• The Korean Journal of Coaching Psychology
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• v.7 no.2
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• pp.1-20
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• 2023

The purpose of this study is to determine the effect of innovation-oriented organizational culture on organizational members' innovation behavior, and to confirm the sequential mediating effect of the boss's coaching leadership and the basic psychological needs of organizational members. For this purpose, an online survey was conducted targeting 377 office workers who had been working with the same boss for more than 6 months. The collected data was analyzed using Hayes' SPSS PROCESS Macro. The results of this study are as follows. First, it was confirmed that the relationship between organizational culture and innovative behavior was statically significant. Second, it was confirmed that coaching leadership and basic psychological needs sequentially mediate in the relationship between organizational culture and innovative behavior. In other words, the innovation-oriented organizational culture does not directly affect innovative behavior, but rather leads to the exertion of coaching leadership by boss, and coaching leadership promotes more innovative behavior by influencing the satisfaction of members' basic psychological needs. This is meaningful as a basic study on how environmental variables, such as organizational culture and superior leadership, affect individual motivational variables, desire, and thus affect individual behavioral variables. In addition, based on the results of this study, academic and practical implications were discussed, and limitations of this study and suggestions for follow-up studies were discussed.

• The Journal of the Convergence on Culture Technology
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• v.9 no.3
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• pp.769-777
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• 2023

Globalization has brought about rapid economic, technological, and cultural changes. In order for countries around the world to communicate, recognize and understand globalization, creativity or planning ability can be used to code. In this paper, we would like to present and prove a data analysis that can solve world problems. In the global market, the value of goods or services increases with connectivity. This connection is becoming one of the factors that increase the value of culture. Changes taking this into account promoted cultural spread and innovative growth, and increased productivity and competitiveness in each region of the world. This paper compares the income of the middle class in the United States on the impact of globalization and anti-globalization on cultural spread and innovative growth. Globalization has created an environment in which various elements of K-culture can interact and spread. Through the Internet, social media, and international travel, globalization has had a positive impact on Korea's innovative growth. In areas such as economic activity, technological innovation, and creative industries, globalization has facilitated new tech and approaches, Through this, it changed the existing economic model and contributed to exports K-culture with a new middle class model. However, globalization in the cultural industry can result in the loss of regional characteristics & individuality, which can lead to the middle class cultural unification and alienation(chasm). As a result of the empirical analysis of K-exports for the middle income in the United States, cultural diffusion and innovation must be developed even in anti-globalization. With these industrial changes the soft power value of the Korean Wave proves that it can create value for use for the middle class of major exporting countries.

• Management & Information Systems Review
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• v.33 no.5
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• pp.155-169
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• 2014

We meet many difficult challenges from many factors such as crime, natural disasters, social unrest, financial problems, employment, and so on. It therefore essential to cope with these negative stressful events to attain a state of personal well-being. Lately in the field of psychology and psychiatry, a concept called 'resilience' has received increasing attention. Resilience embodies the personal qualities that enable one to thrive in the face of adversity. Also it refers to the process of overcoming the negative effect of risk exposure, coping successfully with adversity, and avoiding the negative trajectories associated with risks. Resilience people were expected to do their innovative work behavior well. And SUS(supervisor support), COS(coworker support), OEMC(organizational error management culture) influence the relationship of resilience between Innovative Behavior. This study focused on three question. First, how is resilience relate to individual performance in the organization? And second, are there any moderate factors between resilience and individual performance. As the result of the hierarchical regression analysis, resilience indicates positive effects on IB and IB was predicted by interaction of resilience by SUS and OEMC. Findings in this study indicated that the level of SUS and OEMC should be considered in interpreting the resilience and Innovative Behavior.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.9 no.2
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• pp.129-146
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• 2014

In order to be successful in the very changeable competitive environment, the organization has to creative not only on the research and development but also on the Value Chain. Especially for the middle and small venture companies, they have to be creative on the Value Chain to get new profit. For the value innovation, kinds of factors which initiate the value innovation such as Meaningful Work, Risk Taking, Customer Orientation, Agile Decision-Making, Business Intelligence, Open Communication, Empowerment, Business Planning, Learning Organization and other similar factors should be included in the organization culture. By focusing on the above 9 factors with value innovation culture, the study practically analysis the effect of the Value Innovation Culture on the Individual Creativity, and the followings are the result of the study. Firstly, meaningful work, empowerment and risk taking are positively associated with expert knowledge which is one component of individual creativity. Secondly, open organization is confirmed to be positively associated with creative thinking skills. Thirdly, learning organization, empowerment and innovativeness are the factors which is positively associated with Intrinsic Motivation. These results have showed the employees' individual recognized Value Innovation Culture is confirmed to be helpful on inducing Individual Creativity.

