인적자원관리시스템이 조직성과에 미치는 영향에 관한 연구 - 인적자원 유연성의 매개효과를 중심으로 -

국문 초록 (Abstract)

본 연구는 유연한 조직의 원천이 되는 개별 인적자원의 유연성이 조직의 경쟁우위를 위한 핵심적인 요소라고 판단하고 조직에서 인적자원유연성을 확보하기 위해 인적자원관리시스템의 주요 구성요소 가 인적자원 유연성에 미치는 영향을 연구하고, 인적자원 유연성의 개념과 하위차원에 대한 고찰을 통해 이들이 조직성과에 어떤 영향을 미치는지를 검증하고자 하였다. 이를 위해 선행연구를 바탕으로 이론연구를 수행하였으며, 국내 138개 주요 기업을 대상으로 조직수 준의 실증분석을 실시하였다. 실증분석 결과, 인적자원관리시스템의 구성요소인 선택적 채용, 폭넓 은 훈련, 결과지향 평가, 인센티브 보상은 모두 기업의 재무성과에 정(+)의 영향을 미치는 것으로 나 타났다. 또한 인적자원관리시스템과 인적자원유연성의 관계를 검증한 결과 선택적 채용, 결과지향 평가, 인센티브 보상은 인적자원의 기술유연성, 행동유연성, 관계유연성에 정(+)의 영향을 미치는 것 으로 나타났으나 폭넓은 훈련은 인적자원유연성의 모든 하위차원에 부(-)의 영향을 미치는 것으로 나타났다. 그리고 인적자원관리시스템과 조직성과의 관계에서 인적자원유연성의 매개효과를 검증하 였는데 그 결과 부분적으로 매개효과가 있는 것으로 나타났다. 본 연구의 이론연구와 실증분석 결과는 기업의 인적자원관리제도의 운영과 인적자원개발과 종업원 의 경력개발을 위한 교육훈련 설계에 많은 시사점과 한계점을 제시하였다.

다국어 초록 (Multilingual Abstract)

Tendencies such as the increasing spread of market globalization, new technological developments, the reduction of product life cycles and aggressive competition, are generating high levels of environmental changes and uncertainty for organizations of all types. these circumstances require rapid responses through adaptation of organizational attitudes and capabilities, which lead to innovative management approaches and organizational methods. Human resource management researchers have struggled to elaborate the underlying mechanism explaining how human resource systems relate to organizational performance after universalistic perspectives were supported by a majority of studies investigating the positive relationship between human resource management system and firm performance. To fill the void, hypotheses in this study predicted human resource flexibility that would mediate the relationship between human resource management system and firm performance. The research model among the variables in this study was as follows:These theoretical models were tested with a sample of 138 firms in Korea. The analysis of data was undertaken by using AMOS. The Summary of the verification results is follows:Firstly, most of human resource management system and human resource flexibility had positive effects on human resource performanceSecondly, most of human resource management system and human resource flexibility had positive effects on firm’s financial performanceThirdly, human resource flexibility had mediated the relationship between human resource management system and firm performanceThe results of the present research may be demonstrated that organizations or managers could achieve a high level of management practices that lead to firm performance by enabling human resource to be flexible through high performance human resource management system.

목차 (Table of Contents)

• 요약
• Ⅰ. 서론
• Ⅱ. 이론적 배경
• 1. 인적자원관리시스템
• 2. 인적자원유연성
• 3. 조직성과
• Ⅲ. 연구방법
• 1. 연구대상
• 2. 변수의 측정
• Ⅳ. 분석결과
• 1. 타당도과 신뢰성
• 2. 상관관계분석
• 3. 가설검증
• Ⅴ. 결과 및 토의
• 1. 연구결과의 요약 및 시사점
• 2. 연구의 한계 및 향후 연구과제
• 참고문헌
• Abstract

참고문헌 (Reference)

