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기술혁신형 중소벤처기업의 기업가적 지향성, 조직학습, 사회적 자본, 성과와의 관계 분석

Entrepreneurial Orientation, Organizational Learning, Social Capital and Performances in Korean SMEs

이상명|문혜선
한국중소기업학회|2016.03|중소기업연구|제38권 제1호|pp. 207-235

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성과PerformanceEntrepreneurial Orientation사회적 자본조직학습Organizational Learning기업가적 지향성Intra-Social Capital
주제분류경영학

초록

기업가적 지향성은 기업의 성과 창출에 기여하는 주요 요인 중 하나로서 그동안 기업가정신과 기업 성과와의 관계에 대해 많은 논의들이 이루어져 왔다. 그러나 기업가적 지향성은 성과 창출에 필요한 구체적인 기업의 행동이나 실행과정이 아니라 이를 뒷받침하는 기업의 태도 및 경향성을 의미한다. 따라서 이러한 경향성이 어떤 구체적 실행과정을 거쳐 성과로 실현되는지, 그 경로에 대한 이해가 필요하지만 아직까지 관련 논의가 미흡한 실정이다. 따라서 본 연구는 기업가적 지향성이 어떤 실행과정을 통해 기업 성과로 창출되는지를 조직학습의 매개효과 검증을 통해 논의하였다. 또한 기업이 조직학습을 통해 성과를 창출하는 과정에서 조직학습의 매개효과를 촉진하는 기업 내부의 요인으로서 사회적 자본의 역할을 논의하였다. 기술혁신형 중소벤처기업을 대상으로 실증분석을 수행한 결과 조직학습의 매개효과가 유의하게 나타남으로써 기업가적 지향성은 조직학습 실행과정을 통해 기업 성과로 실현됨을 알 수 있었다. 또한 기업 내부 사회적 자본의 구조적 측면과 관계적 측면이 기업가적 지향성이 조직학습을 매개로 기업성과에 영향을 미치는 과정에 미치는 조절효과를 분석한 결과, 사회적 자본의 관계적 측면은 기업가적 지향성을 바탕으로 조직학습을 통해 성과를 창출하는 과정에서 긍정적 조절효과를 갖지만, 사회적 자본의 구조적 측면은 영향을 미치지 못하는 것으로 나타났다.

Abstract

Entrepreneurial orientation has been considered to be a major factor that contributes to firms' performances. Therefore, there have been many previous researches on the relationship between entrepreneurial orientation and firms' performances. However, entrepreneurial orientation is managerial attitude that gives a firm a basis for strategic decisions and it should be differentiated from entrepreneurial actions. In this regard, it is necessary to understand the process on how entrepreneurial orientation contributes to firms' performance. Hence, this study intends to examine which process mediates entrepreneurial orientation and firms' performance from the perspective of organizational learning. We also try to discuss which factor moderates the relationship between organizational learning and firms' performance. Particularly, we focus on internal factors of firms as moderating variables because small and medium enterprises often depends on internal resources and capability in the organizational learning process. So, we discuss internal social capital such as structural social capital and relational social capital as moderating variables. The empirical analysis shows that organizational learning mediate the relationship between entrepreneurial orientation and firms' performance. It implies that entrepreneurial orientation has no direct impact on performances but impacts on firms' performance through organizational learning. Entrepreneurial orientation can be implemented and integrated during the process of organizational learning. Firms can also transfer entrepreneurial orientation into action and create new knowledge by the process. So, the performance of a firm depends on how it implements organizational learning actively. Hence, it is recommended that firms focus how to encourage organizational learning as well as how to raise entrepreneurial orientation for their growth and better performance. Specifically, small and medium enterprises whose resources and capabilities are limited need to commit their resources and capabilities to organizational learning for their performance. Next, in terms of the moderating effect of internal social capital, the results show structural social capital which means the pattern of networks between employees and divisions has no significant effect on the relationship between organizational learning and firms' performance, while relational social capital which includes network strength and trust between employees and divisions has positive impact on the relationship. This result implies that neither the number of employees who attend meeting and internal relationship nor the number of meeting has no impact on the relationship between organizational learning and firms' performance. On the other hand, relational social capital that includes strong bond and trust between employees showed a positive impact on the relationship between organizational learning and performance. Therefore, the higher relational social capital, it facilitate the relationship between organizational learning and performance. Hence, firms are recommended to focus on strengthen the quality of intra-organizational relationship and trust between employees rather than on increase the number of meeting and employees who attend intra-organizational relationship for better performance from organizational learning.

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