Earticle

최근 대학수업에서 공유된 교육목표를 토대로 집단을 이루어 함께 학습하는 협력학습이 강조되고 있으며 그에 따른 집단지성에 대한 관심이 확산되고 있다. 이에 따라 협력학습에서 집단지성을 높일 수 있는 변인에 대한 연구의 필요성도 확대되고 있다. 본 연구는 학습자의 개인변인으로 개인창의성, 팀관련 변인으로 팀신뢰와 팀효능 감, 학습성과변인으로 집단지성을 선정하여 구조적 관계를 살펴보았다. 이를 위해 협력학습에 참여한 경기지역 A 대학교, 대전지역 H대학교 및 충청지역 K대학교의 학부생 770명을 대상으로 자료를 수집하였으며 구조방정식을 통해 변인 간의 관련성을 분석하였다. 연구결과, 개인창의성은 팀효능감과 집단지성에 긍정적 영향을 미쳤으며 팀 신뢰는 팀효능감과 집단지성에 긍정적 영향을 미쳤다. 또한 팀효능감은 집단지성에 긍정적 영향을 미쳤다. 본 연구 는 향후 대학 협력학습의 수업설계 및 운영전략을 수립하기 위한 기초자료로 활용될 수 있을 것이다.

In recent years, collaborative learning in university courses has been emphasized in order to improve collective intelligence. Based on literature reviews, individual creativity was used as a variable of personal characteristic, team trust and collective efficacy were used as variables of teams to see the relationship with collective intelligence as a variable of learning outcome. Data were collected from 770 students from A University in Gyeonggi-do, H University in the Daejeon, and K University in Chungcheong-do, and analyzed by using structural equations modeling. As results, individual creativity had significant influence on collective efficacy and collective intelligence. Team trust also had significant influence on collective efficacy and collective intelligence. In addition, collective efficacy had a positive effect on collective intelligence. This study will be able to utilize basic data for establishing instructional design and strategies of collaborative learning in the universities.

본 연구는 최근 조직환경에서 창의성의 중요성이 증대되는 점에 주목하여 구성원이 인식하는 기업가정신이 조직 의 창의성을 향상시키는 과정을 기업가적 자기효능감을 통해 실증분석하고, 그 효과를 확인하였다. 본 연구는 기업조직 의 기업가정신이 개인·집단 창의성에 미치는 영향 관계를 분석하였다. 특히, 기업가정신과 창의성 관계의 매개효과를 파악코져 한다. 본 연구를 위해, 문헌연구를 통해 연구모형 및 가설을 설정하였고, 경북지역의 제조업 종사자를 대상으 로 308부의 설문지를 배포·회수하여 실증분석을 시행하였다. 연구 결과, 기업가정신이 기업가적 자기효능감에 영향을, 기업가적 자기효능감이 개인·집단창의성에 영향을 미치는 것을 확인하였다. 기업가정신은 개인·집단창의성에 유의한 영 향을 직접적으로 미치지 않고 기업가적 자기효능감을 매개하여 영향을 주는 것으로 나타났다. 이를 통해 기업가정신과 창의성의 관계에서 기업가적 자기효능감의 중요성을 확인하였으며, 연구 결과는 기업전략수립 방향과 조직차원의 관리 에 있어서 가이드라인을 제공할 수 있을 것이다.

This study focused on the importance of creativity in organizational environment recently, and empirically analyzes the process of entrepreneurship to improve organizational creativity through entrepreneurial self-efficacy and confirmed its effect. This study analyzed the relationship between the entrepreneurship and individual and group creativity. In particular, it examines the mediating effects of entrepreneurship and creativity. For this study, the research model and hypothesis were established based on the literature research, and 308 questionnaires were distributed and collected for manufacturing workers in Gyeongbuk. The results showed that entrepreneurship affects entrepreneurship self-efficacy and entrepreneurship self-efficacy affects individual and group creativity. The effects of entrepreneurship on entrepreneurial self-efficacy and entrepreneurial self-efficacy on individual and group creativity were examined. These findings can provide guidelines for corporate strategy development direction and organizational management.

