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중소기업 중간관리자들의 조직내 기업가정신 인식과 혁신적 업무행동 간의 관계

Middle-Level Managers' Perception of Corporate Entrepreneurship and Their Innovative Work Behaviors in SMEs

최석봉|장수덕
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2013.06|인적자원관리연구 (Journal of Human Resource Management Research)|제20권 제2호|pp. 27-54

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참고문헌

키워드

조직문화기업가정신SMEs중소기업organizational culture중간관리자innovative work behavior혁신적 업무행동기업가정신평가척도조직내 기업가정신corporate entrepreneurship assessment instrumentmiddle-level manager
주제분류경영학

초록

본 연구의 기본적 목적은 중소기업의 중간관리자들에 의해 지각된 조직내 기업가정신이 그들의 혁신적 업무행동에 어떠한 영향을 미칠 수 있는지를 살펴보는 것이다. 이를 위해 본 연구는 먼저 조직내 기업가정신에 영향을 미칠 수 있는 내부 조직적 요인들, 즉 조직문화를 포함하여 경영층지원, 직무자율성, 보상 및 강화, 시간적 여유, 구조적 지원 등과 같은 조직과정들을 파악하고 이를 토대로 개념적 모형과 가설을 개발했다. 실증적 연구는 중소기업진흥공단에 있는 중소기업리스트로부터 무작위로 추출된 150개 중소기업의 중간관리자들을 대상으로 이루어졌으며 연구결과는 다음과 같다. 첫째, 조직과정 중 경영층지원, 직무자율성, 그리고 시간적 여유와 같은 변수들은 조직내 기업가정신의 지각에 긍정적으로 유의한 영향을 미치는 것으로 나타났다. 덧붙여 경영층지원과 직무자율성은 중간관리자들의 혁신적 업무행동에도 긍정적으로 유의한 영향을 미치는 것으로 나타났다. 둘째, 개방적 조직문화는 조직내 기업가정신에 긍정적으로 유의한 영향을 미치는 것으로 나타났으며 또한 개방적 조직문화와 더불어 수평적 조직문화는 중소기업 중간관리자들의 혁신적 업무행동에도 긍정적으로 유의한 영향을 미치는 것으로 나타났다. 마지막으로 중간관리자들에 의해 지각된 조직내 기업가정신은 그 자체로 그들의 혁신적 업무행동에 유의한 영향을 미치기도 하지만 조직과정이나 문화와 같은 조직적 요인들이 구성원들의 혁신적 업무행동에 영향을 미침에 있어 긍정적으로 이를 매개하는 효과도 가지는 것으로 나타났다. 본 연구의 이러한 발견들은 조직내 구성원들의 지각의 중요성을 이해하는데 있어서 그리고 중소기업의 최고경영자들이 조직내 중간관리자들의 혁신적 업무행동을 촉진시키데 있어 필요한 가이드라인을 제시하는데 있어서 중요한 기여를 할 수 있다.

Abstract

The basic purpose of this research is to investigate how the perceived corporate entrepreneurship (CE) of middle-level managers influences their innovative work behaviors in small to medium-sized enterprises (SMEs). To achieve this, the study identified internal organizational factors, namely organizational process such as management support, job autonomy, rewards/reinforcement, time availability and organizational boundary as well as organizational cultures, influencing the perception of CE and we developed conceptual model and hypotheses for study. Analysis from 150 samples selected randomly from the lists of Small and Medium Business Corporation (SBC) showed the results as follows. First, middle-level managers' perceptions of the organizational process (i.e., top management support, job autonomy, time availability) were positively related to the perception of CE. Top management support and job autonomy were also related positively to increased levels of innovative work behavior of middle-level managers. Second, an external orientation culture of organization was positively related to the perception of CE and there are positive relationships between an external orientation, organizational culture orientation toward decentralization and innovative work behavior of middle-level managers. Finally, the perceived CE itself was found to have a significant effect on middle-level managers' innovative work behaviors and served as a mediating variable in affecting the relationship between the organizational antecedents (namely, organizational process and cultures) and innovative work behavior. These findings contribute to the understanding of how perceptional factors operate in organizations, highlighting the importance of CE, and suggesting some preliminary guidelines that top managers in SMEs can apply to promote middle-level managers' innovative work behavior.

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