• The Journal of the Convergence on Culture Technology
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• v.7 no.1
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• pp.406-415
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• 2021

In this study, a research model was established and analyzed in order to examine how the characteristics of organizational culture affect the innovation behavior of employees. This study divided the characteristics of organizational culture into development, stability, and rationality as sub-factors, and conducted a study on the relationship between characteristics of organizational culture and innovation behavior. This study also attempted to confirm whether creative efficacy mediates between the characteristics of organizational culture and innovation behavior. To this end, the data collection was targeted to 80 members of the organization in the company, and the SPSS and PLS programs were used to analyze the collected data. As a result of hypothesis testing, only stability among the characteristics of organizational culture had a significant direct effect on innovation behavior. These results can be interpreted as meaningful results in a study between the characteristics of organizational culture and the innovation behavior of employees. In addition, creative efficacy was found to significantly mediate the influence of organizational cultural characteristics (development, stability, and rationality) on employees' innovation behavior. We suggest that companies should focus on forming an organizational culture in terms of internal stability perceived by employees, and lead employees' innovation behavior to create organizational performance. We propose that companies should create an organizational culture so that the characteristics of the organizational culture (development, stability, rationality) increase the creative efficacy of the employees and lead to the innovation behavior of the employees.

• Management & Information Systems Review
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• v.33 no.3
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• pp.77-92
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• 2014

The objective of this study is to examine the factors influencing entrepreneurship and innovational behavior orientation in small and middle enterprise. This model tests various theoretical research hypotheses relating to entrepreneurship, innovational behavior orientation and Affective Organizational Commitment. To verify them, using a sample of 280 employees working for 31 companies in Busan, Ulsan, and Pohang, this study analyses empirically on structural relationship among them. The results of hypothesis testing are as follows. First, entrepreneurship influence innovational orientation. Second, entrepreneurship influence Affective Organizational Commitment. Finally, A mediator effect of Affective Organizational Commitment between entrepreneurship and innovational behavior orientation is a new empirical result coming out of this study. The study provides entrepreneurship and policy-HRM with more accurate information that allow them to explore significant managerial insights so as to develop appropriate policy in small and middle enterprise.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.10 no.1
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• pp.1-12
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• 2015

The purpose of this study is to examine the effect of company characteristics and individual characteristics perceived by employees of small businesses on job satisfaction and especially to seek activation of the organization by extending from previous studies to examine the intermediary role of company innovation and applying management measures focusing on the environment of changing global society where CEOs of small businesses cause job satisfaction of organizational members and present the direction for the improvement of management and institutional development. This study was carried out for about 2 months targeting employees of small businesses and the results of empirical analysis are as follows: First, company characteristics and individual characteristics perceived by employees of small businesses turned out to have a positive (+)effect on job satisfaction but the hypothesis that job stress affects job satisfaction was not significant. Second, of the effects of company characteristics and individual characteristics perceived by employees of small businesses on company innovation, organization flexibility and CEO's leadership, company communication and degree of cooperation between departments, individuals, challenge of individuals perceived individual characteristics were found to affect company innovation but the hypothesis that job stress affects it was not significant. Third, company innovation was found to have a positive (+)effect on job satisfaction and fourth, in the intermediary effect verification of company innovation between company characteristics and individual characteristics perceived by employees and job satisfaction, organization flexibility and communication, collaboration turned out to perform partial intermediation and CEO's leadership to perform full intermediation and individual challenge performance to perform full intermediation and the intermediary effect of job stress was not proven. These results are company characteristics and individual characteristics that is the perception of the independent variables in SME employees is not only a direct relationship with job satisfaction, suggesting that also has an indirect effect is mediated depending on the innovation of the company. Therefore, it can be seen that even for the innovation performance of enterprises is important to increase the job satisfaction of employees of SMEs. In particular, the conductivity of the leadership and individual parameters so completely over the innovativeness of the company is the result of job satisfaction itgetda can be said that the innovation efforts of the organization is effective at the same time be pursued.

