본문 바로가기
KERD
논문KCI 등재

종업원 웰빙과 조직 성과에 대한 HRM 시스템 간의 상호작용과 정합성 -경제적 HRM과 사회적 HRM 시스템을 중심으로-

Impacts of and Congruence between Economic HRM System and Social HRM System on Workplace Employee Well-Being and Financial Performance

김건식
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2024.09|인적자원관리연구 (Journal of Human Resource Management Research)|제31권 제3호|pp. 1-31|DOI http://dx.doi.org/10.14396/jhrmr.2024.31.3.1

0

조회

0

다운로드

0

인용

0

참고문헌

키워드

Financial Performance재무적 성과Response Surface Analysis형성적 요인분석반응표면분석종업원 웰빙경제적 HRM사회적 HRMEconomic HRMSocial HRMEmployee Well-BeingFormative Model
주제분류경영학

초록

본 연구는 사업장의 HRM 시스템을 경제적 HRM과 사회적 HRM으로 구분하고 각 HRM 시스템이 종업원 웰빙 및 재무적 성과에 미치는 영향을 종단적으로 분석하였다. 한국노동연구원의 사업체패널 원자료에서 2005년-2019년까지의 데이터를 이용하여 패널회귀분석한 결과의 논의와 시사점은 다음과 같다. 첫째, 사회적 HRM 시스템이 종업원 웰빙에 미치는 효과가 경제적 HRM 시스템의 효과보다 크다는 사실을 확인하였다. 둘째, 사회적 HRM 시스템은 조직의 종합적인 재무적 성과에 긍정적인 효과가 있음을 확인하였지만, 경제적 HRM 시스템의 효과는 지지되지 않았다. 셋째, 사회적 HRM 시스템과 경제적 HRM 시스템은 가치와 철학이 서로 다른 지침원리로 구성되므로 두 시스템이 동시에 적용되면 시스템 간의 결합효과는 상호보완적이지 않다는 것이다. 달리 말해 조직에서 어떤 HRM 관행이라도 새로 추가하기만 하면 성과가 높아지는 것은 아니며, 기존의 HRM 관행 간에도 상호보완성이나 정합성이 없는 HRM 번들이 존재할 수 있다는 것이다. 넷째, 사회적 HRM 시스템의 수준이 높고 경제적 HRM 시스템의 수준이 낮은 조직은 두 시스템의 수준이 거의 동일한 조직에 비해 조직 성과에 미치는 긍정적인 효과가 더 크다는 것이다. 또한 반응표면이 사회적 HRM 시스템이 증가하는 방향으로 상당히 기울어져 있으므로 경제적 HRM 시스템의 조직 성과에 대한 효과가 사회적 HRM 시스템의 효과에 의해 상당 부분 중복되고 있음을 시사한다. 다섯째, 본 연구는 사회적 HRM 시스템이 종업원 웰빙과 조직 성과에 모두 기여한다는 주장에 대한 실증적 결과를 제시하고 있으므로 사회적 HRM 시스템은 종업원과 조직 모두에게 이익이지만, 경제적 HRM 시스템은 종업원 웰빙에 대한 효과는 상대적으로 낮고 조직 성과에 대한 효과는 지지되지 않으므로 상대적으로 지속가능성이 낮다는 함의가 있다. 즉, 사회적 HRM 시스템은 조직의 성과와 종업원의 웰빙을 모두 촉진함으로써 사회적으로 책임있는 HRM 또는 지속 가능한 HRM에 가깝다고 할 수 있다. 본 연구는 사회적인 책임을 바탕으로 지속 가능한 성장을 지향하는 HRM 시스템의 구체적인 구성내용과 효과를 실증하였다는 기여가 있으며, 증거 기반의 HRM 시스템을 구축하려는 조직에게 HRM 시스템의 설계와 운영에 관한 실무적 통찰과 길잡이의 역할을 하고 있다.