본 연구는 기업조직 구성원의 기업가정신과 조직학습지향성, 개인창의성, 집단창의성의 관계를 실증분석하고, 그 효과를 확인함으로써, 조직차원에서 기업가정신과 창의성의 관계를 다루었다. 특히 기업가정신과 창의성의 관계에 있어서, 조직학습지향성의 매개효과 분석에 초점을 두고 있다. 문헌연구를 바탕으로 기업가정신과 개인 및 집단 창의성, 조직학습지향성의 관계를 설명함으로써 연구모형 및 가설을 설정하였다. 경북의 제조업 종사자를 대상으로 308부의 설문지를 배포·회수하여 구조방정식을 통한 실증분석을 시행하였다. 연구 결과, 기업가정신은 개인·집단창의성에 유의 한 영향을 직접적으로 미치지 않고 조직학습지향성을 매개하여 영향을 주는 것이 확인되었다. 그리고 기업가정신이 조 직학습지향성에 미치는 영향과 조직학습지향성이 개인·집단창의성에 미치는 영향을 확인하였다. 이러한 연구결과는 조 직 차원에서 기업가정신과 조직학습지향성 효과를 파악함으로써 문화적 측면에서 조직 관리를 위한 방향성을 제공할 수 있을 것이다.

This study deals with the relationship between entrepreneurship of corporate member and creativity at the organizational level by empirically analyzing the relationship between entrepreneurship, organizational learning orientation, individual creativity, and group creativity. In particular, the relationship between entrepreneurship and creativity focuses on analyzing the mediating effects of organizational learning orientation. Based on the literature research, the research model and hypothesis were established by explaining the relationship between entrepreneurship, individual and group creativity, and organizational learning orientation. 308 copies of the questionnaire were distributed and collected for manufacturing workers in Gyeongbuk, and empirical analysis was conducted through structural equations. As a result, it was confirmed that entrepreneurship has an influence on organizational learning orientation without directly affecting individual and group creativity. In addition, the effects of entrepreneurship on organizational learning orientation and organizational learning orientation on individual and group creativity were examined. These findings can provide Directions for organizational management from the cultural perspective by identifying the effects of entrepreneurship and organizational learning orientation at the organizational level.

본 연구의 목적은 창의성 발현과정에 대한 모형을 제시하고, 지식역량과 창의성 발현과정인 활용적 활동과 탐색적 활동과의 관계를 실증하는 것이다. 또한, 본 연구에서는 심리적 임파워먼트의 측면에서 창의성 발현과정에 차이 가 있는지 조사하였다. 연구수행을 위해 업무에 창의성이 요구되는 소프트웨어 개발 기업의 직원을 대상으로 설문조사 를 수행하였다. 분석 결과 지식역량은 이론적 가설과 동일하게 창의성 발현과정에 긍정적인 영향을 미치는 것으로 나타 났다. 주목할 점은 심리적 임파워먼트의 역할인데, 심리적 임파워먼트가 높을 경우 탐색적 활동 중심으로, 심리적 임파 워먼트가 낮을 경우 활용적 활동 중심으로 창의성 발현과정을 갖는 것으로 나타났다. 이러한 결과는 창의성 발현과정에 서 심리적 임파워먼트의 수준에 따라 구성원의 행동패턴이 달라질 수 있다는 것을 나타내며, 융합능력이 점점 중요해지 는 기업환경에서 창의성 관리나 조직개발과 관련한 다양한 시사점을 제공해 줄 수 있다.

The objective of this research is to suggest the creativity revelation model and to verify the relationships among knowledge capabilities and creativity processes including exploration and exploitation. Also, we investigate whether there are differences in creativity revelation processes from the perspective of psychological empowerment. To achieve the purpose of the research, a survey was conducted targeting employees of software development companies that require creativity in work performance. Empirical results show that knowledge capabilities have positive effect on creativity revelation processes. The notable point of the results is the role of psychological empowerment such that individuals with high psychological empowerment have more exploration-centric revelation, and those with low psychological empowerment have more exploitation-centric on the other hand. These results are interpreted that the behavioral patterns of organizational members may vary depending on the level of psychological empowerment in the creativity revelation, and therefore could suggest several managerial implications regarding creativity management and organizational development in an environment where convergence becomes more important.

The purpose of this research is to explore whether social network sites (SNS) increases individual creativity by social network user characteristics through knowledge transfer antecedents. Date is collected through an online questionnaire from 220 SNS users and structural equation modeling is employed to analyze data. Results indicate that user characteristics including social interaction and social relationship positively were positively related to knowledge transfer antecedents namely, knowledge sharing and collective collaboration, however, social influence was positively related to only knowledge sharing. The study also introduces SNS user playfulness as a moderator between knowledge transfer antecedents and individual creativity. The study offer a new research model to explore the impact of SNS based knowledge transfer on SNS user outcome based on SNS user characteristics. The finding of study provide guidance to SNS practitioners on enhancing individual creativity.

