• 기술혁신연구
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• 제15권1호
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• pp.145-173
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• 2007

Using patent and firm-level panel data for 1982-2001, this study investigates spillover effects of patents and the strengthening of intellectual property rights on Productivity and Innovation. As well as we consider the effect of intra-industry spillovers, we extend the effect to inter-industry spillovers which implies the effects of IT industries on non-IT industries. The empirical results are summarized as follows. First, allowing for firm-level variables, market competition and technological spillovers, the strengthening of intellectual property rights does not play a significant role on innovative activities. Second, while innovative activities of domestic firms affect significantly firms' innovative activities, those of foreign firms do not. Third, innovative activities of IT industries as inter-industry spillovers play a significant role on innovative activities and labor productivities of domestic firms.

• 품질경영학회지
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• 제47권1호
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• pp.59-74
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• 2019

Purpose: Despite the fact that the majority of domestic firms are small in size, there have been few studies conducted to understand the leadership effectiveness of small firm CEOs. Based on the upper echelon theory, this study attempts to demonstrate empirically that transformational leadership of small firm CEOs can increase the innovative behavior of employees. In addition, the present study examines mediating effects of CEO trust perceived by employees when transformational leadership affects employees' innovative behavior. Methods: The survey data of CEOs'transformational leadership, innovative behavior of employees, and perceived CEO trust were collected from 176 employees working in domestic small firms. Hierarchical regression analyses were performed to examine the main effects between transformation leadership and innovative behavior and mediating effects of CEO trust perceived by employees. Results: The results show that CEOs' transformational leadership is significantly related to the innovative behavior of employees in the current sample. Results also indicate that CEO trust perceived by employees reveals a mediating effect in the process of transformational leadership affecting innovative behavior. Conclusion: The results show that as suggested by the upper echelon theory, the leadership of small firm CEOs can have a significant impact on positive job-related behaviors and attitudes of employees. The results also contribute to expand on the understanding of the relationship between transformational leadership and innovative behavior by explaining that transformational leadership can mediate trust in CEOs in enhancing employees'innovative behavior. Theoretical and practical implications are reviewed, and limitations of the study and suggestions for future research are addressed.

• 보건행정학회지
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• 제13권1호
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• pp.46-68
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• 2003

In the model tested here, individual innovative work behavior is considered as the outcome of two antecedent factors-empowerment and organizational supports. The relationships between those variables and innovative work behavior are analyzed form the data collected through a questionnaire survey of 389 employees in five general hospitals. Results of multiple regression analyses show that three dimensions of empowerment-meaning, competence, and impact, and supports from organizational culture have significant effects on innovative work behavior whereas the effects of choice dimension of empowerment and managerial supports are not significant. These results emphasize the importance of empowerment and innovation oriented organizational culture for individual members' innovative work behavior. Theoretical and practical Implications and suggestions for future research are discussed.

• 기술혁신연구
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• 제13권3호
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• pp.27-49
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• 2005

In this Paper, we analyzed the relative importance of multiple sources and their effects on innovative activities. Through factor analysis, we found 5 sources of innovative activities; university/laboratory source, within firm source, general information source, vertical/competitive relation source, and horizontal relation source. Through regression analysis, we found that (1) 'within firm source' is the most important source on innovative activities, (2) from inputs' point of view, the more 'vertical/competitive relation source' is, the less innovative activities we, (3) from outputs' point of view, innovations are more activated when 'university/laboratory source' is abundant. but, they are less activated when 'general information source' and 'vertical/competitive relation source' is abundant, and (4) according to firm size and innovation stages(newproduct innovation, upgraded product innovation, and process innovation), the effect of sources on innovative activities is different.

• 한국콘텐츠학회논문지
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• 제22권9호
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• pp.531-543
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• 2022

본 연구의 목적은 공무원의 공공봉사동기가 혁신행동에 미치는 영향에서 윤리적 리더십의 매개효과와 조직문화의 조절효과를 분석하는 것이다. 이를 위해 한국행정연구원에서 공무원을 대상으로 조사한 2021년 공직생활실태조사 자료를 활용하였다. 연구결과, 공공봉사동기는 혁신행동과 윤리적 리더십에 긍정적인 영향을 미치고, 윤리적 리더십은 혁신행동에 긍정적인 영향을 미치는 것으로 나타났다. 그리고 윤리적 리더십은 공공봉사동기와 혁신행동의 관계에서 매개역할을 하는 것으로 나타났으며, 조직문화 중 위계문화와 혁신문화에서 조절효과가 있는 것으로 나타났다. 이와 같은 연구결과는 다음과 같은 정책적·실무적 시사점을 제시한다. 첫째, 공무원의 국가 경쟁력을 유지하고 공공조직의 변화에 대응할 수 있는 혁신행동을 향상시키기 위해 윤리적 리더십을 강화할 필요가 있다. 둘째, 최근 공무원 시험 경쟁률이 하락하고 있다. 이는 공무원 조직의 관료주의에 대한 MZ세대의 부정적인 직업관이라 볼 수 있다. 따라서 변화하는 시대에 맞게 공무원 조직도 미래지향적인 혁신문화로 변화할 필요가 있다. 셋째, 국민들과 직접 대면하는 공무원들에게 권한위임 등을 통한 유연성과 자율성을 향상시키는 등의 대안을 통해 혁신문화를 조성하는 방안에 대해 논의가 필요하다.