Abstract

This study classifies HRM systems into economic HRM and social HRM and analyzes the impact of each HRM system on employee well-being and financial performance. Based on the results of panel regression analysis using longituninal data from 2005-2019 from the Korea Labor Institute's Workplace Panal Study, the theoretical and practical implications are summarized as follows. First, I found that the effect of social HRM systems on employee well-being is greater than that of economic HRM systems. Second, while social HRM systems have been found to have a positive effect on an organization's overall financial performance, the effect of economic HRM systems has not been supported, suggesting that social HRM systems have a greater impact on overall financial performance. Third, the combined effects of the social and economic HRM systems are not complementary when applied simultaneously due to the different guiding principles with different values and philosophies. These findings demonstrate that there is no congruence or matching effect between social and economic HRM systems on employee well-being, and that the effect is higher when the social HRM system is high and the economic HRM system is low than when both systems are implemented at similar levels. Fourth, I find that organizations with higher levels of social HRM systems and lower levels of economic HRM systems have a stronger positive effect on organizational financial performance than organizations with roughly equal levels of both systems. Fifth, this study provides empirical support for the argument that social HRM systems contribute to both employee well-being and organizational performance, which implies that social HRM systems are beneficial to both employees and organizations. However, economic HRM systems are relatively unsustainable because their effect on employee well-being is relatively low and their effect on organizational performance is not supported. These findings suggest that social HRM systems are closer to socially responsible HRM or sustainable HRM by promoting both organizational performance and employee well-being.

참고문헌 (82)

