최고경영자의 기업가정신이 사회복지기관 조직구성원의 혁신적 업무행동에 미치는 영향

정은하(Eun-Ha Jeong),엄미선(Mi-Sun Ohem) 한국인사조직학회 2012 인사조직연구 Vol.20 No.2

본 연구는 최고경영자의 기업가정신과 사회복지기관의 조직구성원의 혁신적 업무 행동 사이에 작용하는 구조유기성과 조직공정성의 조절효과를 검증하고, 그 과정에서 발견된 변수 간 관계를 통해 조직구성원의 혁신적 업무행동 활성화를 위한 실천적 함의를 제안하고자 수행되었다. 본 연구의 자료는 115개소의 사회복지기관 조직구성원 787명으로부터 수집된 것으로, 가설의 검증은 위계적 회귀분석에 기초한 조절적 다중 회귀분석(MMR)을 통해 이루어졌다. 연구결과 최고경영자의 기업가정신은 사회복지 기관의 조직구성원의 혁신적 업무행동에 직접적인 영향을 미치는 것으로 나타났으며, 기업가정신과 혁신적 업무행동간 관계에서 구조분권성은 부정적 조절효과를, 분배 공정성은 긍정적 조절효과를 미치는 것으로 나타났다. 그러므로 사회복지기관 구성원의 혁신적 업무행동을 제고시키기 위해서는 최고경영자를 대상으로 하는 조직혁신 관련 교육 프로그램의 실시가 무엇보다 중요하며, 더불어 분권화된 사회복지조직 설계와 분배공정성을 높이기 위한 방안도입이 필요하다. Recently, innovation needs for social welfare organizations have grown to a greater extent. However, there is rarely academic debate or practical assessments on the innovation of social welfare organizations. Nevertheless, this subject is an important issue because innovation is a core component of organizations. Our primary purpose of this study is to obtain information about the relationships between entrepreneurship, innovative work behavior, organic structure, and organizational justice. Furthermore, our study provides practical implications for vitalizing social workers’ innovative work behavior in social welfare organizations. This study was conducted by setting worker’s innovative work behavior as a dependent variable, CEO’s entrepreneurship as an independent variable, and organic structure and organizational justice as moderating variables. Then, the hypotheses were constructed to test the effect of entrepreneurship on innovative behavior and the moderating effects of organic structure and organizational justice on the relationship between entrepreneurship and innovative work behavior. The study was conducted through a survey by social workers who were working at 316 different welfare organizations in Seoul, Gyeonggi, and Incheon areas of South Korea. Each agency received 5-10 questionnaires. The surveys were collected in July 2010 to September 2010 and the study gathered 787 responses from 115 organizations. The findings of our study show that a CEO’s entrepreneurship has a positive effect on innovative work behavior on social workers. Further, decentralization which is a subordinate concept of organic structure has a negative moderating role on the relationship between entrepreneurship and innovative work behavior and distributive justice which is a subordinate concept of organizational justice has a positive moderating role on the relationship. In other words, the results of the moderating effects on this study show that higher entrepreneurship is displayed in a group of high centralization as innovative work behavior increases. At the same time, higher entrepreneurship is displayed in a group with high distributive justice, again resulting in increased innovative work behavior. Therefore, these results suggest introducing an educational program of innovation for CEOs to enhance the innovative work behavior for social workers. Furthermore, this study suggests that decentralization and organizational justice can further enhance innovative work behavior. In addition, this study proposes an integrated research model including organizational attributes as a moderating variable so that research subjects of organizational innovation could be expanded. Also, our study indicates that a CEO’s role can facilitate innovation. Last, several limitations can be mentioned. First, our study sample was limited in terms of geographic regions. Second, the environmental conditions should be considered. Third, developing an innovative work behavior scale for social workers should be considered and fourth, a qualitative study should also be conducted within research.