근래에 조직 행동 분야에서 팀과 개인의 효과성 증진 과정에 대한 연구가 활발히 진행되고 있으며, 창의성은 효과성에 영향을 미치는 주요 변수로 다루어지고 있다. 하지만 창의성을 통해 팀과 개인의 효과성을 증진하는 과정 탐색의 연구는 아직 부족한 실정이다. 이에 따라 본 연구는 사회인지이론 관점에서 팀 구성원들이 팀장의 리더십을 인지하고, 그 결과로 팀과 개인수준에서 형성되는 창의성이 효과성에 영향을 미치는 매개적 효과를 살펴보았다. 본 연구의 결과를 요약하면 다음과 같다. 첫째, 팀 수준에서 인지된 팀장의 변혁적 리더십이 개인 효과성에 영향을 미치는 관계에서 개인 창의성의 부분 매개 효과가 정(+)의 방향으로 유의하게 나타났다. 둘째, 팀이 인지한 변혁적 리더십과 팀 효과성 간의 관계에서 팀 창의성은 매개적 효과가 없는 것으로 확인되었다. 본 연구의 결과가 지니는 의미는 변혁적 리더십이 개인 효과성에 영향을 미치는 관계에서, 개인 창의성이 갖는 매개적 효과를 사회인지이론의 근거로 다수준 분석방법을 통해서 실증하였고, 팀 수준에서 인지된 변혁적 리더십이 개인 창의성을 통해 개인 효과성에 영향을 미치는 하향식(top-down) 프로세스를 검증하였다는 점이다. 향후 후속연구로서 팀 수준에서는 변혁적 리더십, 팀 창의성과 팀 효과성을 연결하거나 조정할 수 있는 변인에 대한 후속 연구가 필요하다.

In recent times, the research aiming at exploring the process of a team & individual’s effectiveness enhancement in the organizational behavior field is in active progress, in which creativity is handled as a major variable having an influence on effectiveness. However reality is that the research which explores the process of a team & individual’s effectiveness improvement through creativity is still in an insufficient state. Accordingly, this study looked into the mediated effect of creativity, which forms at a level of a team and an individual as a result of team members’ cognition of a team leader’s leadership in terms of social cognitive theory, on effectiveness. This study results are summarized as follows: First, this study could confirm the significant partial mediated effect of individual creativity in the relations between transformational leadership cognized at a level of a team and individual effectiveness. Individual creativity has significant mediating effects (partial mediation) on the relationship between transformational leadership and individual effectiveness perceived by individuals at the team level. The findings verify the following. First, the sub-variables of transformational leadership(inspirational motivation, consideration for individuals, intellectual stimulation) mainly focus on the relationship between a leader and individuals. The fact that transformational leadership, which influences the sub-variables, enhances individual effectiveness by affecting the creativity of individuals has been verified. Second, team creativity has no mediating effects on the relationship between perceived transformational leadership perceived at a team level and the team effectiveness. It implies that transformational leadership is a prerequisite to enhancing team creativity and team effectiveness. Also, team creativity can serve as a prerequisite that affects team effectiveness. However, there is a limited mechanism among all the variables. Thus, the effects of transformational leadership and team creativity should be distinguished in enhancing the effectiveness at the team level. Also the following analysis and debate should be needed for the role of transformational leadership as the preceding variable. This study is significant in that it proves the effects of transformational leadership as a team-level variable affecting the individual-level variables. The findings are significant for the following reasons. First, the influence of transformational leadership on individual effectiveness was verified through a multi-level analysis. It can identify the mediating effects of individual creativity on the relevance of variables measured at different levels based on social cognitive theory. Second, this study proves the top-down process where transformational leadership perceived at a team level affects individual effectiveness through individual creativity. There is a need to carry out the following analysis regarding variables that can make the mediation or connection with transformational leadership, team creativity and team effectiveness at a team level. Also, the effects of creativity can be more clearly analyzed provided that more studies about individual & team creativity and effectiveness are proceeded. It is because the aim of enhancing creativity is the effectiveness including fruits. In particular, it would be more specific analysis of the effect on transformational leadership.

The purpose of this study was examining structural relationships between organizational reward and front desk employee's individual creativity and between organizational reward and organizational commitment. Based on literature review, two sub-dimensions of organizational rewards were derived: intrinsic reward and extrinsic reward. The existing theoretical background proposes a mediating concept between organizational reward and front desk employee's organizational commitment. Based on the theoretical causal relationships between the constructs proposed, a conceptual model was proposed. The model was tested using the data collected from 183 hotel front desk employees. Data analysis indicates that two dimensions of organizational reward (intrinsic reward and extrinsic reward) helps to enhance front desk employee's individual creativity and his(or her) creativity leads to increase his(or her) organizational commitment. Based on data analysis, theoretical/managerial implications were discussed.

