• Title, Summary, Keyword: Innovative Behavior

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The Mediation Effect of Trust and Communication on Relationship between Organizational Culture and Innovative Behavior: Focused on Manufacturing Business (조직문화와 혁신행동 간의 관계에서 조직신뢰, 의사소통의 매개효과: 제조업을 중심으로)

  • Jeong, Da-Un;Chun, Byung-June
    • Asia-Pacific Journal of Business
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    • v.10 no.1
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    • pp.39-54
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    • 2019
  • The purpose of this study is to research the effect of organizational culture on trust and communication. Also, the study explores whether trust and communication affects innovative behavior and the mediation effect on innovative behavior among organizational culture, trust and communication. This study analyzed the mediating effect with SEM using data from the HCCP in 2015. The results of the study are as follows. First, it was found that innovative, collective and rational culture positively influence but hierarchical culture negatively influence trust and communication. Second, trust and communication have a positive effect on innovative behavior and trust has a positive effect on communication. Third, the effect innovative, collective hierarchical and rational culture on innovative behavior is mediated through trust and communication. Therefore, this study suggests creating an innovative, relationship-based and goal-oriented organizational culture which increases trust and communication that facilitates innovative behavior.

The Effect of Knowledge Sharing on Innovative Behavior and Organizational Commitment in Clinical Nurses (간호사의 지식공유가 혁신행동과 조직몰입에 미치는 영향)

  • Moon, Inn-Oh
    • Journal of Korean Academy of Nursing Administration
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    • v.11 no.2
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    • pp.173-183
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    • 2005
  • Purpose: The purpose of this study was to investigate the effect of Knowledge Sharing on Innovative Behavior and Organizational Commitment in Clinical Nurses. Method: Data were collected from 305 nurses who had worked for over 2 years in 1 national university hospital using questionnaire and collected data was analyzed by the SPSS for Windows 12.0 program. Result: 1) The relationship of between Knowledge Sharing, Innovative Behavior and Organizational Commitment showed statistically significant positive correlation(r=.584, p=.000, r=.494, p=.000). 2) Knowledge Sharing appeared into a most important predictor in Innovative Behavior of Nurses, and then was working field, position in order(p=.000). All of these variables explained 39.3% of Innovative Behavior. 3) Knowledge Sharing appeared into a most important predictor in Organizational Commitment of Nurses, and then was duration of working, working field in order(p=.000). All of these variables explained 35.1% of Organizational Commitment. Conclusion: To increase Innovative Behavior and Organizational Commitment of Nurses, we will have to activate Knowledge Sharing.

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The mediating role of team learning behavior between team efficacy and team innovative performance in R&D team (연구개발팀에서 팀 효능감과 팀 혁신성과간의 관계에서 팀 학습행동의 매개역할)

  • Lee, Jun Ho;Kim, Hack Soo
    • Knowledge Management Research
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    • v.13 no.3
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    • pp.105-125
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    • 2012
  • Previous studies have focused on individual and organizational learning. Amid an increasingly complex business environment, a team system designed to improve flexibility and adaptability constitutes the most basic part of an organization. Still, team learning has rarely been discussed. In addition, team learning behavior, despite being an important part of a team process, is often mentioned as a team-level outcome variable. Given that team learning behavior involves constant changes in thinking and behavior, a shared belief among team members is needed in order to positively influence innovative performance of a team. In spite of that, there has been only limited discussion of it. Besides, few domestic studies have dealt with R&D teams that can clearly demonstrate team learning behavior and team innovative performance. This study is an empirical analysis of the impact of team efficacy on team innovative performance and the mediating role of team learning behavior based on materials collected from team leaders and their immediate subordinates in 268 R&D teams. The analysis showed that team learning behavior actually has a positive effect on team innovative performance. Team efficacy also turned out to have a positive influence on team learning behavior. Lastly, the study found that team learning behavior played a mediating role in the relationship between team efficacy and team innovative performance. Based on those results, the study has identified implications and suggested directions for future research.

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The Effect of Nurse's Coaching Leadership on Self-Efficacy, Job Engagement and Innovative Behavior in Hospital (간호사의 코칭리더십이 자기효능감, 직무열의 및 혁신행동에 미치는 영향)

  • Park, Hae-Gyeong
    • The Journal of the Korea Contents Association
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    • v.18 no.9
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    • pp.260-272
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    • 2018
  • The purpose of this study was to examine the causal relationship among coaching leadership, self-efficacy, job engagement, innovative behavior and to specify the mediating effects on the relationship between coaching leadership and innovative behavior. Participants were 240 nurses with survey. SPSS 18.0 and AMOS 18.0 were used to analyze the collected data. The result of this study were as follows. First, coaching leadership had a significant effect on self-efficacy, job engagement. Second, coaching leadership had not a significant effect on innovative behavior. Third, self-efficacy had a significant effect on job engagement, innovative behavior. Fourth, job engagement had a significant effect on innovative behavior. Fifth, self-efficacy and job engagement had a mediating effect on the relationship between coaching leadership and innovative behavior. Based on these results, we discussed the rule of self-efficacy and job engagement in the relationship between coaching leadership and innovative behavior. The implication of this study was that in order to induce the active employee's innovative behavior is to improve the employee's self-efficacy and job engagement through the supervisor's coaching leadership.

