인적자원관리기법과 조직문화의 상호작용이 조직성과에 미치는 영향: 서울특별시 공무원의 인식을 중심으로
Interaction Effects of Organizational Culture on the Relationship Between Human Resource Management Practices and Organizational Performance
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참고문헌
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초록
본 연구는 인적자원관리기법이 조직성과에 긍정적인 영향을 미치는지 여부와 더불어 개인주의 및 집단주의 조직문화가 본 인과관계를 조절하는지 여부를 연구하였다. 이와 같은 연구모형을 통해서 민간부문에서 활용되고 있는 인적자원관리기법이 공공부문의 성과를 향상시키는 원인변수인지 여부를 확인하고자 하였다. 또한, 조직문화가 인적자원관리기법과 조직성과 간 인과관계를 조절하는지 여부를 확인함으로써 인적자원관리기법과 조직문화 간 일치성(fit)의 중요성을 확인하고자 하였다. 인과관계에 대한 분석 결과, 본 연구는 경력개발, 성과피드백, 그리고 참여의사결정 등의 인적자원관리기법이 조직성과를 향상시킨다는 연구결과를 확인하였다. 또한, 조직문화와 조직성과 간 인과관계에서는 집단주의 조직문화만이 조직성과에 긍정적인 영향력을 미치는 것으로 나타났다. 조절효과에 대한 분석 결과, 본 연구에서는 집단주의 조직문화가 ‘경력개발-조직성과’와 ‘참여의사결정-조직성과’ 간 인과관계에 긍정적인 상호작용을 하는 것으로 나타났다. 이와 같은 연구결과를 바탕으로, 본 연구는 학문적・실무적 함의, 연구의 한계, 그리고 향후 연구방향 등을 제시하였다.
Abstract
This study was interested in interaction effects of organizational culture (organizational collectivism and individualism) on the relationship between human resource management practices (training, career development, appraisal feedback, participation, and empowerment) and organizational performance. This research tried to confirm the importance of congruence between human resource management practices organizational culture on organizational performance through testing the role of organizational culture as a moderating effect. The study results confirmed that career development, appraisal feedback, and participation had positive relationship to organizational performance. In addition, organizational collectivism had positive moderating effect with career development and participation on organizational performance.
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