Earticle

초록

한국어

본 연구는 구성원의 지식통합능력과 혁신행동 간의 관계에서 학습목표지향, IT자원 활용, 변화몰입, 폐기학습 등이 어떠한 영향을 미치는지를 조사하였다. 연구모형의 다양한 관계들은 SPSS 22.0과 smartPLS 2.0을 사용하여 검증되었다. 분석 결과, 첫째, 지식통합능력은 혁신행동에 정(+)의 영향을 미치는 것으로 나타났다. 이는 구성원의 지식통합능력이 혁신행동을 이끄는 원동력임을 나타낸다. 둘째, 학습목표지향은 지식통합능력에 정(+)의 영향을 미치는 것으로 나타났으며, 구성원의 학습목표지향이 높을수록 지식통합능력이 향상되는 것을 의미한다. 셋째, IT자원의 활용은 지식통합능력에 정(+)의 영향을 미치는 것으로 나타났다. 따라서 IT자원의 활용은 구성원의 지식통합 활동에 여전히 중요한 역할을 한다. 넷째, 변화몰입은 지식통합능력과 정(+)의 영향을 미치는 것으로 나타났다. 이는 구성원이 조직변화에 호의적인 태도를 보일수록 업무와 관련된 새로운 지식을 탐색하고 활용하는 활동이 증대됨을 나타낸다. 다섯째, 폐기학습은 지식통합능력과 혁신행동 간의 관계를 조절하는 것으로 나타났다. 이는 폐기학습이 높은 구성원일수록 지식통합능력에 따른 혁신행동이 더 강화되는 것을 의미한다.

영어

An innovation-based economy, as we have today in the consistently changing customer needs and hyper-competitive environmental change, requires the innovation of employees’ behaviors as well as organizational behaviors. Through employees’ involving innovative behaviors and exercising their abilities organizations are able to be aware of and agilely respond to the new customer needs and environmental change, enhance work performance, and maintain a competitive advantage. And organizations trying to strengthen their competitiveness and consistently perform better work performance strive to change employees’ behaviors through organizational change management. However, employees’ behavioral change and innovative behaviors require to explore new knowledge and exploit knowledge consistently. The purpose of this study is to examine the impact of learning goal orientation, IT resource use, commitment to change, and unlearning on the relationship between knowledge integration capabilities(knowledge exploration and knowledge exploitation) and innovative behaviors of employees in organizations. The research collects data from a sample of 293 employees from 32 companies and analyzes the collected data using SPSS 22.0 and smartPLS 2.0 to test hypotheses of the research. Major findings are as follows. First, the impact of knowledge integration capabilities on innovative behavior is positively significant(β=.572, t=11.157, p<.000). The result indicates that knowledge integration capabilities are a driving force leading to innovative behavior. Second, the influence of learning goal orientation on innovative behavior is also positively significant(β=.366, t=6.684, p<.000). The result implies that the higher learning goal orientation employees have, the better they explore new knowledge and exploit knowledge consistently. Third, the impact of IT resource use on knowledge integration capabilities is also positively significant(β=.382, t=7.209, p<.000). The result indicates that IT resource use of employees plays an important role to integrate their knowledge. Forth, the influence of commitment to change on knowledge integration capabilities is also significant(β=.102, t=2.172, p<.03). The result implies that when employees have positive attitudes on organizational change, they perform knowledge activities to explore and exploit job-related new knowledge. Finally, the relationship between knowledge integration capabilities and innovative behavior turns out to be moderated by unlearning. The comparison of the slope(β=.88, t=10.235, p<.000) of a regression coefficient in case of higher unlearning of employees(+1 SD) with the slope(β=.60, t=8.097, p<.000) of a regression coefficient in case of lower unlearning of employees(-1 SD) is found to be statistically significant. The results indicates that employees with higher unlearning rather than lower unlearning reinforce the relationship between knowledge integration capabilities and innovative behavior. Thus, the study provides researchers and practitioners with a matter of primary interest in unlearning as a driving force leading to the strong relationship between knowledge integration capabilities and innovative behaviors of employees. By finding out antecedent factors affecting knowledge integration capabilities, the research provides organizations trying to make innovations through organizational change management with practical implications. Limitations arisen in the course of the research and suggestions for future research directions are also discussed.

목차

국문 요약
 Ⅰ. 서론
 Ⅱ. 문헌고찰
  2.1 혁신행동
  2.2 지식통합능력: 지식탐색과 활용
  2.3 폐기학습
 Ⅲ. 가설설정과 연구모형
  3.1 연구가설
 Ⅳ. 연구방법과 연구가설 검증
  4.1 표본과 자료수집
  4.2 변수의 조작적 정의
  4.3 측정모형: 신뢰성, 타당성, 다중공선성
  4.4 구조모델과 가설검증
  4.5 폐기학습의 조절효과 분석
  4.6 지식통합능력의 매개효과 검증
 Ⅴ. 논의
  5.1 요약과 이론 및 실무적 시사점
  5.2 연구의 한계점과 향후 연구방향
 참고문헌
 Abstract
 부록

저자

• 허명숙 [ Heo, Myung Sook | 울산대학교 경영정보학과 객원교수 ] 제1저자
• 천면중 [ Cheon, Myun Joong | 울산대학교 경영정보학과 교수 ] 교신저자

참고문헌