본 연구에서는 개인의 혁신행동에 영향을 주는 요인을 학습조직이론과 사회적 자본이론에 근거하여 살펴보았다. 또한 팀제의 보편화로 인한 현대조직의 실정을 고려하여 팀 맥락에서 연구를 실시하였고, 팀 적응수행을 통하여 개인의 혁신행동에 대한 교차수준 직접효과와 매개효과를 살펴봄으로써 좀 더 다양하고 실무적인 시사점을 찾고자 하였다. 구체적으로 개인수준에서 지속학습활동과 네트워크 중심성을, 팀 수준에서 팀 네트워크 밀도와 팀 피드백환경이 개인의 혁신행동에 미치는 영향을 살펴보았다. 그리고 팀 적응수행의 교차수준 매개효과와, 팀 수준 변인과 개인수준 변인의 상호작용을 통한 조절효과의 여부를 검증하였다. 연구를 위하여 국내의 기업들을 대상으로 35개 팀에서 158명의 자료를 수집하였다. 분석결과 개인수준의 지속학습활동은 혁신행동에 영향을 주는 것으로 나타났으며, 팀 수준의 팀 피드백환경은 팀 적응수행에 영향을 주는 것으로 나타났다. 또한 팀 적응수행은 개인의 혁신행동에 교차수준 직접효과의 영향을 주었으며 팀 피드백환경과 개인의 혁신행동의 관계를 매개하였다. 본 연구는 조직과 팀 내에서 학습에 대한 전략을 통하여 구성원의 혁신행동을 증가시킬 수 있다는 면에서 연구의 의의를 제시하였다.
This study examined the factors that may affect the innovative behavior based on the learning organization theory and the social capital theory. Also, considering the prevalence of the team system in modern organizations, the study was carried out in team context. Specifically, the study investigated the individual-level factors (i.e., continuous learning activity and network centrality) and the team-level factors (i.e., team network density and feedback environment) as predictors of the innovative behavior. The study also tested the moderating roles of the two team factors and the mediation effect of team adaptive performance. Using the survey research method, data were collected from 158 employees in 35 teams. To test the suggested model, multi-level analysis was conducted using the HLM. The results showed positive relationships between continuous learning and innovative behavior at the individual level. and between team feedback environment and team adaptive performance at the team level. The mediation effect of adaptive performance was confirmed only between team feedback environment and innovative behavior, showing that a significant cross-level effect of team adaptive performance on innovative behavior. From the confirmed meso-mediational relationships of the team factors on the innovative behavior, this study provided theoretical and practical implications regarding the innovative behavior at team contexts.
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