몰입형 인사관리와 연구인력의 창의성:상사 리더십의 조절효과
High-Commitment Work System and R&D Personnel’s Creativity:Moderating Role of Team Leader Leadership
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본 연구는 한국노동연구원이 2022년 6월에 기술연구소 연구개발 인력을 대상으로 실시한 개인 설문조사(N=450) 자료를 사용하여 몰입형 인사관리와 상사의 리더십 그리고 연구인력 창의성의 관계를 분석하였다. 선행연구를 검토하면서 몰입형 인사관리와 연구인력 창의성의 관계를 지적 자극과 개발적 피드백으로 구성된 상사의 리더십이 양(+)의 방향으로 조절할 것이라는 연구가설을 설정하였다. 분석결과 몰입형 인사관리와 상사의 리더십은 각각 연구인력 창의성과 양(+)의 관계를 보였고, 몰입형 인사관리와 연구인력 창의성의 관계를 상사의 리더십이 양(+)의 방향으로 조절하는 것으로 나타났다. 고정효과 추정을 통해 내생성을 통제해도 추정계수의 크기가 약간 감소한 것을 제외하면 동일한 결과를 얻었다. 이상의 분석결과가 갖는 의의 및 정책 함의를 제시하고, 연구의 한계와 추후 연구과제를 제시하였다.
Abstract
According to previous studies, high-commitment work system (HCWS) and team leader leadership is important predictor of employee creativity. How can we model the relationship among HCWS, team leader leadership, and employee creativity? This study proposed research model that team leader leadership would positively moderate the relationship between HCWS and R&D personnel’s creativity. Using R&D personnel survey by Korea Labor Institute in 2022 (N=450), this study tested the moderating effect of team leader leadership in the relationship between HCWS and R&D personnel’s creativity. The estimation results of ordinary least squares regression show that HCWS is positively related with R&D personnel’s creativity, and team leader leadership positively moderates the relationship between HCWS and R&D personnel’s creativity. The estimation results of fixed-effects model show the same estimation results as ordinary least squares regression, so the possible endogeneity problem is not serious. Finally, we suggested the implications of this study and proposed further research questions.
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