• Journal of the Korean Operations Research and Management Science Society
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• v.41 no.4
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• pp.75-93
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• 2016

This study aims at analyzing the relationship between team characteristic and innovation performance. The mediating effect of creative climate on the team characteristic and innovation performance is also measured. Based upon literature review, individual creative characteristics, team diversity, team cohesion, task characteristics are presented as antecedents of team characteristic. Creative climate affects the creative behavior and innovative performance. Creative climate is measured as the Team Climate Inventory (TCI) proposed by Anderson & West (1998) including goal, participative-autonomy and innovative-support. Data were collected from 186 survey responses (54 Teams) out of total 462 (69 teams) from the R&D department of a major ICT firm in Korea. Empirical results show the diversity, cohesion, job characteristic, individual creative characteristic have a positive effect on the creative climate and innovation performance. The participative-autonomy climate factor appears to mediate the relationship between team characteristic (diversity, cohesion, job and individual characteristics) and innovation performance. However, the mediating effects of goals and innovative-support factors were not significant statistically. It was confirmed that the organization can contribute to improve the team innovation performance by facilitating a autonomy and participative climate as well as fostering the team characteristic.

• Journal of Korean Society for Quality Management
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• v.49 no.3
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• pp.421-431
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• 2021

Purpose: For improving outgoing quality, this study presents a novel sampling framework based on predictive analytics. Methods: The proposed framework is composed of three steps. The first step is the variable selection. The knowledge-based and data-driven approaches are employed to select important variables. The second step is the model learning. In this step, we consider the supervised classification methods, the anomaly detection methods, and the rule-based methods. The applying model is the third step. This step includes the all processes to be enabled on real-time prediction. Each prediction model classifies a product as a target sample or random sample. Thereafter intensive quality inspections are executed on the specified target samples. Results: The inspection data of three Samsung products (mobile, TV, refrigerator) are used to check functional defects in the product by utilizing the proposed method. The results demonstrate that using target sampling is more effective and efficient than random sampling. Conclusion: The results of this paper show that the proposed method can efficiently detect products that have the possibilities of user's defect in the lot. Additionally our study can guide practitioners on how to easily detect defective products using stratified sampling

• Knowledge Management Research
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• v.14 no.5
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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.

• The Journal of Asian Finance, Economics and Business
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• v.5 no.4
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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 the Korea Contents Association
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• v.22 no.10
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• pp.586-598
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• 2022

In research on the role of facilitators, studies on the effects of facilitators who conduct meetings and workshops within companies on innovation-oriented culture, team empowerment, and team creativity are insufficient. The purpose of this study is to verify the effect of the role of the facilitator (process management, change management) on innovation-oriented culture and team empowerment, and the effect on team creativity by mediating innovation-oriented culture and team empowerment. To this end, we surveyed members with experience in facilitating workshops at domestic companies and analyzed 299 collected data using SPSS 24 and Smart PLS 3.0. (+) had an effect. Second, innovation-oriented culture and team empowerment had a positive (+) effect on team creativity. Third, the role of the facilitator had a positive (+) effect on team creativity by mediating innovation-oriented culture and team empowerment. Through this study, the relationship between the role of the facilitator and other variables was explored and theoretically expanded, and practical implications for the role of the facilitator and enhancement of creativity required by the organization were presented.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.1
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• pp.83-96
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• 2004

Purpose: The purpose of this research is, by investigating organizational characteristics, types of nursing organizational culture and team effectiveness in ICU, to ascertain the type of nursing organizational culture and the organizational characteristic that can improve the team effectiveness. Method: The research targeted 427 nurses from 33 ICUs of 14 general hospitals which have more than 250 beds and the data were gathered by using self-report questionnaires from April 10, 2003 to April 24, 2003. For this research, the following tools were used; the tool for measuring organizational characteristics and organizational cultures and the tool for measuring team effectiveness. Result: The most significant nursing organizational characteristic in ICU is the centralization. The organizational culture in ICU is generally rank-oriented culture. There was a significant difference (p<.01) in four types of organizational cultures; relation-oriented, innovation-oriented, rank-oriented and task-oriented. Verifying influence power of organizational cultures upon team effectiveness of ICU, relation-oriented culture had 49.2% of an influence upon team effectiveness, innovation- oriented and relation-oriented culture had 60.4% of an influence, and rank-oriented, innovation-oriented and relation-oriented culture had 61.2% of an influence. The organizational culture profiles according to the types of nursing organizational cultures in 33 ICUs were found by a cluster analysis. They were classified into five culture profiles; strong balance culture profile, weak balance culture profile, innovation-oriented and task-oriened culture profile, strong relation culture profile and strong rank culture profile(p<0.5). According to me organizational culture profiles, a significant difference of team effectivenesses(coworker satisfaction, team performance perception, team satisfaction and team commitment) was found(p<.01). The strong balance culture profile had the best team effectivenesses. Conclusion: For nursing culture management, a nursing administrator should identify the relevant nursing organizational culture at first by utilizing an innovative team-leader. After identifying the organizational culture, the administrator should make strategic plans and practices that can distinguish good organizational cultures to be expanded from ones to be sublated so that a strong balance culture can be developed.

