• Title, Summary, Keyword: 혁신행동

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The Effect of Leader's Coaching and LMX on Innovative Behavior of Automotive VR Technology Researcher: Focusing on Mediated Effect of Resilience

  • Dai, Hao;Kim, Tae Hyun;Yang, Xiao Jing
    • Journal of the Korea Society of Computer and Information
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    • v.24 no.11
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    • pp.163-170
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    • 2019
  • In this study, we tried to demonstrate the influence of leader's coaching and LMX on the member's innovation vibrator and to provide implications. This study reviewed the reader's coaching, LMX, the theories of the member's innovation behabior, resiliency, and the studies and discussions that have been carried out in the past, and finally produced five hypotheses. To verify this research theory, this study collected data from 320 automotive company researchers using VR interaction technology. The collected data were used for frequency analysis, reliability analysis, exploratory factor analysis, confirmatory factor analysis, structural equation analysis. An Empirical Analysis are confirming a result of this study can be summarized as follows. First, leader's coaching have a positive effect on resilience. Second, is have a positive effect on resilience lmx. Third, the researchers is high resilience innovative behavior to promote positive influence. Fourth, resilience leader's coaching the innovative behavior the impact on. Fifth, are lmx resilience innovative behavior the impact on. Through the conclusion and discussion section, the theoretical practical significance of this study and the limitations of the research and the direction of future research are presented.

Impact of Supervisor's Humor on Civil Servant's Innovative Work Behavior (상사유머가 공무원의 혁신적 업무행동에 미치는 영향)

  • Jung, Seok-Hwan
    • The Journal of the Korea Contents Association
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    • v.14 no.12
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    • pp.733-743
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    • 2014
  • The study aims to positively analyze the impact of superiors' humor perceived by staff on the latter's innovative work behaviors among all other factors determining an individual's inclination to innovation. The summary of the results is as follows. First, senior superiors' humor is closely related to innovative work behaviors, which is also statistically significant. Second, superiors' affects job commitment to a significant extent. Third, job commitment produces such effects of an mediating variable in the relationship between superiors' and innovative work behaviors on the part of their staff. The results present an empirical lesson that a superiors plays a great role in the process of innovation in the public sector. Therefore, this study concludes that it is necessary to systemize education and training system for superiors in terms of management of a public organization. Empirical studies of innovative behaviors of superiors are likely to contribute to developing the theories of organizational behaviors.

Effects of Human Resource Flexibilty of Employees of Security Industry on Organizational Performance and Innovative Behavior (시큐리티업무 종사자의 인적자원 유연성이 조직성과 및 혁신행동에 미치는 영향)

  • Song, Eun-Il;Lee, Jong-Ho
    • Korean Security Journal
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    • no.61
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    • pp.181-201
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    • 2019
  • The purpose of this study was conducted to examine how human resource flexibility of security workers affects organizational performance and innovation behavior. A total of 350 copies of questionnaires were collected and collected in 340 copies of the security workers. A total of 335 questionnaires, except 5, which were unsatisfactory in the questionnaire or whose answers were missing, were analyzed for frequency, correlation, and multiple regression using the SPSS 19.0 program.The following conclusions were drawn. First, the flexibility of human resources of security workers has a positive effect on organizational performance. Second, human resource flexibility of security workers has a positive effect on innovation behavior. Third, the organizational performance of security workers has a positive effect on innovation behavior. In other words, both human resource flexibility and organizational performance are crucial factors for innovation behavior, and organizational performance plays an important role in innovation behavior. In conclusion, for the development of the security industry, it is necessary to manage human resource flexibility in order to develop and motivate innovation capability through education and continuous training of workers.