지식공유와 일몰입이 혁신행동에 미치는 영향 - 조직지원인식의 조절효과를 중심으로 -

우택규,김문중,권기환 한국인적자원관리학회 2019 인적자원관리연구 Vol.26 No.4

With increasing competition among industries and the advent of the Fourth Industrial Revolution, companies need to make various efforts to sustain. While many previous studies have been conducted to enhance corporate effectiveness, examinations into individuals’ innovative behavior, work engagement and knowledge sharing are insufficient. Therefore, the purpose of this study is to explore ways to improve organizational competitiveness, focusing on the voluntary participation and innovation of organization members, the importance and effectiveness of knowledge sharing within corporations, and the necessity of organizational support for members. Therefore, this study attempted to verify the relationship between knowledge sharing, work engagement, and innovative behavior, the mediating effects of work engagement between knowledge sharing and innovative behavior, and the moderating effects of perceived organizational support between knowledge sharing and innovative behavior. For this study, data were collected by way of self-reporting through 538 surveys conducted on workers in the service industry and public organizations, and analyzed using structural equation modeling. First, based on the empirical analysis results, knowledge sharing had positive effects on work engagement and innovative behavior, but there was nothing to support the effects of formal knowledge sharing, a sub-factor of knowledge sharing, in the relationship with work engagement based on the standardized coefficient values. Second, based on the results of verifying the mediating effects of work engagement in the relationship between knowledge sharing and innovative behavior, it was found that work engagement played a mediating role in the relationship between implicit knowledge sharing and innovative behavior, but had no mediating effects in the relationship between formal knowledge sharing and innovative behavior. Finally, based on the results of verifying the moderating effects of perceived organizational support in the relationship between knowledge sharing and innovative behavior, higher perceived organizational support was found to have a positive effect on innovative behavior. This confirmed that knowledge sharing between organization members is necessary for the continuous growth and prosperity of organizations, and that knowledge sharing is an important prerequisite for the innovative behavior of members. In addition, recognition and consideration of organization members are important factors for strengthening knowledge sharing and innovative behavior among members. Therefore, the role of managers and leaders to enhance the effectiveness of management and to improve competitiveness is to focus more on organizational support. 점차 심화하고 있는 산업 간 경쟁과 4차 산업혁명 시대의 도래에 따라 기업은 존속을 위한 다양한 노력이 필요한 실정이다. 그동안 많은 선행연구에서 기업 효과성 제고를 위한 연구들이 수행되었지만, 구성원 개인 차원의 혁신행동, 몰입, 지식공유의 규명은 미흡한 상황이다. 따라서 본 연구에서는 조직구성원의 자발적인 참여와 혁신, 기업 내 지식공유에 대한 중요성과 효과성, 구성원에 대한 조직지원의 필요성을 중심으로 조직경쟁력의 향상방안을 탐색하는데 그 목적을 두고 있다. 이에, 본 연구는 지식공유, 일몰입 및 혁신행동 간의 관계, 지식공유와 혁신행동 사이에서 일몰입의 매개효과, 그리고 지식공유와 혁신행동 사이에서 조직지원인식의 조절효과를 검증하고자 하였다. 이를 위해 서비스업 및 공공조직의 종사자들을 대상으로 설문지법을 통한 자기 보고방식으로 538부의 설문을 수집하였으며, 구조방정식을 사용하여 분석하였다. 실증분석결과 첫째, 지식공유는 일몰입 및 혁신행동에 정(+)의 영향을 미쳤으나, 지식공유의 하위요인인 형식적 지식공유는 일몰입 간의 관계에서 표준화 계수 값이 유의하지 않게 나타나 지지 되지 않았다. 둘째, 지식공유와 혁신행동 간의 관계에서 일몰입의 매개효과를 검증한 결과, 암묵적 지식공유와 혁신행동 간의 관계에서 일몰입은 매개역활을 하였으나, 형식적 지식공유와 혁신행동 간의 관계에서 일몰입은 매개효과가 없는 것으로 나타났다. 끝으로, 지식공유와 혁신행동 간의 관계에서 조직지원인식의 조절효과를 검증한 결과, 높은 조직지원인식은 혁신행동에 정(+)의 영향을 미치는 것으로 밝혀졌다. 이는 조직의 지속적인 성장과 번영을 위해 조직구성원들 간의 지식공유가 필요하며, 구성원의 혁신행동에 지식공유가 중요한 선행요인임을 확인시켜주었다. 끝으로 지식공유 및 혁신행동 강화를 위해서는 조직의 구성원에 대한 인정과 배려가 중요한 요인으로 작용하므로, 조직운영의 효과성 제고나 경쟁력 향상을 위해서 경영자는 조직지원을 강화하여야 함을 주지시켜주고 있다.

