지식수준의 다양성과 네트워크 구조가 팀 창의성에 미치는 영향에 관한 종단분석 연구

이건창(Kun Chang Lee),최도영(Do Young Choi),서영욱(Young Wook Seo) 한국경영학회 2010 經營學硏究 Vol.39 No.6

Creativity management has remained one of hot issues in the realm of management studies. However, previous studies about creativity were divided into several kinds of approaches such as personal traits, network approach, etc. Creativity can be described as an individual creativity. team creativity, and organizational creativity in the context of organization. Since individuals are working under a team, and organizational creativity is a result of team creativity, team creativity has been at the center of debates regarding how to improve corporate performance. Though many approaches were proposed to tackle the team creativity research issues, this study adopts a network structure approach which assumes that the network structure formulated by interrelationships among team members decide individuals` position in the complicated network, and their performance due to varying quality of information flow and information diversity. Typical examples of network structure under consideration in this study are degree centrality and structural hole Research framework proposed in this study is composed of hypotheses saying that (1) diversity of individual knowledge will be in a positive relationship with team creativity. (2) degree centrality implying how much individuals take central position at the network will affect team creativity positively, and (3) structural hole will have a positive influence on team creativity. Structural holes in social structure are buffers like an insulator in an electric circuit. The structural hole between two groups does not mean that people in the groups are unaware of one another It only means that the people are focused on their own activities such that they do not attend to the activities of people in the other group In other words! structural holes are an opportunity to broker the flow of information between people, and control the projects that bring together people from opposite sides of the hole. To prove the validity of the research hypotheses, we adopted ABM (agent-based modeling) simulation rather than questionnaire survey method because we want to investigate the long-term patterns of team creativity in response to individual knowledge (diversity), degree centrality. and structural hole- For the sake of ABM experiments. Netlogo language was used to build up a prototype named ABCS (Agent-Based Creativity Simulator). Simulation results from ABCS revealed that team creativity shows en inverted-U pattern as time dimension is expanded in the long run. Especially, in the long run view, network structures such as degree centrality and structural hole have more impact en team creativity than individual knowledge itself.

네트워크 구조와 조직학습문화, 지식경영참여가 개인창의성 및 성과에 미치는 영향에 관한 실증분석: SI제안팀과 R&D팀의 비교연구

이건창,서영욱,채성욱,송석우 한국경영정보학회 2010 Asia Pacific Journal of Information Systems Vol.20 No.4

Recently, firms are operating a number of teams to accomplish organizational performance. Especially, ad hoc teams like proposal preparation team are quite different from permanent teams like R&D team in the sense of how the team forms network structure and deals with organizational learning culture and knowledge management participation efforts. Moreover, depending on the team characteristics, individual creativity will differ from each other, which will lead to organizational performance eventually. Previous studies in the field of creativity are lacking in this issue. So main objectives of this study are organized as follows. First, the issue of how to improve individual creativity and organizational performance will be analyzed empirically. This issue will be performed depending on team characteristics such as ad hoc team and permanent team. Antecedents adopted for this research objective are cultural and knowledge factors such as organizational learning culture, and knowledge management participation. Second, the network structure such as degree centrality, and structural hole is used to analyze its influence on individual creativity and organizational performance. SI (System Integration) companies are facing severely tough requirements from clients to submit very creative proposals. Also, R&D teams are widely accepted as relatively creative teams because their responsibilities are focused on suggesting innovative techniques to make their companies remain competitive in the market. SI teams are usually ad hoc, while R&D teams are permanent on an average. By taking advantage of these characteristics of the two kinds of teams, we will prove the validity of the proposed research questions. To obtain the survey data, we accessed 7 SI teams (74 members), and 6 R&D teams (63 members), collecting 137 valid questionnaires. PLS technique was applied to analyze the survey data. Results are as follows. First, in case of SI teams, organizational learning culture affects individual creativity significantly. Meanwhile, knowledge management participation has a significant influence on individual creativity for the permanent teams. Second, degree centrality influences individual creativity significantly in case of SI teams. This is comparable with the fact that structural hole has a significant impact on individual creativity for the R&D teams. Practical implications can be summarized as follows:First, network structure of ad hoc team should be designed differently from one of permanent team. Ad hoc team is supposed to show a high creativity in a rather short period, implying that network density among team members should be improved, and those members with high degree centrality should be encouraged to show their individual creativity and take a leading role by allowing them to get heavily engaged in knowledge sharing and diffusion. In contrast, permanent team should be designed to take advantage of structural hole instead of focusing on network density. Since structural hole can be utilized very effectively in the permanent team, strong arbitrators' merits in the permanent team will increase and therefore helps increase both network efficiency and effectiveness too. In this way, individual creativity in the permanent team is likely to lead to organizational creativity in a seamless way. Second, way of increasing individual creativity should be sought from the perspective of organizational culture and knowledge management. Organization is supposed to provide a cultural atmosphere in which innovative idea suggestions and active discussion among team members are encouraged. In this way, trust builds up among team members, facilitating the formation of organizational learning culture. Third, in the ad hoc team, organizational learning culture should be built such a way that individual creativity can grow up fast in a rather short period. Since time is tight, reasonable compensation policy, leader's initiatives, and learning cu...

