본문 바로가기 주메뉴 바로가기
22대 대한민국 국회 국회정보길라잡이 국회의원검색
회원가입 로그인
HOME

정보검색

소장정보 검색

국회도서관 홈으로 정보검색 소장정보 검색
결과 내 검색 동의어 포함
결과 내 검색 동의어 포함

-

목차보기

표제지

목차

Abstract 7

I. 서론 12

1. 문제제기 및 연구목적 12

2. 연구범위 및 연구방법 14

(1) 연구범위 및 구성 14

(2) 연구방법 15

II. 이론적 배경 17

1. 다양성 17

(1) 다양성의 개념 17

(2) 다양성의 유형 19

(3) 다양성 관련 선행연구 27

2. 혁신행동 34

(1) 혁신행동의 개념 34

(2) 혁신행동의 영향요인 36

(3) 혁신행동의 선행연구 39

3. 상사의 다양성 친화태도 43

(1) 다양성 친화태도의 개념 및 선행연구 43

III. 연구모형 및 가설 45

1. 연구모형 45

2. 연구가설 수립 47

(1) 다양성 수용과 혁신행동 간의 주효과 47

(2) 다양성 수용과 혁신행동 간의 관계에서 상사의 다양성 친화태도의 조절효과 48

IV. 연구방법 51

1. 변수의 조작적 정의와 측정 51

(1) 사회범주 다양성 51

(2) 정보다양성 52

(3) 가치다양성 52

(4) 상사의 다양성 친화태도 53

(5) 혁신행동 53

(6) 통제변수 53

2. 설문지 구성 54

V. 실증분석 56

1. 표본 선정 및 자료수집방법 56

2. 측정도구의 타당성 및 신뢰성 58

(1) 타당성 검증 58

(2) 신뢰성 검증 63

3. 기초통계량 및 상관관계분석 63

4. 가설 검증 66

(1) 가설 1의 검증 : 주효과 66

(2) 가설 2의 검증 : 조절효과 68

VI. 결론 72

1. 연구결과의 요약 72

2. 연구의 시사점 74

3. 연구의 한계점 및 향후 연구방향 75

참고문헌 77

설문지 95

충북대학교 카피킬러캠퍼스 표절 검사 결과 확인서 101

표목차

〈표 1〉 다양성의 정의 19

〈표 2〉 다양성 수용의 개념 31

〈표 3〉 혁신행동에 대한 정의 36

〈표 4〉 혁신행동의 주요 국외 선행연구 42

〈표 5〉 연구가설의 영향관계 47

〈표 6〉 설문지 구성 55

〈표 7〉 인구통계특성 57

〈표 8〉 탐색적 요인분석 결과 59

〈표 9〉 CFA 모형 적합도 61

〈표 10〉 타당성과 신뢰성 결과 62

〈표 11〉 기초통계량 및 상관관계분석 결과 65

〈표 12〉 혁신행동에 대한 계층적 회귀분석 결과 67

〈표 13〉 조절효과 검증을 위한 회귀식 69

〈표 14〉 가설검증결과 요약 71

그림목차

〈그림 1〉 인구통계적 다양성 변수의 유형 20

〈그림 2〉 연구모형 45

〈그림 3〉 조절효과 그래프 70

초록보기

 Today, the development of transportation and information technology has made exchanges more active than in the past. This accelerated the exchange of various values, attitudes, and behaviors. In the past, countries and companies had a culture that emphasized homogeneity rather than heterogeneity. In particular, in the case of our country, homogeneity was regarded as an important value under the influence of Confucian culture in the past, and heterogeneity was considered uncomfortable. But with emphasis on homogeneity, our culture has become uniform and insensitive to innovation and change. Various thinking and behavior of organizational members are the main resources of today's enterprises. The product life cycle is getting shorter, and the needs of the customers are changing rapidly. Therefore, this study starts from a small question about whether the effect of diversity will actually have a positive effect or negative effect.

The most representative scholars in the field of diversity, Jean, Northcraft, & Neale(1999) classified diversity into social category diversity, information diversity, and value diversity. Social category diversity is a demographic attribute, information diversity is a property of difference between knowledge base and perspective, and value diversity is explained by difference between understanding and thinking. This study aims to examine the effects of the degree of diversity sensitivity of organizational members on the ability to change and innovative behavior, which are essential factors in corporate competitiveness today.

The purpose of this study is as follows. First, this study tried to verify the effects of social category diversity on the innovative behavior of the members. Second, I tried to verify how information diversity affects the innovation behavior of members. Third, I tried to verify how value diversity affects the innovation behavior of members. Fourth, the study was to confirm whether the diversity friendly attitude of the boss has a positive moderating effect on the relationship between diversity sensitivity and innovative behavior.

A total of 300 copies were distributed to employees working in export companies. Of them, 272 were collected, and 253 were finally used for actual analysis except 19 which lacked value such as centralization tendency,' omission, and insincere response.

The analysis methods were reliability analysis, frequency analysis, exploratory factor analysis, confirmatory factor analysis, Pearson correlation analysis, hierarchical regression analysis, and simple slope test using SPSS and Amos statistical package.

The results of the empirical analysis are summarized as follows. First, social category diversity among diversity sensitivity has a positive effect on innovative behavior(β＝.196, p〈.01). Second, information diversity among diversity sensitivity was analyzed to have a positive effect on innovative behavior(β＝.139, p〈.05). Third, value diversity among diversity sensitivity was analyzed to have a positive effect on innovative behavior(β＝.170, p〈.05). Fourth, the relationship between social category diversity and innovative behavior showed the moderating effect of supervisor's diversity friendly attitude(β＝.247, p〈.05).

Based on the results of the study, the implications of this study are as follows. First, companies lacking understanding and respect for diversity require systematic management and education and training. Second, it is necessary to contribute to personal development and organizational performance by enhancing understanding of diversity. Third, it is necessary to form and maintain an organizational culture in which various opinions and information can be exchanged and executed within the organization.

The limitations of this study and future research directions are as follows. First, it is necessary to solve the common method bias by different time of measuring independent variables, control variables, and dependent variables in future studies. Second, it is necessary to secure representation for employees of various industries and various companies. Finally, this study conducted a study using diversity sensitivity as an independent variable. In future studies, it is necessary to analyze the antecedents of the diversity sensitivity of the members in depth.

추천서가 (다양한 추천 자료를 만나보세요)

권호기사보기

권호기사 목록 테이블로 기사명, 저자명, 페이지, 원문, 기사목차 순으로 되어있습니다.
기사명 저자명 페이지 원문 기사목차