기술개발 프로젝트에서 성과를 높이기 위해서는 창의성이 필요하며, 창의성을 높이기 위해서는 업무지시에 대한 명확한 이해력이 필요하다. 본 연구는 팀효능감과 지식공유가 커뮤니케이션 역량에 미치는 영향과, 커뮤니케이션 역량 이 개인창의성 및 제품개발성과에 미치는 영향을 실증적으로 분석하였다. 본 연구의 목적은 기술개발 프로젝트에서 커 뮤니케이션 역량과 개인창의성의 중요성을 검증하고, 커뮤니케이션 역량에 대한 향상 방안을 제언하기 위함이다. 기술 개발 참여자들을 대상으로 설문조사를 실시하여 요인간의 관계를 구조방정식 모형으로 확인하였다. 가설검증 결과, 팀 효능감과 지식공유가 커뮤니케이션 역량에 긍정적인 영향을 미쳤고, 팀리더의 확실한 업무지시 전달과 실무자의 명확한 업무지시 이해가 개인창의성에 주요한 요인임을 확인할 수 있었다. 본 연구결과는 첨단기술이 융복합되는 기술개발 프 로젝트에서, 개인창의성 향상에 필요한 참여자의 커뮤니케이션 역량을 제고하는데 기여할 수 있을 것이다. 향후에는 조직 수준의 창의성에 대한 커뮤니케이션 역량의 효과에 대해 연구하고자 한다.

Improving performance needs Creativity and Improving Creativity needs clear communication of work orders in technology development projects. This study empirically analyzed the effects of team efficacy and knowledge sharing on communication competence and the effects of communication competence on individual creativity and product development performance. The purpose of this study is to verify the importance of communication and personal creativity in technology development projects and to suggest ways to improve communication capabilities. A survey was conducted of participants in technology development and the relationship between variables was confirmed by the structural equation model. The results show that team efficacy and knowledge sharing had a positive effect on communication competence, and that the clear delivery and understanding of team orders were the main factors in improving individual creativity. The results of this study will contribute to improving the communication competence of participants who are required for improving individual creativity in technology development projects in which high technology is converged. In the future, we will study the effects of Communication Competence on Organizational Creativity.

이 연구의 목적은 우리나라 대기업 연구개발 인력의 직무성과와 자기효능감, 개인창의성 및 조직몰입의 인과적 관계를 구명하고 추후 대기업 연구개발인력의 성공적인 직무성과 창출을 위한 시사점을 제공하는데 있다. 이를 위해 한국산업기술진흥협회에서 공개한 상위 20개 기업의 연구개발 인력 258명을 대상으로 직무성과와 자기효능감, 개인창의성 및 조직몰입의 인과적 관계를 구명하였다. 본 연구의 주요한 연구결과로써 첫째, 연구에서 설정한 변인 간 인과관계 모형은 대기업 연구개발 인력을 대상으로 한 실증자료를 분석하기에 적합하며, 독립변인과 종속변인 간의 인과관계를 타당하게 예측하는 것으로 나타났다. 둘째, 대기업 연구개발 인력의 자기효능감과 조직몰입은 직무성과에 직접적인 정적 영향을 미치지만, 개인창의성은 정적인 영향을 미치지 않는 것으로 나타났다. 셋째, 대기업 연구개발 인력의 자기효능감은 개인창의성과 조직몰입을 매개하여 간접적으로 직무성과에 영향을 미치는 것으로 제시되었다. 넷째, 대기업 연구개발 인력의 개인창의성은 조직몰입을 매개하여 간접적으로 직무성과에 영향을 미치는 것으로 나타났다. 이와 같은 결과를 토대로 향후 연구를 위한 시사점은 다음과 같다. 첫째, 연구개발 인력의 개인창의성과 직무성과의 관계에 대해 보다 면밀히 살펴보는 연구가 필요하다. 둘째, 연구개발 인력의 대상을 직급이나 연구유형, 세부직무 등과 같은 특징을 기준으로 유형화하여 차별적인 연구가 수행되어야 할 필요가 있다. 셋째, 대기업 연구개발 인력의 직무성과를 보다 세분화하여 측정하고 이에 대한 측정도 좀 더 객관화 할 필요가 있다. 넷째, 본 연구결과를 토대로 향후 조직내에서 연구개발 인력의 자기효능감과 조직몰입을 높이거나 충분히 발현할 수 있게 하는 방법에 대한 연구가 필요하다.

