• Title, Summary, Keyword: 혁신행동

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Individual Factors of Influencing the Innovative Behavior of Building Construction Field Managers (건축공사 현장관리자 혁신행동에 영향을 미치는 개인적 요인)

  • An, Sung-Hoon;Mbale, Michael Bulunda
    • Journal of the Korea Institute of Building Construction
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    • v.15 no.2
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    • pp.249-255
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    • 2015
  • The competition of construction market is keener, so construction companies are seeking the methods for improving the performance. Construction field organizations and managers should have an innovative behavior to improve the performance. However, construction field organizations and managers are negative to innovation because they are generally conservative. Therefore, the purpose of this study is to analyze the factors to influence the innovative behavior of building construction field managers. In this study, self-leadership, feedback seeking behavior and job involvement are selected the factors to influence the innovative behavior by literature reviewing. The results of correlation analysis showed that the behavior-focused strategies in self-leadership and the job involvement influence the innovative behavior of building construction field managers. In addition, the individual characteristics such as marriage, experience, position and type of employ influence the innovative behavior of their. This study is expected to help to improve the performance management system in construction field organizations.

The Impact of Leader' Shared Leadership on Innovation Behavior for Employees: Focus on Mediating Effect of Learning Orientation and Moderating Effect of Unlearning (리더의 공유리더십이 조직구성원의 혁신행동에 미치는 영향 : 학습지향성의 매개효과와 폐기학습의 조절효과 중심으로)

  • Cho, Nam-Mun
    • The Journal of the Korea Contents Association
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    • v.18 no.6
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    • pp.574-599
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    • 2018
  • The purpose of this study is to suggest implications for the importance of shared leadership of leaders by analyzing the influence of learning orientation and unlearning on the recognition of leader's shared leadership and employees'. The questionnaire survey was conducted on the employees who work as knowledge workers in the domestic SMEs. A total of 387 questionnaires were collected using SPSS 24.0 statistical package. The results of this study were that the relationships between a leader's shared leadership and innovation behavior, shared leadership and learning orientation, and learning orientation and innovation behavior were positive. In addition, learning orientation mediated in the relationship between shared leadership and innovation behavior, and unlearning reinforced the relationship between shared leadership and learning orientation. The implication of this study is that the employees themselves need continuous reinforcement activities for active unlearning and learning orientation in order to improve the innovation behavior of the employees. In addition, the shared leadership of leaders in employees and organization is more important.

The Influence of Learning Organization Building Factors on Psychological Capital and Innovative Behavior in Firms (기업의 학습조직 구축요인이 심리적 자본과 혁신행동에 미치는 영향)

  • Kwon, Joong-Saeng;Roh, Soo-Kun
    • Journal of Digital Convergence
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    • v.12 no.3
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    • pp.105-115
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    • 2014
  • This paper aims to examine the mediating effects of psychological capital on the relationships between learning organization and innovative behavior. 310 sheets of questionnaires were gathered from the organizational members of the companies in 5 cities, including Seoul and Pohang and analysed using structural equation modelling technique. The results show followings: First, the human factor of learning organization has a significant influence to the innovative behavior and the psychological capital. Second, structural factor of learning organization has a significant influence to the psychological capital but does not have a significant influence to the innovative behavior. Third, the mediating effect of psychological capital has a significant partial effect between human factor of learning organization and innovative behavior, and full effect between structural factor of learning organization and innovative behavior. The results of this study implies that some guideline could be used in promoting learning organization and making implementing strategy.

A Study on the Relationships among Personality, LMX(Leader-Member Exchange) and Innovative Behavior of Foodservice Employees' (외식서비스종사원의 성격특성, LMX, 혁신행동 간의 영향관계 연구)

  • Kim, Young Hun
    • Culinary science and hospitality research
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    • v.21 no.4
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    • pp.175-191
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    • 2015
  • The purpose of this study is to investigate the relationships among personality, LMX(leader-member exchange), and innovative behavior of the employees engaged in the foodservice business. In order to achieve the purpose of this study, a literature review was first carried out concerning personality, LMX, and innovative behavior of employees. The questionnaire survey was conducted on foodservice employees working at a hotel buffet restaurant and an independent buffet restaurant in the Busan area. The survey period was from Oct. 1, 2014 to Oct. 15, 2014, and 236 cases were used for analysis. The results are as follows. Foodservice employees who are agreeable and extroverted are likely to develop innovative ideas in the course of their job duties. In addition, foodservice employees who are agreeable, extroverted and conscientious are likely to practice innovative ideas. LMX, especially the contributable relationship between leader and employee, has a positive effect on the development of innovative ideas, and the contributable, respectable, and loyal relationship between leader and employee has a positive effect on the practice of innovative ideas in the foodservice industry.

