• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.15 no.2
• /
• pp.717-724
• /
• 2014

Although team cohesion can be a double-edged sword, empirical studies have focused positive effect of team cohesion. This study claims that team cohesion can be divided social task cohesion, so we can investigate positive effect of social cohesion and negative effect of task cohesion on technological innovation. Cohesion emphasize homogeneity, thus creativity supporting team climate alleviate negative effect of social cohesion and increase positive effect of task cohesion. This study has used materials collected from 205 NPD teams The results show negative effect of social cohesion(${\beta}$=-.19, p<.01), positive effect of task cohesion(${\beta}$ =.18, p<.05), positive interactive effect between social cohesion and creativity supporting team climate(${\beta}$=.14, p<.10) and positive interactive effect between task cohesion and creativity supporting team climate(${\beta}$=.16, p<.05) on technological innovation.

• Journal of Venture Innovation
• /
• v.6 no.2
• /
• pp.101-121
• /
• 2023

The purpose of this study was to investigate the impact of issue leadership by sales managers on sales team performance, while examining the mediating role of team adaptive sales behavior and the moderating effect of team-member exchange (TMX). Data was collected from 125 sales teams, and both independent and dependent variables were measured with a time difference of two months using responses from sales managers and team members. The empirical analysis revealed several important findings. Firstly, the study found that issue leadership had a significant positive effect on sales team performance. Secondly, team adaptive sales behavior was found to partially mediate the relationship between issue leadership and sales team performance. Lastly, the study revealed that TMX moderated the relationship between issue leadership and sales team performance. These findings have significant academic and practical implications. Firstly, the study demonstrates the effectiveness of issue leadership as a sales leadership style in the B2C industry. Secondly, it highlights the importance of team adaptive sales behavior as a mechanism that mediates the relationship between issue leadership and sales team performance. Lastly, it underscores the significance of TMX as a situational factor that moderates the relationship between issue leadership and sales team performance. In practice, the results suggest that organizations should focus on developing issue leaders, fostering creative sales behavior at the team level, and activating social exchange within sales teams to enhance sales team performance.

• The Journal of the Korea Contents Association
• /
• v.20 no.10
• /
• pp.146-156
• /
• 2020

The purpose of this study was to verify the effect of team process and affect state on members' organizational commitment. To this end, a valid questionnaire was received from 241 employees working at a company, and the collected questionnaire analyzed the relationship through regression analysis. As a result, we found that all of the team process factors - the conversion process, the execution process, and the interpersonal process - had a meaningful positive effect on organizational commitment. The conversion process had a positive effect on positive-activity and positive-inactivity - which is the types of the members' affect state. The interpersonal process had a positive effect on positive-activity and positive-inactivity, and negative effect on negative-inactivity and negative-activity. And the positive-activity had an intermediation effect on the relationship between team process and organizational commitment. Through this study, the significance of this study can be found in that it suggested the importance of building and managing the team process in order to maximize the efficiency of human resource management in the organization and improve the team effectiveness.

• Journal of Korea Technology Innovation Society
• /
• v.16 no.4
• /
• pp.913-936
• /
• 2013

As diversity has getting its significance, recent research on diversity has moved the focus from direct effects of diversity on performance to moderating effects between the two. In this paper, I analyzed the moderating effects of the innovative problem solving style and three types of interdependence (i.e., task, goal and outcome) on the relationship between diversity and performance. Empirical results using 75 project teams of R&D institute showed that the innovative problem solving style positively strengthened the effect of diversity on performance. All three types of interdependence also amplified the relationship between diversity and performance. I addressed theoretical and practical implications, and future research directions.

