기술기반 중소기업의 지각된 조직문화와 CEO의 변혁적 리더십이 혁신행동에 미치는 영향 - 개인-조직 적합성의 조절효과 -

Abstract

This study investigated the effects of three contextual variables on employees’ innovative behavior: perceived innovative culture, perceived hierarchical culture, and CEO’s transformational leadership. The moderating effect of person-organizational fit(POF) was also examined on these relationships. The data were collected from 264 employees working in technology-based small and medium-sized enterprises(SMEs) including venture companies and inno-biz firms. We conducted confirmatory factor analyses, multiple regression analysis, and moderation analyses. Results of multiple regression analyses showed that the two types of organizational culture exerted differential influences on employees' innovative behavior. Perceived innovative culture was positively related to innovative behavior, while perceived hierarchical culture was not. CEO’s transformational leadership was also positively related to innovative behavior. We also analysed moderating effects using Process macro. The moderating effects of POF between independent variables and outcome were significant. The result of Johnson-Neyman technique, however, showed different significance areas. This study contributes to innovation behavior research in several ways. First, research areas has been expanded to technology-based SMEs in Korea. Second, both organizational cultures and CEO's transformational leadership were simultaneously considered as the antecedents of innovative behavior. Third, significant moderating roles of POF were found, suggesting the importance of personel selection based on POF. Based on the findings of the study, suggestions are provided for managers and entrepreneurs interested in facilitating innovative behavior in their employees. Implications for future research were also presented.