본문 바로가기
KERD
논문KCI 등재

조직성과에 대한 인적자원관리제도화의 매개효과

An Empirical Study on the Mediating Effect of HRM Institutionalization on the Relationship between Organizational Performance

이호선|전순영
한국기업경영학회 (Korean Corporation Management Association)|2012.10|기업경영연구 (Korean Corporation Management Review)|제19권 제5호|pp. 193-214

0

조회

0

다운로드

17

인용

0

참고문헌

키워드

구조방정식조직성과매개효과Mediating Effect중소기업Organizational PerformanceStructural Equation Models인적자원관리제도화HRM InstitutionalizationSmall and Medium-Sized Company
주제분류경영학

초록

본 연구의 목적은 기술 기반의 신생 중소기업을 대상으로 조직성과에 미치는 기업특성 및 인적 자원관리 제도화의 직접적 효과, 간접적 효과 행태를 분석하는 것이다. 본 연구의 표본기업은 신생중소기업 414개사를 대상으로 하였으며 수집된 자료는 구조방정식 모형을 활용하여, AMOS(Analysis of Moment Structure) 18과 PASW(Predictive Analytics Soft Ware) Statistics 18 패키지 프로그램을 이용하여 통계처리 하였다. 이를 논의된 내용을 종합하면 다음과 같다. HRM 제도화에 의해 매개되는 효과 분석결과에 의하면 전략체계가 조직성과에 미치는 간접효과는 직접효과보다 효과가 큰 것으로 나타나 상당부분 긍정적 매개 기능을 하는 것으로 보인다. 전략마인드가 조직성과에 미치는 영향에 있어서 HRM 제도화는 이직률과 인당매출액에는 긍정적 매개 기능을 하고 있는 반면 매출액성장률에는 부정적 매개 기능을 하고 있는 것으로 나타났다. 기업규모가 조직성과에 미치는 영향에 있어서 HRM 제도화는 이직률과 인당매출액, 매출액성장률 모두에 긍정적 매개 기능을 하고 있는 것으로 보인다. 마지막으로 업력이 조직성과에 미치는 영향에 있어서 HRM 제도화는 이직률과 인당매출액에는 긍정적인 매개역할을 하는 반면 매출액성장률에는 부정적 매개 기능을 하고 있는 것으로 보인다

Abstract

The research was designed to analyze how exogenous variables such as organization’s strategic system, leader’s strategy mind, organization’s size, and organization’s history affect endogenous variables that is HRM(Human Resource Management) institutionalization and organizational performance which is composed of turn over rate, sale per person, sales growth rate in theirs forms of behaviors by holistically studying the behavior patterns of start-ups, small and medium sized company. Many research studies focused on how human resource management practices affect their organizational performances have been conducted. Existing studies on the organization’s traits, HRM policies and organizational performance have focused mainly on examining the direct relationship. Consequently, there have not been sufficient studies of the actual process by which HRM institutionalization brings mediating effect about organizational performance in start-up, small-sized firms. Data were collected as the samples of this research. Model was set by structural equations models(SEM) using AMOS(Analysis of Moment Structure) 18 and PASW (Predictive Analytics Soft Ware) Statistics 18 package program using business data for the 414 small-sized firms. The following hypotheses are developed based upon the previous research and the books on organizational performance including HRM institutionalization. Data were extracted from objective one, and empirical analysis was conducted via AMOS. The hypotheses on the direct or indirect influence of organization’s strategic system, leader’s strategy mind, organization’s size, and organization’s history and HRM institutionalization and organizational performance are as follows:Hypothesis 1: organization’s strategic system have a low positive direct effect on the organizational performance and have a high indirect positive effect via HRM institutionalization. Hypothesis 2: leader’s strategy mind have a low positive direct effect on the organizational performance and have a high indirect positive effect via HRM institutionalization. Hypothesis 3: organization’s size have a low positive direct effect on the organizational performance and have a high indirect positive effect via HRM institutionalization. Hypothesis 4: organization’s history have a low positive direct effect on the organizational performance and have a high indirect positive effect via HRM institutionalization. The conclusion from the analysis through setting up a hypothesis is as follows:First, management’s leadership variable was partly adopted as the variable influencing on the organizational performance via HRM institutionalization. As a result of the empirical analysis, the indirect effect on the management’s leadership traits to organizational performance was turn over rate, sale per person which it showed significant effect at the significance level of 0.001%. Second, leader’s strategy mind variable was partly adopted as the variable influencing on the organizational performance via HRM institutionalization. As a result of the empirical analysis, the indirect effect on the leader’s strategy mind to organizational performance was turn over rate, sale per person. Third, organization’s size variable was adopted as the variable influencing on the organizational performance via HRM institutionalization. As a result of the empirical analysis, the indirect effect of the organization’s size to organizational performance was turn over rate, sale per person and sales growth rate which it showed significant effect at the significance level of 0.001%. Fourth, organization’s history variable was partly adopted as the variable influencing on the organizational performance via HRM institutionalization. As a result of the empirical analysis, the indirect effect of the organization’s history to organizational performance was only sale per person which it showed significant effect at the significance level of 0.001%. This study confirms that organization’s traits has a low direct influence on the efforts and performances an organization. It also confirms the mediating effect of HRM institutionalization on the relationship between organization’s traits and organizational performance. Thus the HRM institutionalization significantly exercise influence on the turnover rate, sale per person, sales growth rate of indirect effect.