  1. 김건식, "고성과작업시스템, 고용불안정성, 그리고 조직성과-고성과작업시스템과 고용불안정성 간의 상호작용효과를 중심으로", 인적자원관리연구, 20(2), pp.117~144 (2013)
  2. 김건식, "경제적 HRM 시스템과 사회적HRM 시스템이구성원의 태도와 행동 및 조직의운영역량에 미치는 영향 - 시스템 간의정합성 효과를 중심으로", 인적자원관리연구, 28(3), pp.51~87 (2021)
  3. 김광욱, "일과 삶의 균형과고성과작업시스템-자발적 이직률에 미치는영향 중심", 인적자원관리연구, 27(3), pp.13~40 (2020)
  4. 김종관, "성과주의 평가보상제도의디커플링 현상의 선행변수와 결과변수에 관한 연구", 인적자원관리연구, 21(2), pp.27~47 (2014)
  5. 기술혁신과 인적자원개발에 관한 연구, "김주섭", 한국노동연구원, ~ (2007)
  6. 박상언, "성과주의 인사제도 운용의 딜레마 : 후지츠사 사례의 교훈", 인사·조직연구, 15(1), pp.135~174 (2007)
  7. 배종석, "경쟁적 패러다임과 인사조직연구 : 자유주의와공동체주의를 중심으로", 인사·조직연구, 17(2), pp.17~93 (2009)
  8. 배종석, "한국적 인적자원관리의 이론개발을 위한 기반연구", 인사·조직연구, 23(1), pp.99~141 (2015)
  9. 조은미, "고성과작업시스템의 도입요인, 구성 관행, 그리고 경영성과에 미치는영향에 대한 최근 국내 실증연구의 분석", 인적자원관리연구, 27(2), pp.117~136 (2020)
  10. Adler, P. S., "Social capital : prospects for a new concept", Academy of Management Review, 27(1), pp.17~40 (2002)
  11. Antonakis J, "On ignoring the random effects assumption in multilevel models : Review, critique, and recommendations", Organizational Research Methods, 24(2), pp.443~483 (2021)
  12. Appelbaum, E., "Manufacturing advantage: Why high-performance work systems pay" (2000), Cornell University Press
  13. Argyris, C., "Organizational Learning II: Theory, Method and Practice" (1996), Addison-Wesley
  14. Arvanitis, S., "Modes of labor flexibility at firm level : Are there any implications for performance and innovation? Evidence for the Swiss economy", Industrial and Corporate Change, 14, pp.993~1016 (2005)
  15. Aust, I., "Common Good HRM : A paradigm shift in Sustainable HRM?", Human Resource Management Review, 30(3), pp.100705~ (2020)
  16. Bakker, A. B., "Job demands–resources theory : Taking stock and looking forward", Journal of Occupational Health Psychology, 22(3), pp.273~285 (2017)
  17. Becheikh, N., "Lessons from innovation empirical studies in the manufacturing sector: A systematic review of the literature from 1993–2003", Technovation, 26(5-6), pp.644~664 (1993)
  18. Becker, B., "The impact of human resource management on organizational performance : Progress and prospects", Academy of Management Journal, 39(4), pp.779~801 (1996)
  19. Becker B. E., "HR as a Source of Shareholder Value : Research and Recommendations", Human Resource Management, 36(1), pp.39~47 (1997)
  20. Bell, A., "Fixed and random effects models : making an informed choice", Quality & Quantity, 53(2), pp.1051~1074 (2019)
  21. Bos-Nehles, A., "HRM and innovative work behaviour : A systematic literature review", Personnel Review, 46(7), pp.1228~1253 (2017)
  22. Bos-Nehles, A. C., "HRM implementation by multiple HRM actors : A social exchange perspective", International Journal of Human Resource Management, 29(22), pp.3068~3092 (2018)
  23. Chadwick, C., "Theoretic insights on the nature of performance synergies in human resource systems : Toward greater precision", Human Resource Management Review, 20(2), pp.85~101 (2010)
  24. Cohen, J., "A Power Primer", Psychological Bulletin, 112, pp.155~159 (1992)
  25. Collins, C. J., "Knowledge exchange and combination : The role of human resource management practices in the performance of hightechnology firms", Academy of Management Journal, 49(3), pp.544~560 (2006)
  26. Collins, M. A., "Handbook of creativity", pp.297~312 (1999), Cambridge University Press
  27. De Witte, H., "Job insecurity : Review of the international literature on definitions, prevalence, antecedents and consequences", SA Journal of Industrial Psychology, 31(4), pp.1~6 (2005)
  28. Deci, E. L., "Self-determination theory in work organizations : The state of a science", Annual Review of Organizational Psychology and Organizational Behavior, 4, pp.19~43 (2017)
  29. Delery, J. E., "Issues of fit in strategic human resource management : Implications for research", Human Resource Management Review, 8(3), pp.289~309 (1998)
  30. Diamantopoulos, A., "Index construction with formative indicators : An alternative to scale development", Journal of Marketing Research, 38(2), pp.269~277 (2001)
  31. Duffy, R. D., "The psychology of working theory", Journal of Counseling Psychology, 63(2), pp.127~148 (2016)
  32. Dundon, T., "The(potential)demise of HRM?", Human Resource Management Journal, 28(3), pp.377~391 (2018)
  33. Ferris, G. R., "Toward a social context theory of the human resource management organization effectiveness relationship", Human Resource Management Review, 8(3), pp.235~264 (1998)
  34. Foss, N. J., "Why complementary HRM practices impact performance : The case of rewards, job design, and work climate in a knowledge-sharing context", Human Resource Management, 54(6), pp.955~976 (2015)
  35. Galunic, D. C., "From security to mobility : Generalized investments in human capital and agent commitment", Organizational Science, 11(1), pp.1~20 (2000)
  36. Gerhart, B., "Pay for(individual)performance : Issues, claims, evidence and the role of sorting effects", Human Resource Management Review, 24(1), pp.41~52 (2014)
  37. Ghosh, D., "Outliers: An evaluation of methodologies", JSM Proceedings, Survery Research Methods Section, 12(1), pp.3455~3460 (2012)
  38. Ghoshal, S., "Bad for practice : A critique of the transaction cost theory", Academy of Management Review, 21(1), pp.13~47 (1996)
  39. Gooderham, P. N., "Institutional and Rational Determinants of Organizational Practices : Human Resource Management in European Firms", Administrative Science Quarterly, 44(3), pp.507~531 (1999)
  40. Guest, D. E., "Human Resource Management and Industrial Relations", Journal of Management Studies, 24(5), pp.503~521 (1987)
  41. Guest, D. E, "Human resource management and employee well-being : Towards a new analytic framework", Human Resource Management Journal, 27(1), pp.22~38 (2017)
  42. Hair Jr, J. F., "Partial least squares structural equation modeling (PLS-SEM) using R:A workbook" (2021), Springer Nature
  43. Humberg, S., "Response surface analysis in personality and social psychology : Checklist and clarifications for the case of congruence hypotheses", Social Psychological and Personality Science, 10(3), pp.409~419 (2019)