• 한국콘텐츠학회논문지
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• 제10권10호
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• pp.368-377
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• 2010

본 연구는 호텔기업의 조직공정성이 사회적지원 및 혁신행동에 미치는 영향과 사회적지원이 조직공정성과 혁신행동의 관계에 미치는 매개효과를 밝혀내고자 서울지역에 소재한 특등호텔 종사원을 대상으로 실증분석을 시행하였다. 그 결과 조직공정성이 사회적지원과 혁신행동에 영향력이 있고, 사회적지원이 혁신행동에 유의한 영향력이 있음을 밝혀냈다. 또한 사회적지원이 조직공정성과 혁신행동의 관계에 매개효과를 나타냄을 밝혀냈다. 이 결과는 호텔기업의 조직관리 측면에서 조직공정성, 사회적지원의 중요성과 혁신행동의 중요성을 강조하는 새로운 방향을 제시하는 결과라고 할 수 있다.

• 대한안전경영과학회지
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• 제16권1호
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• pp.53-68
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• 2014

The purpose of this study is to verify the relationships among innovative behavior, turnover intention, and job security. An additional purpose was to examine partial mediating effects on psychological ownership. The baseline of analyzing those relationships in this study is that the role of psychological ownership will be a mediator between job security and turnover intention as well as innovative behavior in the organization. To accomplish these purposes, a model was built among job security as predictor variable, the psychological ownership as mediating variable and turnover intention, and innovative behavior as criteria variables based on the studies conducted in the various areas. The 248 questionnaires surveyed from the area of DaeGu and Kyungbuk were used in the statistical analyses. The detail statistical techniques are such as descriptive analysis, reliability analysis, factor analysis, correlation analysis, and multi regression analysis. The results of the study show that job security had positively significant effect on turnover intention and innovative behavior. In addition, only the psychological ownership of organization-level thinking have partial mediating effects between job security and innovative behavior also job security and turnover intention. The results may indicate that the psychological ownership of organization-level thinking be a key factor to alleviate the turnover intention of employees and to encourage the innovative behavior during their works for the small-medium size companies showing the unstable job security.

• 한국시스템다이내믹스연구
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• 제8권2호
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• pp.141-173
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• 2007

In Korean context, the innovative cities imply new towns or urban clusters in the Non Capital Regions, all of which would accommodate the relocated Capital based public organizations. The central government-initiated innovative cities have provoked pros and cons towards their effectiveness and efficacy for the balanced territorial development. From a broader prospective, this paper firstly examines the current status quo of the innovative cities. Based on their master plans, it analyzes physical and non physical factors which would exert significant impact on the innovative cities. Secondly, it pays attention to how key factors strengthen or weaken their behavioral patterns in terms of dynamic location and implementation policies of the innovative cities. Using System dynamics approaches, it sets up couples of scenarios, categorizing between supporting and opposing arguments towards the innovative cities. Lastly, after divulging systematic structure of the innovative cities, it proposes a series of practical alternatives which would contribute to minimizing unexpected side effects or unwanted social cost in the long run. In order to guarantee reinforcing structure of the innovative cities, the paper suggests that QOL (quality of life) variables, which would require continuous investment in the social infrastructure, are pivotal in achieving original goals of the innovative cities. Otherwise, the innovative cities would not be innovative per se. In the worst case, they might be degraded into the unpopular ghost towns.

• 품질경영학회지
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• 제42권3호
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• pp.459-476
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• 2014

Purpose: This study was designed to identify whether organizational characteristics of Korean companies can make differences in innovative capability and Malcolm Baldridge management quality standard. In addition, based on the results and by verifying the influence of the innovative capability to management quality activity, it was to investigate the relations between the two factors. Methods: The subjects of this study were workers at major companies and small-and-medium sized companies. T-test was used to identify differences in innovative capabilities of industrial and age, position classifications, and regression analysis was employed to verify the influences of the innovative capability to the management quality activity. Results: The size of company caused some differences in market innovative sector regarding innovative capability. Management quality activity showed differences because of the sizes of companies and their supply types, while innovative capability influenced on all sectors of management quality activity. Conclusion: In this study Malcolm Baldridge management quality standard was applied to Korean companies. The results verified the meaningful influence of innovative capability to management quality activity. This means that the management quality activity can make a better performance when the innovative capability is good enough. Thus, the enhancement of management quality activity requires the boost of innovative capabilities of organization members.

• 지식경영연구
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• 제14권5호
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• pp.81-100
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• 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.