참고문헌 (72)

  1. 김경환, "대학기술이전조직과 기업의 제도적환경 및 전략적자원이 기술이전을 통한 기술사업화에 미치는 영향", 박사, 조직이론·인사관리, pp.2006
  2. 김대업, "AMOS A to Z" (2008), 학현사
  3. 김안국, "한국 기업의 HR 수준과 기업 성과", 고용직업능력개발연구, 11(1), pp.143~167 (2008), 한국직업능력개발원
  4. 김정덕, "중소기업유형에 따른 인적자원시스템과 조직성과에 관한 연구", 박사, pp.2003
  5. 김효근, "조직구성원의 지식기여에 대한 평가, 보상이 지식기여도에 미치는 영향에 관한 탐색적 연구:컨설팅 산업의 사례를 중심으로", 제2회 지식경영학술심포지엄, pp.307~330 (1999)
  6. 백종호, "벤처기업 경영자 특성과 경영성과와의 관계에 관한 연구 : 벤처기업 경영자의 리더십을 중심으로", 석사, 경영학, pp.2002
  7. 송보화, "인적자원관리시스템과 조직성과의 연계에 대한실증적고찰-제조업을 중심으로", 경영학연구, 35(1), pp.331~363 (2006), 한국경영학회
  8. 吳東一, "事業部組織의 成果評價를 위한 DEA模型의 適用可能性에 관한 硏究 : 證券會社 支店의 成果評價를 중심으로", 박사, pp.1991
  9. 이경묵, "경쟁환경, 기술변화, 경쟁전략과 핵심인재관리 강도간의 관계에 대한 연구", 경영학연구, 36(5), pp.1259~1294 (2007), 한국경영학회
  10. 이광영, "고성과작업시스템이 조직 성과에 미치는 영향 : 인적자본의 매개효과를 중심으로", 석사, 경영학, pp.2009
  11. 이서구, "전략적 지향성이 기업성과에 미치는 영향에 관한 연구 -조직구조 및 조직규모의 조절효과를 중심으로-", 기업경영연구, 16(1), pp.223~236 (2009), 한국기업경영학회
  12. 전순영, "신생중소기업에서의 인적자원관리 제도화가 조직성과에 미치는 영향", 박사, 인사조직, pp.2011
  13. 전순영, "중소기업의 경영혁신인프라와 인적자원관리 개별활동이 경영성과에 미치는 영향", 한국산학기술학회논문지, 12(11), pp.4888~4894 (2011), 한국산학기술학회
  14. 전순영, "경영자특성과 인적자원관리가 성과에 미치는 효과", 기업경영연구, 19(2), pp.35~56 (2012), 한국기업경영학회[DOI]
  15. 정혜영, "최고 경영자 특성이 기업 성과에 미치는 영향에 관한 연구 : 국내 벤처기업을 중심으로", 석사, pp.2001
  16. 최만기, "지식경영성공요인에 관한 탐색적 연구", 인사관리연구, 25(3), pp.165~195 (2001), 한국인사관리학회
  17. 최만기, "자원기반이론과 제도화이론에 기초한 연구개발 집단의 지식경영 연구모형", 지식경영연구, 4(2), pp.35~53 (2003), 한국지식경영학회
  18. 최은희, "벤처기업 CEO의 기업가 정신과 리더십이 조직문화와 기업 성과에 미치는 영향에 관한 연구", 석사, pp.2007
  19. 함규정, "조직간 연관관계와 조직의 전략적 선택이 조직정당성에 미치는 영향", 박사, pp.2004
  20. 현선해, "한국의 비영리조직에서의 제도적 환경, 조직정당성, 그리고 조직성과에 대한 연구", 한일경상논집, 19 (2000), 한국경상학회
  21. Arther, J.B., "Thr link between business strategy and industrial relations systems in american steel minimills", Industrial and labor relations review, 45, pp.488~506 (1992)
  22. Arther, J. B., "Effects of human resource systems on manufactuing performance and turnover", Academy of management journal, 37, pp.670~687 (1994)
  23. Bamard, C.I., "The functions of the executive" (1938), Harvard university press
  24. Barney, J. B., "Firm resources and sustained competitive advantage", Journal of management, 17, pp.99~120 (1991)
  25. Baron, J. N., "War and peace:The evolution of modem personnel administration in U.S. Industry", American journal of sociology, 92, pp.350~383 (1986)
  26. Bart, C. K., "High-tech firms does mission matter", Journal of high technology management research, 7(2), pp.209~226 (1996)
  27. Bart, C. K., "A model of the impact of mission statements on firm performance", Management decision, 39(1), pp.19~35 (2001)
  28. Berr, M., "Management human assets" (1984), Free press
  29. Buller, P.F., "Determinants os the institutionlization of planned organizational change", Group and Organization studies, 14(1), pp.33~50 (1989)
  30. correlation for the behavioral sciences(third edition), "Multiple regression", pp.1983, Cohen, J.
  31. David, F.R., "Strategic planning-the role of the chief executive", Long range planning, 25 (1989)
  32. Delery, J.E., "Issues on fit in strategic human resource management implications for research", Humand resource management review, 8(3), pp.289~309 (1998)
  33. Delery, J.E., "Modes of theorizing in strategic human resources management:Test of universality, contingency, and configurational performance predictions", Academy of management journal, 39(4), pp.802~836 (1996)
  34. DiMaggio, P.J., "The iron cage revisited:Institutional isomorphism and collective rationality in organizational fields", American sociological review, 48, pp.147~160 (1983)
  35. Dobin, G. H., "The effects of individual differences in performance ratings:A laboratory anad field study", Journal of applied psychology, 73, pp.551~558 (1988)
  36. Duchesneau, D.A., "The profile of new venture success and failure in an emerging industry", Journal of business venture, 5, pp.297~312 (1990)
  37. Dyer, L., "A strategic perspective of human resource management, In Human resource management evolving roles and responsibilities" (1988), BNA
  38. Gerhart, B., "Human resource and business performance:Findings, unanswered questions, and an alternative approach", Management review, 16, pp.174~185 (2005)
  39. Hadjimanolis, A., "An investigation of innovation antecedents in small firms in the context of a small developing dountry", R&D Management, 30(3), pp.235~246 (2000)
  40. Hair, J.F., "Multivariate data analysis, 4th Ed." (1995), Prentice-Hall
  41. Huselid, M.A., "The impact of human resource management practices on turnover, productivity, and corporate financial performance", Academy of management journal, 38(30), pp.635~672 (1995)
