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고성과작업시스템(HPWS)이 기업성과에 미치는 영향: 조직문화 강도의 매개효과를 중심으로

The Impact of High Performance Work Systems (HPWS) on Firm Performance: Focusing on the Mediating Effect of Organizational Culture Strength

이명주|김현옥|하승인
지식경영연구원 (The Institute of Knowledge Management, Chosun University)|2024.03|기업과혁신연구 (Journal of Corporation and Innovation)|제47권 제1호|pp. 103-124|DOI 10.22778/jci.2024.47.1.103

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참고문헌

키워드

기업성과Firm Performance고성과작업시스템HPWS조직문화강도HR권위의 정당성Organizational Culture StrengthLegitimacy of HR Authority
주제분류무역학

초록

본 연구는 HPWS(고성과작업시스템, 이하 HPWS)과 기업성과간의 관계를 HRM 프로세스적 접근법을 기반으로 조직문화 강도의 매개효과를 살펴보고 있다. HPWS이 조직문화 강도에 미치는 영향을 HR권위의 정당성이 조절하는 것을 보여주고 있다. 마지막으로 기업성과를 주주와 종업원 관점을 적용하여 HPWS가 조직몰입과 재무성과에 미치는 영향을 모두 살펴보고 있다. 구조방정식 모형을 이용하여 HPWS와 기업성과의 관계에 대한 조직문화강도의 매개효과와 HR권위 정당성의 조절효과를 검증한 결과, HPWS는 조직문화 강도를 매개로 조직문화와 재무성과에 유의한 정적인 관계를 가지는 것으로 나타났고, HR권위의 정당성은 HPWS와 조직문화강도의 관계를 조절하는 것을 보여주었다. 즉, HR권위의 정당성이 높을 때 HPWS가 조직문화강도에 미치는 정적인 영향이 더 강화되는 것으로 나타났다. 이러한 연구결과는 잘 설계된 HPWS가 조직문화의 강도에 영향을 미치고, 이러한 조직문화 강도가 기업성과에 영향을 미치므로 조직에서는 HPWS의 제도 설계와 함께 제도의 실행 과정을 고려해야 한다는 시사점을 제공한다. 그리고 HPWS가 잘 실행되기 위해서는 HR권위의 정당성이 필요하며, 이를 높이기 위한 노력이 필요하다. HR부서가 경영자의 전략적 파트너이자 변화주체로서 역할을 한다는 것을 종업원들에게 지각시킬 필요가 있을 것이다.

Abstract

Based on the process approach to HRM, this study examines the mediating effect of organizational culture strength on the relationship between high performance work systems (HPWS) and firm performance. Second, we investigate whether the legitimacy of HR authority moderates the effect of HPWS on organizational culture strength. Finally, we evaluate the effect of HPWS on both organizational commitment and firm financial performance from the perspective of shareholders and stakeholders. A structural equation model is used to test the mediating effect of organizational culture strength and the moderating effect of HR authority legitimacy on the relationship between HPWS and firm performance. Findings indicate that HPWS is positively related to firm financial performance through organizational culture strength. HR authority legitimacy moderates the relationship between HPWS and organizational culture strength. In other words, the positive effect of HPWS on organizational culture strength is enhanced when HR authority legitimacy is high. These findings suggest that a well-designed HPWS affects organizational performance through the strength of organizational culture, so that organizations should consider not only the design of HPWS but also its implementation. In addition, the legitimacy of HR authority is necessary for HPWS to be well implemented, and efforts should be made to increase it. Employees need to be made aware of HR's role as a strategic partner and change agent for management.

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