다수준 관점을 활용한 위험감수성향과 창의성과의 관계: 팀 수준 갈등의 매개역할

권나영(Nayoung Kwon),오인수(Insoo Oh),김민수(Minsoo Kim) 한국인사조직학회 2019 인사조직연구 Vol.27 No.1

빠르게 변화하는 환경으로 인해 조직은 끊임없이 혁신을 추구하고 있다. 이러한 기업의 혁신에 중요한 요소 중 하나가 창의성이다. 따라서 조직행동 분야에서는 창의성의 선행요인을 밝히기 위한 연구들이 진행되고 있다. 또한 최근 들어 많은 조직들이 팀을 중심으로 성과를 관리하고 있기에 개인 창의성만큼이나 팀 창의성에 대한 연구 관심도 높아지고 있다. 이에 본 연구에서는 다수준 관점에 따라 개인 창의성과 팀 창의성의 발현과정이 서로 다르게 나타날 것을 예상하고 이를 검증하였다. 먼저, 개인 수준에서는 위험감수성향이 높을수록 창의성도 높아질 것으로 보았다. 반면, 팀 수준의 위험감수 성향은 팀 갈등을 초래하고, 팀 갈등은 팀 창의성에는 부정적 영향을 미칠 것으로 보았다. 가설을 검증하기 위해 국내 여러 기업의 구성원들에게 설문조사를 실시하였으며, 최종적으로 95개 팀 411명의 데이터를 분석에 이용하였다. 또한 본 연구의 데이터 구조가 다수준인 것을 감안하여 다수준구조방정식(Multilevel Structural Equation Modeling)을 활용하여 가설을 검증하였다. 가설 검증 결과 개인 수준에서는 위험감수성향이 높을수록 창의성이 높아지는 것으로 나타났다. 팀 수준에서는 팀 위험감수성향이 높을수록 팀 갈등이 높아지며, 팀 갈등은 팀 창의성을 약화 시키는 것으로 나타났다. 본 연구를 바탕으로 개인의 위험감수성향은 창의성에 긍정적 영향을 미칠 수 있지만, 팀 수준에서는 갈등으로 이어지지 않게 관리해야 할 필요성이 있음을 확인할 수 있었다. 이러한 결과는 창의성연구 확장이라는 의의를 지닐 것으로 기대된다. As employee creativity is an important source of organizational innovation and competitive advantage, organizations are increasingly seeking to foster individual creativity. In addition, with teamwork common in many organizations, individual creativity is often enacted in this context. Consistent with these trends, researchers have shown increasing interest in individual and team creativity. The purpose of this study was to examine the effect of risk-taking orientation on individual and team creativity. We proposed that team risk-taking orientation associated with team creativity through team conflict. This study conducted multi-level analysis considering individual and team level simultaneously when team characteristics are composed of individual characteristics. To test our hypotheses, we collected survey-based data from diverse industries 411 employees and 95 teams in South Korea and utilized multilevel structural equation modeling. Also we used Monte Carlo Method for assessing mediation effect. The results revealed that risk-taking orientation was positively associated with individual creativity, but team risk-taking orientation was positively related to team conflict and that team conflict negatively related to team creativity. Moreover, the indirect effect of team risk-taking orientation through team conflict on team creativity. Based on these results, we discuss the theoretical and managerial implications of the study and suggest directions for future research on creativity.