The effects of Resilience on employee's Innovative Work Behavior : moderating effect of Organizational Support and Organizational Error Management Culture (회복탄력성이 조직구성원의 혁신행동에 미치는 영향 - 조직지원과 실책관리문화의 조절효과 -)

  • Cho, Young-Bohk;Lee, Na-Young
    • Management & Information Systems Review
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    • v.33 no.5
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    • pp.155-169
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    • 2014
  • We meet many difficult challenges from many factors such as crime, natural disasters, social unrest, financial problems, employment, and so on. It therefore essential to cope with these negative stressful events to attain a state of personal well-being. Lately in the field of psychology and psychiatry, a concept called 'resilience' has received increasing attention. Resilience embodies the personal qualities that enable one to thrive in the face of adversity. Also it refers to the process of overcoming the negative effect of risk exposure, coping successfully with adversity, and avoiding the negative trajectories associated with risks. Resilience people were expected to do their innovative work behavior well. And SUS(supervisor support), COS(coworker support), OEMC(organizational error management culture) influence the relationship of resilience between Innovative Behavior. This study focused on three question. First, how is resilience relate to individual performance in the organization? And second, are there any moderate factors between resilience and individual performance. As the result of the hierarchical regression analysis, resilience indicates positive effects on IB and IB was predicted by interaction of resilience by SUS and OEMC. Findings in this study indicated that the level of SUS and OEMC should be considered in interpreting the resilience and Innovative Behavior.

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The Effects of CEO's Transformational Leadership on Members' Innovative Behavior and Organizational Citizenship Behavior in the ICT Industry: The Mediating Effects of Self-Efficacy (ICT 산업 CEO의 변혁적 리더십이 구성원의 혁신행동과 조직시민행동에 미치는 영향 : 자기효능감의 매개효과)

  • Hwang, Kyu-Ha;Park, Hyeon-Suk
    • Journal of Digital Convergence
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    • v.13 no.7
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    • pp.147-161
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    • 2015
  • CEO's leadership is considered most important to cope with the rapidly changing ICT industry environment. Thus, this study attempted to investigate the impacts of the CEO's transformational leadership (referred to as "TL") on the organizational members' innovative/organizational citizenship behavior("IB/OCB") in the domestic ICT businesses. For this, this study conducted an on-line survey with the employees of businesses that belonged to the ICT industry, and received 417 valid responses. The analysis results by SPSS & Amos showed that the ICT business CEO's TL had a significantly positive impact on the members' self-efficacy; the members' self-efficacy not only had a positive impact on their own IB/OCB, but also had a mediating roles in the relationship between CEO's TL and IB/OCB. The Results indicated that the TL should be a CEO's core competency to arouse the members' IB/OCB through members' self-efficacy in the ICT industry.

A Study on the Effect of Strategic Human Resource Management on Innovation Behavior and Organizational Performance (전략적 인적자원관리가 혁신행동과 조직성과에 미치는 영향에 관한 연구)

  • Kim, Moon-Jun
    • Industry Promotion Research
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    • v.5 no.1
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    • pp.21-33
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    • 2020
  • The purpose of this study is to investigate the impact of strategic human resource management perceived by members of SMEs on organizational performance and innovation behavior. In addition, the mediator effect of innovation behavior of organizational members on the relationship between strategic human resource management and organizational performance was verified using the statistical program SPSS 21.0 program. First, the hypothesis 1, strategic human resource management (adoption and compensation, job design, training and career management, participation in decision-making) was adopted by showing positive impact on the positive impact on organizational performance. Second, hypothesis 2, strategic human resource management (recruitment and compensation, job design, training and career management, participation in decision-making) was adopted after demonstrating statistically significant influence on innovation behavior. Third, the innovation behavior perceived by Hypothesis 3 organizational members showed a positive influence on organizational performance. Hypothesis 3 was therefore adopted. Fourth, as a result of verifying the mediating effect of innovation behavior in the relationship between hypothesis 4, strategic human resource management and organizational performance, innovation behavior was analyzed to be partially mediated. In other words, strategic human resource management of organizational members has a direct impact on organizational performance, but it can show a higher positive impact on organizational performance through innovation actions in its performance.