The Effects of Psychological Capital on Innovation Behavior and Organizational Commitment, and the Moderating Effect of Organizational Support (심리적 자본이 혁신행동과 조직몰입에 미치는 효과 및 조직지원의 조절효과)

  • Kim, Sang Gyu;Ahn, Kwan Young
    • Asia-Pacific Journal of Business Venturing and Entrepreneurship
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    • v.13 no.4
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    • pp.245-254
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    • 2018
  • The purpose of this study is to review the relationship between psychological capital and organizational commitment/ innovative behavior, and the moderating effect of organizational support. In order to verify and achieve the purposes mentioned above, questionnaire data were gathered and analysed from 315 professors and teachers of Korea Politechnics Colleges. Multiple regression and multiple hierarchical regression analysis were applied to test the proposed hypotheses: 1) the relationship between psychological capital and organizational commitment, 2) the relationship between psychological capital and innovative behavior, 3) the moderating effect of organizational support on the relationship between psychological capital and organizational commitment, 4) the moderating effect of organizational support on the relationship between psychological capital and innovative behavior. Empirical survey's findings are as follows; First, self-efficacy and optimism appeared to be positively related with organizational commitment, and all psychological capital factors(self-efficacy, resilience and optimism) appeared to be positively related with innovative behavior. Second, organizational support appeared to have moderating effect partly on the relationship between psychological capital and organizational commitment, but it did not have a moderating effect on the relationship between psychological capital and innovative behavior. Self-efficacy and optimism appeared to be more positively related with organizational commitment in higher organizational support situation than in lower organizational support situation.

The Effects of Emotional Leadership on Innovative Behavior and Psychological Depression of Bankers: Analysis of Double Mediation Effect (감성리더십이 은행원의 혁신행동과 심리적 우울에 미치는 영향: 이중매개효과 분석)

  • Lim, KwangMin;Kwon, HyeokGi
    • Journal of the Korea Industrial Information Systems Research
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    • v.24 no.6
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    • pp.107-118
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    • 2019
  • The purpose of this study is to analyze the effect of "emotional leadership" on innovative behavior and psychological depression through mediation of job engagement and self-efficacy. In order to accomplish this objective, hypotheses were set up and we distributed questionnaires to bankers and analyzed the final 294 copies. For the hypothesis test, the SPSS Process Macro was used for regression analysis and double mediation. As a result, emotional leadership positively affects self-efficacy, and self-efficacy positively affects job engagement and innovation behavior. Also, job engagement has a negative effect on psychological depression. As a result of verifying the dual mediation effect, both self-efficacy and job engagement showed a full mediating effect.

A Study on the Relationships Among Absorptive Capacity of Employees, Organizational Citizenship, SCM performance, and Intention to Innovate (조직 구성원의 흡수능력, 조직 시민 행동, SCM 성과 및 혁신의도 간 연관관계 연구)

  • Kim, Tae Ung;Kim, Kyunghee;Kim, Jaehyoun
    • Journal of Internet Computing and Services
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    • v.13 no.5
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    • pp.65-75
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    • 2012
  • Organizational citizenship behaviors(OCB) are discretionary behaviors of employees, which go beyond that which is required, and are known to be contributing factors of organizational performance. When a supply chain management(SCM) system is implemented, organizational knowledge concerning the global standards, process innovation and key performance indicators(KPI) is also spread out across different, disconnected silos, thus increasing the absorptive and innovative capacity of employees. Therefore, OCB may be an important antecedent to successful operation of supply chain. This paper examines the causal relationships among absorptive capacity of employees, organizational citizenship, SCM performance and intention to innovate in global manufacturing corporations in Korea. Empirical results from 122 survey responses indicate that the organizational citizenship affects the level of SCM performance and absorptive capacity, which, in turn, influences SCM performance. As expected, SCM performance has been found to affect intention to innovate, but absorptive capacity has no impact on intention to innovate. As a conclusion, the academic and practical implications of these findings are discussed.

The Relationship between Perceived Occupational Well-Being and Innovative Behavior in the Workplace (구성원의 지각된 행복감과 혁신행동 간의 관계)

  • Cha, Yunsuk
    • The Journal of the Korea Contents Association
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    • v.18 no.2
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    • pp.661-669
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    • 2018
  • Major business journals have been annually announced '100 best companies to work for'. These companies have some characteristics having not only high organization performance but also various benefit programs such as job satisfaction, organization commitment, work-family balance and positive psychology. When people have job satisfaction, organization commitment, and happiness, it will increase the positive psychology of people. Therefore, in this study, we examined the moderating effect of work-family facilitation between occupational well-being and innovative behavior. For the empirical analysis, the survey was executed on employees of 11 companies in IT, Service, and Manufacturing business field. The analysis result is as follows. First, occupational well-being gives positive(+) influence on innovative behavior. Second, the control effect of work-family facilitation in the relationship between occupational well-being and innovative behavior was significant according to statistics. The conclusion states the implications and limitations of this study, and suggests directions on future studies.