목표지향성과 혁신직무행동:대인-환경 적합성의 조절효과

김보경,김정식 한국인사관리학회 2014 조직과 인사관리연구 Vol.38 No.4

본 연구는 기질활성화이론(Trait Activation Theory)을 바탕으로 하여 목표지향성(goal orientation)과 개인-환경적합성(person-environmental fit)이 혁신직무행동에 미치는 영향을 분석하였다. 한국의 다양한 기업에서 근무하는 종업원들을 대상으로 목표지향성, 개인-상사적합성(person-supervisor fit)과 개인-직무적합성(person-job fit)을 중심으로 한 개인-환경적합성 및 혁신직무행동에 대한 설문조사를 실시한 후 응답자료를 위계적 회귀분석을 통해 분석하였다. 자료분석 결과 가설에서 예측한대로 혁신직무행동은 숙달목표지향성(mastery goal orientation) 및 성과목표지향성(performance goal orientation) 과 혁신직무행동과 정적인 관련성을 보였으며 회피목표지향성(avoidance goal orientation)과는 부적인 관련성을 나타냈다. 또한 개인-환경적합성의 조절효과를 분석한 결과 개인-상사적합성은 성과목표지향성과 혁신직무행동과의 관계를 정적으로 조절하는 반면 개인-직무적합성은 숙달목표지향성과 혁신직무행동의 사이를 정적으로 조절한다는 것이 밝혀졌다. 본 연구의 결과는 성격과 환경의 상호작용을 통해 직무관련행동을 설명하려는 기질활성화이론에 대한 중요한 경험적 증거를 제시하며 또한종업원의 목표지향성과 그들의 직무환경과의 적합성을 반영하는 선발과 교육전략의 필요성에 대한 논의와 정당성을 제시한다. The purpose of this study is to investigate the interactive impacts of goalorientation and person-environment fit on innovative work behaviors based on the Trait Activation Theory. Employees working at various firms in South Korea participated in a survey to respond to the questionnaire measuring goal orientations, person-environment fit, and innovative work behaviors. Analyses of data showed that mastery and performance approach goal orientation were related positively to innovative work behaviors supporting the proposed hypotheses.In addition, person-supervisor fit significantly and positively moderated the relationships between two types of performance goal orientations and innovative work behaviors, whereas person-job fit positively moderated the relationship between mastery goal orientation and innovative work behaviors. This study provides evidence supporting the Trait Activation Theory that explains work related behaviors through the interactions of personality and environment. The knowledge from this study may help to inform the selection and training strategies reflecting individuals’ goal orientations and their fit with work environment. This study is one of the first studies that investigate interactional effects between 3-factor construct of goal orientations and person-environment it on innovative work behavior. The findings from the present study help us understand how individual employees’ motivational factors and their fit with work environment to be combined in producing innovative work behaviors.

