• 한국벤처창업학회:학술대회논문집
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• 2019.04a
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• pp.125-129
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• 2019

최근 세계경제의 중장기적 불황과 성장률의 하락을 경험하고 있는 가운데, 새로운 상품이나 서비스를 탄생시키고 생산방식의 변화와 혁신을 통해 조직의 지속가능성을 높이는 조직구조에 대한 관심이 날로 높아지고 있다. 이러한 분위기에서 중소벤처기업의 성장은 국가경제에 미치는 영향이 매우 크다는 것을 모두 공감하고 있으며, 이러한 중소벤처기업이 기업의 성과를 높이고 그러한 성과를 지속할 수 있도록 구성원들의 학습역량을 높이기 위한 다양한 노력들이 지속되고 있다. 본 연구의 목적 역시 벤처기업 CEO의 기업가정신과 리더십이 학습민첩성과 어떠한 상관관계를 가지고 있는가를 조사하고 탐험과 활용을 하는 양손잡이 조직구조가 매개역할을 하는지에 대해 분석 하는데 있다. 본 연구에서는 벤처기업 CEO의 기업가정신과 리더십이 조직구성원의 학습민첩성에 미치는 영향에 관한 연구를 양손잡이 조직구조의 매개효과를 중심으로 진행하였다. 따라서 본 연구에서는 CEO의 기업가정신과 리더십이 벤처기업의 양손잡이 구조를 증진하고, 증진된 양손잡이 구조가 학습민첩성에 영향을 미칠 것이라는 인과적 경로를 검증하고자 한다. 불확실한 환경 하에서 조직의 지속적인 성장과 생존을 위해 새로운 변화에 빠르게 대응할 수 있는, 그리고 조직 내의 핵심 역량으로 요구되고 있는 학습민첩성(Learning Agility)을 종속변수로 설정하여 본 연구를 진행하였다.

• Journal of Korea Society of Industrial Information Systems
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• v.20 no.1
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• pp.103-112
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• 2015

Because of increased global competition, rapid technology development, and shorten product life cycle, manufacturing firms needed to quickly adapt to the changes of customer and competitive environment. During last 20 years, lean production and agile manufacturing have been used to enhance the efficiency and effectiveness of manufacturing firms. This study is purposed to examine the antecedents of agility and to statistically analyze not only the effect of antecedents on agility but also the effect of agility on business performance. This study used the structural equation model and found that intra-organizational cooperation, inter-organizational cooperation, and mutual trust had the significant effects on agility. And it was found that agility had a significant effect on operation performance and strategic performance. Agility has been one of important competitive advantages enhancing the supply chain process and firm's competitiveness. This study contributes to widen the practices of agility capability.

• Journal of Venture Innovation
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• v.7 no.1
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• pp.59-75
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• 2024

As the 4th Industrial Revolution progresses, the importance of startups was increasingly emphasized. Nevertheless, the five-year survival rate of Korean startups was lower than that of OECD countries. In this study, we analyzed the relationship between agile leadership, learning agility, and organizational performance of startups under the premise that organizational performance was most important for startups to achieve sustainable growth. For the empirical analysis, agile leadership was set as an independent variable, learning agility was set as a mediating variable, and organizational performance was set as a dependent variable. Data was collected from startup employees across the country, and 197 valid samples were selected for analysis. The empirical analysis used Process Macro 4.2. As a result of the empirical analysis, agile leadership was found to have a significant positive effect on startup organizational performance. Additionally, agile leadership had a positive (+) effect on learning agility, and learning agility had a positive (+) effect on startup organizational performance. As a result of analyzing the mediating effect of learning agility, learning agility was found to play a mediating role between agile leadership and organizational performance. Academically, these research results tested the usefulness of agile leadership suited to the startup culture among various leadership styles that can improve the organizational performance of startups. In practical terms, such agile leadership not only directly affects organizational performance, but also through the learning agility of startup employees. This means that by creating a culture of learning agility that encourages startup employees to continuously learn and adapt, startups can increase their chances of survival and success.

• The Journal of the Korea Contents Association
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• v.22 no.4
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• pp.379-402
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• 2022

The purpose of this study was to verify the effectiveness of the employee metacognition and it's positive effect on employee agility. Also it aims to investigate the mechanism through the cascading multi-mediating effect through the role breadth self-efficacy and learning agility in such a relationship. In order to solve the common-method bias, independent and dependent variables were measured with time lag, and the relationship between variables was clearly verified by applying the position and the length of time worked with the supervisor as control variables. In testing the hypothesis, 478 questionnaires collected from whom worked at the company has more than 300 office workers in various industries were analyzed. As the result, firstly metacognition had a significant positive(+) effect on employee agility. Second, role breadth self-efficacy was found to positively mediate the relationship between metacognition and employee agility. Third, learning agility was found to mediate metacognition and employee agility positively(+). Fourth, metacognition serially mediates role breadth self-efficacy and learning agility, and the positive(+) effect on employee agility was verified. In addition, metacognition had a greater effect on member agility when passing through role breadth self-efficacy and learning agility rather than the direct effect on employee agility.

