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.

영성리더십과 지식공유의 인지된 비용, 구성원 행동 간의 관계

김영집,윌리암 다니엘 훈세커,정우진 한국무역연구원 2022 무역연구 Vol.18 No.4

Purpose Knowledge sharing is an important factor influencing organizational development, and research has been conducted on the relationship between leadership and knowledge sharing behavior for a long time. However, some employees suggested that they were reluctant to share their knowledge with colleagues and organizations. Accordingly, this paper proposes that the relationship between leadership and knowledge sharing behavior is only understood by comprehending how leadership can help reduce the employee costs of knowledge sharing. Design/Methodology/Approach We conducted analysis for employees of the service, manufacturing, and construction industries and public institutions, and 253 samples were used in hypothesis testing. In hypothesis testing, structural equation modeling, direct, and indirect effects were analyzed using AMOS and SPSS. Findings We confirmed that spiritual leadership promotes knowledge sharing behavior among employees. In addition, as a result of verifying the mediation effect of the perceived cost of knowledge sharing, it was confirmed that spiritual leadership can help reduce perceived employee costs of knowledge sharing, and leads to the knowledge sharing behavior of employees. Research Implications This study proved the relationship between spiritual leadership and perceived cost in knowledge sharing behavior. It was confirmed that spiritual leadership is important as a factor that helps reduce perceived employee costs and promotes knowledge sharing behavior.

플립러닝을 적용한 교직과목에서 교수설계 질, 지식공유태도, 지식공유행동 및 만족도 간의 관계 규명

김남희 ( Nam-hee Kim ),주영주 ( Young-ju Joo ),유화영 ( Hwayoung Yu ) 한국교육정보미디어학회(구 한국교육정보방송학회) 2018 교육정보미디어연구 Vol.24 No.1

본 연구는 플립러닝 환경에서 학습자 지식공유행동에 영향을 미치는 요인으로 플립러닝 교수설계 질, 지식공유태도를 설정하고 지식공유행동 결과 변인으로 만족도를 선정한 후 이들 간의 관계를 살펴보고자 하였다. 이를 통해 플립러닝의 만족도를 높여줄 수 있는 교수설계적 시사점을 도출하고 학습자들이 능동적으로 지식공유행동에 참여할 수 있는 방안을 모색하고자 하였다. 이를 위해 국내 A대학의 교육학개론 수강생 134명을 대상으로 연구를 진행하였으며 구조방정식 모형을 적용하여 연구가설을 검증하였다. 연구결과는 첫째, 플립러닝 교수설계 질은 지식공유태도에 유의한 영향을 미치는 것으로 나타났다. 둘째, 플립러닝 교수설계 질과 지식공유태도는 지식공유행동에 유의한 영향을 미치는 것으로 나타났다. 마지막으로 플립러닝 교수설계 질과 지식공유행동은 만족도에 유의한 영향을 미치는 것으로 나타났으나 지식공유태도는 만족도에 유의한 영향을 미치지 않으며 지식공유행동을 통해 간접적으로 영향을 미치는 것으로 나타났다. 이는 학습자의 지식공유행동을 높이기 위해 학습자 중심 교수전략과 같은 환경적 요인과 지식공유태도와 같은 개인적 요인을 함께 고려해야 함을 의미한다. 또한 이러한 과정들을 통해 플립러닝에 대한 만족도가 높아질 수 있음을 시사한다. The purpose of this study is to suggest the instructional design implications that can enhance the satisfaction of the flipped learning and to find ways for learners to actively participate in knowledge sharing activities. As an outcome variable, learner satisfaction, which is a positive evaluation of learning experiences, is included in the research model. In addition, the predictors of knowledge sharing behaviors included the flipped learning quality rooted on the four indicators of F-L-I-P^TM as an environmental factor, and knowledge sharing attitude as a personal factor. Eventually, the research aims to provide practical implications for both practitioners and researchers in terms of instructional design strategies for successful flipped learning. The research participants were 134 students who enrolled in an ‘Introduction to pedagogy’ course in a university located in South Korea. Structural equation modeling was employed to validate the proposed model. First, flipped learning quality recognized by learners has a significant effect on knowledge sharing attitude. Second, flipped learning quality and knowledge sharing attitude have a significant effect on knowledge sharing behavior. Lastly, flipped learning quality and knowledge sharing behaviors had a significant effect on satisfaction, whereas knowledge sharing attitude did not significantly affect satisfaction. This means that not only the environmental aspects of instructional design and operation but also the positive perception of learners about knowledge sharing were important for increasing knowledge sharing behavior. Also, the more the learner-centered teaching and learning strategies are fully implemented, the higher the positive perception of the learner's knowledge sharing.