중소기업 종업원의 고몰입 인사제도 지각이 혁신행동에 미치는 영향: LMX와 일선관리자의 인사역량의 조절효과를 중심으로

김승곤,전정호,설현도 한국기업경영학회 2017 기업경영연구 Vol.24 No.1

Nowadays, innovation is a determining factor for organizations to achieve the fast growth and long-term sustainability in the modern knowledge-based economy. For continuous innovation, an organization always needs employees that voluntarily change and improve themselves and eventually show innovative behavior, which refers to creation and management of technology and information. It is important to know what encourages employees to behave in an innovative way and how an organization can influence this kind of behavior. Not surprisingly, human resources are becoming a driving force for innovative behavior. However, little research has attempted to investigate the relationship between high-commitment HRM system and employees’ innovative behavior, which plays an vital role for producing competitiveness. In addition, scant research has interested in first-line managers’ involvement in HRM although they take strategic roles in HR implementation, especially in the relationship between HRM practices and their employees’ innovative behavior. In this respect, this study is particularly concerned with the relationship between high-commitment HRM system and innovative behavior. And, the study examines the moderating effects of LMX and first-line managers’ HR competency between high-commitment HRM system and innovative behavior. The study objective is formulated as follows: First, to what extent can high-commitment HRM system of an organization improve the innovative behavior of their employees? Second, this study adds to investigate whether LMX and first-line managers’ HR competency moderate between high-commitment HRM system and employees’ innovative behavior. Data were collected through questionnaire instruments from 375 employees in 78 SMEs. To test hypotheses, descriptive analysis, correlation analysis, confirmative factor analysis and multiple regression analysis were employed with SPSS 21.0 and Amos 18.0. The statistical results of this study revealed that high-commitment HRM system positively influenced innovative behavior as assumed in the hypothesis, and LMX and first-line managers’ HR competency each positively intensified the effect of high-commitment HRM system on innovative behavior. The results of the empirical study gave a significant implication that well designed high-commitment HRM system can enhance employees’ innovative behave. In addition, organizations should encourage FLMs to improve their LMX and HR competency so that they can effectively complete their HR tasks for innovative behavior of their employees. 종업원의 혁신행동은 지식기반경제에서 성과를 창출하는 중요 변수로 인식되고 있기 때문에 종업원의 능력을 개발하고 태도를 변화시켜 종업원의 혁신행동을 장려할 수 있는 방안에 대한 연구의 필요성이 높다. 본 연구는 첫째, 종업원의 혁신행동에 고몰입 인사제도가 어떠한 영향을 미치는지를 검증하고자 하였다. 둘째, 고몰입 인사제도와 혁신행동 간의 관계에 영향을 미치는 조절요인으로 LMX와 일선관리자의 인사역량의 효과를 규명하고자 하였다. 이를 위해 우리나라 중소기업에 재직 중인 종업원 375명을 대상으로 실증분석을 실시한 결과, 고몰입 인사제도는 혁신행동에 긍정적인 영향을 미치는 것으로 나타났다. 또한 조절변인인 LMX와 일선관리자의 인사역량은 각각 고몰입 인사제도와 혁신행동 간의 관계를 유의하게 조절하는 것으로 나타났다. 본 연구는 중소기업 종업원의 혁신행동 촉진에 연구의 초점을 두고, 혁신행동에 영향을 미치는 선행요인들을 실증하였다는 점에서 연구의 의의가 있다. 특히 LMX와 일선관리자의 인사역량이 고몰입 인사제도와 혁신행동 간의 관계에서 중요한 조절변인으로 작용하고 있음을 제시하였다. 마지막으로 본 연구는 종업원의 혁신행동을 증진시킬 수 있는 이론적·실무적 시사점과 향후 연구방향을 제시하였다.

국내 기업 근로자의 혁신적 업무행동과 관련 변인에 대한 메타분석

유승완,이찬 한국농·산업교육학회 2021 농업교육과 인적자원개발 Vol.53 No.2

The purpose of this study is a meta-analysis of variables affecting the innovative work behavior of corporate employees. For the purpose, this study conducted meta-analysis using the CMA(Comprehensive Meta Analysis) 3.0 program and 95 studies listed in the domestic doctoral dissertation and Korean journal index (KCI) were used for analysis. The final result were as follows. First, there are 17 individual and relationship characteristic variables associated with innovative work behavior, and all variables have significant correlation with innovative work behavior. Second, there are 5 organizational characteristic variables related to innovative work behavior. And all of them are significant correlation with innovative work behavior. Third, there are 4 leadership characteristic variables related to innovative work behavior and all of them are significant correlation with innovative work behavior. Based on the results of this study, practical suggestions for innovative work behavior and limitations of this study were presented. 본 연구에서는 국내 기업 근로자의 혁신적 업무행동에 영향을 미치는 선행변인을 분석하기 위하여 메타분석을 진행하고자 하였다. 이에 혁신적 업무행동이 어떠한 선행변인에 영향을 받는지 정리하고, 메타분석을 활용하여 혁신적 업무행동과 선행변인 간의 관계를 정량적으로 분석하였다. 본 연구에서는 국내 박사학위 논문 및 한국학술지인용색인(KCI)에 등재된 선행연구 95편을 활용하였으며, CMA(Comprehensive Meta Analysis) 3.0 프로그램을 사용하였다. 메타분석을 통해 최종적으로 확인한 분석 결과는 다음과 같다. 첫째, 혁신적 업무행동과 관련 있는 개인 및 관계특성 변인은 총 17개이며, 모든 변인이 혁신적 업무행동과 유의한 상관관계를 보였다. 둘째, 혁신적 업무행동과 관련 있는 조직특성은 총 5개이며, 모든 변인이 혁신적 업무행동과 유의한 상관관계를 보였다. 셋째, 혁신적 업무행동과 관련 있는 리더십은 총 4개이며, 모든 변인이 혁신적 업무행동과 유의한 상관관계를 보였다. 본 연구 결과에 입각하여 혁신적 업무행동을 위한 제언과 본 연구의 제한점을 제시하였다.