Effects of revolutional leadership of manager at private security service organization members learning directivity and organizational innovation behavior (민간경비 경영자의 변혁적리더십이 구성원의 학습지향성 및 조직혁신 행동에 미치는 영향)

  • Kang, Minwan
    • Journal of the Society of Disaster Information
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    • v.10 no.2
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    • pp.264-273
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    • 2014
  • The purpose of the study is to demonstrate the effects of revolutional leadership of manager at private security organization on members' learning directivity and organizational innovation behavior. The results attained from studying method and procedure as mentioned above are in the following. First, the revolutional leadership of manager at private security service organization influence learning directivity. That is, the more he or she shows revolutional leadership, the more enhanced the learning directivity of members. Second, the revolutional leadership of manager at private security service organization has effects on organizational innovation behavior. Thatis, the more he or she shows revolutional leadership the more enhanced organizational innovation behavior. Third, learning directivity of manager at private securitys service organization influences organizational innovation behavior. Thatis, the more he or she shows learning directivity, the more enhanced organizational innovation behavior. Taken all, revolutional leadership of manager at private security service organization affects organizational innovation behavior through learning directivity. It is shown that learning directivity is a key variable connecting revoultional leadership with organization al innovation behavior.

The Relationships of CEO's Transformational Leadership on Members' Innovative Behaviors & Members' Organizational Citizenship in the ICT Industry: Moderating Effect of CSR Management (정보통신기술산업 CEO의 변혁적 리더십과 구성원의 혁신 및 조직시민행동의 관계: CSR 조절효과)

  • Hwang, Kyu Ha;Park, Hyeon Suk
    • Journal of Service Research and Studies
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    • v.6 no.2
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    • pp.153-174
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    • 2016
  • This empirical study attempted to investigate the effects of the CEO's transformational leadership on the organizational members' innovative behavior/organizational citizenship behavior, CSR and employees' acceptance of organizational change in the ICT industry. For this study, we conducted an online survey with the employees of businesses that belonged to the ICT industries and received 417 valid responses. The analysis results by SPSS & AMOS are as follows. CEO's transformational leadership had a significantly positive impact on the members' self-efficacy. The members' self-efficacy not only had a positive impact on their own innovative behavior/organizational citizenship behavior, but also had a mediating effects in the relationship between CEO's transformational leadership and the members's innovative behavior/organizational citizenship behavior. Also corporate social responsibility management had a moderating roles in the relationship between CEO's transformational leadership and the members' self-efficacy.

Study on the Effect of Organizational Justice on Innovative Behavior (조직의 공정성이 혁신행동에 미치는 영향)

  • Kim, Sun-Woo;Suh, Sang-Hyuk
    • Journal of Korea Technology Innovation Society
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    • v.21 no.3
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    • pp.1021-1049
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    • 2018
  • The purpose of this study is to examine whether organizational justice, including procedural justice and distributive justice, improve employees' innovative behavior through work engagement and knowledge sharing. In addition, it was conducted to investigate whether work engagement and knowledge sharing indirectly affect the relationship between organizational justice and innovative behavior. For the hypothesis test of this study, Hayes (2018) PROCESS Macro was used. Result of the analysis shows that procedural justice, work engagement, and knowledge sharing influenced innovative behavior. The constructs influencing work engagement were procedural justice, distributive justice, knowledge sharing. Also, procedural justice and work engagement were constructs that affected knowledge sharing. In the relationship between procedural justice and innovative behavior, the indirect effect was confirmed in all paths. In the relationship between the distributive justice and the innovative behavior, It was confirmed that there is not the indirect effect only in the path via knowledge sharing. he indirect effect was confirmed in all paths that did not acquire knowledge sharing. In addition, through the PROCESS Macro analysis, we examined the magnitude of the indirect effect of various paths between mediators. The results show that organizational justice can have the greatest effect on innovative behavior through work engagement. The weakness of respondents control by SNS survey is the major limitation of this study. In the future, Further research is needed depending on the nature of the organization, such as the analysis of differences between various industries.