on organizational commitment. Third, the leading variables that have a positive effect on innovation behavior were self-efficacy; perceived organizational support and organizational reputation were not found to be significant. Fourth, LMX - which shows the quality of exchange relations between professors and administrative staff - has a significant positive effect on organizational commitment, but not on significant innovation behavior. Fifth, organizational commitment was found to have a significant positive effect on innovation behavior. Sixth, LMX did not play a mediating role in the relationship among self-efficacy, perceived organizational support, organizational reputation, and innovative behavior. Seventh, organizational commitment had a partially mediating effect on the relationship between self-efficacy and innovation behavior, and a full mediating effect on the relationship among perceived organizational support, organizational reputation, and innovation behavior.