웹 크리에이티브 조직 내 팀 창의성이 직무만족과 직무성과 간의 관계성에 따른 내적동기의 매개효과 검증

장성복 한국일러스아트학회 2015 조형미디어학 Vol.18 No.3

Consumers need more differentiated contents in the era of rapidly developing web service and new device, therefore, creativity is being considered as a certain standard whether to satisfy such needs. Creativity is so considered as a key factor since it influences customer's choice that companies try to develop more creative contents. In fact, such demands are functioning to designers as a gradually increased burden, therefore, creativity is also a key factor to designers. Currently, the whole working process of designers, including idea suggestion and problem solving, is conducted as a team with the member's interaction. For these reason, integrated discussion is needed as to creativity in team level. Although there were many studies implemented for team creativity, practical and theoretical approach as to the team creativity in the field of web design was hardly seen. In this study, therefore, team creativity theories and prior studies were examined to research the creativity for developing team. Moreover, effects of team creativity on job satisfaction and job performance were investigated through the process of unfolding of team creativity in web environment. Furthermore, effects of intrinsic motivation of designers, which mediating team creativity onto job satisfaction and job performance, were analyzed. To confirm such objectives, surveys were conducted to 256 web designers who work in web creative firm in Seoul. The results indicate that the more team creative the more job satisfaction and job performance. Moreover, team creativity is actually mediated by intrinsic motivation of designers to enhance job satisfaction and job performance, therefore, intrinsic motivation can be considered major factor. Consequently, to improve team creativity, every team member has to put more effort to draw different idea and discover new expression and has to be motivational, such as will, pride, and sense of challenge, which enables them to work without any interference. By doing so, they can suggest better solution to enhance team creativity more. For these reasons, company has to provide an optimized environment which can boost and enlarge each member's idea and continuously invest for human resources and education and establish reward system for their performance. 소비자들은 빠르게 발전하는 웹 서비스와 새로운 디바이스의 등장에 더욱 차별화된 콘텐츠를 원하고 있으며 창의성은 이를 구분 짓는 하나의 척도가 되고 있다. 이렇듯 창의성이 소비자의 선택에 있어서 중요한 결정요인으로 작용되면서 기업은 더욱 창의적인 콘텐츠 제작에 열을 올리고 있으며 이러한 콘텐츠를 제작하는 디자이너들에게 창의적인 제작물에 대한 요구의 압박 수위가 점점 높아지고 있는 시점에서 웹 제작 업무를 담당하는 웹 디자이너의 창의성은 무엇보다 중요하며 이들은 아이디어 도출 및 문제해결의 전 과정이 대부분 팀 단위의 업무로 진행되며 서로 상호작용을 통해 작업이 진행한다는 점에서 집단수준의 창의성에 대한 통합적인 논의가 필요하다. 그동안 팀 창의성은 다양한 분야에서 연구되어 왔지만 웹 디자인 분야에서 팀 창의성에 대한 실무적·학술적 접근은 거의 이루어지지 않았다. 이에 본 연구는 웹 제작팀의 창의성 연구를 위해 팀 창의성 이론과 선행연구를 고찰하고 웹 환경에 따른 팀 창의성의 발현과정을 통해 팀 창의성이 직무만족과 직무성과에는 미치는 영향 관계를 살펴보았으며 디자이너의 내적동기가 팀 창의성을 매개하여 직무만족과 직무성과에 미치는 영향관계를 검증하였다. 이를 검증하기 위해 서울에 소재한 웹 크리에이티브 회사에 근무하는 웹 디자이너 256명을 대상으로 설문을 진행하였고 연구결과 팀 창의성이 높을수록 직무만족과 직무성과가 높게 나타났으며 디자이너의 내적동기는 팀 창의성을 매개하여 직무만족과 직무성과를 높이는 주요한 변인으로 나타났다. 따라서 팀 창의성을 높이기 위해서는 구성원 개개인이 아이디어에 접근하는 방식과 새로운 표현방법에 대한 노력 그리고 구성원 스스로가 외부의 간섭 없이 일을 수행하려는 동기의식 즉, 의지와 자부심 그리고 도전의식 등의 노력을 통해 새로운 해결책을 제시함으로써 팀 창의성을 더욱 높이고 기업은 팀을 구성하는 구성원의 아이디어를 더욱 발전시켜 확장시킬 수 있는 환경조성을 위한 지속적인 인적투자와 교육 및 성과에 대한 보상체계가 중요함을 본 연구는 강조한다.