A Study on Influence of Senior Sports Instructors' Transformational Leadership on Organizational Performance, Job Engagement, and Innovative Behavior (노인체육지도자의 변혁적 리더십이 조직성과와 직무열의 및 혁신행동에 미치는 영향)

  • Son, Ji-Young
    • The Journal of the Korea Contents Association
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    • v.19 no.10
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    • pp.535-547
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    • 2019
  • To examine the influence of senior sports instructors' transformation leadership on organizational performance, job engagement, and innovative behavior, this study conducted a survey on 236 senior sports instructors at 6 sports centers and senior sports centers in Seoul, Gyeonggi-do, and Incheon regions. The results were as follows. First, transformational leadership of senior sports instructors had a significant influence on all sub-factors of organizational performance. Second, transformational leadership of senior sports instructors had a significant influence on all sub-factors of job engagement. Third, transformational leadership had a significant influence on the innovative behavior. This study holds significance in verifying the senior sports instructors' transformation leadership as an important variable for enhancing organizational performance, job engagement, and innovative behavior of group members and proving transformational leadership's positive influence on the work environment of group members.

Using the Innovation and Technology Adoption Attributes as Predictors of Digital Contents Gift Giving -Focused on Mobile Coupon- (혁신성과 기술 수용 특성이 디지털 콘텐츠 선물 행위에 미치는 영향에 관한 연구 -모바일 쿠폰을 중심으로-)

  • Lee, Han-Suk
    • The Journal of the Korea Contents Association
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    • v.13 no.11
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    • pp.356-365
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    • 2013
  • As a form of reciprocity or exchange, gift giving is one of the processes that integrate a society. There has been a long history of research on gift giving behavior in the communication area. Recently with the advent of digital environment, digital contents gift giving behavior became a prevalent social custom. But there has been little research of an individual consumer's consumption behavior of digital contents gift giving. Drawing on the innovation theory, technology acceptance model, and gift giving literature, the author take a quantitative approach to the effect of innovation attributes on mobile coupon gift giving behavior. The result showed that innovation attribute did positive influence to mobile coupon gift giving behavior. Furthermore, consumer innovation attribute moderate in the relationship between product innovation and mobile gift giving attitude.

The Effect of Perceived Flexible Culture of adhocracy-clan on the Change Oriented OCB through Meditator of Positive Psychological Capital (혁신-관계의 유연문화 지각이 긍정심리자본의 매개로 변화지향 조직시민행동에 미치는 영향)

  • Han, Jin-Hwan
    • Journal of Digital Convergence
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    • v.18 no.6
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    • pp.133-141
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    • 2020
  • Currently, companies are focusing on how they make their members have change-oriented organizational citizen behavior in the era of fierce competition due to the 4th industrial revolution. Therefore, this study verified how the flexible culture of adhocracy-clan plays a role in positive psychological capital and change-oriented organizational citizen behavior. A survey was conducted for employees in companies located in Daejeon-si, Sejong-si, Chungcheongnam-do, and Chungcheongbuk-do, and 394 valid questionnaires were used for analysis. The concrete analysis results are obtained from the study as follows. First, among the flexible cultures of adhocracy-clan, the innovation culture was found to have a significant effect on change-oriented organizational citizenship behavior while relationship culture was found to not directly affect change-oriented organizational citizenship behavior. Second, the flexible cultures of adhocracy-clan, the innovation culture was found to have a significant effect on the positive psychological capital. Third, the positive psychological capital was found to have a significant effect on the change-oriented organizational citizenship behavior. Fourth, the positive psychological capital was found to play a mediating role in the relation between the recognition of flexible cultures of adhocracy-clan and the change-oriented organizational citizenship behavior. Therefore, it can be said to find out the fact that the change-oriented organizational citizen behavior can appear under the fierce competition as nowadays only when the organization should establish the organization culture of innovation-relation or the members are in the positive psychological state. We expect that the future study on the type of subculture and new organizational citizen behavior will be made in the manner of classifying the unit of organizational culture into a headquarter or team for measurement.