  42. Huselid, M. A., "The impacthugh performance work systems, implementation effectiveness, and alignment with strategy on shareholder wealth", Academy of management proceedings, pp.144~148 (1997)
  43. Ireland, R.D., "Mission statements:Importance, Challenge and recommendations for development", Business horizons (1992)
  44. James, L.R., "Causal analysis:Assumptions, models, and data" (1982), Sage Publications
  45. Joreskog, K.G., "LISREL 8:Structural equation modeling with the simplis command language" (1993), Lawrence Erlbaum
  46. Judge, W.Q., "Institutional and strategic choice perspectives on board involvement in the strateegic decision process", Academy of management journal, 35, pp.766~794 (1992)
  47. Katou, A.A., "Measuring the impact of HRM on organizational performance", Journal of industrial engineering and management, 1(2), pp.119~142 (2008)
  48. Keltner, B., "Adding value in banking human resource innovations for service firms", Sloan management review, 38(1), pp.57~68 (1996)
  49. Klemm, M.S., Sanderson, "Mission statements:Selling corporate values to employees", Long range planning, 24(3), pp.73~78 (1991)
  50. Luna-Arocas, R., "A model of high performance work practices and turnover intentions", Personnel review, 37(1), pp.26~46 (2008)
  51. MacDuffie, J.P., "Human resource bundles and manufacturing performance organizational logic and flexible production systems in the world industrym", Industrial and labor relations review, 48(2), pp.197~221 (1995)
  52. McDougall, P., "New venture strategies archetypes of competitive strategies for entry", Strategic management journal, 11, pp.447~467 (1994)
  53. Mezuas, S. J., "An institutional model of organizaional practice:Financial reporting at the fortune 200", Administrative science quarterly, 35, pp.431~457 (1990)
  54. Miller, D., "Innovation in consevative and entrepreneurial firms:Two models of strategic momentum", Strategic management journal, 3, pp.1~25 (1982)
  55. Narverm J.C., "The effect of a market orientation on business profitability", Journal of marketing, 54, pp.20~35 (1990)
  56. Neely, A., "Performance measurement system design:A literature review and research agenda", International journal of operation and production management, 15(4), pp.80~116 (1995)
  57. Otley, D., "Performance management:a framework for management control systems research", Management accounting research, 10(4), pp.363~382 (1999)
  58. Paauwe, J., "Introduction special issue on HRM and performance", The international journal of human resource management, 8(3), pp.257~262 (1997)
  59. Palmer, D.A., "Late adoption of the multidivisional form by large U.S. Corporations:Institutional, Political, and economic accounts", Administrative science quarterly, 32, pp.25~48 (1993)
  60. Pearce, J.A., "The tenuous link between formal strategic planninf and financial performance", Academy of management review, 12, pp.658~675 (1987)
  61. Pfeffer, J., "The human equation:Building peofits by putting people first" (1998), Harvard Business School Press
  62. Pfeffer, J., "The external control of organizations:A resource dependence perspective" (1978), Harper and Row
  63. Scott, W.R., "The rise of training programs in firms and agencies:An institutional perspective", Research in organizational behavior, 13, pp.297~326 (1991), JAI Press
  64. Selznick, P., "Leadership in administration" (1957), Harper and Row
  65. Snell, S.A., "Integrated manufacturing and human resource management:A human capital perspective", Academt of management journal, 35(3), pp.467~504 (1992)
  66. Souitaris, V., "Firm-specific competencies determining technological innovation:A survey in greece", R&D Management, 32, pp.61~77 (2002)
  67. Stuart, R., "Start-up ventures:Towards the prediction of initial success", Journal of business venturing, 2(3), pp.215~230 (1987)
  68. Suchman, M., "Managing legirimacy:Strategic and institutional approaches", Academy of management review, 20, pp.571~610 (1995)
  69. Teece, D.J., "Profiting from technological innovation:Implacations for integration, collaboration, licensing and public policy", Research policy, 15, pp.285~305 (1986)
  70. Tolbert, P.S., "Institutional source of change in the formal structure of organizations:The diffusion of civil service reform, 1880~1935", Administrative science quarterly, 38, pp.22~39 (1983)
  71. Wright, P.M., "Matches between human resources and strategy among NCA Basketball teams", Academy of management journal, 38, pp.1052~1074 (1995)
  72. Youndt, M.A., "Human resource management, manufacturing strategy and firm performance", Academy of management journal, 39(4), pp.836~866 (1996)