• 1 전동화, "핵심인재관리제도가 기업성과에 미치는 영향 - 경쟁전략 및 기술환경의 조절효과를 중심으로-" 대한경영정보학회 30 (30): 315-338, 2011
• 2 배종석, "전략적 인적자원관리와 조직의 혁신성과: 탐색적 혁신성과와 활용적 혁신성과의 비교 분석" 한국인사조직학회 13 (13): 147-186, 2005
• 3 배종석, "인적자원관리와 조직성과에 대한 실증연구" 한국인사조직학회 11 (11): 133-169, 2003
• 4 김종관, "인적자원관리" 탑북스 2010
• 5 배성현, "노동시장의 유연성과 결과변수와의 관계 및 노조 힘의 조절효과" 대한경영정보학회 30 (30): 475-509, 2011
• 6 Breu, K., "Workforce Agility : The New Employee Strategy for the Knowledge Economy" 17 (17): 21-31, 2001
• 7 Christopherson, S., "Why Do National Labor Market Practices Continue to Diverge in the Global Economy? The 'Missing Link' of Investment Rules" 78 (78): 1-20, 2002
• 8 Zang, Z., "Using Social Exchange Theory to Predict the Effects of High-Perfornace Human Resource Practices on Corporate Entrepreneurship : Evidence from China" 49 (49): 743-765, 2010
• 9 Arulampalam, W., "Training and Labour Market Flexibility : Is There a Trade-off?" 36 (36): 521-536, 1998
• 10 Wright, P. M., "Toward an Integrative view of Strategic Human Resource Management" 1 (1): 203-225, 1991
• 11 Wright, P. M., "Theoretical Perspectives for Strategic Human Resource Management" 18 (18): 295-320, 1992
• 12 Theodore, N., "The Temporary Staffing Industry : Growth Imperatives and Limits to Contingency" 78 (78): 463-493, 2002
• 13 Wright, P. M., "The Relationship between HR Practices and Firm Performance : Examining Causal Order" 58 (58): 409-446, 2005
• 14 Wright, P. M, "The New Workplace: A Guide to the Human Impact of Modern Working Practices" Wiley 311-328, 2003
• 15 Bhattacharya, M., "The Effects of Flexibility in Employee Skills, Employee Behaviors, and HR Practices on Firm Performance" 31 (31): 622-640, 2005
• 16 Ilgen, D. R., "The Changing Nature of Performance. Implications for Staffing, motivation, and Development" Jossey- Bass 1-20, 1999
• 17 Riley, M., "Strategies and Measurement for Workforce Flexibility : an Application of Functional Flexibility in a Service Setting" 17 (17): 413-419, 1997
• 18 Parker, S. K., "Seeing Another View Point : Antecedents and Outcomes of Employee Perspective-Taking" 44 (44): 1085-1100, 2000
• 19 Galunic, D., "Resource Recombinations in the Firm : Knowledge Structures and the Potential for Schumpeterian Innovation" 19 : 1193-1201, 1998
• 20 Berg, P. T., "Relationships of Functional Flexibility with Individual and Work Factors" 20 (20): 111-129, 2005
• 21 Lepine, J. A., "Predicting Voice Behavior in Work Groups" 83 (83): 853-868, 1998
• 22 Leana, C. R., "Organizational Social Capital and Em-ployment Practices" 24 (24): 538-555, 1999
• 23 Milliman, J., "Organizational Life Cycles and Strategic International Human Resource Management in Multinational Companies" 16 (16): 318-339, 1991
• 24 Rogers, E. W., "Measuring Organizational Performance in Strategic Human Resource Management : Programs, Prospects and Performance Information Markets" 8 (8): 311-331, 1998
• 25 Beltán-Martín, I., "Influence of High Commitment Management on Organizational Performance: Human Resource Flexibility as a Mediator Variable" Universitat Jaume 2006
• 26 Dyer, L., "In Pursuit of Marketplace Agility : Applying Precepts of Self-Organizing Systems to Optimize Human Resource Scalability" 44 (44): 183-188, 2005
• 27 Dyer, L., "Human Resource Strategies and Firm Perfor-mance : What Do We Know and Where do We Need to Go?" 6 (6): 656-670, 1995
• 28 Guest, D., "Human Resource Management and Corporate Performance in the UK"" 41 (41): 291-314, 2003
• 29 Katou, A. A., "Human Resource Management Systems and Organizational Performance : A Test of a Mediating Model in the Greek Manufacturing Context" 17 (17): 1223-1253, 2006
• 30 Bhattacharya, M., "Human Resource Flexibility: A Multinational View" Fairfield University 2010
• 31 Beltán-Martín, I., "Human Resource Flexibility as a Mediating Variable Between High Perforamnce Work Systems and Performance" 34 (34): 1009-1044, 2008
• 32 Youndt, M. A., "Human Resource Configurations, Intellect-ual Capital, and Organizational Perfor-mance" 16 (16): 337-360, 2004
• 33 Macduffie, J. P., "Human Resource Bundles and Manufacturing Performance : Organizational Logic and Flexible Production Systems in the World Auto Industry" 48 (48): 197-221, 1995
• 34 Forsythe, S., "Human Factors in Agile Manufacturing : A Brief Overview with Emphasis on Communication and Information Infrastructure" 7 (7): 3-10, 1997
• 35 조진환, "High performance work systems and firm performance : mediation of human resource flexibility and workforce scalability" 서울대학교 대학원 2009
• 36 박상욱, "HRD관점에서 바라본 기업 현직교육훈련 유형이 참여강도에 미치는 영향 분석" 대한경영정보학회 32 (32): 103-126, 2013
• 37 Friedrich, A., "Fuctional Flexibility : Merely Reacting or Acting Strategically" 20 (20): 504-523, 1998
• 38 Parker, S. K., "From Passive to Proactive Motivation : The Importance of Flexible Role Orientations and Role Breadth Self-Efficacy" 49 (49): 447-469, 2000
• 39 Haiyang, L., "Founding Team Comprehension and Behavioural Integration: Evidence from New Technology Ventures in China" 1-6, 2002
• 40 Dyer, L., "Dynamic Organizations: Achieving Marketplace and Organizational Agility with People" Cornell University ILR School 2002
• 41 Teece, D. J., "Dynamic Capabilities and Strategic Management" 18 (18): 509-533, 1997
• 42 Cappelli, P, "Do 'High-Performance' Work practices Improve Establishment Level Outcomes?" 54 : 737-775, 2001
• 43 Shafer, R. A., "Crafting a Human Resource Strategy to Foster Organizational Agility : A Case Study" 40 (40): 197-211, 2001
• 44 Boselie, P., "Commonalities and Contradictions in HRM and Performance Research" 15 (15): 67-94, 2005
• 45 Weick, K. E., "Collective Mind in Organizations : Heedful Interrelating on Flight Decks" 38 (38): 357-381, 1993
• 46 Maurer, T. J., "Beliefs about 'Improvability' of Career-Relevant Skills : Relevance to Job/Task Analysis, Competency Modeling, and Learning Orientation" 24 (24): 107-131, 2003
• 47 Pulakos, E. D., "Adaptability in the Workplace : Development of a Taxonomy of Adaptive Performance" 85 (85): 612-624, 2000
• 48 Rowe, W. G., "Accounting, Market, and Subjective Measures of Firm Perfor- mance: Three Sides of the Same Coin?" 1995
• 49 Godard, J., "A Critical Assessment of the High-Performance paradigm" 42 (42): 349-378, 2004