팀장의 윤리적 리더십, 팀 지식공유, 팀 혁신행동 간의 관계: 팀 절차공정성 풍토의 조절된 매개효과

배범수,김학수 한국인적자원개발학회 2023 인적자원개발연구 Vol.26 No.1

Military organizations have regulations on clothes, words and actions, and have various manuals such as training norms and code of conduct for barracks life. Accordingly, since members of a military organizations acquire regulations and rules with explicit knowledge, there is no need to share knowledge among members and to create new results that are not in regulations, rules, and manuals. However, as uncertainty increases in the face of various unexpected situations, it is impossible for military organizations to have complete regulations, rules, and manuals. Therefore, it can be seen that the importance of sharing team knowledge is increasing. Focusing on the fact that leadership and military ethics are emphasized, this study examines team leader’s ethical leadership as antecedent factors of team knowledge sharing. In addition, in order to examine whether team knowledge sharing can increase substantially new results in the context of military organizations, this study attempts to verify the positive effect of team knowledge sharing on team innovative behavior. Based on these discussions, this study examines the mediating role of team knowledge sharing in the relationship between team leader’s ethical leadership and team innovative behavior in the military organization. The military organization is a typical bureaucratic organization that regulates decision-making procedures at the organizational level rather than the autonomy of the team leader. Contrary to the argument that it is an substitute relation between ethical leadership and justice, this study considers that the relation between ethical leadership and procedural justice will be a complementary relationship. This study aims to verify the moderating role fo the team procedural justice climate in the relationship between team leader’s ethical leadership and team knowledge sharing as well as the moderated mediating effect of team procedural justice climate in the relationship between team leader’s ethical leadership, team knowledge, team innovative behavior based on social exchange perspective. This study conducted an empirical analysis