변혁적 리더십이 팀・개인 효과성에 미치는 영향에 관한 다수준 분석: 팀・개인 창의성의 매개 효과를 중심으로

박동호,윤필현 한국기업경영학회 2015 기업경영연구 Vol.22 No.6

In recent times, the research aiming at exploring the process of a team & individual’s effectiveness enhancement in the organizational behavior field is in active progress, in which creativity is handled as a major variable having an influence on effectiveness. However reality is that the research which explores the process of a team & individual’s effectiveness improvement through creativity is still in an insufficient state. Accordingly, this study looked into the mediated effect of creativity, which forms at a level of a team and an individual as a result of team members’ cognition of a team leader’s leadership in terms of social cognitive theory, on effectiveness. This study results are summarized as follows: First, this study could confirm the significant partial mediated effect of individual creativity in the relations between transformational leadership cognized at a level of a team and individual effectiveness. Individual creativity has significant mediating effects (partial mediation) on the relationship between transformational leadership and individual effectiveness perceived by individuals at the team level. The findings verify the following. First, the sub-variables of transformational leadership(inspirational motivation, consideration for individuals, intellectual stimulation) mainly focus on the relationship between a leader and individuals. The fact that transformational leadership, which influences the sub-variables, enhances individual effectiveness by affecting the creativity of individuals has been verified. Second, team creativity has no mediating effects on the relationship between perceived transformational leadership perceived at a team level and the team effectiveness. It implies that transformational leadership is a prerequisite to enhancing team creativity and team effectiveness. Also, team creativity can serve as a prerequisite that affects team effectiveness. However, there is a limited mechanism among all the variables. Thus, the effects of transformational leadership and team creativity should be distinguished in enhancing the effectiveness at the team level. Also the following analysis and debate should be needed for the role of transformational leadership as the preceding variable. This study is significant in that it proves the effects of transformational leadership as a team-level variable affecting the individual-level variables. The findings are significant for the following reasons. First, the influence of transformational leadership on individual effectiveness was verified through a multi-level analysis. It can identify the mediating effects of individual creativity on the relevance of variables measured at different levels based on social cognitive theory. Second, this study proves the top-down process where transformational leadership perceived at a team level affects individual effectiveness through individual creativity. There is a need to carry out the following analysis regarding variables that can make the mediation or connection with transformational leadership, team creativity and team effectiveness at a team level. Also, the effects of creativity can be more clearly analyzed provided that more studies about individual & team creativity and effectiveness are proceeded. It is because the aim of enhancing creativity is the effectiveness including fruits. In particular, it would be more specific analysis of the effect on transformational leadership. 근래에 조직 행동 분야에서 팀과 개인의 효과성 증진 과정에 대한 연구가 활발히 진행되고 있으며, 창의성은 효과성에 영향을 미치는 주요 변수로 다루어지고 있다. 하지만 창의성을 통해 팀과 개인의 효과성을 증진하는 과정 탐색의 연구는 아직 부족한 실정이다. 이에 따라 본 연구는 사회인지이론 관점에서 팀 구성원들이 팀장의 리더십을 인지하고, 그 결과로 팀과 개인수준에서 형성되는 창의성이 효과성에 영향을 미치는 매개적 효과를 살펴보았다. 본 연구의 결과를 요약하면 다음과 같다. 첫째, 팀 수준에서 인지된 팀장의 변혁적 리더십이 개인 효과성에 영향을 미치는 관계에서 개인 창의성의 부분 매개 효과가 정(+)의 방향으로 유의하게 나타났다. 둘째, 팀이 인지한 변혁적 리더십과 팀 효과성 간의 관계에서 팀 창의성은 매개적 효과가 없는 것으로 확인되었다. 본 연구의 결과가 지니는 의미는 변혁적 리더십이 개인 효과성에 영향을 미치는 관계에서, 개인 창의성이 갖는 매개적 효과를 사회인지이론의 근거로 다수준 분석방법을 통해서 실증하였고, 팀 수준에서 인지된 변혁적 리더십이 개인 창의성을 통해 개인 효과성에 영향을 미치는 하향식(top-down) 프로세스를 검증하였다는 점이다. 향후 후속연구로서 팀 수준에서는 변혁적 리더십, 팀 창의성과 팀 효과성을 연결하거나 조정할 수 있는 변인에 대한 후속 연구가 필요하다.

