지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
논문 기본 정보
- 자료유형
- 학술저널
- 저자정보
- 발행연도
- 2012.12
- 수록면
- 103 - 134 (32page)
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The importance of innovation in service industries is recognized by practitioners and scholars in the West, but there has been limited investigation of its impact on the organizational effectiveness in other cultures, especially in Asia. This study investigated whether Supportive Climate (both organizational support and supervisor support) is positively related to employee’s innovative behavior. In addition, it also examined the moderating effect of national culture on these relationships in the Mongolian setting. This study used scholar Hofstede"s national cultural dimension, which includes from four divisions: individualism/collectivism, assertiveness, uncertainty avoidance and power distance. His cultural framework is generally being used because it has drawn the greatest attention from management scholars in recent years and is well established and widely applied in management and organization research. Data was gathered from 201 participants working within small and medium sized service organizations in Ulaanbaatar City, Mongolia. Descriptive statistics were reported, followed by factor analysis, reliability analysis, Pearson correlation and hypotheses testing using hierarchical multiple regression. Specifically, factor analysis showed that organizational support and supervisor support contains only one factor. Thus, it confirms that these two variables can serve as a just one variables’ role, such as supportive climate for this study. Generally, supportive climate was found to be significantly related to employee innovative behavior, and only power distance played an important role in moderating this relationship. However, this study did not find any significant relationship between supportive climate and innovative behavior with uncertainty avoidance, individualism/collectivism and assertiveness regarding our hypothesis. Possible causes and implications for managers are discussed. The study contributes to the existing pool of knowledge on the relationships among leadership behaviors, organizational support, supervisor support, national culture and employee innovative behavior. Different aspects of these variables were tested, so as to provide a wider and more comprehensive understanding of the factors that affect organizations and employees.
목차
[Abstract]
Introduction
Theoretical framework and hypotheses development
Methodology
Results
Discussion
Conclusion and limitations
References
참고문헌 (66)
참고문헌 신청
1. [단행본] - Alan G. Robinson / 1997 / Corporate Creativity: How Innovation and Improvement Actually Happen / Berrett-Koehler Publishers, Inc
2. [단행본] - Amabile, T. M. / 1998 / Research in organizational behavior : 123 ~ 167
3. [학술지(정기간행물)] - Amery D. Wu / 2008 / Understanding and Using Mediators and Moderators / Soc Indic Res 87 : 367 ~ 392
4. [단행본] - Angle, H. L. / 1989 / Research on the management of innovation: The Minnesota studies / Harper & Row : 135 ~ 170
5. [학술지(정기간행물)] - Anne Nederveen Pieterse / 2010 / Transformational and Transactional Leadership and Innovative Behavior: The moderating role of psychological empowerment / Journal of Organizational Behavior 31 : 609 ~ 623
2. [단행본] - Amabile, T. M. / 1998 / Research in organizational behavior : 123 ~ 167
3. [학술지(정기간행물)] - Amery D. Wu / 2008 / Understanding and Using Mediators and Moderators / Soc Indic Res 87 : 367 ~ 392
4. [단행본] - Angle, H. L. / 1989 / Research on the management of innovation: The Minnesota studies / Harper & Row : 135 ~ 170
5. [학술지(정기간행물)] - Anne Nederveen Pieterse / 2010 / Transformational and Transactional Leadership and Innovative Behavior: The moderating role of psychological empowerment / Journal of Organizational Behavior 31 : 609 ~ 623
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UCI(KEPA) : I410-ECN-0101-2014-325-000240870