with data from 131 teams of military organizations. The results showed that team leader's ethical leadership had a significant positive effect on team knowledge sharing, team knowledge sharing had a significant positive effect on team innovative behavior, and team knowledge sharing had a full mediating effect in the relationship between team leader's ethical leadership and team innovative behavior. In addition, the team procedural justice climate strengthens the positive relationship between team leader's ethical leadership and team knowledge sharing, and the team procedural justice climate plays a moderated mediating role in the indirect relationship between team leader's ethical leadership, team knowledge sharing, and team innovative behaivor. Specifically, the higher team procedural justice climate, the stronger the indirect effect of the team leader's ethical leadership on team innovative behavior through team knowledge sharing. Based on these findings, the significances and implications of this study was derived. 군 조직은 복장, 언행 등에 관한 규정이 있고 훈련규범, 병영생활 행동강령 등의 매뉴얼이 있다. 이에 군 조직의 구성원은 규정, 규칙 등을 명시적 지식으로 습득하므로 구성원들 간에 지식을 나눌 필요가 없으며 규정, 규칙, 매뉴얼 등에 없는 새로운 결과물을 만들 필요가 없다고 예상할 수 있다. 하지만 다양한 돌발 상황에 직면하면서 불확실성이 높은 군 조직에서 완벽한 규정, 규칙, 매뉴얼화가 불가능하므로 팀 지식공유가 중요할 수 있다. 이에 팀 지식공유에 영향을 줄 수 있는 요인으로 군 조직에서 리더십, 군대 윤리가 강조된다는 점에 착안하여 팀장의 윤리적 리더십을 살펴보려고 한다. 또한, 군 조직에서 팀 지식공유가 새로운 결과물을 향상시키는 지를 알아보기 위하여 결과변수로 팀 혁신행동을 검증하고자 한다. 이러한 관계를 토대로 군 조직에서 팀장의 윤리적 리더십과 팀 혁신행동 간의 관계에서 팀 지식공유의 매개역할이 성립하는 지를 살펴보려고 한다. 또한, 군 조직은 관료제 특성으로 팀장의 자율성보다 조직에서 의사결정 절차를 규정하고 있다. 이에 윤리적 리더십과 공정성 간의 관계는 대체적 관계일 수 있다는 주장과는 달리 본 연구는 팀장이 발현하는 윤리적 리더십과 조직에서 규정하고 있는 절차공정성 관계는 상보적 관계일 수 있다는 보았다. 이러한 이유로 팀장의 윤리적 리더십과 팀 지식공유 간의 관계에서 팀 절차공정성 풍토의 조절역할과 팀장의 윤리적 리더십, 팀 지식공유, 팀 혁신행동 간의 간접적 관계에서 팀 절차공정성 풍토의 조절된 매개효과를 살펴보고자 한다. 본 연구는 군 조직의 131개 팀 자료를 가지고 실증 분석을 하였다. 결과를 살펴보면 팀장의 윤리적 리더십은 팀 지식공유에 유의한 정적인 영향을 주고, 팀 지식공유는 팀 혁신행동에 유의한 정적인 영향을 주는 것으로 나타났으며, 팀장의 윤리적 리더십과 팀 혁신행동 간의 관계에서 팀 지식공유는 완전 매개효과가 있는 것으로 나타났다. 또한, 팀 절차공정성 풍토는 팀장의 윤리적 리더십과 팀 지식공유 간의 정적인 관계를 강화하는 것으로 나타났으며, 팀장의 윤리적 리더십, 팀 지식공유, 팀 혁신행동 간의 간접적 관계에서 팀 절차공정성 풍토는 조절된 매개역할을 수행하는 것으로 나타났다. 구체적으로 팀 절차공정성 풍토가 높을수록 팀장의 윤리적 리더십이 팀 지식공유를 거쳐 팀 혁신행동에 미치는 간접적 효과가 강화되는 것으로 나타났다. 이러한 결과가 함의하는 시사점 및 한계점이 제시되었다.

