• The Journal of the Korea Contents Association
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• v.10 no.9
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• pp.421-431
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• 2010

Sustainable development is the main stream of urban development in 21st century. Also, in contemporary cultural space, it is the pivotal paradigm that the development of culture complex and mixture of cultural space, educational facilities, information technology and public space. So, the purpose of this paper lies in presentation for building culture complex belt for innovation city. For this purpose, this paper has reviewed the developmental trend of cultural facilities, has analyzed cultural environment of Naju city, has set the vision and the strategy for Naju innovation city up, and finally has suggested and planned the method of culture complex belt for sustainable new town development.

• Management & Information Systems Review
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• v.31 no.1
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• pp.183-203
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• 2012

This paper investigates how small-medium firms deploy organizational culture, job stability and environmental uncertainty for technological innovation(product and process innovation). This paper suggests that organizational culture has significant effects on technological innovation, that job stability and environmental uncertainty moderate relationship between organizational culture and technological innovation. To test the hypotheses, data were collected from small-medium firms. The survey data of 258 firms were collected and integrated as the empirical base for testing the hypotheses. Major results are as follows: Firstly, when organizational culture as well as control variables are considered, organizational culture had significant and positive effects on product innovation. This result implies that organizational culture is an important means by which small-medium firms can promote innovation. Secondly, the interaction between organizational culture and job stability had a positive and significant effects on product innovation. Thirdly, the interaction between organizational culture and environmental uncertainty had a positive and significant effects on product innovation and process innovation. This paper suggests implications and several future researches need to overcome the limitations of this paper.

• 지역과문화
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• v.6 no.4
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• pp.47-72
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• 2019

The purpose of this paper is to explore what roles can and should regional culture play in establishing a regional innovation system, which has been recently described as an essential factor for balanced regional development and specialized regional development. In doing so, we first investigated key concepts and discourses regarding regional innovation system and examined the success factors of a regional innovation system. We also explored how the Korean policy makers have developed the nation's regional innovation policy and regional cultural policy in order to understand the policy context and its limitations. After examining the theoretical background, we reviewed the representative cases of regional innovation in Japan, Yufuin and Yubari, to grasp the way in which 'culture' plays its roles in the formation of the regional innovation system. Since culture has a role as a unique sector, such as art and content industry, as well as a community's style of life, this study tried to explore the aspects and ways of how culture can contribute to the establishment of regional innovation systems considering these distinctive levels. In drawing the implications of the case study, we found that special attention is required for the 'process of formation' of regional innovation systems. We also confirmed that the success of the core activities at each stage heavily relies on the culture of the region; in order to fully understand the relations, it is necessary to re-establish the existing concept of culture and cultural policy with a more holistic perspective.

• The Journal of the Convergence on Culture Technology
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• v.4 no.1
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• pp.51-56
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• 2018

This paper examines the relationship between innovative culture, participation of employee, turnover intention and organizational performance. Data were extracted from the Korea Research Institute for Vocational Education & Training(KRIVET)'s human capital corporate panel survey(HCCP) from 2015, and the analysis used 411 companies. To test the research model, structural equation model employed. The model shows that innovative culture was positively related to participation, organizational performance. And turnover intention was a negatively related to innovative culture, participation, organizational performance.

• Journal of Technology Innovation
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• v.26 no.2
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• pp.37-68
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• 2018

This study examines the effects of entrepreneurial orientation and external oriented organizational culture on the firm perfornamance focusing on mediating effects of open innovation. The survey was conducted on Korean manufacturing firms with 100-5,000 employees among listed companies and external auditing companies. The validity of the research model and hypotheses was verified through analysis of structural equation model for 283 valid responses. Empirical results show that entrepreneurial orientation positively affects both open innovation and firm's performance. The external oriented organizational culture of firms appears to be positive effects on open innovation, but the effect between the external oriented organizational culture and firm's performance shows no statistical significance. Open innovation have positive effects on firm performance. In addition, a test for mediation effects of open innovation reveals that a full mediation exists between the external oriented organizational culture and firm's performance, while there is a partial mediation effect between entrepreneurial orientation and firm's performance. This study contribute to the literature by deepening understanding on the open innovation. We propose an integrated model for examining antecedent factors, open innovation and performance.

• 한국벤처창업학회:학술대회논문집
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• 2020.06a
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• pp.141-147
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• 2020