• Proceedings of the Korean Operations and Management Science Society Conference
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• 2006.11a
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• pp.36-39
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• 2006

This paper examines critical successful facts related with the digital new product development with product innovation. For this, we have selected a Xcanvas time-machine TV of LG electronics and we have done case-study. We have performed in-depth interviews with engineers, team managers, marketers to get facts on the product development process and analyzed huge amount of data obtained from web-sites and related firms' materials. We have concluded that CSFs of Xcanvas time-machine TV are customer-centered product innovation, new perspective of considering technology and product, managing innovative team and motivation to team member.

• 한국IT서비스학회:학술대회논문집
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• 2003.11a
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• pp.438-445
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• 2003

급변하는 비즈니스 환경과 기업 경쟁의 가속화 그리고 Dynamic eBusiness 시대의 제품 및 서비스의 빠른 변화 및 Mass Customization의 경향은 기업들에게 비즈니스 민첩성을 크게 요구하고 있다. 이런 변화에 민첩하게 대응하기 위해서는 RTE 기반의 IT 인프라가 준비되어 있어야 하며, 이런 인프라의 중심에 웹 서비스가 존재하고 있다. 이에 따라 삼성 SDS에서는 차세대 RTE 아키텍처로서 웹 서비스를 적용 중에 있다. 개념적이고 이론적인 수준에서 언급되는 웹 서비스 적용 방법/기술/장단점이 아닌, 웹 서비스를 레거시 시스템 (Legacy System)에 적용한 경험을 바탕으로 현 기업들이 당면하는 실질적인 문제를 웹 서비스가 어느 정도 해결하여 줄 수 있는지, 레거시 시스템을 웹 서비스 기반의 시스템으로 전환하고자 할 때 고려할 점과 단계별 접근 방안에 대해 소개하고자 한다.

• Asia Pacific Journal of Business Review
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• v.5 no.2
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• pp.1-18
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• 2021

This present study investigatesed the impact of the team innovation-oriented human resource management (HRM) practices on employees' turnover intention among financial, pharmaceuticals, distribution, and manufacturing industries in Korea. Furthermore, we explored whether risk perception of turnover and the cost of changing job would mediate the relationship between team innovation-oriented human resource management practices with employees' turnover intention in different industries in Korea. To that end, PLS structural equation modeling was used to exam the research hypothesis. We have found that team innovation-oriented HRM practices have a significant impact on employees' turnover intention. Moreover, we have discovered risk perception of turnover and the switching cost of changing job playing mediating role in the relationship of team innovation-oriented HRM practices with turnover intention among different type of industries employee. Lastly, the theoretical implications were discussed based on these findings.

• Journal of Information Technology Services
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• v.17 no.1
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• pp.1-16
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• 2018

In this research, we tried to suggest the guidelines to stakeholder of ICT startup for picking up the excellent startups and nurturing them. We designed the research model focused on the good startup team's knowledge based interaction mechanism. A research model and hypotheses were developed from literature review and empirically validated. The research model consisted relationship among the knowledge sharing (knowledge donation and knowledge collection), absorptive capacity (member's ability and member's motivation), team creativity, and innovation capability. Data were collected from ICT Service Startups, and a partial least squares (PLS) analysis was made on 175 data points. The analysis results showed that absorptive capacity has significant effect on team creativity and innovation capability directly. And also it has indirect effect on the dependent variable through team creativity. On the contrary, knowledge sharing does not have statistically significant effect on team creativity and innovation capability; only have an effect on absorptive capacity. Based on the results, we proposed several team management skills for ICT startup leaders and members, and the guidelines to stakeholder such as government and private investors. Also there are some ideas for startup nurturing polices for government officers. Theoretical contributions are discussed at the end with limitations and further studies.