직무자율성과 급진적/점진적 창의성간의 관계: 팀 몰입의 조절효과에 관한 다수준 연구

오인수 ( Insoo Oh ),김민수 ( Minsoo Kim ),권나영 ( Nayoung Kwon ),윤현주 ( Hyunju Yoon ) 한국중소기업학회 2016 中小企業硏究 Vol.38 No.4

경영환경이 점차 불확실해지고 경쟁이 치열해 지면서, 조직 내 급진적 아이디어의 개발이 점차 강조되고 있다. 이에 단일한 창의성 개념에서 벗어나 급진적 창의성(radical creativity)과 점진적 창의성(incremental creativity)을 구분하여 연구할 필요성이 제기되고 있다. 본 논문에서는 개인의 직무자율성이 급진적 창의성, 점진적 창의성에 어떤 영향을 미치는지, 또한 팀수준에서의 팀몰입 정도가 그들의 관계를 어떻게 조절하는지를 살펴보고자 하였다. 연구를 위해 다양한 업종과 부서로부터 설문자료를 수집하였다. 먼저 확인적 요인분석 결과, 직무자율성, 급진적 창의성, 점진적 창의성이 서로 구별되는 개념임을 확인하였다. 개별 구성원들은 팀에 소속되어 있는 존재이므로, 위계적 선형모형(HLM: Hierarchical Linear Modeling)을 통해 개인수준과 팀수준 변수를 동시에 고려하는 다수준(multilevel) 분석을 실시하였다. 분석결과, 직무자율성은 급진적 창의성과 점진적 창의성 모두와 긍정적인 관계가 있었다. 팀수준의 팀몰입 정도는 직무자율성과 급진적 창의성간의 관계를 유의미하게 조절하는 효과가 있었다. 반면에 가설과는 달리, 팀몰입 정도가 직무자율성과 점진적 창의성간의 관계를 조절효과는 지지되지 않았다. 마지막으로 본 연구의 시사점, 한계와 향후 연구방향을 제시하였다. 본 연구를 통해, 팀 내에서 개인의 급진적 창의성이 잘 발휘되기 위해서는 직무자율성을 부여하는 노력을 더욱 장려할 필요가 있으며, 특히 팀 전체의 팀몰입 정도를 높일 필요가 있음을 알 수 있었다. 향후 급진적/점진적 창의성과 관련된 다양한 연구들이 진행되기를 기대한다. As business environment becomes more uncertain and competitive, the development of radical ideas in organization becomes more emphasized, and the necessity of studying on creativity by differentiating between radical creativity and incremental creativity beyond a broad and unitary construct has been proposed. The purpose of this paper was to examine the effects of job autonomy on radical creativity and incremental creativity at individual level, and the moderating effect of team commitment at team-level to those relationship. For this study, survey- based data were collected from various industries and teams in Korea. At first, performing confirmatory factor analyses, we checked for construct independence and discriminant validity of job autonomy, radical creativity, and incremental creativity. Then, we performed multilevel analyses using HLM (Hierarchical Linear Model) considering individual level and team level simultaneously because each individual was nested in a team. The results showed that job autonomy was positively related to radical creativity and incremental creativity. In addition, team commitment at team-level significantly moderated the relationship between job autonomy and radical creativity. On the contrary to hypotheses, the moderating effects of team commitment on the relationship between job autonomy and incremental creativity was not supported. Finally, we discussed the implications and limitations of this study, and future research direction. Through the study results, we were able to ensure that job autonomy is to be more provided to facilitate individual radical creativity in team, and specifically team commitment is to be more promoted at team-level. We expect that various studies on radical/incremental creativity will be progressed.

