• Asia-Pacific Journal of Business
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• v.14 no.2
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• pp.63-84
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• 2023

Purpose - The purpose of this study is to examine the effect of CSR activities on innovation performance and to identify the mediating role of knowledge sharing and innovation behaviors between CSR activities and innovation performance. In addition, the purpose of this study is to verify the role of sequential mediating effect of knowledge sharing and innovation behavior between CSR activities and innovation performance. Design/methodology/approach - This study collected survey data from 293 organizational members working in Chinese companies. The exploratory factor analysis (EFA), confirmatory factor analysis (CFA), reliability analysis, correlation analysis and process macro were used in order to analyze the data. Findings - First, this study verified that CSR activities had a significant positive effect on knowledge sharing, innovation behavior, and innovation performance. Second, it was found that knowledge sharing had a significant positive effect on innovation behavior and innovation performance. Third, it was verified that innovation behavior had a significant positive effect on innovation performance. Fourth, knowledge sharing and innovation behavior had a sequential mediating effect in the relationship between CSR activities and innovation performance. Research implications or Originality - With the uncertainty of the environment and the intensification of competition among companies, more and more companies begin to pay attention to innovation. Different from existing studies, this study focuses on CSR activities, identifies the role of CSR activities, explores ways to guide innovation performance, and verifies the sequential mediating role of knowledge sharing and innovation behavior. Through this measure, the importance of knowledge sharing and innovative behavior among organizational members is emphasized, solutions to strengthen innovation are explored, and theoretical and practical implications are provided for companies.

• Korea Journal of Hospital Management
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• v.21 no.2
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• pp.50-62
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• 2016

The study was conducted to compare organizational innovation depending on the leadership type of middle managers in general hospital. Moreover, the study was also to prove whether employees'readiness causes any differences to the link between leadership and organizational innovation. The result is based on 769 sheets of survey paper answered by administrations and nurses working at general hospitals or the same level of hospitals located in the metropolitan area. The methods of analysis used are as follows: reliability analysis, frequency analysis, t-test, ANOVA, multiple regression analysis, and hierarchical regression analysis. Main results of the study can be summarized as below. First, by analyzing the influence of task-behavior leadership on organizational innovation, R squre on knowledge management which is organizational innovation factor was 12.5%, R squre on creativity was 9.1%, and R squre on innovation behavior was 10.3%. Regression model appeared to be statistically significant as well. Both task-behavior and relationship-behavior leadership have influence on organizational innovation and it is learned that relationship-behavior leadership has a bigger influence on all the organizational innovation factors. Second, moderating effect of the employee's readiness is examined in terms of the link between leadership and organizational innovation. As a result, the member's readiness had positive influence when it comes to the link between leadership and organizational innovation. Also, after verifying moderating effect of readiness (ability/willingness), this study shows that ability readiness has positive influence on the link between task-behavior(or relationship-behavior) leadership and creativity, and innovation behavior while willingness readiness positively influences the link between task-behavior(or relationship-behavior) leadership and creativity & innovation behavior. To summarize results of the study, this study shows that the members who possess high readiness also have high organizational innovation, which promises their positive role in a group.

• Journal of the Korea Safety Management & Science
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• v.14 no.2
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• pp.229-236
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• 2012

This paper reviewed the relationship between organizational justice and innovative behavior, and the moderating effect of gender. The results of multiple regression analysis, based on the responses from 412 employees in small business, showed that distributive justice, procedural justice and interactional justice have positive relationships with innovative behavior(process innovation, operation innovation, service innovation). In moderating effects, distributive justice more positively related with innovative behavior(process innovation and operation innovation) in male-group than in female-group. But interactional justice more positively related with innovative behavior(operation innovation and service innovation) in female-group than in male-group.

• Korea Journal of Hospital Management
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• v.15 no.4
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• pp.63-77
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• 2010

The purposes of this study were to describe the effects of perception of organizational culture type and job satisfaction on university hospital nurses' innovation behavior. A survey was conducted with 418 respondents working in a university hospital in Cheonan City. Organizational culture types (developmental, group, rational, hierarchical), job satisfaction and individual characteristics were surveyed. The relationships between each variable and the innovation behavior were analyzed by univariate analysis and the independent effects of these variables were examined with multiple regression. The mean score of general employees innovation behavior was 3.33 (p=.58) and that of managers was 3.53(p=.64). For general employees, there were statistically significant differences in innovation behavior according to education level. For managers, there were statistically significant differences in innovation behavior for education level, marital status and duration of work. On multiple regression analysis, the factors affecting innovation behavior of general employees were developmental culture( =.297, ${\beta}$ p<.01), group culture (${\beta}$=.184, p<.01) and job satisfaction(${\beta}$=.148, p<.05). And the factors affecting innovation behavior of managers were developmental culture(${\beta}$=.181, p<.01), rational culture(${\beta}$=.171, p<.01) and group culture(${\beta}$=.408, p<.01), In conclusion, the results of this study show that organizational culture and job satisfaction influence hospital nurses'innovation behavior.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.37 no.3
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• pp.99-112
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• 2014

The purpose of this study is to examine the negative effects of silence climate on the innovation behavior and LMX (Leader-Member Exchange). In order to test our model, we conducted a survey based on the questionnaire. Results showed that silence climate had a negative effect on the innovation behavior and LMX. Secondly, The LMX had a positive effect on innovation behavior. Moreover, the LMX partially mediated silence climate and the innovation behavior. Finally, we drew a conclusion by discussing limitations and implications of the research, and suggested directions for further researches.

