• Journal of the Korean Society of Clothing and Textiles
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• v.24 no.3
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• pp.393-400
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• 2000

기술적 혁신과는 달리 상징적 혁신(symbolic innovation)은 기존 제품에 부가된 사회적 의미가 변화함으로서 창조된다. 따라서, 상징적 혁신에서 새로운 사회적 의미와 관련된 속성은 기능적 속성만큼이나 중요하다. 본 연구는 상징적 혁신의 대표적인 의류제품을 이용, 패션혁신행동에 영향을 미치는 인지된 혁신속성(perceived innovation attributes)을 구별하고, 패션혁신행동의 두 유형(구매와 사용)에 미치는 이러한 속성의 영향을 고찰하였다. 대학생 집단을 표본으로 이용, 설문지 조사를 통해 수집된 515부의 응답지가 분석되었다. 인지된 혁신 속성은 유사성(compatibility), 기능적 상대적 잇점, 사회적 상대적 잇점, 인지된 위험으로 구분되었다. 의복흥미가 구매와 사용 두 측면의 패션혁신행동에 영향을 주었으나 인지된 혁신속성은 사용측면에만 영향을 주었다. 유사성과 기능적 상대적 잇점이 사용혁신행동에 긍정적 영향을, 인지된 위험이 부정적 영향을 미쳤다. 혁신속성이 영향을 미치지 않은 반면 의류소비정도가 구매혁신에 영향을 주었다. 본 연구의 결과는 사용혁신성이 높은 소비자는 구매혁신성이 높은 소비자보다 혁신속성의 평가에 더 관여한다는 것을 시사한다.

• Industry Promotion Research
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• v.8 no.3
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• pp.37-50
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• 2023

The purpose of this study is to study the impact of knowledge sharing behavior, self-efficacy, team collaboration, and job autonomy on organizational innovation among the smart work characteristic factors for members of small and medium-sized venture companies, and to study the differences according to generation/digital literacy level. It is to provide implications so that it can be reflected in the organizational innovation of venture companies. As a result of the analysis, it was found that knowledge sharing behavior and team collaboration had an effect on organizational innovation, while self-efficacy and job autonomy did not affect organizational innovation. In addition, as a moderating effect, it was confirmed that there were differences in self-efficacy and team collaboration according to the level of digital literacy, and differences in knowledge sharing behavior, self-efficacy, and team collaboration by generation. Therefore, in this study, we identified important influencing factors for organizational innovation according to changes in the smart work environment of small and medium-sized venture companies, and suggested ways to secure corporate competitiveness. It suggests that organizational innovation can be strengthened only by confirming the relationship between organizational innovation and finding ways to develop and utilize differentiated capabilities.

• Journal of Wellbeing Management and Applied Psychology
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• v.7 no.4
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• pp.65-73
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• 2024

In modern management, leadership has become an essential strategy rather than a choice, and interest in coaching leadership is increasing. Additionally, companies face inevitable tasks such as sustainable management and ESG management, which are crucial aspects of corporate social responsibility. This is a global phenomenon, and social value management activities play a significant role in evaluating the worth of modern companies. ESG management is assessed as a decisive indicator for investors' decision-making based on various global guidelines. ESG is an important issue not only for large corporations but also for small and medium-sized enterprises (SMEs). The government is actively expanding infrastructure and providing support to enable SMEs to lead ESG management among domestic companies. However, research on the ESG management of SMEs is still insufficient, and existing ESG studies have primarily focused on financial indicators. Therefore, the necessity for empirical studies involving various variables is emphasized. This study analyzed the impact of coaching leadership on organizational innovation behavior and performance in SMEs, mediated by ESG management. According to the analysis, coaching leadership positively influences organizational innovation behavior and performance by promoting ESG management in SMEs. The findings indicate that coaching leadership has a positive impact on organizational innovation behavior and performance, while persuasion and participation of internal members are essential for success. Moreover, this study provides practical and policy implications, offering specific strategies for SMEs to effectively implement ESG management and ensure sustainability, thereby supporting long-term growth.

• CRM연구
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• v.3 no.2
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• pp.1-20
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• 2010

Due to the nature of teenage students' common tendency of being drawn to consumption conformity engendered by popular trends, and further expanding their unique collectivist culture, this study presumes that middle and high school female students as well have an influential factor that creates their distinctive trait. This study is intended to investigate the students' personal characteristics and effects of social reference groups, and further scrutinize how these influences transcends to deviant make-up behaviors. A total of 297 subjects, middle and high school female students, participated in a survey, using questionnaires focused primarily on the degrees of color makeup and the influences imposed by classmates. The findings of the study are as follows. First, regarding makeup behavior displayed by middle and high school female students, social self-esteem had positive influence on innovation and peer pressure. Second, perceived visibility conversely had negative impacts on innovation and peer pressure. This indicates that if perceived visibility is at a salient level, this already signifies lack of innovation. Third, makeup innovation and peer pressure demonstrated by middle and high school students all showed positive influence on their makeup behaviors. Additionally, peer pressure, in comparison to innovation, had greater influence on makeup behaviors, which indicates that peer pressure play a great role in makeup behavior of middle and high school students. Fourth, makeup behaviors showed strong impacts on makeup satisfaction and rendering deviant behaviors, which indicates that a new direction and perspective regarding middle and high school students' makeup behavior is critical.