Empirical View on Changes in Team Creativity in line with Team Affect and Team Leader’s Network Structures

Dae Sung Lee,Kun Chang Lee 보안공학연구지원센터 2016 International Journal of Software Engineering and Vol.10 No.6

Team creativity is supposed to determine corporate performance. However, few studies exist about exploring changes in team creativity according to team affect and team leader's network structures in the team. Especially, in the ICT (Information & Communication Technology) industry where hyper-competition exists among companies, such research issue emerges critical in the case of IS (information systems) maintenance teams and IS development teams. Those two kinds of IS teams possess quite a different team characteristics- IS development team is limited by tight schedule and clear performance measure, while IS maintenance team is quite stable in its operation with relatively flexible time schedule. We collected relevant dataset from 50 teams. Results revealed that in the IS development teams, negative group affective tone is positively related to team creativity. In contrast, in the IS maintenance teams, negative group affective tone is negatively related to team creativity. In addition, we found that leaders’ centrality has a negative effect on team creativity, and that leaders’ structural holes have a positive influence on team creativity.

Information Sharing and Creativity in a Virtual Team: Roles of Authentic Leadership, Sharing Team Climate and Psychological Empowerment

( Sangwoo Hahm ) 한국인터넷정보학회 2017 KSII Transactions on Internet and Information Syst Vol.11 No.8

Creativity is crucial in an ever-changing e-business environment. The creation of new value is essential for companies to gain the competitive edge and to pioneer new markets in e-business. Hence, many companies in e-business operate virtual teams as they are suitable to generate creativity. Even so, virtual teams possess the inherent weakness of a lack of cohesiveness. Hence, for a virtual team to be creative, team members should help each other and share information. This study emphasizes the importance of information sharing that is supposed to improve creativity and explains how to increase them for virtual teams. To explain these relationships, three dimensions are routinely examined in organizational behavior studies: leaders, teams, and members. As a consequence, and through empirical analysis, authentic leadership, sharing team climate, and psychological empowerment enhances information sharing and creativity through their respective roles, in addition to information sharing directly increasing creativity. To improve creativity and information sharing of virtual team members in e-business, this article has highlighted the importance of the three roles stated prior. Such factors can increase information sharing and creativity, and will help virtual teams and organizations to be more successful in e-business.