• Journal of Digital Convergence
• /
• v.13 no.7
• /
• pp.117-124
• /
• 2015

Recently the concept of authenticity has made an issue on the study of transformational leadership. Without authenticity of leader the effect of leadership nullifies the effectiveness of leadership for the followers. This study examines convergently the effect of transformational leadership on trust, organizational devotion, and team performance with the moderating effect of authenticity focusing 232 hotel team members in Busan using structural equation model. The results are as follows: First, transformational leadership has shown significantly effective toward trust and organizational devotion. Second, trust toward team leader has shown significantly effective toward team performance, while devotion has not shown dignificantly effective. Third, authenticity has shown significantly effective for moderating effect between leadership and trust, but not effective between leadership and devotion. This paper make significant contribution by testing the concept of authenticity.

• Journal of Digital Convergence
• /
• v.14 no.4
• /
• pp.221-230
• /
• 2016

This is an experimental study which is designed to identify the joint relationship between communication density and centrality as independent factors to team performance, discovering how they would jointly affect work team performance. Specially different from existing studies, separating team performance into team efficiency and team effectiveness, we identified differential influences to the two independent factors. Findings suggest a competing relationship between communication density and centrality. A framework was proposed to help managers understand the joint effect of density and centrality on performance. Work team has high communication density and low centrality is "Innovating", which is likely to have a great extent of ideas, knowledge and information sharing, and reach high effectiveness. Team with high centrality and low density is characterized as "centralized". Such communication structure may reduce diversity of perspectives and accelerate team decision making. When both density and centrality are low, the team is "Autonomous". To increase external validity, other factors such as leadership, organizational climate influencing on team performance should be reflected in the future research.

• Journal of the Korea Convergence Society
• /
• v.11 no.8
• /
• pp.341-350
• /
• 2020

This study was conducted to investigate the relationship between authentic leadership of nursing managers and team creativity: the mediation role of positive psychological capital. The study participants were 124 staff nurses. The measurements included authentic leadership, psychological capital and team creativity. Data were analyzed using Pearson's correlation coefficient and Baron and Kenny's three-level hierarchical regression analysis with SPSS 25.0 to identify correlation among variables and mediating effect of positive psychological capital. The research results indicated that the higher the authentic leadership, the higher the team's creativity and the higher the nurse's positive psychological capital and confirmed that positive psychological capital has a partial mediating effect in the relationship between authentic leadership and team creativity. The findings suggest that in order to improve the team creativity of staff nurses, converged organizational behavior management strategies are needed to improve the authentic leadership of managers perceived by staff nurses and the positive psychological capital of staff nurses.

• Journal of Digital Convergence
• /
• v.15 no.6
• /
• pp.207-217
• /
• 2017

This study first presents the characteristics of emerging leadership researches by theoretically analyzing the studies related to leadership since the Millenium. The first finding is that most of leadership researches shared same if not similar aspects of transformational leadership. Secondly, much of leadership researches centered around horizonally expanded shared/distributed leadership. Thus, this researches analyzed the effectiveness of the shared/distributed leadership theory based on previous researches and found shared/distributed leadership has positive impact on member's recognized performance and innovative behavior. However, in competition-oriented culture, shared/distributed leadership did not control recognized performance of its members. This implies the demand for shared/distributed leadership is necessary today and research on the matter will expanded globally but, the results may differ according to the cultural value of the company.

• Journal of Digital Convergence
• /
• v.14 no.12
• /
• pp.303-311
• /
• 2016

This study was to identify the effects of shared leadership on team performance and team commitment of Team-Based Learning(TBL) in nursing students and verify the mediating effects of team trust on the relationships between shared leadership and team performance and team commitment. Data were collected via survey from 99 nursing students to participate in TBL for 6weeks, in June 2016. The major findings were as follows: Shared leadership had a significant correlation with team performance and team commitment and team trust. Shared leadership had a positive effect on team performance and team commitment. Team trust had a partial mediating effect in the relationship between shared leadership and team commitment. The results of study show that shared leadership of TBL is very important for high team performance and team commitment and shared leadership make effect on team commitment under the mediation of team trust. Therefore, it is necessary to increase shared leadership and team trust for high team effectiveness in TBL.

• Proceedings of the Korean Society of Crop Science Conference
• /
• 2023.04a
• /
• pp.67-67
• /
• 2023