• 대한안전경영과학회:학술대회논문집
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• 대한안전경영과학회 2010년도 춘계학술대회
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• pp.11-16
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• 2010

This study examined the relative effect of participative and assigned goal setting on team performance. Participants were 30 college students and their typing speed was tested. They were ordered on the basis of the typing speed and were divided into 15 pairs, with the members of each pair having similar typing speed. Members in each pair were randomly assigned to the two experimental conditions. Participants were asked to type materials provided by the experimenter for 20 days. The dependent variable was the number of words typed. The results showed that there was no significant difference in performance between the two conditions. The results also showed that the difference in trend between two conditions was not statistically significant.

• 한국의류산업학회지
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• 제10권6호
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• pp.936-946
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• 2008

The purpose of this study is to analyze whether transactional leadership and transformational leadership have an effect on team empowerment and performance. To this end, a survey was conducted from August 1 to 30 in 2008, among team members of fashion companies. The data was collected with 586 subjects, the statistical analysis methods were frequency analysis, reliability analysis, factor analysis and multiple regression analysis. The results of this study were as follows; First, contingent reward of transactional leadership had an effect on team empowerment factors and team performance factors. Second, charisma, individualized consideration and intellectual stimulation of transformational leadership had an effect on team empowerment factors and team performance factors. Third, team potency, team autonomy and team meaning of team empowerment had an effect on team performance factors.

• 기본간호학회지
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• 제13권2호
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• pp.285-293
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• 2006

Purpose: This study was conducted to identify the spiritual well-being and spiritual care of hospice team members. Method: Between December 2005 and February 2006, a questionnaire was given to 192 hospice team members. The instruments used in this study were the Spiritual Well-Being Scale(SWBS) developed by Paloutzian, & Ellison(1984), and a Spiritual Care Performance Scale developed by the authors. Results: The levels of spiritual well-being were relatively high: significantly lower in the 25-29 years old, in the unmarried, and in the 1-2 million won income groups, and significantly higher in Protestants, Catholics, clergy, and volunteers. The levels of performance of spiritual care were intermediate; significantly higher in clergy, and those with 10 or more years of experience. There was a positive correlation between: levels of spiritual well-being and age; levels of spiritual well-being and performance of spiritual care; and levels of performance of spiritual care and age. The factors affecting the levels of spiritual well-being included religion, age, and performance of spiritual care. The factors affecting the levels of performance of spiritual care were the years of hospice experience and spiritual well-being. Conclusion: Because there was a positive correlation between levels of spiritual well-being and performance of spiritual care, there is a need to develop a strategies to increase the spiritual well-being of hospice team members.

• 한국IT서비스학회지
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• 제12권3호
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• pp.253-271
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• 2013

Innovation becomes norm rather than exception in today's business, and accordingly firms are working on how to make their employees to work smarter using information systems and technologies. Smart work demands virtual collaboration and cooperation among team members in different places and different time. Sharing of knowledge among team members in these innovative activities are critical in every sense for the successful performance. This study explores the antecedents of knowledge sharing among team members in team-based innovation activities. Five factors (pleasure of knowledge sharing, self-efficacy, management support, rewards, and system usage) are identified through extant review of literature and an instrument is adopted and validated from previous studies. The instrument is adminitered against 138 individuals in and across 54 teams in a telecommunication firm. Except self efficacy, all the paths in the proposed research model is confirmed with different levels of relational coefficients towards the levels of knowledge sharing and innovation activities in teams. Surprisingly, findings indicate that intrinsic pleasure of sharing is most critical than management support, organizational rewards or system usage. This study fills the research gap in team management. Findings provide important implications for managing teams in coming virtual and smart environment.

• 지식경영연구
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• 제6권2호
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• pp.67-90
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• 2005

Attention has been focused recently on the concept of shared cognition which encompasses the notion that effective team members hold knowledge that is overlapping and complementary with teammates. This shared cognition is expected to improve team effectiveness. In contrast to the continued efforts in developing theoretical approach of shared cognition, empirical studies are meager. Thus, we conducted an empirical study to investigate the role of shared cognition on team effectiveness. This study classifies shared cognition into two types, team mental model and transactive memory system, by shared meaning. A total of 121 new product development teams in the IT industry were surveyed for the data collection. The results of analysis can be summarized as follows: first, team mental model has a positive influence on team performance, team innovative behavior and team learning effect. And the relation with team mental model and team performance is moderated by the similarity of knowledge structure among the expert. Second, transactive memory system has a positive influence on team performance, team innovative behavior and team learning effect.