자기주도학습능력과 지식공유의 관계에 대한개인의 목표지향성과 조직 특성의 조절 효과

김문식 한국기업경영학회 2013 기업경영연구 Vol.20 No.4

격변하는 환경 속에서 기업이 경쟁력을 유지할 수 있도록 해주는 전략적 자산이 지식이 다. 오늘날 기술의 라이프 사이클이 짧아지고 있어서 조직의 성공은 조직과 개인의 신속한 학습 역량에 달려 있다. 기업이 종업원을 학습시키기에는 자원의 제약과 급속한 기술의 발전으로 인하여 한계가 있으므로 구성원들이 개인 학습도 중요하지만 지식의 자발적 공유가 기업의 성공에 더 중요한 요인이다. 본 연구는 개인의 학습형태 중 자기주도학습에 초점을 맞추어 자기주도학습능력이 지식공유에 미치는 영향과 자기주도학습능력과 지식공유 간의 관계에 목표지향성과 조직특성이 조절 역할을 하는지를 실증적으로 조사하였다. 자기주도학습능력은 배을규와 김대영(2012)이 개발한 측정 도구, 조직지원인식은 조직이 종업원들의 기여와 행복에 얼마만큼 관심을 두고 있는지에 대한 신뢰를 의미하는 Eisenberger 등(1986)의 측정 도구, 행동통제는 Merchant(1982)와 Ouchi (1979)의 측정 도구, 성과목표지향성과 학습목표지향성은 Button 등(1996)이 개발한 측정 도구를 적용하였다. 지식공유 변수는 공유 빈도와 공유 노력의 두 가지로 구성하고 지식공유 빈도는 King과 Marks(2008)가 개발한 설문 항목, 지식공유 노력은 Srivastava 등(2006)이 개발한 설문 항목을 이용하였다. 자기주도학습능력이 지식공유에 직접적으로 (+)의 효과를 미치는지에 대한 가설 1의 검증을 위하여 지식공유노력을 종속변수로 하고 자기주도 학습능력을 독립 변수로 하는 회귀 분석을 수행한 결과 자기주도학습능력이 지식공유노력에 유의한 영향을 미치는 것으로 나타났다. 지식공유노력을 종속변수로 한 위계적 다중회귀분석을 실시한 결과 학습목표지향성은 지식공유노력에 (+)의 영향을 미치지만, 성과목표지향성은 지식공유노력에 (-)의 영향을 미치고 목표지향성의 조절 효과가 있는 것으로 검증이 되었다. 행동통제와 조직지원인식이 자기주도학습능력과 지식공유노력 간의 관계를 조절할 것이라는 가설 3의 검증을 위하여 지식공유노력을 종속변수로 한 위계적 다중회귀분석을 실시하였다. 조직지원인식과 행동통제 모두 지식공유에 (+)의 영향을 미치고 있고 조직지원 인식과 행동통제의 (+) 조절 효과도 있는 것으로 검증이 되었다. 행동통제는 지식공유 노력보다 지식공유 빈도에 미치는 영향이 크고 조직지원인식은 지식공유 빈도보다 지식공유 노력에 미치는 영향이 클 것이라는 가설 4는 채택이 되었다. A knowledge-based society, as we have today, requires the sharing of knowledge at all levels of society in order to function properly. In companies, knowledge sharing is essential because knowledge sharing is important in order to support the learning success. Environmental turbulence requires management to explore new knowledge and exploit existing knowledge rapidly. Because learning capabilities derive from not only organization, but employees in fast developing market and technology environment, self-directed learning is essential virtue to employees. The purpose of this study identifies the relationships between self-directed learning and knowledge sharing, with the moderating effect of goal orientation and organizational characteristics such as POS(perceived organizational support) and behavioral control. Goal orientation as personal characteristics is classified into learning goal orientation and performance goal orientation. organizational characteristics involve behavioral control and perceived organizational support. Knowledge sharing is measured as both effort and frequency. Our research data were collected through a questionnaire survey of 289 employees in Pohang Steel Complex. Major findings are as follows. First, self-directed learning ability influences positively knowledge sharing effort, while efforts is more than frequency. Second, learning goal orientation influences positively knowledge sharing effort, while performance goal orientation influences negatively knowledge sharing effort. The moderating effect of both goal orientation is statistically supported. Thid, behavioral control and perceived organizational support moderate the relations between self-directed learning ability and knowledge sharing effort while they influences positively knowledge sharing effort. Fourth, behavioral control influences frequency stronger than efforts of knowledge sharing, in contrast to perceived organizational support. These findings are significant to theory-building because the relationship between self-directed learning ability and knowledge sharing, as well as the implications for workplace learning, have been rarely analyzed in previous studies. When recruiting and allocating personnel to jobs requiring knowledge sharing mostly, top management should identify their goal orientation, especially learning goal orientation. Employees of excellent self-directed learning ability are not sufficient to superior organizational performance. They should be supported and motivated by behavioral control and perceived organizational support. The limitation of this study can be summed up as follows; first, insufficient accumulated research results make the measurement model unsophiscated. As self-directed learning ability was developed firstly in education research, it is difficult to apply to firm-specific environment. Second, the variables that are involved in our research model are only part of variables influencing self-directed learning ability and knowledge sharing. Future research is to be directed into involving more factors.

