Corporate Resource And Institutionalization Characteristics, Knowledge Management Activities, And R&D Teams’ Perfonnance

최만기(Choe, Man Kee),신창호(Shin, Chang Ho) 한국인적자원관리학회 2010 인적자원관리연구 Vol.17 No.1

지식경영에 관한 많은 연구는 자원기반관점을 바탕으로 하고 있다. 그러나 지식경영이 성공하려면 그것이 조직의 제도로 정착되어야 한다. 그런 점에서 제도화이론 관점에서도 지식경영을 연구할 필요가 있다. 또한 기업에서 지식을 창출하고 공유하는 주된 주체들 중 하나는 연구개발집단이다. 그럼에도 불구하고 자원기반관점에서는 물론 제도화이론 관점을 바탕으로 연구개발집단의 지식경영과 성과를 다룬 연구는 찾기 힘들다. 따라서 본 연구는 자원기반관점과 제도화이론을 바탕으로 기업의 자원 및 제도적 특성이 연구개발팀의 지식경영활동에 어떠한 영향을 미치며,나아가 지식경영활동이 연구개발팀의 성과에 어떠한 영향을 미치는 지에 관한 Choe와 Shin(2003)의 모형을 보다 정교화하고 이를 바탕으로 연구가설들을 설정하였다. 모형의 적합성과 가설의 검정을 위해 본 연구는 설문조사를 통해 89개 한국 기업의 281개 연구개발팀으로부터 자료를 수집하여 LISREL 통계 프로그램을 이용하여 구조분석과 경로분석을 행하였다. 그 결과,모형적합도는 만족할만한 수준이었고 가설들은 모두 채택되었다. 그리하여 기업의 자원적 특성과 제도적 특성들이 연구개발팀의 지식 창출이나 공유활동에 긍정적으로 영향을 미쳤으며,그러한 지식경영활동은 다시 연구개발팀의 대내외적인 성과에 영향을 미쳤다. 변수들간 상대적인 영향력을 파악하기 위한 경로 분석 결과,특히 자원특성들 중 업무의 다기능성,정보기술 및 지식경영전략이 지식창출에 강한 영향을 미친 반면 정보기술은 지식공유에 크게 영향을 미치는 경향을 보였다. 한편,제도특성들 중에는 지식경영 시스템 활용이 지식창출에 크게 기여한 반면 지식경영시스템 활용과 함께 지식경영보상제도의 구축이 지식공유에 강한 영향을 미치는 경향을 보였다. 나아가,이러한 지식 창출과 공유활동은 연구개발팀의 대 내적인 지식경영성과에는 물론 대외적인 성과에도 크게 기여하는 경향을 보였다. 본 연구에서는 이러한 연구결과들에 대한 시사점들을 논하고 향후 연구를 위한 과제들을 제시한다. Many previous studies of knowledge management have been based on the resource-based theory of the firm. Institutionalization, however, is necessary in order for knowledge management to be successful. In that sense, knowledge management needs to be studied from the viewpoint of institutionalization theory. In addition, R&D teams are major groups to create and share knowledge in corporations. There exists, nevertheless, very little research on the knowledge management and performance of R&D teams based on the institutionalization theory as well as the resource-based theory. Thus, based on Choe and Shin's (2003) model, this study generated hypotheses about the effects of the resource and institutionalization characteristics on knowledge creation and sharing and the effects of these knowledge management activities on inside and outside team performance. To analyze the fitness of the model and to test the hypotheses, this study collected data from 281 R&D teams of 89 Korean companies through a questionnaire survey and conducted the covariance structure analysis and the path analysis utilizing the LISREL statistical program. As results, the model was fitted and all the hypotheses were accepted. In detail, resource and institutionalization characteristics significantly and positively affected knowledge creation and sharing activities which, in turn, had positive and significant impacts on both inside and outside team performance. Specifically, among the resource characteristics, task multifunction, information technology, and knowledge management strategy tend to strongly affect knowledge creation, while information technology tends to affect knowledge sharing. Among the institutionalization characteristics, the utilization of knowledge management system tends to contribute to knowledge creation significantly, whereas the establishment of knowledge management reward system with the utilization of knowledge management system tends to strongly affect knowledge sharing. Furthermore, such knowledge management activities as knowledge creation and sharing tend to increase the performance of outside as well as inside R&D teams.

