• Journal of the Korea Safety Management & Science
• /
• v.16 no.2
• /
• pp.175-184
• /
• 2014

This paper examines how learning orientation and self-efficacy contributed to explaining innovation behaviors. In order to verify the relationships and mediating effect, data were collected from 368 individuals in employees working in small and medium-sized firms at Gyeongnam region to test theoretical model and its hypotheses. All data collected from the survey were analyzed using with SPSS 18.0. This study reports findings as follows: first, the relationship between the learning orientation and the employee's self-efficacy is positively related. Second, there was also a positive correlation between the employee's self-efficacy and the innovation behaviors. Third, the relationship between the learning orientation and the innovation behaviors is positively related. Finally, the employee's self-efficacy played as a partial mediator on the relationship between learning orientation and innovation behaviors. Based on these findings, the implications and the limitations of the study were presented including some directions for future studies.

• Journal of the Korean Society of Food Culture
• /
• v.26 no.6
• /
• pp.649-656
• /
• 2011

The purpose of this study was to investigate how constructs of job embeddedness (fit, links and sacrifice) affected innovation-related behaviors. This study also investigated the relationship between innovation-related behaviors and turnover intention. The samples of this study were employees of Daegu City restaurants who visited the 2010 Daegu Food Tour Expo on October 7-10. A total of 302 questionnaires were analyzed with the statistical methods of factor analysis, reliability test, and covariance structural analysis. There were two findings of the research. First, we found that fits, links, and sacrifice were positively related to innovation-related behaviors. Second, we found that innovation-related behaviors were negatively related to turnover intention. Therefore, restaurant managers in Daegu City should pay attention to providing employee organization that helps them to first in, makes sure that they have lots of links with other employees, and bestows as many wage and fringe benefits as possible. Also, restaurant managers should reward the innovation-related behaviors of employees.

• The Journal of the Korea Contents Association
• /
• v.11 no.3
• /
• pp.339-350
• /
• 2011

This study empirically investigates applicable possibility of open technology innovation with which the government is concerned, by figuring out the relationship between firms' innovation behaviors and innovation outputs and their utilization of information network. Empirical methodology was employed as logit regression to explain firms' innovation behaviors and the data set includes more than 2500 firms in the manufacturing sectors. First, empirical findings showed that firms' innovation competencies and behaviors can be explained as the trend of patent application, sales and innovation outputs significantly. The patents of small and medium-sized businesses are inclined to be positive to information sources of university and government-supported research institute and the sales increased when they had labs to concentrate on R&D. On the other hand, the existence of labor union turn out to be negative to their sales. Second, the types of information network which firms utilize turned out to be connected with their innovation behaviors and purposes. Third, four types of innovation, i.e., product, process, organization, and marketing innovation was employed and innovation behaviors and outputs are well connected.

• Korea Trade Review
• /
• v.44 no.4
• /
• pp.129-151
• /
• 2019

The purpose of this study is to determine the Mediating Effects of Job Engagement between Perception in Compensation and Innovation Behavior in Chinese Enterprise Workers. The empirical study was conducted by a questionnaire survey on 700 workers in companies located in the southern area of China. The statistical analysis results revealed the following. First, the perception in compensation of Chinese workers has significant positive effects on the innovation behaviors. And intrinsic compensation has more relative significant effects than extrinsic compensation. Second, the perception in compensation has significant positive effects on the job engagement. In this case, extrinsic compensation has more relative significant effects than intrinsic compensation does. Third, job engagement of workers has significant positive effects on the innovation behaviors. Fourth, job engagement has mediating effects between perception in compensation and innovation behaviors. In conclusion, for the sustainable growth and competitive advantage of Chinese enterprises, it is important to perceive the needs of extrinsic and intrinsic perception in compensation of workers, and to design suitable compensation policies and programs to promote innovation behaviors and job engagement considering the distribution and procedural justice, and also to reflect the needs and job characteristics of workers.

• Knowledge Management Research
• /
• v.14 no.5
• /
• pp.81-100
• /
• 2013

In this era of cut-throat competition, innovation is a source of competitive advantage, and securing core competency through innovation plays a pivotal role in ensuring the survival and growth of an organization. In an organization, R&D team is a core division driving innovation, and creative tension and conflict among researchers fuels innovative performance. Despite heated debate over the positive and negative effects of conflict, insufficiently-identified process factors have left sophisticated mechanisms between conflicts and effects unaddressed. This study assumes that team learning behaviors can bean important process factor given that conflict propels learning, and that learning is a decisive factor in creating competitive advantage. This study conducted an empirical analysis of the relationship between relationship/task conflict and team innovative performance, and the mediating role of team learning behaviors using data collected from a questionnaire sent out to the heads of 262 R&D teams and second highest-ranking officials thereof. The analysis conducted based on structural equation model indicates that relationship conflict has negatively affected team learning behaviors, whereas task conflict has positively influenced team learning behaviors(full mediation effect), team learning behaviors has positively influenced team innovative performance. Based on these results, the study has suggested implications of intra-team conflict and team learning behaviors for team innovative performance.

