• Title, Summary, Keyword: Innovation behavior

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A Study on the Influence of Middle Managers' Leadership on Organizational Innovation in General Hospitals - Focused on the Moderating Effect of Employee's Readiness (병원중간관리자의 리더십과 조직혁신성 간의 관계에서 구성원 성숙도의 조절효과분석)

  • Kim, Hee Rae;Kim, Young Hoon;Kim, Han Sung;Woo, Jung Sik
    • Korea Journal of Hospital Management
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    • v.21 no.2
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    • pp.50-62
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    • 2016
  • The study was conducted to compare organizational innovation depending on the leadership type of middle managers in general hospital. Moreover, the study was also to prove whether employees'readiness causes any differences to the link between leadership and organizational innovation. The result is based on 769 sheets of survey paper answered by administrations and nurses working at general hospitals or the same level of hospitals located in the metropolitan area. The methods of analysis used are as follows: reliability analysis, frequency analysis, t-test, ANOVA, multiple regression analysis, and hierarchical regression analysis. Main results of the study can be summarized as below. First, by analyzing the influence of task-behavior leadership on organizational innovation, R squre on knowledge management which is organizational innovation factor was 12.5%, R squre on creativity was 9.1%, and R squre on innovation behavior was 10.3%. Regression model appeared to be statistically significant as well. Both task-behavior and relationship-behavior leadership have influence on organizational innovation and it is learned that relationship-behavior leadership has a bigger influence on all the organizational innovation factors. Second, moderating effect of the employee's readiness is examined in terms of the link between leadership and organizational innovation. As a result, the member's readiness had positive influence when it comes to the link between leadership and organizational innovation. Also, after verifying moderating effect of readiness (ability/willingness), this study shows that ability readiness has positive influence on the link between task-behavior(or relationship-behavior) leadership and creativity, and innovation behavior while willingness readiness positively influences the link between task-behavior(or relationship-behavior) leadership and creativity & innovation behavior. To summarize results of the study, this study shows that the members who possess high readiness also have high organizational innovation, which promises their positive role in a group.

The relationship between organizational justice and innovative behavior, and the moderating effect of gender (조직공정성 인지도와 구성원 혁신행동의 관계 및 성별 조절효과)

  • Ahn, Kwan-Young
    • Journal of the Korea Safety Management and Science
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    • v.14 no.2
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    • pp.229-236
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    • 2012
  • This paper reviewed the relationship between organizational justice and innovative behavior, and the moderating effect of gender. The results of multiple regression analysis, based on the responses from 412 employees in small business, showed that distributive justice, procedural justice and interactional justice have positive relationships with innovative behavior(process innovation, operation innovation, service innovation). In moderating effects, distributive justice more positively related with innovative behavior(process innovation and operation innovation) in male-group than in female-group. But interactional justice more positively related with innovative behavior(operation innovation and service innovation) in female-group than in male-group.

Influence of Organizational Culture Type and Job Satisfaction on Nurses' Innovation Behavior in a University Hospital (대학병원 간호사들의 조직문화 유형 인식 및 조직만족이 혁신행동에 미치는 영향)

  • Han, Yoon-Ja;Lee, Sang-Gyu;Kwon, Ho-Jang
    • Korea Journal of Hospital Management
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    • v.15 no.4
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    • pp.63-77
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    • 2010
  • The purposes of this study were to describe the effects of perception of organizational culture type and job satisfaction on university hospital nurses' innovation behavior. A survey was conducted with 418 respondents working in a university hospital in Cheonan City. Organizational culture types (developmental, group, rational, hierarchical), job satisfaction and individual characteristics were surveyed. The relationships between each variable and the innovation behavior were analyzed by univariate analysis and the independent effects of these variables were examined with multiple regression. The mean score of general employees innovation behavior was 3.33 (p=.58) and that of managers was 3.53(p=.64). For general employees, there were statistically significant differences in innovation behavior according to education level. For managers, there were statistically significant differences in innovation behavior for education level, marital status and duration of work. On multiple regression analysis, the factors affecting innovation behavior of general employees were developmental culture( =.297, ${\beta}$ p<.01), group culture (${\beta}$=.184, p<.01) and job satisfaction(${\beta}$=.148, p<.05). And the factors affecting innovation behavior of managers were developmental culture(${\beta}$=.181, p<.01), rational culture(${\beta}$=.171, p<.01) and group culture(${\beta}$=.408, p<.01), In conclusion, the results of this study show that organizational culture and job satisfaction influence hospital nurses'innovation behavior.

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A Study on the Relationship of Climate of Silence, LMX, and Innovation Behavior (침묵분위기, LMX, 혁신행동의 관계에 대한 실증연구)

  • Lee, Byeong Jin;Lee, Kwang Hee;Jang, Eun Hye;Enkh-Otgon., D
    • Journal of the Society of Korea Industrial and Systems Engineering
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    • v.37 no.3
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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.