최근 중소기업연구원 연구자료에 의하면 우리나라 중소벤처기업의 혁신 수준은 OECD 최하위 수준이며, 네트워크 기반의 협력체계가 필요하다고 발표하였다. 또한, 최근의 혁신 행동 관련 연구를 살펴보면 내적 혁신 행동에 대한 연구는 많으나, 외부 네트워크 혁신 행동과 연동한 연구는 미진하였다. 따라서 본 연구의 목적은 CEO 변혁적 리더십이 조직 공정성을 기반으로 내적 외적 혁신 행동을 실행함에 있어서 유연적 조직 문화의 조절 효과가 사업성과에 미치는 영향에 대해서 알아보고자 한다. 이론적 고찰을 통해 중소벤처기업 성과모형, CEO 변혁적 리더십, 내적 혁신 행동, 외적 혁신 행동, 조직 공정성, 유연적 조직문화, 사업성과에 대해서 알아보았다. Chrisman 등(1998)의 중소벤처기업 성과모형은 ①기업가(entrepreneur), ②산업구조(industry structure), ③사업전략(business strategy), ④자원(resources), ⑤조직구조(organization structure, processes and systems) 등 5가지를 제시하였다. 본 연구에서는 Chrisman 등(1998)의 벤처기업 성과모형 NVP = f(E, IS, BS, R, OS)을 적용하여 연구 모형을 설계하고 실증 검증하였다. 향후 중소벤처기업 성과모형으로서 직원들의 미래전망과 자부심 향상에 본 연구가 시사점을 제공할 뿐만 아니라 중소벤처기업 경쟁력 강화를 위한 기업 혁신 행동 컨설팅 연구에도 기여할 수 있을 것으로 판단된다.

• Proceedings of the Korea Technology Innovation Society Conference
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• 2017.11a
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• pp.307-307
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• 2017

알리바바는 단기간에 세계 최고규모의 전자 상거래 기업으로 성장하였다. 어떻게 그렇게 단기간에 그것도 인터넷이 그렇게 완비되지 않은 중국에서 출발하여 세계적 기업으로 알리바바가 성장할 수 있었을까? 이 문제에 대한 답을 구하고자 한다. 알리바바는 개방형 혁신을 통한 세계 최고수준의 창조적인 전자 상거래 비즈니스 모델을 단기간에 완비하여 갔다. 아울러, 개방형 혁신이 초래하는 복잡성이라는 비용, 즉 기업을 와해하는 원심력을 강력한 새로운 중국 기업 문화 "마윈식 소비자 신뢰 관씨 문화"를 구축하여 극복하여 왔다. 본 연구는 알리바바의 역동적인 개방형 혁신의 과정의 창발성과 그 과정에서 발생하는 원심력과 복잡성을 억제하는 새로운 관씨 문화, 제도, 및 리더십의 지속적인 강화 과정을 분석한다.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.8
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• pp.539-547
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• 2019

Even though current firms achieve organizational innovation with diverse workforce, previous studies on the relationship between workforce diversity and firm innovation revealed mixed results. To explain these inconsistent findings, this study examines the contradictory aspects of diversity, and divides innovative performance as exploitative and exploratory innovation. In particular, the main focus of this study is age diversity and firm innovation, since most Korean firms suffer from inter-generational conflicts. In addition, this study explores the moderating role of cohesive and innovative culture as the strong norms within the organization. The HCCP data was used to test these hypotheses. As predicted, age diversity negatively influences exploitative innovation, and positively affects exploratory innovation. However, the moderating role of cohesive culture was not statistically significant. Conversely, innovative culture strengthens the positive relationship between them.

• Journal of Convergence for Information Technology
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• v.12 no.4
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• pp.345-353
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• 2022

The purpose of this study is to identify the types for open innovation of SMEs considering strategic- culture mixed typology and environmental dynamism. The analysis results of 182 SMEs classified into 4 groups are as follows. First, type PD had a positive effect on innovation performance in both in-bound and out-bound innovation and had improved performance through in-bound innovation in a dynamic technical environment. While DH had no significant effect on both innovations. Second, PH and DD, strategy-culture mismatched types, had a single effect of innovation that affected performance. No moderating effects of environmental dynamism had been shown in types PH, DD, DH. SMEs that aim for open innovation should strive to improve performance by aligning change-oriented strategy with creative and challenging culture.

• Journal of Digital Convergence
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• v.18 no.6
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• pp.133-141
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• 2020

Currently, companies are focusing on how they make their members have change-oriented organizational citizen behavior in the era of fierce competition due to the 4th industrial revolution. Therefore, this study verified how the flexible culture of adhocracy-clan plays a role in positive psychological capital and change-oriented organizational citizen behavior. A survey was conducted for employees in companies located in Daejeon-si, Sejong-si, Chungcheongnam-do, and Chungcheongbuk-do, and 394 valid questionnaires were used for analysis. The concrete analysis results are obtained from the study as follows. First, among the flexible cultures of adhocracy-clan, the innovation culture was found to have a significant effect on change-oriented organizational citizenship behavior while relationship culture was found to not directly affect change-oriented organizational citizenship behavior. Second, the flexible cultures of adhocracy-clan, the innovation culture was found to have a significant effect on the positive psychological capital. Third, the positive psychological capital was found to have a significant effect on the change-oriented organizational citizenship behavior. Fourth, the positive psychological capital was found to play a mediating role in the relation between the recognition of flexible cultures of adhocracy-clan and the change-oriented organizational citizenship behavior. Therefore, it can be said to find out the fact that the change-oriented organizational citizen behavior can appear under the fierce competition as nowadays only when the organization should establish the organization culture of innovation-relation or the members are in the positive psychological state. We expect that the future study on the type of subculture and new organizational citizen behavior will be made in the manner of classifying the unit of organizational culture into a headquarter or team for measurement.