• Journal of Venture Innovation
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• v.5 no.2
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• pp.111-127
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• 2022

With the progress of the 4th industrial revolution, interest in smart factories is increasing. The government is implementing a smart factory support project for small and medium-sized manufacturing companies. Therefore, in this study, factors influencing small and medium-sized enterprises(SME's) intention of smart factory acceptance were analyzed. In particular, it focused on how the perception of government support affects intention of smart factory acceptance. For the empirical analysis, a research model was established by reflecting the characteristics of SMEs and the technical factors of the smart factory centering on the technology acceptance theory. Based on the model set in this way, a questionnaire survey was conducted for employees of SMEs. In this study, a total of 231 samples of valid data were used for analysis. The empirical analysis results are as follows. It was analyzed that performance expectancy, social influence, technology utilization capability, CEO will, and employee resistance to innovation, all introduced as research variables, had a significant effect on the use intention of smart factory acceptance. In particular, it was found that employees' resistance to innovation had a negative (-) effect on their use intention. Meanwhile, to analyze the moderating effect of government support, it was divided into a group with high expectations for government support and a group with low expectations. As a result, it was found that there was a difference in the effect of CEO's will, employees' resistance to innovation, and social influence on the use intention. On the other hand, no significant difference was found in the relationship between performance expectancy, technology utilization capability on the use intention. Based on the empirical analysis results, the academic and practical implications of this study were presented.

• Journal of Digital Convergence
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• v.19 no.11
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• pp.235-246
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• 2021

This study analyzed the effects of SMEs' open innovation capabilities and organization capabilities to lead these innovations on corporate performance. For this purpose, an empirical analysis was conducted targeting 250 small and medium-sized enterprises(SMEs) employee. The empirical study results are as follows. Absorptive capability, relational capability, CEO's innovativeness, employee's innovativeness, and decision-making openness had a significant positive (+) effect on the non-financial performance of SMEs. It was analyzed that multiplicative capability did not significantly affect non-financial performance. On the other hand, absorptive capability, relational capability, CEO's innovativeness, and decision-making openness had a significant positive (+) effect on the financial performance of SMEs. It was analyzed that multiplicative capability and employee's innovativeness did not significantly affect financial performance. Decision-making openness and absorptive capability were analyzed as factors that have an most important influence on a company's financial and non-financial performance. Based on these research results, academic and practical implications were presented.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.11 no.3
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• pp.145-155
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• 2016

The purpose of this study is to review the relationship between empowerment and innovative behavior, and the moderating effect of psychological ownership in small business. In order to verify and achieve the purposes mentioned above, questionnaire data are gathered and analysed from 315 employees in manufacturing enterprises of Kangwon-do province. Multiple regression and multiple hierarchical regression analysis were applied to test the proposed hypotheses: 1) the relationship between empowerment(meaning, autonomy, self-efficacy, impact) and innovative behavior(idea development, idea implementation), 2) the moderating effect of PO(psychological ownership for organization) on the relationship between empowerment and innovative behavior, 3) the moderating effect of PJ(psychological ownership for job) on the relationship between empowerment and innovative behavior. Empirical survey's findings are as follows; First, empowerment(meaning, autonomy, self-efficacy, impact) appeared to be positively related with innovative behavior(idea development, idea implementation). Second, there was no evidence of moderating effect of PO on the relationship between empowerment and innovative behavior. Third, meaning of work was more positively related with innovative behavior(idea development, idea implementation) in higher PJ group than in lower PJ group. Fourth, impact was more positively related with idea implementation in higher PJ group than in lower PJ group.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.17 no.3
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• pp.165-182
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• 2022

This study focused on whether employees' perceived leader's creativity has a significant effect on employees' job satisfaction and innovative behavior. In addition, this study analyzed the mediating effect of positive psychological capital and creative self-efficacy in the relationship between perceived leader creativity and employee satisfaction with the job or innovation behavior, and analyzed the moderated mediating effect of team cohesion. This study conducted confirmatory factor analysis and path analysis for each factor using the measurement tool verification method using the SmartPLS 3.0 structural equation model, and empirically analyzed the research model. As a result, it was found that the creativity of employees' perceived leaders did not directly significantly affect employees' job satisfaction and innovation behavior. However, it was found that positive psychological capital significantly mediated the relationship between perceived leader creativity and job satisfaction or innovative behavior. In addition, positive psychological capital and creative self-efficacy have a complete double-mediation relationship between the employees' perceived leader's creativity and employees' innovative behavior. However, positive psychological capital and creative self-efficacy don't have a double-mediation relationship between the employee's perceived leader's creativity and employees' job satisfaction. Finally, Team cohesion was found to moderate the relationship between perceived leader creativity, positive psychological capital (or creative self-efficacy). However, the research model that the moderated mediating effect of team cohesion on the relationship between leader's creativity, the mediating variables(positive psychological capital and creative self-efficacy), and job satisfaction (or innovative behavior) was significant only for groups with high team cohesiveness. This study examined the needs of the times for the importance of creativity of perceived leaders and analyzed the relationship between factors influencing job satisfaction and innovation behavior of organizational members. The study is meaningful in that it suggested a plan to establish a specific organizational strategy to enhance positive psychological capital and creative self-efficacy.

