• Title, Summary, Keyword: 혁신행동

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The Effect of Transformational Leadership's Sub-factors on Innovative Behavior :The Mediating Effect of Job Engagement (변혁적 리더십의 하위요인이 혁신행동에 미치는 영향에 관한 연구 : 직무열의의 매개효과를 중심으로)

  • Sim, Wan-Jun;Jang, Eun-Hye;Noh, Kyoung-Soo
    • Journal of Convergence for Information Technology
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    • v.9 no.5
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    • pp.104-116
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    • 2019
  • Transformational leadership(TL) is an effective job resource that can lead to innovative behavior. The new concern is to identify the mechanisms by which innovative behaviors persist, taking into account factors such as mediator. Therefore, this study intends to identify the mediating role of job engagement in the relationship between sub-factors of TL and innovative behavior. We conducted a questionnaire survey of 671 employees who are highly related to innovative behavior in public, private firms and utilized a structural equation analysis, mediation analysis to verify hypotheses based on previous studies. As a result, charisma and intellectual stimulation, which are sub-factors of TL were proved to influence innovative behavior through job engagement. The results of this study imply that companies need to utilize the measurement tool of job engagement and select leader with charisma and intellectual stimulation to sustain innovative behavior.

The Effect of Shared Leadership on Organizational Trust, Knowledge Sharing and Innovative Behavior (공유리더십이 조직신뢰, 지식공유 및 혁신행동에 미치는 영향)

  • Song, Jung-Su
    • The Journal of the Korea Contents Association
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    • v.19 no.9
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    • pp.485-500
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    • 2019
  • In this study, we examined the effect of shared leadership on organizational trust, knowledge sharing, and innovative behavior. Also, it was verified that organizational trust and knowledge sharing play a mediating role in the relationship between shared leadership and innovative behavior. Data were collected from a survey of 348 manufacturing workers in Ulsan and Gyeongju. SPSS 22 was used for frequency analysis and exploratory factor analysis. AMOS 22 was used for confirmatory factor analysis to verify the validity of the variables and for covariance structure analysis to verify the research hypothesis. The results of this study are as follows. First, shared leadership has a significant positive effect on organizational trust, knowledge sharing, innovative behavior. Second, organizational trust has a significant positive effect on knowledge sharing and innovative behavior. Third, knowledge sharing has a significant positive effect on innovative behavior. Finally, organizational trust and knowledge sharing play a partial mediating role in the relationship between shared leadership and innovative behavior. The result of this study suggests that organizational trust and knowledge sharing should be strengthened through shared leadership in order to increase the innovative behavior of organization members.

The Relationship Between Empowerment and Innovative Behavior, and the Moderating Effect of Psychological Ownership in Small Musiness (중소기업 구성원의 임파워먼트와 혁신행동의 관계 및 심리적 주인의식의 조절효과)

  • Hong, Wan-Ki;Ahn, Kwan-Young
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.11 no.3
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    • pp.145-155
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    • 2016
  • The purpose of this study is to review the relationship between empowerment and innovative behavior, and the moderating effect of psychological ownership in small business. In order to verify and achieve the purposes mentioned above, questionnaire data are gathered and analysed from 315 employees in manufacturing enterprises of Kangwon-do province. Multiple regression and multiple hierarchical regression analysis were applied to test the proposed hypotheses: 1) the relationship between empowerment(meaning, autonomy, self-efficacy, impact) and innovative behavior(idea development, idea implementation), 2) the moderating effect of PO(psychological ownership for organization) on the relationship between empowerment and innovative behavior, 3) the moderating effect of PJ(psychological ownership for job) on the relationship between empowerment and innovative behavior. Empirical survey's findings are as follows; First, empowerment(meaning, autonomy, self-efficacy, impact) appeared to be positively related with innovative behavior(idea development, idea implementation). Second, there was no evidence of moderating effect of PO on the relationship between empowerment and innovative behavior. Third, meaning of work was more positively related with innovative behavior(idea development, idea implementation) in higher PJ group than in lower PJ group. Fourth, impact was more positively related with idea implementation in higher PJ group than in lower PJ group.