The Effect of Small Firm CEOs' Transformational Leadership on Employees' Innovative Behavior (소기업 CEO의 변혁적 리더십이 직원의 혁신행동에 미치는 영향)

  • Kim, Yong-Mook;Shin, Ho-Chul
    • Journal of the Korean Society for Quality Management
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    • v.47 no.1
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    • pp.59-74
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    • 2019
  • Purpose: Despite the fact that the majority of domestic firms are small in size, there have been few studies conducted to understand the leadership effectiveness of small firm CEOs. Based on the upper echelon theory, this study attempts to demonstrate empirically that transformational leadership of small firm CEOs can increase the innovative behavior of employees. In addition, the present study examines mediating effects of CEO trust perceived by employees when transformational leadership affects employees' innovative behavior. Methods: The survey data of CEOs'transformational leadership, innovative behavior of employees, and perceived CEO trust were collected from 176 employees working in domestic small firms. Hierarchical regression analyses were performed to examine the main effects between transformation leadership and innovative behavior and mediating effects of CEO trust perceived by employees. Results: The results show that CEOs' transformational leadership is significantly related to the innovative behavior of employees in the current sample. Results also indicate that CEO trust perceived by employees reveals a mediating effect in the process of transformational leadership affecting innovative behavior. Conclusion: The results show that as suggested by the upper echelon theory, the leadership of small firm CEOs can have a significant impact on positive job-related behaviors and attitudes of employees. The results also contribute to expand on the understanding of the relationship between transformational leadership and innovative behavior by explaining that transformational leadership can mediate trust in CEOs in enhancing employees'innovative behavior. Theoretical and practical implications are reviewed, and limitations of the study and suggestions for future research are addressed.

Mediating Effects of Social Support on the Relationship between Organizational Justice and Employees' Innovative Behavior in Hotel Firms (호텔기업 조직공정성과 종사원 혁신행동의 관계에서 사회적 지원 인식수준의 매개효과)

  • Ha, Yong-Kyu
    • The Journal of the Korea Contents Association
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    • v.10 no.10
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    • pp.368-377
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    • 2010
  • This study aimed to explore the relationships among organizational justice, social support, innovative behavior of employees in a deluxe hotel in Seoul. In addition, it tries to find out the mediating effects that the social support have contributed to organizational justice and innovative behavior. The results of this study are, organizational justice have a direct impact on social support, and innovative behavior, and social support directly influence to innovative behavior. And social support have a mediating effect between organizational justice and innovative behavior. These results suggest that the new direction of the importance of organizational managements on accumulating organizational justice and the importance of social support and innovative behavior of employees in the hotel industry.

Psychological Empowerment, Organizational Supports, and Innovative Work Behavior of General Hospital Employees (심리적 임파워먼트와 조직지원이 종합병원 직원들의 혁신적 업무행동에 미치는 영향)

  • 이지우;김종우;김일천
    • Health Policy and Management
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    • v.13 no.1
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    • pp.46-68
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    • 2003
  • In the model tested here, individual innovative work behavior is considered as the outcome of two antecedent factors-empowerment and organizational supports. The relationships between those variables and innovative work behavior are analyzed form the data collected through a questionnaire survey of 389 employees in five general hospitals. Results of multiple regression analyses show that three dimensions of empowerment-meaning, competence, and impact, and supports from organizational culture have significant effects on innovative work behavior whereas the effects of choice dimension of empowerment and managerial supports are not significant. These results emphasize the importance of empowerment and innovation oriented organizational culture for individual members' innovative work behavior. Theoretical and practical Implications and suggestions for future research are discussed.

A Study on the Psychological Ownership and Innovative Behavior: Focus on Job Satisfaction and Job Engagement (심리적 주인의식과 혁신행동에 관한 연구: 직무만족과 직무열의를 중심으로)

  • Chung, Dong-Seop
    • Asia-Pacific Journal of Business
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    • v.10 no.1
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    • pp.25-38
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    • 2019
  • This study investigated the relationship between psychological ownership and the innovative behavior of Korean employees. This paper also examined whether job satisfaction positively mediates the above relationship. In addition, we address the moderating role and moderated mediation role of job engagement in the relationship between job satisfaction and innovative behavior. By using cross-sectional data, with questionnaires administered to 289 employees working in Korean hospitals, the main hypotheses were tested. The result of empirical analysis has shown that psychological ownership was significantly positively related to both employee innovative behavior. The results also found that job satisfaction positively mediated the relationship between psychological ownership and innovative behavior of employees. In addition, there was significant moderating effect of job engagement on the relationship between psychological ownership and job satisfaction and the moderating mediating role of job engagement was found.

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 & 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.

Nursing Performance and Innovative Behavior as Factors Affecting the Self-leadership of Geriatric Hospital Nurses (요양병원 간호사의 셀프리더십이 간호업무수행과 혁신행동에 미치는 영향)

  • Kwon, Jeong-Ok
    • The Korean Journal of Health Service Management
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    • v.10 no.1
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    • pp.53-66
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    • 2016
  • Objectives : The aim of this study was to identify the effects of nursing performance and innovative behavior on the self-leadership of geriatric hospital nurses. Methods : The participants in this study were 206 nurses working in geriatric hospitals in Busan, Ulsan and Yangsan City. Data were collected from October to November, 2015. A structured questionnaire was used for the data collection, and the data were analyzed with the SPSS/WIN program. Results : Nursing performance and innovative behavior positively correlated with self-leadership. The most significant predictors of self-leadership were nursing performance and innovative behavior. Conclusions : These findings suggest that nursing performance and innovative behavior were linked to self-leadership. The results of this study can be used to help develop self-leadership programs.