• Proceedings of the Korea Technology Innovation Society Conference
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• 2017.05a
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• pp.291-305
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• 2017

대전은 전국에서 R&D투자가 많은 지역으로 이는 출연연 및 출연연 출신 연구원의 기술창업의 증가로 나타나는 현상으로 볼 수 있다. R&D가 많이 투자됨에 따라 이에 따른 효율성에 대한 분석들이 많이 이루어지고 있으며, 주로 R&D 투자가 대한 지역내총생산, 기업의 생산성 등에 미치는 영향 즉 R&D투자의 효율성 분석을 많이 하고 있다. 본고에서는 지역 R&D투자가 기업의 생산성에 어느 정도 영향을 미치는 지를 분석하였다. 특히 지역특화(전략)산업 분야별로 분석하여 지역 R&D 투자의 효율적 배분을 위한 전략방안을 제시하고자 한다. 이러한 분석을 위해서 생산성에 대한 대리변수로 종업원 1인당 매출액 종업원 1인당 부가가치를 종속변수로 설정하였고, 독립변수로 연구개발비, 종업원 1인당 영업이익, 종업원 1인당 자본집약도 등의 변수를 다중회귀모형으로 실증분석 하였다. 분석결과 R&D투자가 매출액과 부가가치에 유의한 영향을 미치지만, 연구개발비가 매출액이나 부가가치 등 생산성 증가에 결정적인 요인으로 나타나지 않았다. 산업별 분석결과 정보통신, 바이오산업보다 부품소재 산업에서 결정계수가 높게 나왔다. 또한 조절회귀모형을 설정하여 조절효과를 분석한 결과 R&D투자는 매출액에 영향을 미치지만, 부가가치는 조절효과가 발생하지 않았다. 이는 지역 R&D투자의 효율적 배분 측면에서 투자의 활성화를 이루고 연구개발 투자가 실질적으로 기업의 생산성 증가에 기여할 수 있도록 견인해야 할 것이다.

• 한국벤처창업학회:학술대회논문집
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• 2020.06a
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• pp.161-165
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• 2020

기업 운영에 있어서 인적자원의 중요성이 강조되고 있고, 많은 기업들이 성과를 향상시키기 위한 전략으로 활용하고 있다. 기존의 연구들은 사업 운영과 관련하여 기업가정신의 중요성을 강조해왔다. 최근 들어 많은 기업들은 종업원들을 위해 일하기 좋은 근무환경 제공, 처우개선 등 다양한 방법을 활용하여 종업원들의 근무만족도를 높이고 이를 통해 기업성과를 향상시키기 위한 노력을 기울이고 있다. 이러한 사람중심의 기업가정신은 기업의 성과를 향상시키는 중요한 요소이다. 기업은 급격한 환경변화에 잘 적응함으로써 기회를 포착하고 활용할 수 있어야 한다. 그러기 위해 기업의 관리자들은 조직 내에서 기업가적 리더십을 발휘하여 조직의 성장과 발전에 필요한 기회를 포착하고 활용해야 한다. 본 연구는 전통적인 사업 중심의 기업가정신 대신에 사람중심 기업가정신 그리고 기회를 활용하고 포착하는 기업가적 리더십의 선행연구 검토와 실증분석을 통해 이론적 발전에 기여하고자 한다. 조사대상을 창업기업과 비창업기업으로 구분하고 사람중심 기업가정신과 기업가적 리더십이 제조분야 중소기업의 양면적 혁신활동에 미치는 영향을 분석함으로써 중소기업의 경영성과 개선에 도움이 될 수 있는 시사점을 도출하고자 한다.

• Journal of Venture Innovation
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• v.6 no.3
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• pp.203-220
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• 2023

This study conducted an empirical analysis of the factors affecting the job commitment of employees within a financial sales organization, focusing particularly on agile leadership and organizational justice. Agile leadership was subdivided into four components: adaptability, collaboration promotion, proficiency, and an agile approach, whereas organizational justice was broken down into distributive justice, procedural justice, and interactional justice. Data were gathered through an online survey, and 245 valid responses were subjected to hierarchical regression analysis. The results revealed a significant positive effect of distributive justice, interactional justice, adaptability, promotion of collaboration, and an agile approach on job commitment among the employees of the financial sales organization. However, the influence of proficiency, a component of agile leadership, and procedural justice, a dimension of organizational justice, did not prove to be statistically significant. The order of influence among the significant variables was found to be: adaptability, interactional justice, promotion of collaboration, distributive justice, and an agile approach. These findings confirmed the impact of agile leadership in financial sales organizations, traditionally viewed as conservative, and suggested practical implications for the financial sector to adapt in anticipation of the Fourth Industrial Revolution.