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외부 영입 스타 인재가 조직 혁신 성과에 미치는 영향: R&D 조직의 네트워크와 시장성과의 조절효과를 중심으로

The Impact of Hired Stars on Organizational Innovation Performance: Moderating Effects of R&D Networks and Market Performance

현은정
한국전략경영학회 (Korean Strategic Management Society)|2024.12|전략경영연구 (Journal of Strategic Management)|제27권 제3호|pp. 137-162|DOI 10.17786/jsm.2024.27.3.005

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참고문헌

키워드

혁신 성과스타Talent StrategyStars반도체 산업Organizational InnovationSemiconductor IndustryR&D 네트워크과학기술 인재인재 전략Science & Technology TalentR&D Network
주제분류경영학

초록

본 연구는 외부에서 영입된 스타 인재가 조직의 혁신 성과에 미치는 영향을 분석한다. 특히, R&D 팀 구성원들의 네트워크 특성, 조직 전체의 R&D 네트워크 구조, 그리고 기업의 시장성과가 과학기술분야 스타 인재의 영향력을 어떻게 조절하는지 탐구한다. 한국과 대만의 주요 반도체 기업인 삼성전자, TSMC, SK하이닉스를 대상으로, 이들이 1990년부터 2020년까지 미국 특허청(USPTO)에 출원한38,967건의 반도체 분야 특허 데이터를 분석한 결과, 스타 인재의 영입은 전반적으로 R&D 팀의 혁신성과에 긍정적인 영향을 미치는 것으로 나타났다. 그러나 이러한 긍정적 효과는 팀과 조직의 네트워크구조에 따라 상이하게 나타났다. 구체적으로, R&D 팀 구성원들의 네트워크 중심성이 높거나 조직의R&D 네트워크 군집성이 높을 때는 스타 인재의 긍정적 효과가 감소한 반면, 팀 내부 연결성이 높을때는 그 효과가 증폭되었다. 또한, 기업의 시장성과가 높을수록 스타 인재가 혁신 성과에 미치는 긍정적영향이 감소하는 것으로 나타났다. 이러한 발견은 지식 집약적 산업에서 스타 인재를 효과적으로 활용하기위해 팀과 조직 수준의 네트워크 구조를 전략적으로 관리해야 함을 시사한다.

Abstract

This study analyzes the impact of externally recruited star talent on organizational innovation performance. Specifically, it investigates how the network characteristics of R&D team members, the structure of the organization’s overall R&D network, and the firm’s market performance moderate the influence of star scientists. By analyzing 38,967 semiconductor-related patents filed with the United States Patent and Trademark Office (USPTO) between 1990 and 2020 by major semiconductor companies in South Korea and Taiwan, including Samsung Electronics, TSMC, and SK Hynix, the study finds that the recruitment of star talent generally has a positive effect on R&D team innovation performance. However, the magnitude of this positive effect varies depending on the network structures at the team and organizational levels. Specifically, the positive effects of star talent diminish when R&D team members exhibit high network centrality or when the organization’s R&D network demonstrates high clustering. Conversely, these effects are amplified when the internal connectivity of the team is high. Moreover, the positive impact of star talent on innovation performance decreases as the firm’s market performance improves. These findings suggest that, in knowledge-intensive industries, the effective utilization of star talent requires the strategic management of network structures at both the team and organizational levels.

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