한국기업의 성다양성에 영향을 미치는 선행요인과 그 결과에 대한 연구:여성인력패널자료를 중심으로
Determinants of gender diversity in Korean firms and their outcomes: Evidence from KWDI Women Workforce Panel Survey Data
0
조회
0
다운로드
20
인용
0
참고문헌
키워드
초록
본 연구는 전년도의 HR 관련 변수가 차년도의 여성비율 및 기업성과에 미치는 영향과 전년도의 여성비율 및 기업성과가 HR 관련 변수에 미치는 영향을 탐색하였다. 또한, 전년도의 여성비율이 차년도의 기업성과에 미치는 영향과 전년도의 기업성과가 차년도의 여성비율에 미치는 영향을 분석하였다. 이를 위하여 여성부가 2007년과 2008년에 실시한 여성인력패널 자료를 사용하여 패널자료의 두 시점 간의 변화에 대한 인과관계 분석방법인 ‘양 시점 교차지연모형’을 적용하였다. 그 결과 첫째, 전년도의 HR 관련 변수는 부분적으로 차년도의 여성비율에 대하여 유의적인 영향을 미치는 것으로 나타났다. 최고경영자의 여성인력에 대한 중요성의 강조는 정규직 여성비율과 대리급 이상 여성비율에 긍정적 영향을 미쳤으며, 모성보호제도는 여성 채용비율에 대하여 그리고 여성관리자 역량은 대리급 이상 여성비율에 대하여 긍정적 영향을 미쳤다. 둘째, 정규직, 핵심인력, 대리급 이상 여성비율은 최고경영자의 여성인력 중요성 강조에 긍정적 영향을 미쳤으며, 핵심인력 여성비율은 여성 선발우대 및 여성관리자 역량에 대하여 긍정적 영향을 미쳤다. 셋째, 대리급 이상의 여성비율은 기업성과에 긍정적 영향을 미쳤으며, 기업성과는 핵심인력 여성비율에 긍정적 영향을 미치는 것으로 밝혀졌다. 마지막으로, 분석결과가 제시하는 이론적 및 실무적 시사점에 대해 논의하였다.
Abstract
This study examined the reciprocal causal relationships among the HR practices, gender diversity, and ROE of 312 Korean firms. To accomplish these research aims, we utilized the Female Workforce Panel Data 2007 and 2008 gathered by KWDI(Korean Women's Development Institute) and applied two-wave cross-lagged regression method. Results indicated that HR practices affected on the ratio of female workforce: CEO's emphasis on the importance of women employees was positively related to the ratio of female regular employees and female assistant managers-level or higher; Maternity protection practice was positively related to the ratio of female selection; and evaluation of female managers' competency had a positive effect on the female ratio of assistant manager-level or higher. Results also indicated that the ratio of female workforce except the female ratio in selection had positive effects on CEO's emphasis on the importance of women employees, and that the ratio of key women talents was positively related to woman-conscious selection and evaluation of female managers' competency. Specially, the female ratio of assistant manager-level or higher had a positive effect on corporate ROE and corporate ROE had a positive effect on the ratio of key women talents. The theoretical and practical implications of these findings were discussed.
참고문헌 (23)
- 권인수, "한국 기업의 다양성 친화형 인사(HR)제도 개발과 확산에 대한 연구: 여성인력 관리를 중심으로" (2007), 한국노동연구원 뉴패러다임센터
- 민현주, "여성인력 패널조사: 여성관리자 패널조사Ⅰ", 여성부, 54~60 (2008)
- 장지연, "노동시장 차별과 적극적 고용개선조치Ⅰ", pp.208~241 (2006), 한국노동연구원
- Anker, R, "Theories of occupational segregation by sex: An overview", International Labour Review, 136(3), pp.315~339 (1997)
- Boselie, P, "Commonalities and contradictions in HRM and performance research", Human Resource Management Journal, 15(3), pp.67~94 (2005)
- correlation analysis for the behavioral sciences, "Applied multiple regression", pp.2003, Cohen, J
- Ely, R. J, "Cultural Diversity at Work: The Effects of Diversity Perspectives on Work Group Processes and Outcomes", Administrative Science Quarterly, 46(2), pp.229~273 (2001)
- England, P, "Trends in women’s economic status", Sociological Perspectives, 35, pp.17~31 (1992)
- Causal analysis with panel data, quantitative applications in the social sciences, "Finkel, S. E", Sage Publications, ~, pp.A Sage University Paper Series 105 (1995)
- Glass, J, "The impact of occupational segregation on working conditions", Social Forces, 68(3), pp.779~796 (1990)
- Hakim, C, "Key issues in women's work: Female diversity and the polarization of women's employment" (2004), The Glasshouse Press
- Harrison, D. A, "Beyond relational demography: Time and the effects of surface- and deep-level diversity on work group cohesion", Academy of Management Journal, 41, pp.96~107 (1998)
- Jackson, S. E, "Working through diversity as a strategic imperative. In Diversity in the workplace: Human resource initiative", pp.13~29 (1992), The Guilford Press
- Kossek, E, "Managing diversity: Human resource strategies for transforming the workplace", pp.221~244 (1996), Blackwell
- McMahan, G. C, "Strategic human resource management: Employee involvement, diversity, and international issues", Human Resource Management Review, 8(3), pp.193~214 (1998)
- Milliken, F. J, "Searching for common threads: Understanding the multiple effects of diversity in Organizational Groups", Academy of Management Review, 21, pp.402~433 (1996)
- Ocon,R, "Issues on gender and diversity in Management" (2006), University Press of America
- Reskin, B, "Sex segregation in the workplace", Annual Review of Sociology, 19, pp.241~270 (1993)
- Richard, O. C, "Understanding the impact of human resource diversity practices on firm performance", Journal of Managerial Issues, 13(2), pp.177~195 (2001)
- Schneider, S. K, "Three social dilemmas of workforce diversity in organizations", Human Relations, 52, pp.1445~1467 (1999)
- Thiederman, S, "Making diversity work: Seven steps to for defeating bias in the workplace" (2003), Dearborn Trade Publishing
- Tsui, A. S, "Demographic differences in organization: Current research and future directions" (1999), Lexington Books
- Wright, P. M, "The relationship between HR practices and firm performance", Personnel Psychology, 58(2), pp.409~446 (2005)