• Journal of Venture Innovation
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• v.4 no.3
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• pp.69-87
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• 2021

This study was conducted focusing on the innovative behavior necessary for the long-term survival of an organization in a business environment in which uncertainty and complexity are increasing. To this end, the relationship between issue leadership and innovative behavior of organizational members was investigated from the perspective of Signaling theory, Path-Goal theory and Job Demands-Resources theory. In addition, the mediating role of learning agility and sub-components of learning agility was empirically analyzed. For empirical analysis, a survey was conducted with a total of 252 team leaders and team members working in multinational companies (142 in Korea, 110 in the US). The results of this study are as follows. Issue leadership was analyzed to have a positive (+) effect on the innovative behavior of employees. Learning agility was found to play a mediating role between issue leadership and innovative behavior. On the other hand, the mediating effect was tested for each of the sub-components of learning agility, such as feedback seeking, information seeking, reflecting, experimenting, agility. As a result, all five sub-components were found to play a mediating role between issue leadership and innovative behavior. In particular, it was analyzed that the mediating effect of agility was the largest. Next, information seeking appeared to be large. Although there are some studies that have identified the mediating role of learning agility between issue leadership and innovative behavior, this study is considered to have academic implication as there are few cases of subdivided study. At the practical level, it is expected to provide implications for where to focus more when trying to improve an organization's learning agility and innovation behavior

• Knowledge Management Research
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• v.21 no.4
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• pp.287-300
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• 2020

We investigate empirically the impact of IT exploration & exploitation capability and operational capability upon organizational agility, especially small and medium sized firms in the logistics industry in South Korea. Based on literature on the bilateral relationship between organizational agility and IT capability, we follow the established research model and propose hypotheses. This work takes an empirical methodology to test the hypotheses: design survey questionnaires, collect data, test reliability and validity of data, and finally test the hypotheses. Our results based on the data collected in 2018 present that IT exploration & exploitation capability significantly increases operational capability, and operational capability increases organizational agility. We find our contribution in updating previous research findings with recent data and in expanding the domain of research more specifically into small and medium sized firms in logistics industry in South Korea. Practically our work suggests that managers and policy makers should consider both fostering newly emerging IT exploration and existing IT resource exploitation capability in order to enhance organizational agility of those small and medium sized firms in logistics industry.

• Journal of Digital Convergence
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• v.19 no.4
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• pp.103-118
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• 2021

The purpose of this study is to verify the effect of transformational leadership on innovative behavior and the mediating effect of learning agility and organizational commitment. We selected 271 practitioners from China's software industry. The results show that transformational leadership has a positive correlation with innovative behavior, learning agility and organizational commitment play a partial mediating role between transformational leadership and innovative actions. Therefore, this study presents the necessity of transformational leadership development and learning and immersion programs in the innovation behavior of the Chinese software industry.

• Journal of Korea Society of Industrial Information Systems
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• v.23 no.1
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• pp.123-142
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• 2018

This study defined the concepts of change-readiness, affordance system, agility, and performance, which are becoming increasingly important and necessary in service industry. Also, by verifying the relationship among these factors based on theoretical and empirical researches, it proposed strategic implications for service firms to reinforce their competitiveness. The results of the analysis in this study are as follows. First, the factors of technology, organization, and environment had significant effects on affordance system. Second, affordance system had significant effects on both agility and performance. Third, agility had a significant effect on performance. Fourth, job uncertainty moderated the relationship between affordance system and agility, but not between affordance system and performance. The results suggest that affordance system is a highly effective method of improving agility of the frontline employees. To maximize the utility of affordance system, sufficient change-readiness in technological, organizational, and environmental factors are required. Reasons and implications of these observed relationships are discussed.

• The Journal of the Korea Contents Association
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• v.20 no.6
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• pp.197-210
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• 2020

Learning agility is the will and ability to flexibly change thoughts and behaviors by quickly learning in new environments and experiences, and is a core competency to overcome crisis and solve organizational problems. It is a concept that can be used in the same organization group. Based on the previous research, a study was conducted to investigate how the job characteristics and personal learning agility of the army deputy officers influence learning satisfaction. After receiving a questionnaire survey of 216 business and yarn companies, SPSS 24.0 was used to verify the reliability and validity of the measurement variables, and the hypothesis was verified by regression analysis. It was found that some of the sub-categories of personal learning agility (self-awareness, active change pursuit) had a positive effect on learning satisfaction. This means that in order to enhance the effectiveness of military cyber education, measures should be taken to avoid overload in the field, and in order to increase performance in military organizations, personal learning agility pursuing positive change based on self-awareness and feedback must be developed.

• The Journal of the Korea Contents Association
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• v.21 no.4
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• pp.463-472
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• 2021

The purpose of this study is to find a way for social welfare organizations to actively cope with environmental changes such as the corona incident according to the work coordination theory that work performance improves when actively coping with environmental changes. In other words, the mediating effect of member agility in the relationship that participatory decision-making affects job performance was identified. The subjects of the survey were workers in welfare centers in the metropolitan area and Chungcheong area, and 310 questionnaires were analyzed, and confirmatory factor analysis, research model analysis, and mediation effect verification were conducted to verify the hypothesis. As a result of the study, participatory decision-making had a significant positive effect on member agility and job performance. In addition, it was confirmed that the partial mediation model including the path that participatory decision-making directly affects job performance and the indirect effect that is linked to job performance after first affecting the agility of members is appropriate. The study has academic significance in that it verifies the effect of participatory decision-making and agility necessary for social welfare organizations, and suggests ways to improve participatory decision-making and agility in hiring, evaluation, and education of employees in social welfare organizations. In this respect, significance can also be found in practical terms.