인사제도 도입의 과정에서의 선택적 모방: 불확실성의 조절효과 = The Effects of Selective Imitation on the Adoption of New HR Practices: Moderating Effect of Uncertainty

다국어 초록 (Multilingual Abstract)

HR practices are regarded as an essential means to achieve competitive advantage. Despite its importance, prior studies have paid relatively little attention to the process of adopting HR practices. Drawing on institutional theory and studies on inter-organizational imitation, we examine the role of selective imitation in adopting HR practices. Specifically, we argue that firms introducing new HR practices will selectively imitate other firms’ HR practices to avoid uncertainty related to new practices and that firm size and performance will be important criteria in selecting target firms to imitate. Based on our argument, we hypothesize that when firms introduce new HR practices, they will choose HR practices adopted by larger firms or better performing firms than themselves. We further hypothesize that the tendency to imitate larger firms or better performing firms will be strengthened by the uncertainty arising from organizational change. To test our hypotheses, we use the Human Capital Corporate Panel. The results provide support for our hypotheses. The results show that after a focal firm introduces new HR practices, a similarity in HR practices between a focal firm and a target firm increases when a target firm size is larger than a focal firm or a target firm performance is better than a focal firm. Also, HR practices similarity further increases when a focal firm introduces new practices during a period of organizational change. By incorporating a selective imitation perspective into HR study, this study expands our understanding of a selective imitation process in adopting HR practices.

국문 초록 (Abstract)

인사제도는 기업이 경쟁우위를 획득하는 중요한 수단으로 알려져 있다. 하지만 그 중요성에도 불구하고, 선행연구들은 제도-성과 관계에 주목하여 왔으며, 기업이 어떠한 과정을 거쳐서 인사제도를 도입하는지에 대한 연구는 상대적으로 제한적이었다. 본 연구는 제도화 이론과 조직 간 모방에 관한 선행연구에 기반하여 기업의 인사제도 도입 과정을 선택적인 모방적 동형화 과정으로 설명한다. 본 연구에서 우리는 새로운 인사제도를 도입하는 기업들이 제도 도입 성과에 대한 불확실성을 회피하기 위해 산업 내 다른 기업들이 사용 중인 인사제도를 모방하는 의사결정을 내릴 것이며, 기업의 성과 혹은 규모가 모방 대상 기업을 선택하는 중요한 기준이 될 것이라고 주장한다. 이상의 주장을 바탕으로 우리는 기업이 인사제도를 도입하는 과정에서 자신들보다 규모가 크거나 성과가 높은 기업들이 사용하고 있는 인사제도들을 도입할 것이며, 기업 내부의 불확실성이 이러한 경향을 강화될 것이라는 가설을 제시한다. 인적자본기업패널을 활용한 분석 결과는 연구의 가설을 지지하였다. 새롭게 도입하는 인사제도의 수가 증가할수록, 기업은 자사보다 규모가 크거나 성과가 높은 기업들이 사용하고 있는 인사제도들을 도입하는 것으로 나타났다. 또한 이러한 경향은 기업이 내부적으로 큰 조직변화를 경험하는 상황에서 강화되는 것으로 나타났다. 본 연구는 기업의 인사제도 도입 과정을 선택적 모방 관점에서 설명함으로써 모방적 동형화 관점에서 인사제도 도입과정을 설명하는 선행연구에 기여한다.

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