개인-혁신 적합성이 혁신에 대한 구성원의 저항과 역할 내/외 행동에 미치는 영향

초록

Investigating innovation properties and situational factors has been the center of inquiries in the innovation implementation litera-ture. Thus, roles of employees’ cognitive mechanism and their varied behavioral patterns to innovation have not received commensu-rate attention. In this light, our current study attempts to extend the literature in two ways. First, we consider ability and value fit primary interpretive filters through which employees decide which action to take over the implementation phase of an adopted innova-tion. Second, we conceptualize individual’s reaction patterns in three categories: resistance to innovation, in-role, and extra-role behav-ior toward innovation. Our results confirmed that the greater employees perceive fit between personal and innovation values, the high-er both in- and extra-role behavior toward the target innovation will be. Most conspicuously, individuals who believe that they pos-sess knowledge, skill and ability required to demonstrate target behaviors are likely to express resistance to innovation while being less likely to utilize the adopted innovation. We suggest that to effectively induce implementation behaviors innovation per se should be designed to involve extensive learning experience and challenging goals thereby enhancing intrinsic motivation of employees.

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