조직의 혁신지원풍토와 혁신행동

국문 초록 (Abstract)

[연구목적] 조직에서의 지속적인 경쟁력 확보는 구성원들의 혁신적 업무수행 및 업무방식이 바탕이 되어야 가능하다. 이에 조직 혁신의 바탕인 새로운 아이디어 발현, 이를 개발하고 실행하는 구성원들의 혁신 행동의 영향요인, 결과 등이 보고되고 있으나 그 동안 혁신지원분위기를 다룬 연구는 부족하였고, 기업 조직에 시사점을 제공하는 연구도 부족하였다. 뿐만 아니라 혁신지원풍토나 혁신적 조직문화를 다룬 연구일지라도 단일 차원적(Uni－dimension)으로 접근하여, 각각의 하위차원이 혁신 행동에 어떻게 영향을 미치는지 살펴보지 못하는 한계를 지니고 있다. 따라서 본 연구는 조직 구성원들이 느낄 수 있는 조직의 혁신지원풍토의 하위차원요소가 조직원이 수행하는 혁신 행동에 어떻게 영향을 미치는지의 직접효과와 조직자긍심과 과업도전성을 조절 변수로 하여 혁신지원분위기의 하위 변수와 혁신 행동 간의 관계에 대한 전반적인 이해를 높이고자 하였다.
[연구방법] 국내 기업종사자 230명 및 직속상사 230명을 대상으로 한 조절회귀분석을 통하여 가설을 검증하였다.
[연구결과] 주요 연구결과로 첫째, 혁신지원풍토 중 창의적 지원 및 혁신 보상은 구성원의 혁신행동에 정의 영향을 미쳤다. 둘째, 혁신지원풍토와 혁신행동의 관계에서 과업도전성은 특히 창의적 지원과 혁신행동과의 관계, 혁신 보상과 혁신행동의 관계의 강도를 조절하는 것으로 나타나 과업도전성의 중요성을 밝혔다. 셋째, 구성원들의 조직자긍심의 조절역할로, 특히 혁신보상과 혁신행동관계에서 조직자긍심이 높을수록 독립변수와 종속변수의 관계가 강화되는 것으로 확인되었다.
[연구의 시사점] 본 연구결과를 통한 실무적 시사점으로 혁신행동을 위하여 어떻게 조직풍토를 형성할 것인지, 직무설계 및 직무부여에 있어 구성원의 태도의 중요성과 조직에 대한 애착의 중요성을 제시하였다.

다국어 초록 (Multilingual Abstract)

[Purpose] Recently, continuous getting competitive advantage should be based on employees’ innovative performance management and way of working. In line with this trend recent studies have reported emergence of idea, the antecedents and outcomes of innovative behavior. However, there is little study considering innovation support climate and providing practical managerial implication. Even though innovation support climate research, there is no study considering multi－dimension of innovation support climate rather most of prior research used uni－dimension, which leads to have limitation each dimension effect of innovative behavior. Therefore this study tries to empirically analysis the relationship between each dimension of innovation support climate and innovative behavior. And this study identifies boundary condition of organization based self－esteem(OBSE) and task challenge. That is the direct effect of innovation support climate which can be perceived by organizational members on innovative behavior and the moderating effect of OBSE and task challenge on the relationship between innovation support climate and innovative behavior.
[Methodology] This study using 212 member－supervisor dyad with moderation regression analysis.
[Findings] Firstly, creativity support and innovation－reward significantly positive impacts on innovation behavior which was measures by supervisors. Secondly, task challenge showed the enhancing moderation effect on the relationship between creativity support and innovative behavior and the relationship between innovation－reward and innovative behavior. Thirdly, OBSE also showed the moderating effect such that high relationship between innovation－reward showed when OBSE is also higher level.
[Implications] This study provided the direction to make organization climate for innovative behaviors and the importance of job structure and assignment besides employees’ a affective attitudes towards their organization.

목차 (Table of Contents)

• 요약
• Ⅰ. 서론
• Ⅱ. 이론적 배경 및 가설 도출
• Ⅲ. 연구방법
• Ⅳ. 연구 결과
• Ⅴ. 연구결과 및 시사점
• 참고문헌
• Abstract

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