Journal of the Korea Academia-Industrial cooperation Society (한국산학기술학회논문지)

The Korea Academia-Industrial cooperation Society (한국산학기술학회)
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Aging Workforce and Organizational Innovation: Curvilinearity and the Moderating Role of Age Diversity

고령화와 조직 혁신: 비선형성과 연령 다양성의 조절효과

  • Park, Jisung (College of Business and Economics, Chungnam National University)
  • Received : 2018.03.29
  • Accepted : 2018.06.01
  • Published : 2018.06.30
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Abstract

This study examines the contrasting effects of an aging workforce on organizational innovation and the moderating role of age diversity. By utilizing a knowledge-based view, this study asserts that an aging workforce can contribute to organizational innovation to some degree due to accumulated firm-specific knowledge and experiences as well as various social networks within and outside the firm. On the contrary, as the portion of an aging workforce increases, the negative effect of the aging workforce on organizational innovation can overwhelm the positive effects because of the limitations of new knowledge creation. In addition, this study explores the effect of age diversity to moderate the relationship between aging workforce and organizational innovation.Empirical findings showed that an aging workforce and organizational innovation had an inverted-U relationship, and age diversity moderated this curvilinear relationship as this study predicted. These theoretical arguments and empirical findings highlight the necessity to explore the complex effects of an aging workforce on organizational innovation as well as additional factors influencing the relationship between aging workforce and firm innovation.

본 논문은 고령인력이 조직 혁신에 미치는 효과와 연령 다양성이 이러한 관계를 어떻게 조절하는지를 중심으로 살펴본다. 지식경영 기반 관점에 근거하여, 본 연구는 기업 특유적 지식과 조직 내외부 사회적 연결망 측면에서 고령인력이 일정 정도 조직 혁신에 기여할 수 있을 것으로 보았다. 반면, 고령인력 비중이 지속적으로 늘어나게 되면 새로운 지식 창출관점에서 한계를 가질 수 있으므로 조직 혁신에 미치는 긍정적 효과보다는 부정적 효과가 보다 강하게 나타날 것으로 예상하였다. 이에 더하여, 고령인력과 조직 혁신 간 비선형적 관계를 조절하는 요인으로 연령 다양성의 효과에 대해 살펴보았는데, 본 연구는 새로운 지식의 창출이라는 측면에서 연령 다양성이 고령인력과 조직 혁신 간 비선형 관계를 조절할 것으로 예측하였다. 실증 분석을 실시한 결과, 예측한대로 고령인력과 조직 혁신은 역 U자 관계를 가지고 있었으며, 연령 다양성은 이러한 역 U자 관계를 조절하는 역할을 하는 것으로 나타났다. 이러한 이론적 논의와 실증 결과는 고령인력이 조직 혁신에 미치는 다양한 효과들을 보다 다각적으로 검증하고 이러한 관계에 영향을 줄 수 있는 보다 다양한 요인들에 대한 탐색이 이루어져야 함을 보여준다.

Keywords

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