• The Journal of Asian Finance, Economics and Business
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• 제5권4호
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• pp.149-160
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• 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.

• The Journal of Asian Finance, Economics and Business
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• 제7권6호
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• pp.449-456
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• 2020

This study examines the relation between the quality of leader-member relationship and operational performance of processing enterprises employees in Vietnam, while job satisfaction and innovation are as a mediator variable. In depth interviews are first conducted with five managers and professional workers in five processing enterprises to determine the latent variables and build the structured questionnaire with observed variables. A quantitative survey with 438 employees and managers from 300 processing enterprises was carried out. The method of exploratory factor analysis (EFA), Cronbach's alpha analysis, and confirmatory factor analysis (CFA) was used to test the reliability, the convergent nature, and the consistency of the concepts. Structural equation modeling (SEM) is used to test the proposed model. The result shows that job satisfaction, innovation and operational performance have positive effects on the quality of leader-member relationship. The relationship between leaders and members had indirect impact on employee's operational performance via their job satisfaction and innovation, which illustrates a mediator role of job satisfaction and innovation for employees' performance. The findings of this study suggest that managers need to focus on developing relationship with employees to improve their satisfaction, innovation and performance.

• 산업경영시스템학회지
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• 제37권3호
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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.

• 기술혁신연구
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• 제13권1호
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• pp.193-212
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• 2005

Leader-Member Exchange (LMX) model of leadership has suggested that members within the same work team are differentiated in terms of their level of the quality of leader member relationships. However, the differentiation in leader member relationships has not been examined for its possible team-level effects. In this study, the possible impact of this role differentiation on team members' affective reactions was explored. As hypothesized, teams whose members experienced higher level of LMX tended to have higher overall job satisfaction, organizational commitment, and team efficacy. Contrary to expectation, however, the team-level mean on LMX was not related with team-level variability on LMX. Based on these findings, several theoretical and practical Implications are discussed.

• 기술혁신연구
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• 제13권1호
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• pp.247-263
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• 2005

Prior research in R8ED innovation in Korea has been centered around the 'three-stage development model,' which hypothesizes that the Korean innovation process goes from the introduction (of foreign technology) stage, through assimilation stage to the final modification stage. As Korean economy shifts from traditional industry-led development to innovation-centric development, such an approach loses sight of the whole picture. The current study argues that a new framework is required for adequate analysis on newly arising innovative patterns in Korea, emphasizing source technology development and technology leader strategy. For this purpose, we propose the 'Jigsaw Puzzle Model' of technology development, which is then verified by an in-depth analysis on the innovation processes of 3 representative IT products of Korea, DRAM, TH LCD, and CDMA. The model suggests that Korean innovation model is a dynamic, efficient amalgamation of foreign-acquired and dependent technologies, based on internally accumulated technological resources. The model explains better how Korean firms are achieving a rapid catch-up of technological gaps with advanced nations and are able to transfer from the technology follower to the leader position.

• 산업융합연구
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• 제19권3호
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• pp.13-26
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• 2021

본 연구에서는 집단전체수준에서의 카리스마적 리더십이론을 제시하고 검증하기 위한 일환으로 카리스마적 리더행동, 부하들의 리더에 대한 자발적 수용, 집단성과, 그리고 집단혁신행동이 집단전체수준에서 성립할 것이란 예측을 하였다. 가설검증결과 집단전체수준에서 카리스마적 리더행동이 부하들의 리더에 대한 자발적 수용과 정(+)의 관계를 가지는 것으로 나타나 가설 1이 검증되었다. 또한 부하의 리더에 대한 자발적 수용이 집단성과와 집단혁신행동에도 집단수준에 기초하여 긍정적인 영향을 미치는 것으로 나타나 가설 2가 검증되었다. 이와 더불어 부하들의 리더에 대한 자발적 수용이 카리스마적 리더행동과 집단성과와 집단혁신행동 간의 관계를 집단수준에 기초하여 매개할 것이란 가설 3을 검증하기 위하여 매개회귀분석과 Sobel Test를 실시한 결과 가설 3이 검증되었다. 본 연구는 집단수준에서 카리스마적 리더십이론을 검증하였다는 점에서 이론적 시사점이 있으며 집단성과를 위한 리더십 개발이라는 점에서 실무적인 시사점이 있다. 마지막으로 본 연구가 가지는 한계점과 향후 연구방향에 대한 논의도 이루어졌다.

