지속가능 인적자원관리가 조직 구성원의 혁신행동에 미치는 영향 : 조직몰입의 매개효과를 중심으로 = Sustainable Human Resource Management and Organizational Members’ Innovative Behavior : Mediating Role of Organizational Commitment

다국어 초록 (Multilingual Abstract)

The purpose of this research was to investigate causal relations among variables of sustainable human resource management, organizational members’ innovative behavior and organizational commitment as well as trying to define concept of sustainable human resource management and to conduct an empirical research based on preceding studies.
We set a research model and hypothesis, and examined the theoretical research questions. To test and examine set the model, we collected survey data of 150 questionnaires from 13 companies which were conducting sustainable management in various industries. 122 responses out of 150 collected were utilized to test hypothesis.
The analyzed results of this data are as follows. Sustainable human resource management was shown to influence to organizational members’ innovative behavior and organizational commitment. Meantime, organizational commitment mediated between sustainable human resource management and innovative behavior.
We found that sustainable human resource management was an important factor which is closely related to the organizational effectiveness, such as innovative behavior and organizational commitment. We reviewed theoretical and practical meanings from this research.
And also we recognized that study and research on sustainable human resource management should be more conducted hereafter.

국문 초록 (Abstract)

급변하는 경영환경 속에서 인적자원관리는 기업이 장기적으로 지속가능한 성장발전이 가능하도록 기여하는 데 있어서 핵심적인 역할을 해야 한다. 이를 위해서는 인적자원관리에 대한관점을 새롭게 접근할 필요가 있다. 그 내용으로 지속가능 인적자원관리(Sustainable HRM) 의 개념적 정의를 하였다. 지속가능 인적자원관리란 지속가능한 경영이 실현될 수 있도록 하기위하여 보다 장기적인 관점에서 인적자원관리 정책·계획, 제도·시스템을 개발하여 적용함으로써 구성원이 기업의 지속가능한 경영(경제적, 사회적, 환경적 책임활동)에 기여 하도록 하고, 조직문화로 내재화 시키며, 구성원의 지속가능한 역량과 고용가능성을 높이는 인적자원관리라고 할 수 있다. 이와 관련한 실증연구를 위해 설문지를 만들어 설문조사를 실시하였다. 설문결과를 바탕으로 지속가능 인적자원관리가 조직유효성과 관련된 변수들과의 인과관계를 분석하였다. 분석결과 지속가능 인적자원관리는 구성원의 혁신행동, 조직몰입에 유의한 영향을 미쳤다. 조직몰입은 지속가능 인적자원관리와 혁신행동 간의 관계에서 부분적인 매개적인 역할을하였다. 본 연구를 기반으로 지속가능 인적자원관리에 대하여 보다 다양한 측면으로 이론적· 실증적 연구가 이루어질 필요가 있다고 여겨진다.

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