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고몰입 인적자원관리의 동기부여 효과와 조직몰입의 매개역할

The Effect of High Commitment HRM Perceptions on Employee Work Effort and the Mediating Roles of Organizational Commitment

오승희|권석균
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2019.09|인적자원관리연구 (Journal of Human Resource Management Research)|제26권 제3호|pp. 81-102|DOI http://dx.doi.org/10.14396/jhrmr.2019.26.3.81

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참고문헌

키워드

조직몰입고몰입 인적자원관리organizational commitmentwork effort업무노력high commitment HRM임파워먼트 인사제도고성과 인사제도다수준 인사제도empowerment-oriented HR bundleperformance-oriented HR bundlemediating roles
주제분류경영학

초록

본 연구는 인적자원관리 제도의 다수준성에 의거하여 조직 내 근로자 간 경험과 반응의 차이가 있음을 전제하고, 고몰입 인적자원관리의 인식, 조직몰입, 그리고 업무노력 간 관계를 고찰하고 검증하기 위하여 설계되었다. 조직몰입은 개념적으로 정서몰입, 지속몰입, 그리고 규범몰입으로 구분되는 것이 일반적이지만 지금까지의 실증연구에서는 정서몰입만을 조명해온 것을 지적하며 지속몰입과 규범몰입의 역할을 함께 살펴보았다. 가설검증을 위해 국내 22개 기업의 809명 근로자를 대상으로 설문을 수집하였고, 구조방정식모형을 통해 전체적인 변수 간 관계를 검증하였다. 그 결과, 고몰입 인적자원관리 중 임파워먼트형은 정서몰입과 규범몰입에, 고성과유도형은 정서몰입, 지속몰입, 규범몰입에 유의한 정의 영향을 미치는 것으로 나타났다. 또한, 고성과유도형은 업무노력에 직접적인 영향을 미치지는 못하였으나, 임파워먼트형은 업무노력에 직접적 효과가 있는 것으로 확인되었다. 부츠스트래핑(bootstrapping) 분석을 통해 조직몰입의 간접효과를 살펴보았는데, 정서몰입과 지속몰입 모두 유의한 매개적 역할을 하는 것으로 나타났다. 이는 지금까지 조명받지 못하였던 규범몰입의 새로운 역할을 발견한 것이라고 볼 수 있다. 위 결과를 바탕으로 고몰입 인적자원관리의 인식의 중요성과 조직몰입의 새로운 영향력을 확인할 수 있었고 그와 관련한 이론적, 실무적 시사점을 제시하였다.

Abstract

This study aims to examine relationships among high commitment HRM, organizational commitment, and work effort at the individual level. In particular, we focused on the mediating roles of the three types of organizational commitment in examining the effects of perceived human resource management on employee effort behaviors. Empirical data were obtained from 809 employees working at 22 firms. In the results of confirmatory factor analysis for empirical testings, high commitment HRM practices were divided into two types; empowerment-oriented HR bundles(job autonomy and decision-making participation), and performance-oriented HR bundles(accurate evaluation and high compensation). As results, these two types of HR bundles were adopted as high commitment HRM practices in the following analyses. Hypothesis testing was performed by a structural equation model using Mplus version 7.4. The results show that empowerment-oriented HR has influenced affective commitment and normative commitment. In addition to direct effects on work effort, it also has indirect effects through affective commitment and normative commitment. Performance-oriented HR bundles have influenced affective commitment and normative commitment but have not had a direct impact on work effort. The results of this study are expected to help researchers to identify various effects of high commitment HRM on organizational effectiveness.

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