• 한국정보시스템학회지:정보시스템연구
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• 제25권3호
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• pp.175-196
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• 2016

Purpose The development of new products in automobile parts industry plays an important role. Nowadays, automobile industry is one of the most important industries in the world, because automobile industry includes the industries of steel, machinery, electronic, etc. As a result, automobile industry embodies a country's level of development and competitiveness. The purpose of this study is to analyze the relationship between team characteristics such as communication, familiarity, and contiguity, and team performance through TMS in the process of new products development in automobile parts industry. Design/Methodology/Approach Based on real phenomenon of Korean automobile parts industry, this study tried to figure out the influence of TMS between team members for new product development on team performance. Thus, this study adopts communication, familiarity and contiguity as antecedents, and TMS with specialty, credibility and coordination as a mediating variable, and adopts team performance as a dependent variable. The data of questionnaire were collected from team managers who belong to new product development team in automobile parts firms. 171 questionnaires as data unit of group level from 80 Korean automobile parts firms were collected using face-to-face interview methods. Findings This study proved empirically that the relationship between antecedents and TMS has a positive influence, and TMS also has a positive influence on team performance. This study provides the managers an insight that automobile parts companies should pay more attention to set up TMS in order to improve higher performance between their team members for new product development of automobile parts.

• 한국항행학회논문지
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• 제16권6호
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• pp.1052-1064
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• 2012

본 연구는 항공사 객실서비스 향상, 효율적인 승무원 관리를 위한 팀제 운영에 기초자료를 제공할 목적으로 항공사 객실승무원 팀제에서의 LMX(팀장과 팀원의 교환관계)와 TMX(팀과 팀원의 교환관계)의 정도에 따른 팀 유효성 및 팀성과와의 영향관계를 검증하였다. 분석결과 LMX와 TMX는 팀유효성 및 팀성과에 모두 영향관계가 있음이 검증되어 가설은 모두 채택되었다. 이러한 결과로 객실승무원들은 팀장 및 팀원들 간의 교환관계의 질이 높을수록 팀몰입, 팀만족이 높아지고 이러한 팀유효성이 높을수록 팀성과가 높아진다는 결론을 도출해냈다. 즉 객실승무원 팀제는 교환관계의 질을 높인다면 서비스품질 향상을 도모할 수 있는 필수불가결한 제도이지만 반대로 교환관계의 질이 낮은 상태로 운영된다면 역효과의 결과가 나타날 가능성이 있다. 따라서 항공사에서는 이러한 연구결과를 토대로 객실승무원 팀제운영 시 팀장 및 팀원들 간의 양질의 교환관계를 형성, 유지할 수 있는 구체적인 방안을 수립해야 할 것이다.

• 지식경영연구
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• 제13권3호
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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.

• Journal of Contemporary Eastern Asia
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• 제16권1호
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• pp.22-45
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• 2017

The successful management of software (SW) projects is a continuous concern to managers, which is attributed to the contradictory demands that most projects are facing; meeting user requirements within time and budget limit while flexibly dealing risks during the progress of the projects. The present study asserts project performance and risk mitigation are not tradeoff but to be achieved simultaneously, which is called SW project ambidexterity. Drawing on the literature on organizational behavior, hypotheses are developed speculating the relation among project performance, risk mitigation, team collective improvisation, team behavioral integration, and team diversity. Using empirical data collected from 102 SW project teams of 507 team members in South Korea, empirical analysis indicates team collective improvisation is a significant antecedent to SW project ambidexterity, playing a pivotal role to balance the contradictory demands. Furthermore, team behavioral integration positively influences the degree of team collective improvisation, and the magnitude of the relation is partially contingent on the team members' age and major diversity. The present study advances theory by providing a context specific explanation about the SW project ambidexterity and its precedents.

• 지식경영연구
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• 제22권3호
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• pp.129-149
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• 2021

사회적 위계서열에 대한 연구는 최근 경영 및 조직연구에 있어 관심이 증가하는 연구 주제이다. 하지만 팀내 사회적 위계서열에 관한 연구가 풍부함에도 불구하고 팀원 간의 지위 불일치(Status disagreement)에 관한 연구는 거의 존재하지 않는다. 특히 지위 불일치가 팀 성과에 영향을 미치는 팀원들의 공헌도를 감소시키는 이유와 메커니즘에 대한 이해가 부족한 편이다. 본 연구는 팀원 간의 지위 불일치는 지식공유를 감소시키고 지식은폐를 증가시켜 결과적으로 지식 공헌도를 감소, 팀 성과에 부정적인 영향을 미친다고 제안하였다. 또한, 팀 특성 중 하나인 기술(Skill) 차별화는 지위 불일치의 부정적인 영향을 더욱 악화시킬 수 있다고 제시하였다. 본 연구는 선행 연구를 토대로 지위 불일치, 지식공헌, 그리고 팀성과에 관련된 명제를 제안하고 시사점 및 향후 연구 방향 등에 관한 추가 논의를 진행하였다.