The Effects of High Performance Work System on Shared Value and Innovative Behavior

김문준,박남구,윤성준 K기업경영연구원 2023 KBM Journal(K Business Management Journal) Vol.7 No.1

1. This study aimed to confirm the impact of the high-performing work system recognized by organizational members on shared value and innovative behaviors. This study showed the following results by using the SPSS 24.0 statistical package program for the final statistically valid 178 copies among 235 organizational members of ICT companies. 2. First, Hypothesis 1, the high performance work system, showed a positive (+) effect on innovative behavior. As the high-performance work system was improved, the innovative behavior of the members of the organization was promoted. Second, Hypothesis 2, the high performance work system, showed a positive effect on shared value. In other words, it was analyzed that as the high-performance work system was improved, the shared value of organizational members improved. Third, shared value was statistically significantly analyzed for innovation behavior, and Hypothesis 3 was adopted. In other words, it was shown that the higher the awareness of the importance of shared value by the members of the organization, the higher the innovation behavior. Fourth, shared value showed a mediating effect between the high performance work system and innovative behavior. In other words, the importance of shared value was emphasized as the higher the awareness of shared value, the higher performance work system promoted innovative behavior. The importance of advancing the high-performance work system and internalizing shared value was emphasized to improve innovation behavior, which is a key result of the organization's sustainability management activities. In order to improve the innovative behavior of organizational members, the high-performance work system and shared value must be systematically strengthened. In this regard, there is a need to substantiate sustainable management activities through innovative behavior by organizational members through the reorganization and execution of organizational culture and human resource management and human resource development suitable for the changing times.

금융기관 종사자의 혁신적 업무행동에 관한 연구

오흥재,이규만 한국서비스경영학회 2011 서비스경영학회지 Vol.12 No.3

The purpose of the present study was to investigate the determinants of innovative work behavior and to examine whether these associations are contingent upon organizational climate. In this study, the independent variables to affect innovative work behavior were individual characteristics(need for achievement, proactive personality), and job characteristics(job autonomy, job challenge). Climate for innovative support was used as the variable to moderate the relationship between independent variables and innovative work behavior. The questionnaires were collected usable responses from 574 of the possible 650 employees in financial institutions, which represents a 88.3% net response rate. The findings of this study were as follows:First, innovative work behavior was positively related to need for achievement and proactive personality. Second, innovative work behavior was positively related to job autonomy and job challenge. Finally, the moderating effect of climate for innovative support was partially supported. More specifically, a high level of perceived climate for innovative support enhanced relationships between need for achievement, job autonomy and innovative work behavior, whereas the relationship was weakened for low levels of perceived climate for innovative support. In conclusion, strength of this study is that I focused on individual characteristics, and job characteristics, and how these are related to innovative behavior. It appeared that individual characteristics, job characteristics had a strong influence in explaining innovative behavior. Besides of this result, climate for innovative support can also play an important role in the innovation process. Therefore, in order to improve employees' innovative behavior within financial organizations attention should be paid to the management. The contribution and limitations of this research were discussed, and future researches were mentioned.

