학습민첩성이 창의성에 미치는 영향: 지식공유와 잡크래프팅의 다중 매개효과를 중심으로 (The Impact of Learning Agility on Creativity: Focusing on the Multi-mediated Effect of Knowledge Sharing and Job Crafting)

서지정보

· 발행기관 : 대한경영학회
· 수록지 정보 : 대한경영학회지 / 37권 / 8호 / 1307 ~ 1335페이지
· 저자명 : 김현정, 김재명

초록

본 연구는 급속하게 변화하는 경영환경에서 구성원의 학습 민첩성이 창의성에 미치는 영향을 밝히고, 학습민첩성과 창의성의 관계에서 지식 공유와 잡 크래프팅의 다중 매개효과를 분석하고자 한다. 이에 본 연구는 학습민첩성이 창의성에 긍정적 영향을 미치고, 그 과정에서 지식 공유와 잡 크래프팅의 다중매개 역할을 실증하고자한다. 특히, 실무적인 관점에서 학습 민첩성, 지식 공유, 잡 크래프팅의 향상을 통해 구성원의 창의성 증진 방안을제시하고자 한다.
연구 가설을 검증하기 위해 제조, IT업, 금융업, 서비스업, 기타 업종에 종사하는 국내 기업 직장인을 대상으로설문지를 배부하여 불성실한 설문을 제거한 후 292부의 설문지를 유의한 표본으로 사용하였다. 본 연구에서는학습 민첩성, 지식 공유, 잡 크래프팅, 창의성과 관련된 선행연구와 이론을 토대로 가설을 설정하고, 설문 데이터의요인 분석을 진행하여 신뢰도와 타당도를 분석하였다. 가설 검증은 SPSS 26.0과 AMOS 26.0으로 변수 간의연관성을 살펴보았으며, Process Macro 3.1을 활용하여 다중 매개효과를 검증하였다. 본 연구의 가설검증의 결과는첫째, 학습 민첩성은 지식 공유, 잡 크래프팅, 창의성에 모두 긍정적인 영향을 미쳤다. 둘째, 지식 공유는 학습민첩성과 창의성에 모두 긍정적인 영향을 미쳤다. 셋째, 잡 크래프팅 또한 창의성에 긍정적인 영향을 미쳤다.
마지막으로, 학습 민첩성과 창의성 사이에 지식 공유와 잡 크래프팅은 각각 매개효과가 있는 것을 확인하였으며, 학습 민첩성과 창의성 간의 관계에서 지식 공유와 잡 크래프팅의 다중 매개효과를 검증하였다.
본 연구는 학습 민첩성이 지식 공유와 잡 크래프팅을 거쳐 창의성으로 연결되는 과정을 실증 분석하여 다중매개효과를 확인하고 학습 민첩성의 연구영역을 확장했다는 이론적 시사점을 제시하였다. 또한, 구성원의 학습민첩성 향상을 위한 교육 프로그램의 도입과 직무 설계를 강화하는 자율성을 갖춘 업무 환경 조성과 관련한 실무적시사점을 제안하고자 한다.

영어초록

As AI technology continues to advance, the significance of learning agility is becoming more prominent compared to knowledge and skills. In this context, this study aims to reveal that learning agility has a positive impact on creativity. Additionally, it seeks to analyze the multi-mediated effect of knowledge sharing and job crafting in the relationship between learning agility and creativity. From a practical perspective, the study proposes ways to enhance employees' creativity by improving learning agility, knowledge sharing, and job crafting.
To test the research hypotheses, a survey was distributed to employees of domestic companies in various industries, including manufacturing, IT, finance, services, and others. After excluding insincere responses, 292 valid questionnaires were used as significant samples. Based on prior research and theories related to learning agility, knowledge sharing, job crafting, and creativity, hypotheses were established.
The hypotheses of this study are tested as follows. Factor analysis was conducted on the survey data to analyze reliability and validity. Hypothesis testing was performed using SPSS 26.0 and AMOS 26.0 to examine causal relationships, and the multi-mediated effect was verified using Process Macro 3.1. The results of hypothesis testing in this study are as follows: First, learning agility had a positive impact on knowledge sharing, job crafting, and creativity. Second, knowledge sharing had a positive impact on both learning agility and creativity. Third, job crafting also had a positive impact on creativity. Finally, it was confirmed that knowledge sharing and job crafting each have a mediated effect between learning agility and creativity, and the multiple mediated effect of knowledge sharing and job crafting in the relationship between learning agility and creativity were verified.
This study aims to clarify the essence of variables by dissecting the complex relationships between variables in the process where learning agility affects creativity. In a rapidly changing business environment, employee initiative is essential. By verifying the multiple mediated effect of knowledge sharing and job crafting, which are variables based on initiative, this research seeks to uncover the mechanisms through which learning agility influences creativity. The goal is to provide theoretical insights as well as practical implications for effective human resource management in organizations. Therefore this study aims to offer practical insights by suggesting the introduction of educational programs to enhance employees' learning agility and creating a work environment with high autonomy to increase job crafting, as interest in learning agility among companies is growing in the rapidly changing business environment. It is essential to create an environment where employees can harness their creativity to discover and propose new products and ideas. To achieve this, companies should establish communication channels where employees can suggest ideas and form teams to systematically review these proposals. Additionally, companies need to develop internal systems for commercializing and implementing new products and services, while also providing intrinsic motivation to encourage voluntary and autonomous participation in these systems. Conducting regu lar training and informational sessions for managers and employees regarding corporate policies will provide a crucial foundation for preparing the company’s future.

참고자료

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