The purpose of this study was to identify a causal relationship among self-efficacy, creativity, organizational commitment and job performance of R&D workforce in large corporations. Based on the findings of the study, major conclusions of this study were as follows: First, causal model of this study is suitable to empirical analysis on research variables. Second, self-efficacy and organizational commitment of R&D workforce in large corporation has direct effect on job performance positively. However, creativity had no direct effect on job performance. Third, creativity and organizational commitment has no indirect effect on job performance with self-efficacy of R&D workforce in large corporation. Forth, organizational commitment has no indirect effect on job performance with creativity of R&D workforce in large corporation. Some recommendations for future researches were suggested: First, further research needs to investigate the relationship between job performance and creativity closely. Second, R&D workforce in large corporation need to be measured by dividing it into more specific levels. Third, further research investigating other variables related with job performance need to be conducted and measurement of job performance need to be objectification. Forth, further research investigating effects of way to boost self-efficacy and organizational commitment of R&D workforce in large corporation.

The purpose of this study is to find out the relationship of hotel cook's employability, personal creativity and career commitment. The results of the study were as follows: First, employability had a significant positive effect on individual creativity. Second, employability had a significant positive effect on career commitment. Third, personal creativity had a significant positive effect on career commitment. Hotel companies have to provide various opportunities for education and training at different stages of experience as well as ensure the stability of the chef's job and employment environment. In addition to menu development and cooking, this should include educational opportunities to develop managerial skills. However, since employability refers to the perception of the ability to leave one's organization and to be employed by another organization, it is necessary to ensure that the chef's ability and creativity can lead to job performance, as well as stable job performance, through various benefits and fair performance compensation to avoid leading to turnover intention

The purpose of the study was to empirically investigate the impacts of formal mentoring on individual creativity and the mediating role of psychological safety in the relationship between formal mentoring and individual creativity in Chinese employees. Moreover, this study demonstrates the moderating role of affective commitment not only between formal mentoring and psychological safety but also between psychological safety and individual creativity. The results are as following: first, formal mentoring was found to have a significant relationship with individual creativity; second, there is a positive relationship between formal mentoring and psychological safety. Third, as predicted, psychological safety was positively related to individual creativity, Fourth, the mediating role of psychological safety was identified in the relationship between formal mentoring and individual creativity. Fifth, the moderating role of affective commitment between formal mentoring and psychological safety and between psychological safety and individual creativity are both significant. Finally some practical recommendations to develop the formal mentoring for Chinese managers were suggested.

중국에 진출한 한국기업들은 최근 중국 현지의 급격한 경영환경 악화와 국내외 기업 들 간의 치열한 경쟁으로 새로운 국면을 맞이하게 되었다. 이러한 악화된 현지 경영환경 과 치열한 경쟁상황을 극복하기 위하여 중국 진출 한국기업들은 현지에서의 경영성과 극대화 달성에 매진하고 있으며 이를 위하여 인적자원관리에 지대한 관심을 보이고 있 는 실정이다. 이에 본 연구에서는 중국에 진출한 한국기업의 중국 현지 종업원들을 대상으로 코칭 리더십이 직무자율성, 자기효능감 및 개인창의성에 미치는 구조적인 영향 관계를 심층 적으로 파악하고자 하였다. 이러한 연구목적을 달성하기 위하여 중국에 기진출한 한국 기업에 재직 중인 400명의 중국 현지 종업원들을 대상으로 설문조사를 실시하여 설문자 료를 수집하였으며 구조방정식 모형분석을 통하여 설정한 제반 연구가설들에 대한 검증 을 체계적으로 진행하였다. 실증분석 결과 밝혀진 사실들을 요약･정리하면 아래와 같다. 첫째, 코칭리더십은 직무자율성과 자기효능감에 유의한 정(+)의 영향을 미치는 것으 로 나타났으나 개인창의성에는 유의한 영향을 미치지 않는 것으로 나타났다. 둘째, 직무 자율성은 자기효능감과 개인창의성에 유의한 정(+)의 영향을 미치는 것으로 나타났으 며 자기효능감은 개인창의성에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 끝으로 코칭리더십과 개인창의성 간 관계에서 직무자율성과 자기효능감이 단순 및 이중 매개효과를 가지는 것으로 나타났다. 본 연구에서는 이러한 연구결과를 바탕으로 재중 한국기업의 조직 운영관리자들에 게 중국 현지에서의 성공적인 조직운영과 인적자원관리를 위한 바람직한 리더십 발휘와 관련한 시사점 몇 가지를 제시하고 있다.

