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번영감과 혁신행동 간의 관계 및 연구개발 인력 집약도의 교차수준 조절역할: 중소기업 연구개발 인력을 중심으로

Cross-level Moderating Effect of Intensity of R&D Personnel between Thriving at Work and Innovative Behavior: Focused on R&D Employees of SME

박상언|김학수|김연일
한국중소기업학회|2022.03|중소기업연구|제44권 제1호|pp. 1-29

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참고문헌

키워드

혁신행동Innovative BehaviorSME번영감연구개발 인력 집약도중소기업 연구개발 인력교차수준 조절역할Thriving at WorkIntensity of R&D PersonnelR&D Professional
주제분류경영학

초록

번영감 개념이 제시된 이래, 번영감의 순기능적 효과에대한 연구가 지속적으로 축적되어 오고 있다. 이러한 선행연구들을 통해, 정서적 차원인활력감과 인지적 차원인 학습감을 포함하는 긍정적인 심리 상태인 번영감이 조직의 혁신을창출하기 위한 중요한 심리적 기반 요인이 될 수 있음이 시사되고 있다. 하지만 혁신이상대적으로 중요한 중소기업에서 연구개발 인력의 번영감이 혁신행동에 미치는 효과를규명한 연구는 찾아보기 어려운 실정이다. 또한 중소기업 우위론의 핵심적 요인일 수있는 혁신적 기술을 위해서는 연구개발 인력이 많아야 함에도 불구하고, 이를 중소기업조직 특성으로 간주하여 고찰한 연구는 상대적으로 미흡하다고 볼 수 있다. 전체 조직구성원수 대비 연구개발 인력 수를 연구개발 인력 집약도로 볼 수 있는데, 연구개발 인력 집약도가높을수록 연구개발 인력은 새로운 지식, 정보의 획득 및 소화와 더불어 연구개발 인력간의 지식, 정보 교환으로 변환 및 활용이 보다 용이해지면서 활력감과 학습감을 포함한심리적 경험인 번영감이 혁신행동에 미치는 효과를 강화시킬 수 있을 것이다. 60개중소기업의 213명 연구개발 인력으로부터 수집한 자료를 분석한 결과, 첫째, 중소기업연구개발 인력의 번영감은 혁신행동에 유의하지 않은 것으로 나타났다. 둘째, 번영감과혁신행동 간의 관계에서 연구개발 인력 집약도의 교차수준 조절역할은 유의한 것으로나타났으며, 연구개발 인력 집약도가 높은 중소기업에서는 연구개발 인력의 번영감은혁신행동에 정적인 영향을 주는 반면, 연구개발 인력 집약도가 낮은 중소기업에서 연구개발인력의 번영감은 혁신행동에 유의하지 않은 것으로 나타났다. 이러한 연구결과를 토대로중소기업 연구개발 인력에 함의하는 경영학적 시사점 등을 논의하였다.

Abstract

Since thriving at work was presented as a positive emotional, cognitive psychological state, the positive effects of thriving at work have continued to accumulate. And it can be confirmed that thriving at work as a psychological experience which includes emotional vitality and cognitive learning, is an important independence variable to lead innovation. Up until now, a lot of research has dealt with general study settings such as large sized firm and so on. Yet, a lack of empirical researches on this issue coupled with limited study regarding small- and medium-sized enterprises and their R&D professionals with notable thriving at work act as a stumbling block to advancing the study. Despite the factor that R&D personnel must be large for innovative technology, which will be a key factor in small- and medium-sized enterprises sustainable competitive advantage, previous research examining the intensity of R&D personnel as a characteristic of small- and medium-sized enterprises can be considered relatively insufficient. The higher the intensity of R&D personnel, the easier it will be for R&D personnel to acquire and assimilate new knowledge and information, as well as transform and utilize knowledge and information among R&D personnel, and the effect of thriving at work on innovative behavior can be strengthened. To this end, we conducted a survey of 60 small- and medium-sized enterprises and 213 R&D professionals working in R&D teams. The results illustrated that thriving at work had no significant effects on innovative behavior. In addition, intensity of R&D personnel illustrated the positive cross level moderating effect on the relationship between thriving at work and innovative behavior. Specially, in case of highly intensity of R&D personnel, thriving at work had positive effects on innovative behavior. But, in case of lowly intensity of R&D personnel, thriving at work had no significant effects on innovative behavior. Based on these findings, management implications for R&D professional of small- and medium-sized enterprises were discussed.

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