조직혁신의 성격규정과 배경이론의 규명

최만기 啓明大學校 産業經營硏究所 1997 經營經濟 Vol.30 No.2

SUMMARY Innovation has continuously attracted keen attention of scholars and practitioners in various areas, since Schumpeter(1942) emphasized inovation as a major source of economic development and corporate growth. Thus, as Rogers(1995) noted, the volume of innovation research has increased rapidly from 24 in 1940 to 3,810 studies in 1992. However, the most alarming characteristic of the body of these studies is instability(Downs & Mohr, 1976). Such instability results from the unclarification of innovation characteristics and the unidentification of theories underlying existing innovation studies. This study, therefore, has a couple of purposes. One is the clarification of four characters of organizational innovation: the subject, purpose, content, and method of organizational innovation. The other one is the identification of four theories underlying the study of organizational innovation: the rational efficiency theory. the symbolic institutionization theory, the procedural evolutionary theory, and the structural contingency theory. Based on the clarifiction and the identification, this study argues that the subject of organizational innovation should be organizational per se, the purpose of organizational innovation should be both for economic benefits, the contents and the attributhes of organizational innovation differ from innovation itself, and the method of innovation is various and can be dependent upon the stages of innovation process. This study discusses the implications of the arguments and provides ideas for future research. Innovation has continuously attracted keen attention of scholars and practitioners in various areas, since Schumpeter(1942) emphasized innovation as a major source of economic development and corporate growth. Thus, as Rogers(1995) noted, the volume of innovation research has increased rapidly from 24 in 1940 to 3,810 studies in 1992. However, the most alarming characteristic of the body of these studies is instability(Downs & Mohr 1976). Such instability results from the unclarification of innovation characteristics and the unidentification of theories underlying existing innovation studies. This study, therefore, has a couple of purposes. One is the clarification of four characters of organizational innovation: the subject, purpose, content, and method of organizational innovation. The other one is the identification of four theories underlying the study of organizational innovation the rational efficiency theory, the symbolic institutionization theory the procedural evolutionary theory, and the structural contingency theory. Based on the clarification and the identification this study argues that the subject of organizational innovation should be organization per so, the purpose of organizational innovation should be both for economic benefits and for noneconomic benefits such as symbolic or ecological benefits, the contents and the attributes of organizational innovation differ from innovation itself, and the method of innovation is various and can be dependent upon the stages of innovation process. This study discusses the implications of the arguments and provides ideas for future research.

한국 벤처기업의 성공요인에 관한 탐색적 연구

최만기,신진교,남준호 계명대학교 산업경영연구소 2000 經營經濟 Vol.33 No.1

An Empirical Study of Organizational Language and Outcomes

Choe, Man Kee 啓明大學校 産業經營硏究所 1988 經營經濟 Vol.21 No.1

Language both mirrors ideologies and realities, and shapes thoughts and behaviors. This paper proposes a model of organizational language and investigates empirically some long-term average relationships in the model. Language in letters to shareholders from large corporations in the U.S. petroleum-refining industry correlates significantly with growth rates, profitabilities, and innovative effortsmore strongly. Specifically, organizations in which people talk about ideologies more often and about environments less often tend to grow more rapidly and to exert innovative efforts more strongly; faster growing organizations are likely to talk more about strategies; more profitable organizations tend to talk sless about earnings and to use fewer past tenses; more profitable but lower growing organizations are likely to talk more about environments; and both more profitable and more innovative organizations tend to talk more often about ideologies. Corporations' innovative efforts correlate highly with their growth rates, but not with their profitabilities.

An Empirical Study of Organizational Language and Outcomes

Man Kee Choe(崔晩基) 계명대학교 산학연구소 1988 經營經濟 Vol.21 No.1

Organizational Culture, Power, Structure, and Effectiveness of Korean Corporations

Choe, Man Kee Research Institute for Business and Entrepreneursh 1998 ASIAN JOURNAL OF BUSINESS AND ENTREPRENEURSHIP Vol.1 No.-

In recent years, organization scholars have paid much attention to organizational culture and power. Yet, very few studies have investigated how culture and power relate to structure and effectiveness in organizations. In addition, studies of organizational design tend to have theoretical and methodological deficiencies. This study, based on the configurational theory, investigated empirical relationships among types of organizational culture, power, structure, and organizational effectiveness. Four insightful findings have emerged from the analysis of 4,726 employees in 199 Korean corporations: Firstly, dominant organizational configurations tend to appear. Secondly, an organization's cultural types and political types tend to be important determinants of the structural types if organizations. Thirdly, organizations with ideal configurations fitting the types of organizational culture, power, and structure tend to be more effective than those with unideal ones. Finally, the del technique seems to be a useful tool for analyzing configurational data. Discussions for further research and practical applications about organizational design are made.

A Literature Review and Critique of Ethical Management Research in Korea

Man Kee Choe 한국윤리경영학회 2012 한국윤리경영학회 학술대회 발표논문집 Vol.2012 No.3

Corporate Resource And Institutionalization Characteristics, Knowledge Management Activities, And R&D Teams` Performance

( Man Kee Choe ),( Chang Ho Shin ) 한국인적자원관리학회 2010 인적자원관리연구 Vol.17 No.1

A Multiple-Case Study on the Restructuring of Korean Companies: In Search of Identifying the Restructuring 1

Man Kee Choe,Joung-hae Seo 한국인사조직학회 1997 한국인사ㆍ조직학회 발표논문집 Vol.14 No.-

An Empirical Study of Corporate Strategy and Culture In Korea

Choe, Man Kee 慶北大學校 經濟經營硏究所 1993 經商論集 Vol.21 No.2

Over the past decade, corporate strategy and culture are important issues that attract interests of many scholars and managers. Thus, there exist many studies of corporate strategy and culture. However, very few studies have investigated empirical relationships between types of corporate strategy and types of corporate culture. Such fact appeares more apparently in Korea. This study therefore has investigated empirical relationships between types of strategy and types of culture in Korean corporations. Three overall pictures have emerged from this study. First, corporate strategy tends to correlate highly with corporate culture. Second, there exist corporate strategic types that fit with certain cultural types. Corporations with fitted strategy and culture tend to be more than those with unfitted strategy and culture. Third, corporations with prospective, revolutionary, and flexible strategic and cultural orientation are considerably fewer than those with defensive, conservative, and stable strategic and cultural orientation. This study discusses implications of such findings and provides directions toward future research.