이 연구는 집단 간 양극화가 정책 갈등이 지속되는 요인임을 밝혀 사 회적 갈등을 어떤 방식으로 해결해 나가야 하는지를 알아보고자 하였다. 정책 갈등 지속에 영향을 미치는 원인을 규명하기 위해 퍼지셋 질적 비 교분석을 통해 우리나라의 대표적인 갈등 사례를 분석하여 정책 갈등을 지속시키는 요인과 지속시키지 않는 요인을 분석하였고, 정책 갈등과 거 래비용 이론 및 행위자들의 전략적인 행위를 우리나라 대표적인 갈등 사 례를 바탕으로 갈등이 지속되는 인과조건에 대한 분석을 시도하였다. 분 석 결과 집단의 양극화가 심화됨에　따라 갈등 지속 기간이 길어졌음을 확인했고, 집단 내 동질화가 집단 간 이질화를 심화시킨다는 것을 밝혀 냈다. 우리나라의 대표적인 갈등 사례를 분석하여 갈등이 지속되는 주요 원인을 규명해냈으며, 현실 문제에 적용할 수 있는 시사점을 제시하였다.

본 연구는 의료분야 사용자 혁신을 아이디어 도출-연구개발-상용화 및 창업의세 단계로 분류하고, 각 단계별로 혁신의 성공에 미치는 핵심요인의 조합을 30개 국내 사례에 대한 퍼지집합 질적 비교분석을 통해 파악했다. 아이디어 단계에서는 사용자 인적 네트워크상에서 그 가치를 평가하고, 연구개발 단계로의 이행을 위한 자원을 제공해 주는 것이 중요했다. 연구개발 단계에서는 급진적 혁신은 기술역량, 자원 접근성, 정부지원이 모두 갖추어져 있거나 우수한 혁신 네트워크에 아이디어가 도입된 경우 발생했다. 상용화/창업의 경우급진적 혁신은 연구개발과 같이 세 조건이 모두 갖춰진 경우 발생했으며, 점진적 혁신은 기술역량이 탁월한 개인이 소규모 정부지원 또는 주변 자원을 활용해 이루어졌다. 민간기업의사용자 혁신 전략과, 정부 지원 정책의 효과, 효율성을 모두 제고할 수 있는 사용자 혁신의틀을 제공했다는 점에 현실적 의미가 있다. 학술적으로는 사용자 혁신 단계별 핵심요인 조합을 규명하고, 퍼지집합 질적 비교분석방법을 적용한 첫 연구라는 의의가 있다.

The paper investigates the Brain Drain in Chinese family business based on a sample of 319 family businesses in China. Using a fuzzy set qualitative comparative analysis (fsQCA) to uncover different combinations of conditions (pay and welfare, work environment, management style of the leaders, and career planning) that are sufficient to achieve high and low brain drain. The results show that pay and welfare is a necessary but not a sufficient condition by itself to achieve high brain drain. The findings show that three causal recipes are equifinal in achieving high brain drain. The first causal recipe combines high work environment with low level of career planning and with high pay and welfare. The second combines low work environment with high level of career planning and with high pay and welfare. Finally, the third combines high work environment with high level of management style of the leaders and with high pay and welfare. The study also found two causal configurations that are equifinal to achieve low brain drain. Moreover, these combinations are not a mirror of the combinations founded for high brain drain. This study offers several implications to both researchers and business practitioners: It is acquired that in order to prevent brain drain, the pay and welfare of employees should be raised while the management philosophy should pay attention to humans in the first place. Secondly, the leaders need to improve their own quality so as to strengthen the management of family businesses. Finally, a refined human resource system needs to be established. After brain drain, enterprises should perfect their contract constraining mechanism and, bring in suitable talents promptly so that the loss is minimised.

This study addresses the influence of corruption on firm innovation in Chinese market. Using both the logit model and a fuzzy-set analytical approaches based on a new official sample of 2700 privately-owned and 148 state-owned firms over the period of 2011 to 2013, the study add further evidence to growing methodological consideration regarding complexity theory. The results show a significant negative effect of corruption on firm innovation, additional, firm sale and education and market have a positive bearing on innovation activity. However, the government ownership firms have a negative and significant effect on innovation. The findings have important implication for theory, practitioners and policy-making and shed light on a new perspective to focus on the long run effect of corruption.

The management of the New Service Development (NSD) process remains a key research priority for service organizations. As a diverse mix of team members with different skills, perspectives and backgrounds participate in development teams and close collaboration is required among them, conflicts are likely to arise among team members. Different team members perceive conflict episodes in a different way and often embrace different conflict management behaviours and orientations (e.g. competing, avoiding) to deal with them. This study recognises NSD team as a complex system, through which individual members’ conflict management style choices enable team developmental dynamics, which sequentially lead to intragroup conflict resolution. Although a lot of work exists around the role of individual members’ conflict management styles, little research scrutiny is attracted on how teams solve intragroup conflicts and even limited empirical evidence is available regarding the linkages between individual and team factors can contribute to resolve intragroup conflicts. The present study taking under consideration the causal complexity, asymmetry and idiosyncratic nature of NSD conflict resolution, utilizes Complexity theory and leverages the advantages of fs/QCA in order to shed light on the NSD intragroup conflict resolution. Data was collected from employees in several service industries such as advertising, financial, insurance, consulting, IT services and telecommunications providers. The results confirm the major tenets of Complexity theory highlighting that any attempt to examine complex phenomena, such as NSD conflict resolution, as simple ones, based on symmetrical methodological approaches, may lead to simplistic and distorted explanations. In fact, the results demonstrate that there is not a ‘one fits all’ solution in order to solve NSD conflicts. Different facets for both the conflict-management styles and team dynamics act in various combinations in order to predict high scores in NSD conflict resolution.