Korean firms that have entered China have recently entered a new phase due to the rapid deterioration of the business environment in China and fierce competition among domestic and foreign firms. In order to overcome this deteriorated local business environment and fierce competition, Korean firms entering China are focusing on maximizing business performance in the region, and to this end, they are showing great interest in human resource management. Therefore, this study attempted to understand in-depth the structural impact of coaching leadership on job autonomy, self efficacy and individual creativity for local employees of Korean firms entering China. To achieve this research purpose, a survey was conducted on 400 local Chinese employees working for Korean firms that had already entered China to collect survey data, and all research hypotheses set up through structural equation model analysis were systematically verified. The results obtained by actual analysis are as follows. First, coaching leadership has a positive effect on job autonomy and self efficacy, but has not effect on individual creativity. Second, job autonomy has a positive effect on self efficacy and individual creativity, and self efficacy has a positive effect on individual creativity. Finally, in the relationship between coaching leadership and individual creativity, job autonomy and self efficacy were found to have simple and double mediating effects. This study based on these findings has practical implications for the successful management of organization and human resource management considering desirable leadership that organization administrators should pursue in the Korean firms doing business in China.

Recently, firms are operating a number of teams to accomplish organizational performance. Especially, ad hoc teams like proposal preparation team are quite different from permanent teams like R&D team in the sense of how the team forms network structure and deals with organizational learning culture and knowledge management participation efforts. Moreover, depending on the team characteristics, individual creativity will differ from each other, which will lead to organizational performance eventually. Previous studies in the field of creativity are lacking in this issue. So main objectives of this study are organized as follows. First, the issue of how to improve individual creativity and organizational performance will be analyzed empirically. This issue will be performed depending on team characteristics such as ad hoc team and permanent team. Antecedents adopted for this research objective are cultural and knowledge factors such as organizational learning culture, and knowledge management participation. Second, the network structure such as degree centrality, and structural hole is used to analyze its influence on individual creativity and organizational performance. SI (System Integration) companies are facing severely tough requirements from clients to submit very creative proposals. Also, R&D teams are widely accepted as relatively creative teams because their responsibilities are focused on suggesting innovative techniques to make their companies remain competitive in the market. SI teams are usually ad hoc, while R&D teams are permanent on an average. By taking advantage of these characteristics of the two kinds of teams, we will prove the validity of the proposed research questions. To obtain the survey data, we accessed 7 SI teams (74 members), and 6 R&D teams (63 members), collecting 137 valid questionnaires. PLS technique was applied to analyze the survey data. Results are as follows. First, in case of SI teams, organizational learning culture affects individual creativity significantly. Meanwhile, knowledge management participation has a significant influence on individual creativity for the permanent teams. Second, degree centrality influences individual creativity significantly in case of SI teams. This is comparable with the fact that structural hole has a significant impact on individual creativity for the R&D teams. Practical implications can be summarized as follows: First, network structure of ad hoc team should be designed differently from one of permanent team. Ad hoc team is supposed to show a high creativity in a rather short period, implying that network density among team members should be improved, and those members with high degree centrality should be encouraged to show their individual creativity and take a leading role by allowing them to get heavily engaged in knowledge sharing and diffusion. In contrast, permanent team should be designed to take advantage of structural hole instead of focusing on network density. Since structural hole can be utilized very effectively in the permanent team, strong arbitrators' merits in the permanent team will increase and therefore helps increase both network efficiency and effectiveness too. In this way, individual creativity in the permanent team is likely to lead to organizational creativity in a seamless way. Second, way of increasing individual creativity should be sought from the perspective of organizational culture and knowledge management. Organization is supposed to provide a cultural atmosphere in which innovative idea suggestions and active discussion among team members are encouraged. In this way, trust builds up among team members, facilitating the formation of organizational learning culture. Third, in the ad hoc team, organizational learning culture should be built such a way that individual creativity can grow up fast in a rather short period. Since time is tight, reasonable compensation policy, leader's initiatives, and learning culture formation should be done in a short period so that mutual trust is built among members quickly, and necessary knowledge and information can be learnt rapidly. Fourth, in the permanent team, it should be kept in mind that the degree of participation in knowledge management determines level of individual creativity. Therefore, the team ought to facilitate knowledge circulation process such as knowledge creation, storage, sharing, utilization, and learning among team members, which will lead to team performance. In this way, firms must control knowledge networks in permanent team and ad hoc team in a way mentioned above so that individual creativity as well as team performance can be maximized.