• 한국콘텐츠학회논문지
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• 제18권6호
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• pp.574-599
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• 2018

본 연구는 기업에 근무하는 구성원을 대상으로 리더의 공유리더십과 조직구성원의 혁신행동에 대한 인식에서 학습지향성과 폐기학습이 미치는 영향을 분석함으로써 리더의 공유리더십의 중요성에 대한 시사점을 제시하는데 그 목적이 있다. 본 연구의 설문조사는 국내 중소기업에서 지식근로자로 근무하고 있는 조직구성원을 대상으로 실시하였고, 회수된 설문지중 총 387개를 SPSS 24.0 통계패키지를 사용하여 통계분석 방법을 실시하였다. 연구결과, 리더의 공유리더십과 혁신행동, 공유리더십과 학습지향성 그리고 학습지향성과 혁신행동에 정(+)의 영향을 미쳤다. 또한 학습지향성은 공유리더십과 혁신행동의 관계에서 매개역할을 하였으며, 폐기학습은 공유리더십과 학습지향성의 관계를 강화하였다. 본 연구결과가 함의하는 바는 조직구성원의 혁신행동을 향상시키기 위해서는 조직구성원 스스로가 적극적인 폐기학습과 학습지향성 향상을 위한 지속적인 강화 활동이 필요하다. 또한, 조직구성원과 조직에 대한 리더의 공유리더십이 더욱 중요하다는 결과를 보이고 있다.

• 기술혁신연구
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• 제20권1호
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• pp.141-167
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• 2012

기술 혁신과 더불어 해당 기술을 기반으로 한 제품의 성공적 시장진입은 지속적 혁신의 기반이 된다. 본 연구는 기술집약적인 제약 산업에서 신약의 성공적 출시에 영향을 미치는 요인을 살펴보고 있다. 특히 선발자의 우위와 후발자의 우위에 대한 상반된 이론하에서 언제 선발자의 우위가 후발자에 의해 완화되어 후발제품이 시장 선도제품을 추월할 수 있는지를 중점적으로 살펴보았다. 구체적으로 선발제품과 후발제품의 시장 진입 시간차가 커서 후발자가 선발자의 정보를 충분히 흡수할 수 있을 때, 제품의 향상과 차별화가 가능하여 후발제품이 선발제품을 추월할 확률은 높아진다. 또한 후발자의 마케팅 역량이 크면 선발제품의 고객기반을 보다 효과적으로 극복할 수 있어 후발제품이 선발제품을 추월할 확률이 높아지는 것으로 나타났다. 이러한 결과는 진입이 늦어진 후발자의 입장에서 뒤처진 시간을 활용하여 오히려 성공 확률을 높일 수 있는 후발자의 우위를 재조명하며, 우수한 기술을 바탕으로 개발된 신제품이라 할지라도 높은 마케팅 역량이 뒷받침되어야 선발자의 우위를 극복하고 시장 추격의 확률을 높일 수 있다는 실질적인 시사점을 제공한다.

• 기술혁신학회지
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• 제7권2호
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• pp.351-372
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• 2004

This paper examines the change of innovation practices in the Korean industry which is entering into the 'post catching-up regime'. In catching-up regime, the technological loaming practices of Korean firms could be characterized as the assimilation and improvement of foreign technologies through crisis construction and time pressure. Crisis construction and time pressure were the important factors enhancing the intensity of technological teaming and shaping the way of doing imitative innovation. But the innovation patterns of firm are changing. The new ways of doing innovation are emerging in Korean mobile phone industry which is becoming a world leader： the emphasis on the importance of technological planning, the enhancement of collaborative networks among related firms, the toleration on the failure and the effort to acquire core technologies. Though Korean firms have not developed enough capabilities to create basic core technologies, they can develop their competitiveness through creative combination of technologies and are approaching the world frontier.

• 기술혁신연구
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• 제6권1호
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• pp.215-249
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• 1998

This study empirically examines the relationship between the career orientations of R&D professionals and their demographic characteristics (age, tenure, and education level), affiliated organizations (public and private organizations), reward systems. It further explores the contingent effects of the career orientation fit between leader and members on their performance. The results reveal that : 1) five different career orientations (technical, manager, project, technical transfer, and entrepreneur) are empirically distinguished, 2) technical orientation of R&D professionals is higher in public in private sectors, 3) technical, project, and manager orientation are positively associated with the education level, while technical transfer and entrepreneur orientation are negatively associated with the education level, 4) manager and technical transfer orientation is positively related with age and tenure, 5) the career orientation fit between leader and member is closely related with job satisfaction and organization commitment, and partially related with technical performance, 6) R&D professionals with different types of career orientation exhibit different preference to various rewards. Based on these findings, this study suggests several practical implications for the design of career ladder, mentoring, and reward systems of R&D professionals.