조직구성원의 혁신행동에 미치는 영향요인 연구 = Determinants of Employee's Innovative Behavior

다국어 초록 (Multilingual Abstract)

It is evident that most CEOs are eager to find a way of growth through innovation. The reasons many: intensified competition, escalating customer expectations, and unexpected market shifts. The usual purpose innovation in a company is being successful in growth and profit while facing rapid change. Innovation is essential to company's survival and prosperity. Also company's competitive advantage is driven by innovation. Innovation activities were performed by employee. Therefore, it is regarded that an employee's innovative behavior is an important factor which effects a company's innovation and growth.

The purpose of this study is to identify the determinant factors of innovative
behavior in order to help companies which pursue growth through innovation. The self-efficacy, influence, competitive pressure, supervisor support, organizational support, and the incentives toward innovative behavior, were examined to provide this integrated model.

The relationship between the demography of employees and the degree of innovative behavior were also examined. To achieve the purpose of this research, surveys were conducted on a sample including 250 employees of 3 major electricity manufacturing company in Gumi-city, Korea.

For the practical analysis, 250 questionnaires were released and 213 were returned. However, 15 questionnaires out of those returned were considered to be statistically valueless for the analysis since some were missed out and some were clearly biased. Therefore, a total of 198 questionnaires have been used to establish the analysis. The collected data has been analyzed by using SPSS 12.0K version. The statistical techniques used in this study were descriptive analysis, reliability test, factor analysis, correlation analysis, multiple regression analysis.

The results of multiple regression analyses indicated that the self-efficacy
and perceived organizational support have significant relationships with an employee's innovative behavior.
This study provides some empirical evidence that supports the theoretical validity of the basic assumption that self-efficacy and perceived organizational support are important determinants of employee's innovative behavior. They are suggested to develop employee's innovative behavior which encourages self-efficacy and increases employee's recognition of organizational support to achieve high performance through innovation.

Lastly, as this study had limitations placed on its performance using specific samples and conditions, future studies should be based on more companies and factors effective to an employee’s innovative behavior.

목차 (Table of Contents)

• 제 1장 서 론···························································· 1
• 제 1 절 연구의 필요성······················································ 1
• 제 2 절 연구의 방법························································ 2
• 제 3 절 논문의 구성························································ 3
• 제2장 이론적 배경 ····················································· 4
• 제 1 절 혁신과 혁신행동···················································· 4
• 1.혁신의 개념···························································· 4
• 2.혁신의 유형 ··························································· 5
• 3.혁신행동의 정의························································ 8
• 4.혁신행동의 영향요인···················································· 9
• 제 2 절 혁신행동의 독립변수··············································· 16
• 1.자기유능감···························································· 16
• 2.영향력································································ 17
• 3.경쟁 압력 ···························································· 18
• 4.상사 지원····························································· 19
• 5.조직지원······························································ 19
• 6.인센티브······························································ 21
• 제 3 장 연구 방법 ···················································· 24
• 제 1 절 연구모형 및 가설의 설정··········································· 24
• 1. 연구모형의 설계······················································ 24
• 2. 가설의 설정·························································· 25
• 제 2 절 변수의 조작적 정의················································ 27
• 1.종속 변수····························································· 27
• 2.독립변수······························································ 28
• 1) 자기유능감 ························································ 28
• 2) 영향력···· ························································ 29
• 3) 경쟁 압력 인식····················································· 29
• 4) 상사 지원·························································· 30
• 5) 조직지원 인식······················································ 30
• 6) 인센티브··························································· 31
• 3.설문지의 구성························································· 32
• 제 3 절 표본의 선정 및 특성··············································· 33
• 1. 표본의 선정과 분석 방법·············································· 33
• 2. 표본의 특성·························································· 33
• 제 4 장 연구 결과의 분석 ············································ 35
• 제 1 절 측정도구의 신뢰성과 타당성 분석··································· 35
• 1. 신뢰성 분석·························································· 35
• 2. 타당성 분석·························································· 36
• 제 2 절 변수들의 기술 통계················································ 38
• 1. 변수들의 기초통계 결과··············································· 38
• 2. 변수간 차이 분석····················································· 38
• 3. 변수간 상관관계 분석················································· 44
• 제 3 절 가설 검정························································· 46
• 1. 가설 검정···························································· 46
• 2. 가설 검정 결과의 요약················································ 50
• 제 4 절 세부 요인별 회귀분석·············································· 51
• 1. 구분별 독립변수 회귀분석 결과········································ 51
• 2. 세부 요인별 회귀분석 결과············································ 52
• 제 5 장 결론 ··························································· 56
• 제1 절 연구 결과의 요약 및 시사점········································· 56
• 제2 절 연구의 한계 및 향후 과제··········································· 61
• 참 고 문 헌································································ 62
• 설 문 지··································································· 68
• ABSTRACT··································································· 74