This research analyzed empirically the effect of Organizational Justice on Creativity for cooks. The results of the analysis were generated as follows. First, as a result of verifying the relationship between Organizational Justice and individual creativity, it was found that interpersonal justice among sub-variables of Organizational Justice have positive influence on individual creativity. and informational justice among sub-variables of Organizational Justice have positive influence on knowledge and experience, task motivation among sub-variables of individual creativity. Second, as a result of verifying the relationship between Organizational Justice and group creativity, all of the sub-variables of group creativity are proved to have positive influence on relationship, autonomy among sub-variables of group creativity. and informational justice, distributive justice, interpersonal justice among sub-variables of Organizational Justice have positive influence on cohesiveness among sub-variables of group creativity. and procedural justice interpersonal justice among sub-variables of Organizational Justice have positive influence on diversity among sub-variables of group creativity. Third, as a result of verifying the relationship between Organizational Justice and Organizational creativity, it was found that procedural justice, distributive justice, informational justice among sub-variables of Organizational Justice have positive influence on Organizational creativity.

창의적 집단의 개인의 창의성 제고를 위한 이론적 연구는 아직 많이 부족한 현실이다. 본 연구는 광고 크리에이티브 업무환경 요소와 개인창의성의 관계에서 내외적 동기부여의 매개적 영향에 대하여 탐색하였다. 광고 크리에이티브 업무환경과 개인창의성에 대한 선행연구를 바탕으로 매개가설을 수립하였으며, 광고 크리에이티브 업무 관련 종사자 260명을 대상으로 조사하였으며, 구조방정식모형을 이용하여 검증하였다. 연구 결과, 조직분위기는 내적 동기를 매개하여 개인창의성에 유의한 효과는 나타나지 않았지만, 동료관계, 제작시간, 자원지원은 내적 동기를 매개하여 개인창의성에 유의한 영향을 미치는 것으로 나타났다. 외적 동기의 매개효과는 제작시간, 자원지원의 경우 의미 있는 영향을 미치는 것으로 나타났다. 본 연구는 효과적인 광고제작을 위한 인력관리와 교육 및 업무환경 조성에 대한 실무적 의미뿐 아니라 이 분야의 이론적 연구의 가능성을 보여주었다.

There is a very few empirical studies on individual creativity in an advertising creative organization. This paper delves into the mediating role of job motivation in the relationship between job condition factors and individual creativity. The research hypothesis are based on the existing studies on the above mentioned two concepts. 260 ad creative professionals are surveyed and the hypothesis tests are done with the causal structural equation analysis. The results are as follows. First, internal motivation do not mediate between team culture and creativity, but, team member relation, job time and resource support are found to affect individual creativity via internal motivation. As for the mediating effects of the external job motivation, job time and resources supports are found to be mediated. The results of the paper have practical implications for effective management of advertising creative teams. We urge further studies in the line that would help to better our the theoretical understanding of how we manage to create advertisement effectively in ad agencies.

본 연구는 개인의 창의성뿐 아니라 집단의 창의성을 함양시켜준다고 보고되고 있는 하브루타의 활용이 대학생의 개인창의성과 집단창의성을 향상시킬 수 있는지를 탐색하는데 목적을 두고 실행되었다. 이를 위해, 4년제 대학의 교양 교과목인 ‘영화로 만나는 교육이야기’ 교과목을 일반적 토론중심 수업과 하브루타 활용 수업으로 나누어 개발ㆍ적용한 후, 사전-사후검사를 통해 개인창의성과 집단창의성에의 효과를 검증하였다. 연구결과는 다음 두 가지로 나타났으며, 이를 기반으로 창의성교육에 대한 제언을 하였다. 첫째, 토론중심 수업과 하브루타 활용 수업은 모두 대학생의 집단창의성을 향상시키므로 다양한 교과목에서 이를 활용해야 함을 제안하였다. 특히 토론중심 수업보다 하브루타 활용 수업이 대학생의 집단창의성을 더 많이 향상시키므로, 앞으로 집단창의성 향상을 위해 하브루타를 적극적으로 활용할 것을 제언하였다. 하브루타는 교과목의 내용과 관계없이 모든 교과목과 접목이 가능할 뿐 아니라 손쉽게 접근할 수 있다는 장점도 있어 다양한 교과목에서 활용할 수 있을 것이다. 둘째, 토론중심 수업은 오히려 개인창의성을 감소시켰으며, 하브루타 활용 수업은 개인창의성 향상에는 효과가 있었지만 집단창의성에 미친 효과만큼 영향력이 크지 않은 것으로 나타났다. 이와 같은 연구결과를 토대로 앞으로 창의성 향상을 위한 교육활동은 개인의 창의성 향상을 위한 교육활동과 집단의 창의성 활동을 위한 교육활동으로 구분되어 전개될 필요가 있으며, 집단의 창의성 증가가 개인의 창의성 향상을 당위적으로 담보하는 것이 아니므로 둘의 연결성을 확보할 수 있는 교육전략에 대한 후속연구가 진행되어야 함을 제안하였다.