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Mediating Effects of Organizational Commitments on the Relationship between Human Capitals and Innovative Behaviors -Focused on the Hotel Firms- (인적자본과 혁신행동의 관계에서 조직몰입의 매개효과 -호텔기업을 중심으로-)

  • Ha, Yong-Kyu
    • The Journal of the Korea Contents Association
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    • v.10 no.6
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    • pp.440-449
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    • 2010
  • This study aimed to explore the relationships among human capitals, organizational commitments, innovative behaviors of employees in a deluxe hotel in Seoul. The results of this study are, human capitals have a direct impact on organizational commitments, and innovative behaviors. and organizational commitments directly influence to innovative behaviors.. And organizational commitments have a mediating effect partially between human capitals and innovative behaviors. These results suggest that the new direction of the importance of human resource managements on accumulating human capitals in organization and the importance of organizational commitments of employees on competing environments in the hotel industry for competitive advantage.

An Empirical Study on the Effects of Career Ambition and Self-Compassion on Innovation Work Behavior of CEOs and Executives of SMEs (중소기업 최고경영자(CEO 및 임원)의 커리어 야망과 자기자비가 혁신행동에 미치는 영향에 관한 연구)

  • Choi, Jinsook;Hwang, Kumju
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.13 no.2
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    • pp.139-158
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    • 2018
  • Considering that the subject of innovation of SMEs is the CEO, it is very important to study the innovation behavior of the CEO at the individual level. The purpose of this study is to examine factors affecting innovation work behavior of SME CEOs. The purpose of this study was to examine the effects of self-compassion and self-transcendence on innovation work behavior, which are the emotional intelligence factors that show the psychological growth and potential of individual, and the career ambition and positive psychological capital did. In order to verify the research hypothesis, we analyzed 238 questionnaires collected from CEOs and executives of SMEs focused on auto parts and manufacturing. Factors affecting innovation behavior of SME CEO are summarized as follows. First, career ambition has a positive effect on positive psychological capital. Second, positive psychological capital has a positive effect on innovation work behavior. Third, self-compassion of CEO has positive influence on self - transcendence. Fourth, the self-transcendence of CEO has a positive effect on innovation work behavior. This study confirms the relationship between CEO career ambition, positive psychological capital, self-compassion, self-transcendence, and innovation work behavior of SME CEO and confirms the influence relationship between positive psychological capital and self-transcendence It is meaningful. Finally, theoretical and practical implications were discussed based on the results of the study.

The Effect of Railway Corporation Leadership of Middle Manager Employees' on Empowerment and Innovative Behavior (철도운영기업 중간관리자의 리더십이 종사원들의 임파워먼트와 혁신행동에 미치는 영향)

  • Hwang-Bo, Jak
    • Journal of the Korean Society for Railway
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    • v.18 no.6
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    • pp.609-618
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    • 2015
  • This paper empirically analyzed the effect that the leadership of middle managers had on empowerment and innovative behavior, as measured by employees of a domestic railway corporation. The results demonstrate that transactional leadership had a positive effect on both empowerment and innovative behavior. However, transformational leadership did not exhibit immediate effects on innovative behavior. In addition, it was also found that empowerment completely mediated the relationship between transformational leadership and innovative behavior. Therefore, the results of this study imply that the leadership of middle managers in a railway corporation is an important influential factor which causes innovative behavior in employees. Specifically, to induce voluntary innovative behaviors in employees through transformational leadership, utilizing empowerment to instill a right to make decisions through the delegation of the right is a very important factor.

The Influence of Creativity and Self-Leadership of Nursing College Students on Innovative Behaviors (간호대학생의 창의성과 셀프리더십이 혁신행동에 미치는 영향)

  • Jeong, Hyun;Go, Younghye
    • Journal of the Korea Convergence Society
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    • v.11 no.1
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    • pp.317-325
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    • 2020
  • The purpose of this study was to identify the influence of creativity and self-leadership on innovative behavior of college nursing students in the convergence society. The participants were 202 college nursing students, data were analyzed using t-test, ANOVA, Pearson correlation, Multiple regression. It was found that: nursing students showed higher score at creativity, higher self-leadership, and lower grade, higher score for innovative behavior. Significant correlation was found among creativity and self-leadership on innovative behavior. The main factors influencing innovative behavior were creativity, self-leadership, and grade. They explained about 36.0% of innovative behavior. Therefore, in order to improve the innovative behavior of nursing students, a variety of strategies such as education courses and intervention for developing creativity and finding ways to improve self-leadership are needed.