• Journal of Digital Convergence
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• v.9 no.6
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• pp.277-293
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• 2011

This study aims to mediating effects of Emotional Intelligence on the relationships between Self-Leadership. Additionally, this study is to examine the impact of Self-leadership(behavior-focused strategies, natural reward strategies and constructive thought pattern strategies) to Technology Innovation. Hypotheses were tested by surveying 420 employees at Gumi Industrial Complex. The findings are as follows: First, all factors of Self-leadership had a significant positive effect on Technology Innovation. Second, four factors of Emotional Intelligence had a significant positive mediating effect on Technology Innovation except behavior- focused strategies of Self-Leadership. It is indicated a need for action in organization's self-leadership and it is also shown reliable criterion to effective organizational management of success in Technology Innovation.

• Proceedings of the Technology Innovation Conference
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• 2002.06a
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• pp.141-156
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• 2002

This study tries to testify that how much knowledge sharing behavior affects organizational effectiveness and is affected by the supervisory trust empirically. The results show that the higher the supervisory trust was the higher the level of knowledge sharing behavior and ultimately, organizational effectiveness is improved. Specially, the supervisory trust affects job-related knowledge sharing behavior and knowledge sharing system behavior. The knowledge sharing culture, however, is no relation with the supervisory trust. Job-related knowledge sharing behavior influenced both job satisfaction and organizational commitment. But knowledge sharing system influenced only job satisfaction and knowledge sharing culture influenced only organization at commitment. The implication from this paper is that knowledge sharing improves the organizational effectiveness and the supervisory trust is important for knowledge sharing in R&D organization.

• 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.

• Journal of Venture Innovation
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• v.5 no.4
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• pp.57-74
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• 2022

The purpose of this study is to verify the influence of SME members' motivation and creative working environment on innovative behavior and to see differences according to individual absorptive capacity. As a research method for this, 350 copies were collected by requesting a specialized research company for employees who have worked at SMEs for more than a year, and research models and hypotheses were verified with SPSS 28 and Smart PLS 3. As a result of the study, approach motivation and creative work environment had a positive effect on individual innovation behavior, which showed significant differences according to individual absorptive capacity. The implications of this study are summarized as follows. First, for innovative organizational management in SMEs where human resources are more important than physical resources, SMEs need to provide a creative working environment and motivate members to derive positive innovative behavior. Second, innovation behavior differs depending on personal absorptive capacity, and innovation behavior becomes the subject of corporate growth, indicating that various interests and support are needed to increase personal absorptive capacity along with positive motivation for members.

• STI Policy Review
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• v.8 no.1
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• pp.62-86
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• 2017

Intellectual Property Rights (IPR) system is one of the major institutions for incentivizing innovation. However, a strong IPR regime does not necessarily encourage innovation every time. This is because a variety of factors come into play in configuring the ways the IPR system interacts with the dynamics of innovation. In the present study, we examine whether different degrees of absorptive capacity at the industry level bring about heterogeneous effects of a strong IPR regime on the innovation capability of innovators across different industries in developing country. Using the case of the 1986 IPR reform in Korea, which permitted patenting pharmaceutical products and copyrighting computer programs, we analyze the quality of patents produced by Korean applicants between 1982 and 1991. Our analysis finds no evidence that the IPR reform improved the innovation capability of innovators in the two aforementioned sectors, but rather affected their patenting behavior differently.

• Journal of Korea Trade
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• v.25 no.4
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• pp.37-59
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• 2021

Purpose - Although models of innovation and exporting dominate recent studies of relations between innovation and access to foreign markets, relations between innovation and foreign direct investment (FDI) are less explored. This is especially true of relations between types of innovation and FDI. We fill that gap in the literature with empirical evidence that clarifies whether firms enter foreign markets through exports or FDI. Design/methodology - In order to assess the role of innovation in firms' international engagement strategies, we develop research hypotheses and present new empirical evidence on firms' choice of entry - exports and FDI - based on firm-level data. Findings - Our empirical results suggest that the impact of product innovation is more significant in transition from being a purely domestic firm to an exporter, while process innovation more significantly affect transition from being an exporter to a multinational enterprise. Our results also support 'self-selection into FDI' rather than 'learning-by-performing FDI' in the relationship between innovation and firms' overseas expansion. Originality/value - Recent literature on the relationship between innovation and firms' participation in foreign markets is dominated by models of innovation and export behavior. However, foreign direct investment by multinational enterprises may also be associated with firms' innovative activities. We first analyze how product and process innovations influence firms' choices to initiate exports or FDI.