과학기술분야 연구개발인력의 자기효능감, 학습민첩성, 직무열의가 혁신행동에 미치는 영향 분석

초록

Recently, as global competition for technological hegemony intensifies, the innovative behavior of R&D personnel in science and technology fields has emerged as a critical factor for national competitiveness. Despite its significance, empirical research on the psychological and motivational resources that catalyze such innovative behavior remains relatively limited. To address this research gap, this study analyzes the effects of self-efficacy, learning agility, and work engagement on the innovative behavior of R&D personnel. Considering the long-term and highly uncertain nature of R&D tasks, this research aims to identify how these variables function as resources to promote innovative behavior and to provide differentiated human resource management (HRM) implications tailored to R&D personnel. For this purpose, structural equation modeling (SEM) was conducted using data from the 2023 Science and Technology Human Resources Development Survey. The results reveal that self-efficacy is a pivotal antecedent, exerting a significant positive influence on learning agility, work engagement, and innovative behavior. Furthermore, learning agility and work engagement not only directly enhance innovative behavior but also play a role in strengthening the relationship between self-efficacy and innovative behavior through partial mediation. This study holds significance by empirically demonstrating that the systematic management of psychological and motivational resources of R&D personnel is an essential strategy for securing national competitiveness in science and technology.

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