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‘인사제도-성과’ 간의 관계에서 고성과 작업시스템 효과성 지각의 조절효과

The Moderating Effect of the Effectiveness of High Performance Work Systems in the Relationship between HR Practices and Firm Performance

최장호
한국질서경제학회 (Korea Ordo Economics Association)|2012.09|질서경제저널 (Ordo Economics Journal)|제15권 제3호|pp. 57-74

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키워드

EffectivenessJob Satisfaction재무성과Financial Performance고성과 작업시스템종업원 만족도고성과 작업시스템 효과성High Performance Work Systems

초록

전략적 인적자원관리(strategic human resource management) 분야에서의 기존 연구들에서는 인적자원관리 제도와 기업의 성과의 긍정적 연관에 대한 많은 실증분석 결과를 제시하고 있는 반면, 이 두 변수 간의 내적 프로세스(internal process)에 대한 논의는 상대적으로 부족 했다. 본 연구에서는 고성과 작업시스템(high performance work system)과 기업의 재무적 성과 (자산수익률)/비재무적 성과(종업원 만족도) 간의 관계에 있어서 고성과 작업시스템의 효과적 운영 정도의 조절효과를 파악하고 있다. 연구결과, 고성과 작업시스템의 도입만으로는 제도의 효과를 충분히 얻을 수 없으며, 기업 내에서 효과적으로 관리되는 과정을 통하여 고성과 작업시스템과 기업의 성과간의 관계의 강도가 증가하는 것으로 나타났다. 이러한 결과를 바탕으로 본 연구의 시사점, 한계 및 향후 연구 과제 등에 대하여 논하고 있다.

Abstract

The research in the field of SHRM(strategic human resource management) argues the human capital in the firm can be regarded as one of the sources for competitive advantages of a firm and tries to find out ways to increase motivation and job skills of employees and to improve the firm performance. Although there are many empirical studies on the association between human resource management practices and firm performance, only a few research focus on the internal process in which this association takes place. This study attempts to find out the moderating role of the effectiveness of human resource management practices in the relationship between high performance work systems and financial performance (return on asset) and non-financial performance (job satisfaction of employees). The results in this study show that there are positive associations between HR practices and financial/non-financial performance of a firm and the level of strength of these associations can be higher when firms effectively administer their HR practices.

참고문헌 (31)

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