강한조직문화와 혁신성과 사이에서 조직양면역량의 매개효과

In knowledge information society, companies should focus on the current business, and also require exploration for the future business development in order to succeed in the long-term. Successful organizations generate competitive advantages through revolutionary and evolutionary innovation. Particularly, Korean companies are competing with companies from developed countries and industrializing countries such as China. Accordingly, Korean firms should look for creative products and services and make incremental improvement to existing products and services. Organizational ambidexterity has actually been successful at both creative innovation and incremental improvement. Therefore, organizational ambidexterity competency is very important for Korean firms. This research investigates strong and balanced organizational culture fostering ambidexterity capability in organizations. Ambidextrous organizations can be built effectively through strong and balanced organizational culture. Also, the purpose of this study identifies the mediating effect of organizational ambidexterity competency between strong and balanced organizational culture and innovation performance. Organizational ambidexterity competency is grounded in the type of organizational culture that promotes exploration and exploitation. Organizational culture serves important function such as the harmony of dual demands. To foster a culture that affords organizational members the capabilities to perform exploration and exploitation, organization should maintain balance of flexibility and control culture. A combination of flexibility, autonomy, stability, and control culture may facilitate organizational ambidexterity competency. This research data were collected through a questionnaire survey of 173 companies. To avoid problems of common source variance, this research obtained multiple sources for each organization. We used regression analysis to test the hypotheses. Regression analysis showed that strong organizational culture had significantly positive effect on organizational ambidexterity competency. This result supported Hypothesis 1. As strong organizational culture became more distinguished, companies tended to increase organizational ambidexterity competency. Also, our analysis suggested that organizational ambidexterity competency partially mediated the relationship between strong organizational culture and innovation performance. This result supported Hypothesis 2. By drawing on theory and research from literature review and doing empirical analysis, this research came to the conclusions to as follows: The findings suggest that strong organizational culture is meaningful variable to understand organizational ambidexterity competency. Therefore, organizational management should endeavor to form strong organizational culture. The findings suggest that management should form strong organizational culture through an integrated organizational goal, acceptance for the multiple organizational culture, and various cultural artifacts.