스타트업에서 실패를 통한 학습풍토와 혁신행동의 관계: 지식공유의 매개효과와 과업갈등의 조절된 매개효과 (The Relationship between Learning from Failure and Innovative Behavior in Startup: Mediating Effect of Knowledge Sharing and Moderated Mediation Effect of Task Conflict)

서지정보

· 발행기관 : 대한경영학회
· 수록지 정보 : 대한경영학회지 / 36권 / 3호 / 349 ~ 373페이지
· 저자명 : 임세민, 송지훈

초록

본 연구는 스타트업에서 실패를 통한 학습풍토, 지식공유가 혁신행동에 미치는 영향과 과업갈등의 조절된매개효과를 검증하고자 하였다. 따라서 본 연구는 첫째, 실패를 통한 학습풍토와 혁신행동 간의 관계를규명하였다. 둘째, 실패를 통한 학습풍토와 혁신행동 간의 관계에서 지식공유의 매개효과를 확인하였다. 셋째, 실패를 통한 학습풍토와 혁신행동 간의 관계, 지식공유와 혁신행동 간의 관계에서 과업갈등의 조절효과를확인하며, 또한 각 변수의 관계에서 과업갈등의 조절된 매개효과를 확인하였다. 이를 위해 사업을 개시한지7년 이내의 스타트업을 경영진 또는 근로자를 대상으로 설문조사를 실시하였으며, 272명의 응답결과를분석하였다. 분석 방법으로는 Process Macro Model 4와 15를 활용하였다. 연구 결과 첫째, 실패를 통한학습풍토와 혁신행동의 정(+)적 관계를 확인하였다. 둘째, 실패를 통한 학습풍토가 혁신행동에 미치는 영향에대한 지식공유가 매개효과를 확인하였다. 셋째, 실패를 통한 학습풍토가 지식공유를 매개로 혁신행동에 미치는경로가 과업갈등에 의해 조절되는 조절된 매개효과도 확인하였다. 이 때 실패를 통한 학습풍토가 혁신행동에미치는 영향과 지식공유가 혁신행동에 미치는 영향에 대해 과업갈등이 조절하였다. 특히, 실패를 통한학습풍토가 혁신행동에 미치는 정적 효과는 과업갈등이 약화시켰으나, 지식공유가 혁신행동에 미치는 정적효과는 과업갈등이 강화시켰음을 확인하였다. 이러한 결과를 바탕으로 이론적 시사점으로는 조직문화로서의실패를 통한 학습풍토를 확인하고, 이중고리학습의 과정을 실증하였으며, 과업갈등의 양면적 맥락을확인하였다. 실무적 시사점으로는 스타트업에서 실패를 통한 학습풍토를 조성할 필요성, 지식공유를촉진시켜야 할 필요성, 그리고 다양한 아이디어와 관점을 대변하는 과업갈등의 중요성을 확인하였다.
마지막으로 본 연구의 한계와 후속 연구를 위한 제언을 제시하였다.

영어초록

The purpose of this study is to investigate the structural relationship between learning from failure, knowledge sharing, innovative behavior, and task conflict in the context of startups. Therefore, the study was conducted according to the following research objectives. First, we identify the relationship between learning from failure and innovative behavior. Second, we examine the mediating effect of knowledge sharing in the relationship between learning from failure and innovative behavior. Third, we investigate the moderation effect of task conflict on the relationship between learning from failure, knowledge sharing, and innovative behavior. We also examine the moderated mediation role of task conflict in these relationships.
A survey was conducted on executives or workers for startups within seven years of starting the business, and the results of 272 responses were analyzed. Process Macro Models 4 and 15 were used as analysis methods. The floodlight analysis method was used to analyze the moderating effect. The results of the empirical tests are as follows. First, a positive (+) relationship between learning from failure and innovation behavior was confirmed. Second, the mediating effect of knowledge sharing on the effect of learning through failure on innovation behavior was confirmed. Third, the moderated mediating effect of task conflict on the effect of learning from failure on innovative behavior was also confirmed. The moderation effect of task conflict was also confirmed. Specifically, the positive effect of learning from failure on innovative behavior was weakened in the case of high task conflict. However, the positive effect of knowledge sharing on innovative behavior was strengthened in the case of high task conflict.
Based on these results, theoretical implications are as follows. First, this study confirmed the learning from failure as an organizational culture for startups that need to produce innovative results through trial and error. When an organizational culture for learning is provided, sharing various opinions, ideas, and knowledge will be promoted and lead to innovation. Second, this study presented a process in which startups can apply experience and knowledge through double-loop learning. Specifically, the role of knowledge sharing as a process leading to innovative behavior and culture that enables double-loop learning was confirmed. Third, the two-sided context of task conflict was identified. Given the moderating effect of task conflict, task conflict strengthened the effect of knowledge sharing on innovation behavior. However, task conflict weakened the effect of the learning from failure on innovation behavior.
The practical implications are as follows. First, our result indicates the necessity of creating a learning climate through failure in startups. Second, the executives need to promote knowledge sharing.
Third, the importance of task conflict representing various ideas and perspectives was confirmed. Finally, the limitations of this study and suggestions for follow-up research were presented.

참고자료

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