• The Safety technology
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• no.152
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• pp.12-14
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• 2010

5년전 '국내 건설업계 최초 안전혁신학교 설립'이라는 신문보도가 있었다. 산업안전 분야에 커다란 관심을 모았던 GS건설 안전혁신학교인데 지금도 그 명성을 높여가며 GS건설의 안전문화 메카로 굳건히 자리잡고 있다. 경기도 용인에 위치한 GS건설 안전혁신학교는 건설안전 작업체험장, 재해체험장, 강의동을 갖추고 있다. 이곳에서 3박 4일 동안 GS건설 임직원 4,000여명과 협력사 임직원에게 안전교육을 하고 있는데 벌써 5년의 세월이 지났다. 그만큼 GS건설만의 튼튼한 안전문화가 만들어가고 있는 곳, 안전학교를 찾았다.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2023.11a
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• pp.160-161
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• 2023

무인화된 송대말등대의 유휴시설물을 활용하여 해양문화공간으로 재탄생한 「빛 체험 전시관」 혁신사례를 연구하였다.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2004.05a
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• pp.527-531
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• 2004

일반적으로 통신 산업에서 기술혁신은 매우 활발하게 이루어지는 반면 조직혁신은 상대적으로 미진하게 진행된다. 왜냐하면 조직혁신은 사업전략의 변화와 달리 변화의 도입과정을 거쳐 정착단계에 이르기까지 많은 비용과 시간이 소요되는 과정이기 때문이다. 그러나 조직혁신 과정이 많은 비용과 시간이 소요된다고 할지라고 급변하는 환경 변화 하에서 기업의 비전을 효율적으로 달성하기 위해서는 기업의 사업목표에 적합한 조직구조와 문화의 정착이 선결되어야 한다. 따라서 본 연구는 조직혁신에 관한 이론 및 모형 고찰을 통하여 통신사업자의 바람직한 조직혁신 방안을 도출하고자 하는 것을 목적으로 하고 있다. 이를 위해 조직혁신 분석 모형을 개발하고, 이 모형을 통해 통신사업자의 조직${\cdot}$구성원 ${\cdot}$기업문화 등의 혁신을 위한 방안을 도출하였다는 점에서 그 의의가 있다고 하겠다. 그러나 통신 사업자들을 위한 성공적 조직혁신 방안이 다른 산업 분야의 조직혁신 방안과 뚜렷한 차별화를 보이지 못하고 있다는 점과 통신 사업자들을 대상으로 하는 실증적 분석이 제대로 이루어지지 못했다는 점에서 그 한계점이 있다고 하겠다. 향후 본 연구를 기반으로 하는 연구에서는 좀 더 구체적인 통신 사업자들을 위한 차별화된 전략적 대안 및 구체적 실행 방안 도출이 요구되며, 주요 통신 사업자들을 대상으로 하는 내부설문 등을 통해 사업자의 구성원들이 필요로 하는 조직혁신 방안을 도출할 필요가 있다.

• Journal of the Korea Convergence Society
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• v.13 no.4
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• pp.383-396
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• 2022

The purpose of this study was to investigate the effect of worker's innovative organizational culture on organizational commitment in companies. The research data were used from the fourth year (2011) to the seventh year (2017) of the HCCP (Human Capital Corporate Panel), and 207 companies were subject to the final analysis except for missing values. To statistically validate the research model, we utilize the SPSS 26.0 and AMOS 21.0 programs to perform Latent Growth Modeling analysis. The results of the study are as follows. First, both the innovative organizational culture and organizational commitment of companies have been shown to continue to decline over time. Second, the initial value of innovative organizational culture has been shown to have a significant impact on the initial value of organizational commitment. On the other hand, the initial value of innovative organizational culture has no significant effect on the rate of change in organizational commitment. Third, the rate of change in innovative organizational culture has been shown to have a significant impact on the rate of change in organizational commitment. Based on these findings, we present practical measures to enhance the importance of innovative organizational culture along with its implications.

• The Journal of the Korea Contents Association
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• v.22 no.10
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• pp.586-598
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• 2022

In research on the role of facilitators, studies on the effects of facilitators who conduct meetings and workshops within companies on innovation-oriented culture, team empowerment, and team creativity are insufficient. The purpose of this study is to verify the effect of the role of the facilitator (process management, change management) on innovation-oriented culture and team empowerment, and the effect on team creativity by mediating innovation-oriented culture and team empowerment. To this end, we surveyed members with experience in facilitating workshops at domestic companies and analyzed 299 collected data using SPSS 24 and Smart PLS 3.0. (+) had an effect. Second, innovation-oriented culture and team empowerment had a positive (+) effect on team creativity. Third, the role of the facilitator had a positive (+) effect on team creativity by mediating innovation-oriented culture and team empowerment. Through this study, the relationship between the role of the facilitator and other variables was explored and theoretically expanded, and practical implications for the role of the facilitator and enhancement of creativity required by the organization were presented.

• Information Systems Review
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• v.22 no.3
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• pp.59-80
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• 2020

Excellent FinTech firms create value by finding customer needs or addressing customer problems to provide customers with differentiated solutions through information technologies and organizational innovation capability. Accordingly, the survival and growth of FinTech firms rely on the innovation performance for solving customer problems. This study assumes that IT relatedness and entrepreneurial culture play a mediating role in the relationship between service orientation and innovation performance. To examine it, designed and demonstrated is a structural model from the perspective of dynamic organizational capability. The results show that IT relatedness and entrepreneurial culture play a mediating role between service orientation and innovation performance. Although IT relatedness and entrepreneurial culture were partial mediators in each divided model, the integration model showed there was no direct effect of service orientation on innovation performance. The practical implication is that FinTech companies need to understand customer problems accurately, set up appropriate service goals and align all strategies to achieve them. With these strategic alignments, higher innovation performance can be achieved by enabling IT resources and capabilities to be actively utilized in all functions of the organization and institutionalizing the entrepreneurial culture.