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 Relationship between Workers' Knowledge Sharing Intention and Innovation Behavior in General Hospitals (종합병원 지식근로자의 지식공유 의도와 혁신행동 간의 관계)

  • Lee, Hyun-Sook
    • The Korean Journal of Health Service Management
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    • v.7 no.4
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    • pp.233-241
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    • 2013
  • The purpose of this study is to investigate factors affecting workers' knowledge sharing on knowledge sharing and innovation behavior in general hospitals. This study is based on factors of knowledge sharing such as incentives, reciprocal benefits, behavioral control, and subjective norm, CEO's support, rewards system, IT system, and trust. Data were assessed using 148 workers who work in 3 hospitals in Seoul, Kyunggi, Chunkcheong-do. Data were collected with self-administered questionnaires from April 1 to 31 in 2013 and analyzed SPSS 18 and SEM(structural equation modeling). The results of the study were as follows. First, knowledge sharing intention as well as innovation behavior was statistically significant in behavioral control and IT system. Second, knowledge sharing intention turned out to be positive effect for innovation behavior. This study identified a couple of factors affecting workers' knowledge sharing on knowledge sharing intention and innovation behavior. The the implications of these factors are discussed and areas for developing hospital's knowledge management strategies are fostered and knowledge sharing intention and innovation behavior.

Social Network Effects on Travel Agency Employees' Occupational Outcomes: Innovation Behavior as a Mediator

  • Lee, Byeong-Cheol
    • The Journal of Distribution Science
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    • v.15 no.6
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    • pp.13-24
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    • 2017
  • Purpose - The current study aims to examine the effect of social network factors on travel agency employees' occupational outcomes such as job performance and job satisfaction through innovation behavior in a comprehensive model. Research design, data, and methodology - Based on a theory of social network, the concept of social network was assessed by three factors: a) network size, b) network range, and c) tie strength. To test the proposed hypotheses, structural equation modeling (SEM) was employed based on data from 197 travel agency employees in Korea. Result - The results showed that the associational activity of network size had a positive effect on innovation behavior, while the network range of network size had a significant negative effect on innovation behavior. Subsequently, innovation behavior positively influenced on job performance and job satisfaction, respectively. Conclusions - The results offer some insights into the extended model and have important managerial implications for Korean travel agencies. More specifically, considering diverse domains of social network and organizational research, this study advances critical utility of social network factors in a high facilitating level of innovation behavior, which can help travel agency employees promote their job performance and job satisfaction.

The Effect of Personal Creativity on Knowledge Sharing and Innovation Behavior: Focused on Retail Workers (개인 창의성이 지식공유와 혁신행동에 미치는 영향: 유통업 종사자를 중심으로)

  • LEE, Joon-Pyo;PARK, Kye-Hong
    • The Journal of Distribution Science
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    • v.17 no.10
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    • pp.93-105
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    • 2019
  • Purpose - First, empirical research will reveal how personal creativity affects the knowledge sharing and innovation behaviors of organizational members. Second, self-management competency will be verified to explain the causal relationship between independent and dependent variables as a mediating variable and to reduce the time interval. Research design, data, and methodology - There are two major research models. First, personal creativity (professionalism, emotional intelligence, internal motivation) has a positive impact on knowledge sharing (creation of knowledge, organization of knowledge, use of knowledge) and innovation behavior (deriving ideas, implementing ideas, promoting ideas). Second, self-management competency (intellectual capacity, emotional capacity, personality capacity) plays a mediating role. In addition to descriptive statistics and correlation analysis, Cronbach's α was calculated for 259 workers in the retail industry. In addition, confirmatory factor analysis was performed using the AMOS 24.0 program, and the influence on the measurement model was analyzed to verify the structural equation model. Results - First, personal creativity had a positive effect on knowledge sharing and innovation behavior. In other words, it was confirmed that the decision-making process accompanied by individual creativity can create an atmosphere of knowledge sharing and continue to innovate. Second, personal creativity had a positive effect on self-management competency, and self-management competency had a positive effect on knowledge sharing and innovation behavior. Third, self-management competency was found to partially mediate the influence of personal creativity on knowledge sharing and innovation behavior. Conclusions - First, it is important for managers to recognize the value of creative talents who can be a fundamental source of organizational success and competitive advantage, and to attract talented people. Second, managers should be able to develop decision-making processes to develop potential creativity and encourage creative ideas, opinions, or solutions when organizing the work environment of their members. Third, managers should promote the sharing and integration of new knowledge that underlies the creative views and attitudes of teams and organizational members. Unlike previous studies, which emphasize the role of the work environment in which creative behaviors are promoted, this study shows that creativity of individual members, itself, is an important determinant of knowledge sharing and innovation behavior.

Organizational Behavior of Established Firms to a Disruptive Innovation : The Case of NEC's Behavior in the Japanese Laptop Computer Industry

  • Wi Jong-Hyun
    • Journal of Technology Innovation
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    • v.14 no.2
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    • pp.29-48
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    • 2006
  • This paper analyzes organizational behavior of an established firm when disruptive innovation, a change in product architecture, occurs on a previous product. For the analysis, the paper analyzes and compares the behavior of an established fm through product trajectories between NEC (an established firm) and Toshiba (a new entrance) in the Japanese laptop computers industry. An established firm that has developed and produced a previous product is difficult in adapting to a disruptive innovation due to accumulated immense knowledge through a previous product. By using regression model in the product trajectory analysis, the paper analyzes the behavior of established firms. Product trajectory means a pattern of product strategy shown in a series of products. Two facts found in the paper are as follows. First, though NEC was able to develop a laptop computer at the same time with Toshiba, it was restricted by the resources of a previous product in the early stage. Second, possibility of teaming trap in the adapting process was found. The paper found the risk that too much commitment in one evolution stage would prohibit the adapting behavior in the next evolution stage.

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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.