The purpose of this study is to explore how Havruta teaching method affects Korean university students’ individual and group creativity. For the attain of this purpose, after to have developed and applied ‘education meet with movie’ as subjects for general education with debate methods or Havruta methods, to examined the impact this methods on individual and group creativity by pretest-posttest. The main results of the study and suggestion are as follows: First, test result was that the scores of creative ideas of both debate methods group and Havruta methods group were significantly high on group creativity. Particularly, because testing result was that the scores of group’s creative ideas of an Havruta methods group were significantly higher than a debate methods group, it suggested that apply to Havruta on diverse subjects to improve group creativity. Second, test result was that the scores of creative ideas of debate methods group were significantly low on individual creativity. And that the scores of individual creative ideas of Havruta methods group were significantly high, but this impact were lesser than effect on group creativity. By the same token, it have proposed that education for creativity must be made a division activity to improve individual creativity and activity to improve group creativity. And it’s not betterment of group creativity are naturally turned out to be as were increased of individual creativity, it suggested that do later study about teaching strategies enables to connect both.

This study attempts to investigate the effect of team diversity on individual creativity and team members' creative activities such as exploration and exploitation. We have garnered 40 team data from 249 respondents who have been participating in the team learning activities during semester in a private university. They were asked by instructor to show their creativity, and exploration and exploitation activities. The 40 teams were made up of team diversity factors such as study hour and leisure activity. We used a multilevel analysis to analyze the effects of team diversity factors on team member's creativity, and exploration and exploitation. Results showed that in general, team diversity factors like study hour and leisure activities have significant effects on the individual creativity, and exploration and exploitation. Practical implications represent that teams need to be organized considering the team diversity factors in order to improve team member's creativity, and their exploration and exploitation activities.

The purpose of this paper is to provide a review of the background information regarding to the impact of personal control over the physical work environment on satisfaction with work environment and creativity at work. Today creativity has a significant and special place in business especially in innovative organizations which need creative people to generate new, and useful ideas for produce new products, services, work methods, systems etc. Moreover the design and appearance of workspace and individual ability to control the ambient conditions of the workplace have significant effect on their behavior, satisfaction and overall outcome including creativity. So the result of this study will contribute towards enhancing the understanding of the effect of office design to enhance employees' creativity.

We examine the consequence of high task conflict asymmetry, perceiving higher task conflict than the rest group members, on individual-level creativity. We focus on independent selves, who put value on expressing their ideas, and hypothesize that the situation under high task conflict asymmetry would foster their creativity. Considering a high task conflict asymmetry situation as seriously problematic to demonstrate their own ideas, independent selves would put more cognitive efforts to resolve such a challenging condition. To test our hypothesis and investigate the causal link, we implemented an experiment and collected data from 107 participants. Our analysis demonstrates that independent selves show a higher level of creativity under a high (vs. low) task conflict asymmetry situation. In addition, this relationship is mediated by their enhanced cognitive persistence (i.e., the ability of in-depth and elaborate thinking). We further discuss implications and theoretical contribution of our findings on conflict asymmetry and independent self on individual-level creativity.

[Purpose] The study begins with the practical problem of how to effectively use the individual differences on regulatory focus, avoiding its negative effects as far as possible and maximizing its positive effects, so as to promote more innovative behaviors among employees. Therefore, it verifies the effect of regulatory focus on individual innovation performance, the mediating effect of employees’ creativity and the moderating effect of creative self－Efficacy. [Methodology] Base on theoretical research, this study puts forward 4 key research hypotheses and established a research model. Data were collected from employees in China by the survey method and SPSS & AMOS programs were used to test the hypotheses of the research model. [Findings] Regulatory focus is significantly affected individual innovation performance. Employees’ creativity as the mediating variable and Creative Self－Efficacy as the moderating variable effect regulatory focus and individual innovation performance. [Implications] Managers should give full play to the principal role of employees, striving to cultivate and improve employees’ creativity and Creative Self－Efficacy, so as to achieve the goal of improving individual innovation performance.