근로자 생산성 향상을 위한 고몰입 인적자원관리 전략 = 고용형태의 조절효과 분석

국문 초록 (Abstract)

근로자의 생산성 향상을 위한 고몰입 인적자원관리의 중요성이 지속적으로 강조되어 왔다. 하지만 정규직 혹은 비정규직과 같은 상이한 고용형태가 고몰입 인적자원관리가 조직몰입에 미치는 조절효과를 알아본 연구는 거의 없다. 본 연구는 고몰입 인적자원관리가 조직몰입에 미치는 영향에 대하여 고용형태가 미치는 조절효과를 분석하는 데 그 목적이 있다.
본 연구는 독립변수로서 고몰입 인적자원관리 기법(고용안정성, 교육훈련, 퇴직관리, 복리후생)을 연구 모형에 포함하였고, 종속변수로서 생산성 향상을 연구 모형에 포함하였다. 상이한 고용형태의 조절효과를 알아보기 위해 정규직과 비정규직으로 고용형태를 구분하였다. 그리고 본 연구는 독립변수와 종속변수 사이에서의 조직몰입의 매개효과를 조사하였다.
국내 대기업에 근무하는 정규직과 비정규직을 대상으로 설문 조사를 실시하여, 200명의 대상 중 성실히 응답한 159명의 자료를 대상으로 통계분석을 실시하였다. 본 연구의 가설 검증을 위하여 회귀분석과 소벨테스트(Sobel test)를 실시하였다. 본 연구의 결과는 첫째, 고용안정성, 교육훈련, 복리후생, 퇴직관리는 조직몰입에 직접적으로 긍정적인 영향을 미치는 것으로 나타났다. 조절효과 분석에서 고용형태는 교육훈련이 조직몰입에 미치는 영향에 대해 긍정적인 효과를 나타냈으며, 복리후생이 조직몰입에 미치는 영향에 대해서는 부정적인 효과를 나타냈다. 둘째, 고용안정성, 교육훈련, 복리후생은 생산성 향상에 직접적으로 긍정적인 영향을 나타냈으며, 퇴직관리는 부정적인 효과를 나타냈다. 마지막으로, 고용안정성, 교육훈련, 복리후생에서는 조직몰입의 매개효과를 통해 생산성 향상에 직?간접적으로 영향을 주는 것으로 나타났다.

다국어 초록 (Multilingual Abstract)

High Commitment Human Resource Management(HCHRM) have been consistently emphasized to enhance employee"s productivity. There are few studies that examined the interaction effect of a different employment type like a standard and temporary employee. The aims of this study are to examine the interaction effect of HCHRM and employment type on Organizational Commitment(OC). This study included HCHRM practices, such as employment security, training, retirement management and benefits as an independent variables and employee’s productivity enhancement as a dependent variable in a research model. To find out the interaction effect of different employment type, we classified it into a standard and temporary employee.
Additionally, we examined the mediation effect of OC between independent variables and dependent variable. Data were collected through questionnaire instruments from standard and temporary employees who engaged in large firms. We conducted statistical analysis on 159 responded samples of 200 subjects. Sobel-test and regression analysis were employed to test hypotheses of this study.
First, employment security, training, retirement management and benefits had direct and positive effects on OC. In the analysis of interaction effect, employment type had a positive effect on the relationship between training and OC, and a negative effect on the relationship between benefits and OC.
Second, employment security, training and benefits had directly positive effects on employee’s commitment to productivity enhancement and retirement management had a negative effect on employee’s commitment to productivity enhancement.
Finally, employment security, training and benefits directly and indirectly influenced the productivity enhancement through the mediation effect.

목차 (Table of Contents)

• Ⅰ. 서론
• Ⅱ. 이론적 배경 및 연구 가설
• Ⅲ. 연구방법
• Ⅳ. 연구결과
• Ⅴ. 결론
• 참고문헌
• abstract

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