공정성 인식이 조직구성원들의 혁신적 행동에 미치는 영향 -지식공유의 매개효과를 중심으로-

김동주,김영목,황승배,김영완 한국기업경영학회 2012 기업경영연구 Vol.19 No.2

In order for organizations to maintain sustainable growth adjusting to changing environment innovative behaviors are required to organizational members. This study purports to shed light on how shared knowledge and organizational justice affect the innovative behaviors of the members. This research has been thoroughly analyzed and conducted regarding the impacts on the innovative behaviors of organizational members by dividing the compositional dimensions of organizational justice into four sub-dimensions such as distributional justice, procedural justice, interpersonal justice, and informational justice. Futhermore, by setting knowledge sharing as the mediated variable, we have verified the effectiveness of knowledge sharing. 595 employees of 27 businesses were surveyed to compile data for empirical analysis. 505 copies of survey answers, excluding those with missing values, inconsistency, or questions left blank, were analyzed. Such empirical findings of this research can be summarized as follows. First, all of four compositional dimensions in organizational justice have positive effects on the innovative behaviors of organizational members. Therefore, it seems that distributional justice, procedural justice, and interpersonal justice play a positive role in encouraging the members to share knowledge. Second, research has shown that such knowledge sharing has positive impacts and positively correlated with innovative behaviors of organizational members. Even though the level of sharing knowledge has a considerable effect on innovative behavior, which is prerequisite for organizational innovation, few domestic papers have studied it through empirical analysis. In this sense, this study is meaningful in that it has proved that raising awareness of organizational justice and sharing knowledge is important to promote the members’ innovative behaviors. Third, our research has also indicated that knowledge sharing plays a mediating role in the relationship between distributional justice, interpersonal justice, informational justice and the innovative behavior of organizational members. Theoretical and practical implications of this research would be written as follows. First, this study has shown that knowledge sharing and organizational justice perceived by members are catalytic antecedents which promote the innovative behavior among members. Moreover, pre-existing studies on organizational justice has been relatively focused more on the several variables related to the traditional organizational effectiveness such as organizational commitment, job satisfaction and organization citizenship behavior by organizational members. In particular, It is noteworthy to mention that this research has clarified how organizational justice has the effects on the innovative behavior through the verification process of knowledge sharing as the mediated effects which influences the relationship between organizational justice and the innovative behavior. The conclusion extracted from this study strongly urges that, in a practical manner, the management should encourage to improve in knowledge sharing as well as organizational justice in order to stimulate the innovative behavior among organizational members. 변화하는 환경에 조직이 적응하면서 지속적으로 성장 및 발전하기 위해서는 조직구성원들의 혁신적 행동이 요구되고 있다. 본 연구의 목적은 구성원들의 혁신적 행동에 조직공정성 및 지식공유가 어떠한 영향을 미치는가를 규명하는 것이다. 본 연구에서는 조직공정성의 구성 차원을 분배, 절차, 대인, 정보 공정성으로 구분하여 조직구성원의 혁신적 행동에 미치는 영향을 분석하였다. 아울러, 지식공유를 매개변수로 설정하여 그 효과성을 검증하였다. 실증분석을 위한 자료 수집은 27개 업체 종업원 595명을 대상으로 한 설문조사를 통해 이루어졌으며, 결측치를 다수 포함하거나 불성실한 설문지를 제외한 505부의 자료가 분석에 사용되었다. 본 연구의 분석결과는 다음과 같이 요약할 수 있다. 첫째, 조직공정성의 네 가지 구성차원들은 모두 조직구성원들의 지식공유에 긍정적인 영향을 미치는 것으로 나타났다. 둘째, 지식공유는 조직구성원들의 혁신적 행동에 긍정적인 영향을 미치는 것으로 나타났다. 셋째, 지식공유는 분배공정성, 대인공정성, 정보공정성과 구성원의 혁신적 행동 간 관계를 부분 매개하는 것으로 나타났다. 본 연구의 이론적․실무적 시사점은 다음과 같다. 첫째, 본 연구는 조직구성원들이 지각하는 조직공정성과 지식공유가 조직구성원의 혁신적 행동을 촉진하는 선행요인임을 제시하였다. 둘째, 기존의 조직공정성 연구가 전통적인 조직유효성 관련 변수들인 조직몰입, 직무만족, 조직시민행동과의 관련성을 중심으로 이루어진 반면에, 본 연구는 조직구성원의 혁신적 행동에 초점을 맞추어 연구를 진행하였다. 특히, 조직공정성과 혁신적 행동 간의 관계에 미치는 지식공유의 매개효과를 검증함으로써, 조직공정성이 어떠한 과정을 통해 혁신적 행동에 영향을 미치는지를 규명하였다는데 의의가 있다. 이러한 연구결과는 실무적 측면에서 경영자들이 조직구성원의 혁신적 행동을 촉진하기 위해서는 조직공정성의 제고뿐만 아니라 조직구성원의 지식공유 수준도 높일 수 있도록 더욱 노력하여야 함을 시사한다