대학생들의 팀 학습목표 지향성과 팀 창의성의 관계: 팀 성찰, 팀효능감, 그리고 긍정적 집단 정서 분위기의 역할

김미희(Mihee Kim) 한국산학기술학회 2019 한국산학기술학회논문지 Vol.20 No.10

급격한 환경변화에 속에서 창의성이 조직 생존을 위한 경쟁우위 요인으로 강조된 이 후, 많은 학자들은 어떻게 하면 창의성을 향상시킬 수 있는지에 대해 관심을 가져왔다. 수많은 조직들이 효율적인 업무처리를 위해 팀 제를 도입하고 있는 현 상황에서 팀 창의성에 대한 관심 역시 증가하는 추세이다. 본 논문에서는 팀 창의성에 대한 이해를 목표로 팀 학습목표 지향성을 선행요인으로 고려한다. 특히, 팀 학습목표 지향성과 팀 창의성 사이의 관계를 설명하는 서로 다른 팀 프로세스(예, 팀 성찰, 팀 효능감, 긍정적 집단 정서 분위기(PGAT: Positive Group Affective Tone, 이하 PGAT))를 밝히는데 목적을 둔다. 본 연구의 분석 자료를 수집하기 위해 서울소재의 한 경영대학에서 개설하는 세 개의 경영학 전공 강좌의 수강생 187명(57개 팀)을 대상으로 설문조사를 실시하였으며, 위계적 회귀분석을 방법을 사용하여 자료를 분석하였다. 분석 결과, 팀 학습목표 지향성은 팀 창의성과 정(+)적으로 관련하는 것으로 나타났으며, 팀 성찰과 팀 효능감을 정(+)적으로 예측하였다. 또한, 팀 성찰과 팀 효능감은 팀 창의적 성과를 유의미하게 예측하였으며, 동시에 팀 학습목표 목표 지향성과 팀 창의성 사이를 매개하는 사실을 확인할 수 있었다. 하지만, 예측과 달리 PGAT는 팀 학습목표지향성과 팀 창의성과는 통계적으로 관련성이 없는 것으로 나타났다. 이와 같은 본 연구 결과는 다양한 이론적, 실무적 시사점을 가진다. This study draws on goal orientation theory and proposes the team learning goal orientation as an antecedent of team creativity. In addition, an Input-Process-Output (IPO) model was adopted, in which the team reflexivity, team efficacy, and positive group affective tone (PGAT) are linking mechanisms in the relationship between team learning goal orientation and team creativity. Using 57 teams from three lectures of the college, hierarchical regression analysis was conducted at the team level. The results showed that the team learning goal orientation had positive associations with team creativity, team reflexivity, and team efficacy. In addition, team reflexivity and team efficacy positively predicted the team creativity. Furthermore, the relationship between team learning goal orientation and team creativity was mediated by the team reflexivity and team efficacy. In contrast to predictions, PGAT did not show significant relations with both team learning goal orientation and team creativity. In conclusion, this study integrated the team-learning goal orientation and team creativity literature and contributes to the understanding of team reflexivity as a cognitive process and team efficacy as a motivational process between the team property and team creativity. These results have practical implications for managing teams.

팀 학습행동, 개인 창의성, 팀 공유정신모형, 상호 수행모니터링이 대학 수업에서 팀 창의성에 미치는 영향

전명남 사단법인 인문사회과학기술융합학회 2015 예술인문사회융합멀티미디어논문지 Vol.5 No.6

이 연구는 팀 학습행동, 개인 창의성, 팀 공유정신모형, 상호 수행 모니터링이 대학 수업에서 팀 창의성에 미치는 영향을 회귀분석을 통해 검증해냄으로써 이와 관련된 이론적․실천적 기초자료를 제공해내는데 목적이 있다. 이를 위해 팀 창의성에 대한 연구 참가자들의 예측 변인과 결과 변인의 관계를 검토하였다. 2014년 1학기에 총 257명의 대학생들이 참여하였으며, 팀 학습은 6주간 이루어졌다. 자료분석방법은 상관분석과 중다회귀분석을 실시하였다. 주요 연구결과로는 첫째, 팀 학습행동, 개인 창의성, 팀 공유정신모형, 상호 수행 모니터링은 팀 창의성을 통계적으로 유의미하게 예측해내지 못했다. 이러한 연구결과는 창의성이 우수한 개인이 팀에 참가한다거나 일반적인 팀 활동에서 나타나는 팀 학습행동이나 팀 공유정신모형, 상호 수행 모니터링이 팀 창의성을 설명할 수 없다는 점을 시사하고 있다. 따라서 팀 창의성을 제대로 발휘되기 위한 집단 내 과정에 대한 후속 연구가 요청된다. The aim of this research was to investigate the relationship among team learning behavior, individual creativity, team shared mental model(TSMM), mutual performance monitoring on team creativity and then providing the fundamental data on the education. Also it intended to acknowledge relative predictive power on team creativity of independent variables. The total of 257 college students participated the team learning for 6 weeks in a semester. Pearson's product moment correlation and regression analysis were used for data analysis and testing of significance of verification, The main research results are summarized as follows; team learning behavior, TSMM, mutual performance monitoring had no significant effects on three subfactors of team creativity such as novelty, resolution, elaboration & synthesis. Therefore followed researches are needed about inter and intra processing of team creativity.