• The Journal of Asian Finance, Economics and Business
• /
• v.5 no.4
• /
• pp.149-160
• /
• 2018

An alternative method for team diversity studies is to examine demographic faultlines. A concept of demographic faultline enables us to better understand team dynamics with multidimensional diversity. This study suggests the demographic faultline as a new situational factorto influence the relationship between leader teamwork behaviors and a climate of support for innovation. When subgroups divided by demographic faultline are homogeneous within them and heterogeneous between them, the homogeneity may increase intimacy in each subgroup while the heterogeneity may increase exclusiveness between those subgroups. We argued that a leader could play an important role to build a cooperative relationship between faultline-based subgroups and highlight positive aspects of developing and maintaining subgroups in organizations. With a sample of 81 teams (558 employees), it was examined how leader teamwork behaviors would affect a team-level climate of support for innovation and how this relationship would be moderated by each team's demographic faultline (gender, age, and educational specialty). As predicted, it was found that there was a significant positive relationship between each leader's teamwork behaviors and each team's climate of support for innovation. In addition, this relationship was stronger for teams with strong faultline than with weak faultline. Our findings and their implications were further discussed.

• Asian Journal for Public Opinion Research
• /
• v.7 no.2
• /
• pp.113-140
• /
• 2019

Experiencing work as a calling has been associated with various positive work-related attitudes and outcomes. Recent studies have examined personal and contextual factors related to job calling; however, gaps remain in the literature on how employees' perception of organizational environment may lead to the formation of employees' job calling. We focused on psychological climate of innovation as the predictor of employees' job calling and further investigated its effect on extra-role behaviors, including innovative work behavior (IWB) and organizational citizenship behavior (OCB). A total of 165 Malaysian employees from diverse industries and organizations participated in a self-reported online questionnaire. We found support for the mediation model in which the association between a psychological climate of innovation and increased extra-role behaviors through increased job calling. Altogether, these findings provided new insights into the important role of innovative climate on employees' job calling and the mediating role of job calling on extra-role behaviors within occupational settings. Theoretical and practical implications are further discussed.

• Journal of Information Technology Services
• /
• v.13 no.1
• /
• pp.253-267
• /
• 2014

This study explores to identify the characteristics of the business model by comparing and analyzing the value creation between two cases, and to be successful in business model innovation. In order for the pursuit of purposes, domestic and international firm' business model cases are analyzed. Regarding the business model innovation, huge differences are found between two cases. First, a clear customer value proposal is important. Netflix is constantly monitoring the customer's needs and satisfactions to improve value proposition, while Joycube, domestic firm does not adjust to meet the change of the customer's behaviors. Second, the business model innovation should be taking into account the customer's behaviors in the constant changing market environments. For the growth, firms should consider strategic monitoring the market environments, and find a novelty of the markets, and to create the jump through business model innovation.

• Korean Journal of Human Ecology
• /
• v.22 no.2
• /
• pp.329-342
• /
• 2013

As mobile phone has acquired a status of a fashion item expressing one's character, it is necessary to understand the fashion needs for this new fashion product. The purpose of this study was to apply the fashion orientation construct developed in the clothing research field to mobile phone and explore its validity. The multi-dimensional construct of fashion orientation which most widely represented the fashion aspects was examined for the two product categories of clothing and mobile phone. Data were collected from an online questionnaire survey, and a total of 1,136 responses were analyzed. The construct structure of fashion orientation of mobile phone resulted in individuality, innovation, and fashion was different from that of clothing extracted to interest/importance, fashion/innovation, and individuality. Fashion sensitivity and an early adoption of a new product were two different dimensions in mobile phone while not separable in clothing. Despite a higher predictability of the fashion/innovation orientation of clothing on fashion orientation rather than on innovation orientation of mobile phone, innovation orientation was more important to purchase behaviors of mobile phone. The study still implies that it is valid to use clothing fashion innovative consumers for mobile phone marketing.

• The Journal of Asian Finance, Economics and Business
• /
• v.10 no.1
• /
• pp.111-121
• /
• 2023

Given the gaps in the link between leadership, knowledge resource, and innovation capability, this study aims to examine the potential mediating role of knowledge sharing and moderating role of knowledge-centered culture in the relationship between transformational leadership and a firm's capability for innovation. This study applied the Structural Equation Modeling to try out proposal hypotheses in the research model through a questionnaire survey from a sample of 301 participators in 115 small and medium firms in the field of tourism and hotel. The findings disclosed that knowledge-sharing behaviors significantly mediate the transformational leadership-innovation relationship. It highlights the significant impact of explicit knowledge sharing in comparison with the influence of tacit knowledge sharing on innovation capability. The paper also reveals the crucial role of knowledge-centered culture in boosting the knowledge-sharing-innovation relationship. By exploring the mediating role of knowledge sharing and the moderator of knowledge-centered culture, the paper significantly brings insight into different mediating and moderating mechanisms to improve innovation capability. The paper significantly fills up the gaps and provides valuable initiatives on the mechanism of how transformational leadership and specific forms of knowledge-sharing behaviors positively affect innovation capability under the moderating role of knowledge-centered culture.