  44. Jackson, S. E., "Handbook of Research in Comparative Human Resource Management" (2011), Edward Elgar Publishing
  45. Jahoda, M., "Employment and Unemployment:A Social-Psychological Analysis" (1982), Cambridge University Press
  46. Jiang, K., "HowDoes Human Resource Management Influence Organizational Outcomes? A Meta-Analytic Investigation of Mediating Mechanisms", Academy of Management Journal, 55(6), pp.1264~1294 (2012)
  47. Kaufman, B. E., "The real problem : The deadly combination of psychologisation, scientism, and normative promotionalism takes strategic human resource management down a 30-year dead end", Human Resource Management Journal, 30(1), pp.49~72 (2020)
  48. Kim, K., "The Interplay Between the Social and Economic Human Resource Management Systems on Innovation Capability and Performance", International Journal of Innovation Management, 25(７), pp.2150074~ (2021)
  49. Kim, K., "Additive effects of performance-and commitment-oriented human resource management systems on organizational outcomes", Sustainability, 11(6), pp.1679~ (2019)
  50. Kohn, A., "Why incentive plans cannot work", Harvard Business Review, 71(5), pp.54~60 (1993)
  51. Lepak, D. P., "The human resource architecture : Toward a theory of human capital allocation and development", Academy of Management Review, 24(1), pp.31~48 (1999)
  52. Lepak, D. P., "Examining the human resource architecture : The relationships among human capital, employment, and human resource configurations", Journal of Management, 28(4), pp.517~543 (2002)
  53. MacKenzie, S. B., "Construct measurement and validation procedures in MIS and behavioral research : Integrating new and existing techniques", MIS Quarterly, 35(2), pp.293~334 (2011)
  54. Madhavan, R., "From embedded knowledge to embodied knowledge : new product development as knowledge management", Journal of Marketing, 62(1), pp.1~12 (1998)
  55. Marescaux, E., "(Not)seeing eye to eye on developmental HRM practices : perceptual(in)congruence and employee outcomes", The International Journal of Human Resource Management, 35(7), pp.1340~1369 (2023)
  56. Michaels, E., "The war for talent" (2001), Harvard Business Press
  57. Michie, J., "Business strategy, human resources, labour market flexibility and competitive advantage", International Journal of Human Resource Management, 16(3), pp.445~464 (2005)
  58. Miles, R. E., "Fit, failure and the hall of fame: how companies succeed or fail" (1994), Free press
  59. Milgrom, P., "Complementarities and fit strategy, structure, and organizational change in manufacturing", Journal of Accounting and Economics, 19(2), pp.179~208 (1995)
  60. Nadler, D. A., "A model for diagnosing organizational behavior", Organizational Dynamics, 9(2), pp.35~51 (1980)
  61. OECD, "OECD Guidelines on Measuring the Quality of the Working Environment" (2017), OECD Publishing
  62. Paauwe J., "HRM and Performance : Achievements, Methodological Issues and Prospects", Journal of Management Studies, 46(1), pp.129~142 (2009)
  63. Parker, S. K., "Work characteristics and employee wellbeing within a context of strategic downsizing", Journal of Occupatonal Health Psychology, 2(4), pp.289~303 (1997)
  64. Peccei, R., "Human resource management–well-being –performance research revisited : Past, present, and future", Human Resource Management Journal, 29(4), pp.539~563 (2019)
  65. Pfeffer, J., "The human equation: Building profits by putting people first" (1998), Harvard Business School Press
  66. Pfeffer, J., "Human resources from an organizational behavior perspective : Some paradoxes explained", The Journal of Economic Perspectives, 21(4), pp.115~134 (2007)
  67. Pfeffer, J., "Hard facts, dangerous half-truths, and total nonsense:Profiting from evidence-based management" (2006), Harvard Business School Press
  68. Piwowar-Sulej, K., "Human resources development as an element of sustainable HRM–with the focus on production engineers", Journal of Cleaner Production, 278, pp.124008~ (2021)
  69. Posthuma, R. A., "A high performance work practices taxonomy : Integrating the literature and directing future research", Journal of Management, 39(5), pp.1184~1220 (2013)
  70. Probst, T. M., "The psychology of work", pp.141~168 (2002), Psychology Press
  71. Rizov, M., "Human Resource Management and Performance in European Firms", Cambridge Journal of Economics, 33(2), pp.253~272 (2009)
  72. Rousseau, D. M., "Psychological contracts in organizations: Understanding written and unwritten agreements" (1995), Sage Publications
  73. Saridakis, G., "Exploring the relationship between HRM and firm performance : A meta-analysis of longitudinal studies", Human Resource Management Review, 27(1), pp.87~96 (2017)
  74. Shaw, J. D., "Employee-organization exchange relationships, HRM practices, and quit rates of good and poor performers", Academy of Management Journal, 52(5), pp.1016~1033 (2009)
  75. Shoss, M. K., "Job insecurity : An integrative review and agenda for future research", Journal of management, 43(6), pp.1911~1939 (2017)
  76. Storey, J., "Developments in the Management of Human Resources" (1992), Blackwell
  77. Sverke, M., "No security : A meta-analysis and review of job insecurity and its consequences", Journal of Occupational Health Psychology, 7(3), pp.242~264 (2002)
  78. Tracey, T. J. G., "Moderators of the interest congruence-occupational outcome relation", International Journal for Educational and Vocational Guidance, 7(1), pp.37~45 (2007)
  79. Truss, C., "Soft and hard models of human resource management : A reappraisal", Journal of Management Studies, 34(1), pp.53~73 (1997)
  80. Tsabari, O., "Updated meta-analysis on the relationship between congruence and satisfaction", Journal of Career Assessment, 13(2), pp.216~232 (2005)
  81. Tsai, W., "Social capital and value creation : The role of intrafirm networks", Academy of Management Journal, 41(4), pp.464~476 (1998)
  82. Yao, Y. A., "Toward a holistic perspective of congruence research with the polynomial regression model", Journal of Applied Psychology, 108(3), pp.446~465 (2023)