관련 논문AI추천

경영자특성과 인적자원관리가 성과에 미치는 효과전순영한국기업경영학회 · 기업경영연구2012 · 제19권 제2호인사제도가 조직 효과성에 미치는영향에 관한 연구: 제도 내재화의 매개효과를 중심으로민진, 김민석한국인사행정학회 · 한국인사행정학회보2014 · 제13권 제1호전략적 인적자원관리가 조직역량을 통해 경영성과에 미치는 영향김찬중, 채주석한국인적자원관리학회 · 인적자원관리연구2019 · 제26권 제1호‘인사제도-성과’ 간의 관계에서 고성과 작업시스템 효과성 지각의 조절효과최장호한국질서경제학회 · 질서경제저널2012 · 제15권 제3호HRM 시스템이 혁신과 성과에 미치는 영향 - 전략의 조절효과를 중심으로 -박지호, 이재훈한국산업경영학회 · 경영연구2012 · 제27권 제1호전략적 인사관리에서의 근로자 태도의 매개효과오계택, 윤양배한국직업능력연구원 · 직업능력개발연구2008 · 제11권 제3호

이 간행물의 다른 논문 (14건)

투기적 외국자본이 기업가치에 미치는 영향조현우, 김원신pp. 1-16한국 기업경영학의 연구동향천만봉, 김신pp. 17-41계열사의 성과에 대한 통합적 논의: 환경불확실성, 자원보유수준 및 사업부 간 자원관련성의 성과함의박경미pp. 43-58사업에 대한 태도와 실패에 대한 두려움이 창업의욕에 미치는 영향하규수pp. 59-74서비스 분위기의 선행요인과 결과요인에 관한 연구: 조직동일시의 조절효과를 중심으로정연승, 변찬복, 김호일pp. 75-95
원문 보기