Knowledge Sharing and Innovative Work Behavior: Testing the Role of Entrepreneurial Passion in Distribution Channel

Udin UDIN 한국유통과학회 2022 유통과학연구 Vol.20 No.2

Purpose: This study aims to scrutinize the effect of knowledge sharing on entrepreneurial passion and innovative work behavior. This study also tests the mediating role of entrepreneurial passion on the association between knowledge sharing and innovative work behavior in distribution channel. Research design, data and methodology: A quantitative methodology is adopted to inspect the association between knowledge sharing, entrepreneurial passion, and innovative work behavior. Data are obtained from 193 employees from four stone milling companies in Central Java - Indonesia. The Smart PLS 3.0 software is used to verify and test the offered hypotheses. Results: The significant empirical findings reveal that knowledge sharing positively affects entrepreneurial passion and innovative work behavior. Also, entrepreneurial passion positively affects innovative work behavior. In addition, this study brings to the light that entrepreneurial passion mediates the association between knowledge sharing and innovative work behavior. These results suggest that organizations should freely facilitate knowledge-sharing behavior to increase entrepreneurial passion within the organization, thereby promoting innovative work behavior. Conclusions: This study presents a significant contribution to the development of knowledge in business because the studies on the association between knowledge sharing and innovative work behavior have not taken into account the mediating role of entrepreneurial passion.

Transactional Leadership and Innovative Work Behavior : Testing the Mediation Role of Knowledge Sharing in Distribution Market

Udin UDIN,Radyan DANANJOYO,Isalman ISALMAN 한국유통과학회 2022 유통과학연구 Vol.20 No.1

Purpose: This study has three main purposes: first, to examine the effect of transactional leadership on knowledge sharing and innovative work behavior. Second, to examine the effect of knowledge sharing on innovative work behavior. Third, to examine the mediating role of knowledge sharing in the relationship between transactional leadership and innovative work behavior. Research design, data and methodology: The quantitative method is considered appropriate for this study, and a questionnaire is used to collect data from a total of 107 employees who participated in the study. The SmartPLS-SEM version 3.0 is used to analyze data. Results: The results reveal that transactional leadership has a positive and significant effect on knowledge sharing. However, transactional leadership directly has no significant effect on innovative work behavior. In addition, knowledge sharing positively and significantly affects innovative work behavior. This finding demonstrates that knowledge sharing becomes an essential mediator of transactional leadership and innovative work behavior in distribution market. Conclusions: This study makes a novel contribution by unboxing the limited understanding of the effect of transactional leadership on innovative work behavior mediated by knowledge sharing in the lens of social exchange theory. Also, this study highlights that transactional leader develops bonding and willingness among employees to share their knowledge to foster innovative work behavior.

임파워링 리더십이 구성원의 혁신행동에 미치는 영향 - 직무열의의 매개효과와 일반적 자기효능감의 조절효과 -

설지수 ( Seol Ji Su ),정원호 ( Jeung Won Ho ) 한국인적자원관리학회 2018 인적자원관리연구 Vol.25 No.4

The purpose of this study is to explore the effect of empowering leadership on follower’s innovative behaviors. This study also examined the mediating effect of job engagement on the relationship between empowering leadership and innovative behaviors. In addition, this study investigated the moderating effect of general self-efficacy of followers. More specifically it examined the moderating effect of general self-efficacy of followers on the relationship between job engagement and innovative behavior and on the indirect effect of empowering leadership on innovative behavior through job engagement. Sampling from 131 leader-follower dyad in Korean Army, the results of this study show that leaders’ empowering behaviors are positively related to innovative behaviors of followers as well as job engagement of followers. Followers’ job engagement is positively related to innovative behaviors and mediates the relationship between leaders’ empowering leadership and innovative behaviors of followers. The relationships between followers’ job engagement and innovative behaviors were moderated by general self-efficacy of followers such that the effects of job engagement on innovative behaviors were stronger for those with higher general self-efficacy than those with lower general self-efficacy. Finally, the indirect effects of empowering leadership on innovative behaviors through job engagement were moderated by followers’ general self-efficacy such that the indirect effects were stronger for those with higher general self-efficacy than those with lower general self-efficacy. The results of this study expand the extant literature on empowering leadership, job engagement, and innovative behaviors because it explains the potential influential mechanism of empowering leadership. This study also have some practical implication that organizations should train and educate their leaders to conduct empowering leadership in order to foster innovative behaviors of organizational members.