• Journal of the Society of Disaster Information
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• v.10 no.2
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• pp.264-273
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• 2014

The purpose of the study is to demonstrate the effects of revolutional leadership of manager at private security organization on members' learning directivity and organizational innovation behavior. The results attained from studying method and procedure as mentioned above are in the following. First, the revolutional leadership of manager at private security service organization influence learning directivity. That is, the more he or she shows revolutional leadership, the more enhanced the learning directivity of members. Second, the revolutional leadership of manager at private security service organization has effects on organizational innovation behavior. Thatis, the more he or she shows revolutional leadership the more enhanced organizational innovation behavior. Third, learning directivity of manager at private securitys service organization influences organizational innovation behavior. Thatis, the more he or she shows learning directivity, the more enhanced organizational innovation behavior. Taken all, revolutional leadership of manager at private security service organization affects organizational innovation behavior through learning directivity. It is shown that learning directivity is a key variable connecting revoultional leadership with organization al innovation behavior.

• The Korean Journal of Health Service Management
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• v.7 no.4
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• pp.233-241
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• 2013

The purpose of this study is to investigate factors affecting workers' knowledge sharing on knowledge sharing and innovation behavior in general hospitals. This study is based on factors of knowledge sharing such as incentives, reciprocal benefits, behavioral control, and subjective norm, CEO's support, rewards system, IT system, and trust. Data were assessed using 148 workers who work in 3 hospitals in Seoul, Kyunggi, Chunkcheong-do. Data were collected with self-administered questionnaires from April 1 to 31 in 2013 and analyzed SPSS 18 and SEM(structural equation modeling). The results of the study were as follows. First, knowledge sharing intention as well as innovation behavior was statistically significant in behavioral control and IT system. Second, knowledge sharing intention turned out to be positive effect for innovation behavior. This study identified a couple of factors affecting workers' knowledge sharing on knowledge sharing intention and innovation behavior. The the implications of these factors are discussed and areas for developing hospital's knowledge management strategies are fostered and knowledge sharing intention and innovation behavior.

• Journal of Distribution Science
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• v.15 no.6
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• pp.13-24
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• 2017

Purpose - The current study aims to examine the effect of social network factors on travel agency employees' occupational outcomes such as job performance and job satisfaction through innovation behavior in a comprehensive model. Research design, data, and methodology - Based on a theory of social network, the concept of social network was assessed by three factors: a) network size, b) network range, and c) tie strength. To test the proposed hypotheses, structural equation modeling (SEM) was employed based on data from 197 travel agency employees in Korea. Result - The results showed that the associational activity of network size had a positive effect on innovation behavior, while the network range of network size had a significant negative effect on innovation behavior. Subsequently, innovation behavior positively influenced on job performance and job satisfaction, respectively. Conclusions - The results offer some insights into the extended model and have important managerial implications for Korean travel agencies. More specifically, considering diverse domains of social network and organizational research, this study advances critical utility of social network factors in a high facilitating level of innovation behavior, which can help travel agency employees promote their job performance and job satisfaction.

• Journal of Technology Innovation
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• v.14 no.2
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• pp.29-48
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• 2006

This paper analyzes organizational behavior of an established firm when disruptive innovation, a change in product architecture, occurs on a previous product. For the analysis, the paper analyzes and compares the behavior of an established fm through product trajectories between NEC (an established firm) and Toshiba (a new entrance) in the Japanese laptop computers industry. An established firm that has developed and produced a previous product is difficult in adapting to a disruptive innovation due to accumulated immense knowledge through a previous product. By using regression model in the product trajectory analysis, the paper analyzes the behavior of established firms. Product trajectory means a pattern of product strategy shown in a series of products. Two facts found in the paper are as follows. First, though NEC was able to develop a laptop computer at the same time with Toshiba, it was restricted by the resources of a previous product in the early stage. Second, possibility of teaming trap in the adapting process was found. The paper found the risk that too much commitment in one evolution stage would prohibit the adapting behavior in the next evolution stage.

• The Korean Journal of Coaching Psychology
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• v.5 no.2
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• pp.53-82
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• 2021

The purpose of this study is to examine the relationship between the personal characteristics of Small and Medium-Sized Enterprises(SMEs) CEOs, on innovation behavior and corporate innovation performance, and to verify the mediating role of innovation behavior. To verify the hypothesis of this study, a questionnaire was conducted on 264 CEOs and 563 top managements of SMEs in Seoul and Gyeonggi-do. For the analysis of the investigated data, the research model and hypothesis were verified through correlation analysis, confirmatory factor analysis and SEM using SPSS and AMOS. The analysis results are as follows. First, it was found that extroversion, the personal characteristics of SMEs CEOs, had a positive (+) effect on innovation behavior, and second, openness to experience, the personal characteristics, also had a positive (+) effect on innovation behavior. Third, it was analyzed that the influence of innovation behavior on the innovation performance of a company had a positive (+) effect. Fourth, it was found that innovation behavior had full mediation effects in the relationship between extroversion and corporate innovation performance, but the case of openness to experience was not significant. Finally, the significance, implications, and limitations of the study were described, and suggestions for further study were presented.