The Effect of Emotional Intelligence on Organizational Citizenship Behavior and Innovative Behavior in Manufacture of Automobile industry (자동차산업에서의 조직시민행동과 혁신행동에 대한 감성지능의 영향과 진정성리더십의 조절효과)

  • Kim, Jong-Kwan
    • Journal of Digital Convergence
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    • v.15 no.2
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    • pp.67-80
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    • 2017
  • Today, Emotional Intelligence of the leader has become important in order to achieve the achievement of the organization. Especially, the automobile industry is somewhat conservative and the organizational culture of the subcontractor is still much more important than the service industry which has a flexible. In this context, I examine the Emotional Intelligence on Organizational Citizenship Behavior and Innovative Behavior in manufacture of automobile industry focusing on moderating effect of Authentic Leadership. This Study enhances the understanding of Emotional Intelligence and extends the research. Future research will needed to pioneer research methods such as various aspects of measurement and time series of various variables.

Impact of Negative Feedback-seeking Behavior on Innovative Behavior: Focusing on the Mediating Effect of Learning Goal Orientation Moderated by Coaching Leadership (부정피드백추구행동이 혁신행동에 미치는 영향: 코칭리더십에 의해 조절된 학습목표지향성의 매개효과 중심으로)

  • Kwon, Kyung-Sook;Oh, Sang-Jin
    • The Journal of the Korea Contents Association
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    • v.20 no.3
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    • pp.542-559
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    • 2020
  • This study was conducted to derive theoretical and practical implications in situations where innovation of the business is desperate in the face of the emergence of agile organizations and digital transformation. To do so, we tried to verify the correlation between negative feedback-seeking behavior and innovative behavior and whether the learning goal orientation of these two variables has a moderated mediating effect by coaching leadership. It analyzed the collected questionnaire from 381 members working in domestic companies; SPSS 25.0, AMOS 25.0, and Process Macro 3.0 were used. The analysis result showed that the negative feedback seeking behavior had a positive effect on the learning goal orientation, and the leader's coaching leadership found to have a moderating effect between the negative feedback seeking behavior and the learning goal orientation. Learning goal orientation has been found to have a moderated mediating effect between negative feedback seeking behavior and innovative behavior. This study is significant in the sense that it reveals the process of how members seeking negative feedback in the organization could be led to innovative behavior and shows the necessity of organizational support for coaching leadership for the vitalization of innovative behavior.

A Study on the Influence of the Team Member Exchange(TMX) and Technology Management Education on the Innovative Behavior; Focused on the Mediating Effects of Empowerment - (팀원 교환관계(TMX)와 기술경영교육이 혁신행동에 미치는 영향에 관한 연구 -개인수준의 임파워먼트를 매개효과로-)

  • Lee, Won-Il
    • Journal of the Korea Academia-Industrial cooperation Society
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    • v.18 no.1
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    • pp.124-134
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    • 2017
  • This paper investigates the effect of Team Member Exchange Quality (TMX) and technology management education on innovative behavior mediating effects of Empowerment. Innovation behavior is necessary for the continuous innovation of the organization. To that end, this paper investigates the relationship among TMX, technology management education, empowerment, and innovation behavior. Independent variables are TMX and technology management education; dependent variable is innovative behavior; and mediating variable is empowerment. The hypotheses of this paper are as follows. First, team members with a high quality of TMX will generate more innovation behavior. Second, innovation behavior will be created if team members receive a lot of technology innovation education. Third, empowerment will have a mediating effect on the relationship between TMX, technology innovation education and innovation behavior. To test these hypotheses, questionnaires were distributed and thoroughly analyzed using correlation analysis, multiple regression, and mediating effect analysis. Until now, there have been many previous studies investigating innovative behavior; however, this paper is still meaningful in that this study focused on the effects of TMX and Technology management education on innovative behavior mediating the effects of empowerment.