관련 논문AI추천

경제적 HRM 시스템과 사회적 HRM 시스템이구성원의 태도와 행동 및 조직의운영역량에 미치는 영향 - 시스템 간의 정합성 효과를 중심으로 -김건식한국인적자원관리학회 · 인적자원관리연구2021 · 제28권 제3호‘인사제도-성과’ 간의 관계에서 고성과 작업시스템 효과성 지각의 조절효과최장호한국질서경제학회 · 질서경제저널2012 · 제15권 제3호고성과작업시스템이 경영성과에 미치는 영향에 대한 국내 실증연구의 분석과 시사점이영면, 이주형한국인적자원관리학회 · 인적자원관리연구2010 · 제17권 제3호고성과 작업시스템이 기업의 사회적 책임(CSR)에 미치는 영향: 다양성 풍토의 조절효과성상현, 엄혜경한국윤리경영학회 · 윤리경영연구2023 · 제23권 제1호고성과 인사체계의 보편적 관점 비판 : Kaufman의 문제제기에 대한 실증분석양문철한국직업능력연구원 · 직업능력개발연구2018 · 제21권 제3호A Study On The Effects Of The Managerial Organization's HRM System To The Organizational Performance김종관, 배상림한국인적자원관리학회 · 인적자원관리연구2008 · 제15권 제2호

이 간행물의 다른 논문 (11건)

텍스트마이닝(Text-mining)을 통한 People Analytics 연구 및 실무 필요 역량 연구강지상, 이중학, 김지영, 이상진pp. 33-54반도체 인력 양성 및 채용을 위한 거대 언어 모델 기반 학부 공학 교육과정 설계 및 평가 전략 -ChatGPT-4o를 이용한 KAIST 공학 교육과정 분석을 중심으로-이상윤, 이호찬pp. 55-72인지적 유연성이 혁신행동에 미치는 영향-잡 크래프팅의 매개효과 및 리더의 코칭행동의 조절효과-한총, 최수형, 강희경pp. 73-99임파워링 리더십이 직무권태에 미치는 영향 -심리적 주인의식의 매개효과와 주도적 성격의 조절효과-박지환, 김세찬, 오문환, 박은지pp. 101-129노동조합을 통한 근로자간접참여의식과 개별적 직접참여인사제도 및 태도들에 대한 연구이동진pp. 131-149
원문 보기