Marketing Knowledge Sharing Intention and Practices among Foreign Subsidiaries of MNEs

Kim, Seog-Soo(김석수),Park, SeoYeon(박서연) 대한경영학회 2011 大韓經營學會誌 Vol.24 No.6

Marketing Knowledge Sharing Intention and Practices among Foreign Subsidiaries of MNEs

김석수,박서연 대한경영학회 2011 大韓經營學會誌 Vol.24 No.6

This study is aimed at (1) exploring the antecedents of marketing knowledge sharing intention which is a prerequisite for marketing knowledge sharing behavior, (2) analyzing whether the intention to engage in marketing knowledge sharing is put into action, and (3) examining the factors which influence the possibility that marketing knowledge sharing intention leads to actual behavior. For the research objectives, a research model is built on the basis of the theory of planned behavior. Moreover, it suggests the support from its headquarter as the moderating factors in the relationship between intention and actual behavior of marketing knowledge sharing as the headquarter should play a role of minimizing the gap between the intention and the actual behavior in order to promote intra-organizational marketing knowledge sharing. The primary data for the empirical analysis to test the hypotheses were collected through the survey of foreign subsidiaries of Korean MNEs publicly listed in the Korean Stock Exchange in December 2010. The results of path analysis indicate that marketing knowledge sharing intention should be formed in advance and this intention is strengthened as important stakeholders expect or allow for the subsidiaries to engage in marketing knowledge sharing. In addition, when their practices of marketing knowledge sharing are positively evaluated and rewarded by their headquarters in Korea, there is a greater likelihood that intention of marketing knowledge sharing leads to actual practices.

AN EMPIRICAL INVESTIGATION OF THE ANTECEDENTS AND CONSEQUENCES OF EXPORT RELATIONSHIP CAPABILITIES

Marios Theodosiou,Faidon Theofanides,Panayiotis Chaveles 글로벌지식마케팅경영학회 2014 Global Marketing Conference Vol.2014 No.1

