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AMO에 기반한 고성과작업시스템이 조직효과성에 미치는 영향 연구: 직장생활의 질(QWL)을 매개변인으로

HPWSs and Organizational Effectiveness with AMO Theory: Testing on the Moderating Role of QWL

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참고문헌

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주제분류행정학

초록

인적자본관리 접근 방식이 대두됨에 따라, 관리 정책을 조직의 미션・목표와 전략적으로 연계시킴으로써, 단기적으로는 개인과 조직의 성과를 제고시키고, 장기적으로는 조직혁신과 변혁을 유도하는 전략적 인적자원관리에 관한 연구가 활발히 이루어지고 있다. 이에 본 연구는 조직구성원이 실질적으로 인식하는 고성과작업시스템을 측정하여, 이것이 조직성과에 미치는 영향, 즉 고성과작업시스템의 실효성을 규명하였다. 아울러, 본 연구에서는 고성과작업시스템과 개인 및 조직성과가 개인의 직장생활의 질 수준에 의해 매개될 것이라는 시각을 제시하고, 이를 실증적으로 검증하였다. 이에 따른 본 연구의 분석결과가 주는 정책적・이론적 함의는 다음과 같다. 첫째, 고성과작업시스템으로부터 구성원이 실질적으로 느끼는 만족도가 조직효과성에 어떠한 영향을 미치는지 분석함으로써, 고성과작업시스템의 연구를 정교화하였다. 둘째, 패널데이터를 이용하여 시간적 간격을 설정함으로써 기존 선행연구의 방법론상 오류를 최소화 하였다. 셋째, 고성과작업시스템의 중요성을 규명함으로써 인적자본에 대한 교육 및 훈련과 근로자지원프로그램(EAP)의 당위성을 제시하였다. 마지막으로, 고성과작업시스템이 그동안에 치우쳐서 분석되었던 재무적 성과에 미치는 영향이 아닌, 직장생활의 질, 직무만족과 조직몰입과 같은 공공조직에서도 중시되는 가치에 긍정적인 영향을 미치는 것을 검증함으로써, 공공부문에서의 고성과작업시스템의 도입 가능성과 필요성을 제시하였다.

Abstract

Emerging from the human capital management perspective, human resource management (HRM) policy is strategically related to the organizational mission and goal. HRM research actively examines strategic human resource management (SHRM), specifically, ways in which to increase individual and organizational performance in the short term and how to lead organizational innovation and revolution in the long term. Thus, this research examined employees’ perceived high performance work systems (HPWSs) affecting organizational performance. In other words, we investigated the effectiveness of HPWSs. In addition, we confirmed the mediating impact of the quality of work life (QWL) on the relationship between HPWSs and individual and organizational performance. Based on the research results, practical and theoretical implications for public sectors are provided. First, we elaborate research on HPWSs that analyzes how employees’ satisfaction with these systems affect organizational performance. Second, we minimize the common method bias (CMB) by using panel data. Third, we propose the necessity of training and development and an Employee Assistance Program (EAP) for human capital to investigate the importance of HPWSs. Finally, this study investigates the positive effect of QWL, job satisfaction, and organizational commitment, which emphasizes value in the public sector, not financial performance. We propose the possibility and necessity of adopting HPWSs in the public sector.

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