This study investigates the role of knowledge sharing in the development of relationship capabilities, focusing on the interaction between exporting organizations and their foreign partners. Knowledge sharing can be defined as the activities of how to assist communities of people work together, facilitating the exchange of their knowledge, enhancing organizational learning capacity, and increasing their ability to attain individual and organizational goals. Knowledge sharing facilitates the development of innovative ideas, creates new business opportunities through the learning process of knowledge workers, and increases the ability of employees to achieve individual and organizational objectives. The exchange of information and knowledge is crucially important in an export marketing context, as a result of the increasing complexity and volatility of the international business environment and the information asymmetry between exporters and their foreign distributors. Knowledge sharing between the two parties enables exporters to gain a better understanding of local market conditions and develop appropriate products that fit the needs and preferences of end-user customers. In an effort to fill an important gap in the export marketing literature, the present study develops and empirically tests a conceptual model of the organizational factors that stimulate the adoption of an export knowledge sharing behavior, the relationship between export knowledge sharing behavior and export relationship capabilities, and the resulting positive outcomes for exporting organizations. The study develops seven research hypotheses, which are then tested using data collected from a sample of Greek direct exporters by means of an online survey. The key informant in this study is the head of exporting activities (hereafter referred to as export executive). The study employs available guidelines in the literature regarding the collection of high quality data from key informants, questionnaire design, and measure development and validation. The data analysis procedure involves the assessment of the psychometric properties of the measurement scales and the estimation of a structural equation model. Study findings provide support for all seven research hypotheses. More specifically, results indicate that the prevalence of an organizational culture that supports knowledge sharing is an important factor that enhances the adoption of export knowledge sharing behavior by export executives. Similarly, export executives’ attitudes towards knowledge sharing have a positive effect on their knowledge sharing behavior. Organizational culture and export knowledge sharing behavior have a positive influence on an exporting organization’s relationship capabilities. In turn, export relationship capabilities have a significant positive effect on export product advantage and export market performance. Finally, a strong positive relationship is evident between export product advantage and export market performance.

AN EMPIRICAL INVESTIGATION OF THE ANTECEDENTS AND CONSEQUENCES OF EXPORT RELATIONSHIP CAPABILITIES

Marios Theodosiou,Faidon Theofanides,Panayiotis Chaveles 글로벌지식마케팅경영학회 2014 Global Marketing Conference Vol.2014 No.7

This study investigates the role of knowledge sharing in the development of relationship capabilities, focusing on the interaction between exporting organizations and their foreign partners. Knowledge sharing can be defined as the activities of how to assist communities of people work together, facilitating the exchange of their knowledge, enhancing organizational learning capacity, and increasing their ability to attain individual and organizational goals. Knowledge sharing facilitates the development of innovative ideas, creates new business opportunities through the learning process of knowledge workers, and increases the ability of employees to achieve individual and organizational objectives. The exchange of information and knowledge is crucially important in an export marketing context, as a result of the increasing complexity and volatility of the international business environment and the information asymmetry between exporters and their foreign distributors. Knowledge sharing between the two parties enables exporters to gain a better understanding of local market conditions and develop appropriate products that fit the needs and preferences of end-user customers. In an effort to fill an important gap in the export marketing literature, the present study develops and empirically tests a conceptual model of the organizational factors that stimulate the adoption of an export knowledge sharing behavior, the relationship between export knowledge sharing behavior and export relationship capabilities, and the resulting positive outcomes for exporting organizations. The study develops seven research hypotheses, which are then tested using data collected from a sample of Greek direct exporters by means of an online survey. The key informant in this study is the head of exporting activities (hereafter referred to as export executive). The study employs available guidelines in the literature regarding the collection of high quality data from key informants, questionnaire design, and measure development and validation. The data analysis procedure involves the assessment of the psychometric properties of the measurement scales and the estimation of a structural equation model. Study findings provide support for all seven research hypotheses. More specifically, results indicate that the prevalence of an organizational culture that supports knowledge sharing is an important factor that enhances the adoption of export knowledge sharing behavior by export executives. Similarly, export executives’ attitudes towards knowledge sharing have a positive effect on their knowledge sharing behavior. Organizational culture and export knowledge sharing behavior have a positive influence on an exporting organization’s relationship capabilities. In turn, export relationship capabilities have a significant positive effect on export product advantage and export market performance. Finally, a strong positive relationship is evident between export product advantage and export market performance.