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전략적 인적자원관리가 조직역량을 통해 경영성과에 미치는 영향

The Impact of Strategic Human Resource Management on Management Performance through Organizational Competence

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참고문헌

키워드

주제분류경영학

초록

기업은 경쟁우위 확보를 통한 지속적인 성과 창출로 생존과 발전을 추구하고 있다. 특히 지식경영 시대를 맞아 우수한 인적자원 확보와 유지는 기업의 성패를 좌우하고 있다. 이에 전략적 인적자원관리는 그 중요성과 효과적인 관리방안이 더욱 강조되고 있다. 많은 연구자들이 전략적 인적자원관리에 대한 연구를 활발하게 진행하여 왔다. 그러나 한국 기업의 여건을 고려한 전략적 인적자원관리와 경영성과 간의 Black Box에 대한 연구는 매우 부족한 상황이며, 특히 조직차원에서 전략적 인적자원관리를 통한 조직역량의 개선과 관련한 체계적인 논의나 실증 연구한 것은 거의 없다. 따라서 전략적 인적자원관리와 조직역량에 대한 새로운 관점의 연구가 필요하다. 이러한 관점에서 본 연구는 조직수준에서의 자원기반이론을 토대로 전략적 인적자원관리가 조직역량(조직민첩성, 전략실행력, 기술역량)과 경영성과에 미치는 영향과 조직역량이 경영성과에 미치는 영향을 분석하고, 나아가 조직역량이 전략적 인적자원관리와 경영성과 간의 관계에서 매개역할을 하는지를 분석하고자 하였다. 이러한 연구목적을 달성하기 위하여 기업의 최고경영자(CEO)를 대상으로 한 1차 설문조사와 경영성과 측정을 위하여 금융감독원의 전자공시시스템(DART)으로부터 기업별 3개년의 당기순이익 자료를 수집하였다. 분석결과, 전략적 인적자원관리는 조직민첩성, 전략실행력, 기술역량 모두에 유의미한 정(+)의 영향을 미치는 것으로 나타났고, 경영성과에도 유의미한 정(+)의 영향을 미치는 것으로 나타났다. 또한 조직민첩성, 전략실행력, 기술역량은 경영성과에 유의미한 정(+)의 영향을 미치는 것으로 나타났다. 그리고 조직민첩성, 전략실행력, 기술역량 모두가 전략적 인적자원관리와 경영성과 간의 관계에서 매개역할을 하는 것으로 확인되었다. 이러한 연구 결과를 토대로 조직수준에서 최고경영자의 전략적 인적자원관리와 조직역량이 갖는 이론적, 실무적 시사점과 향후 연구방향을 함께 논의한다.

Abstract

Companies are pursuing survival and development through continuous performance creation by securing competitive advantage. In particular, securing excellent human resources in the era of knowledge management is determining the success or failure of the company. Therefore, the importance and effective management method of strategic human resources management(SHRM) is emphasized. Many researchers have actively pursued research on SHRM. However, studies on the black-box between SHRM and management performance considering the conditions of domestic companies are insufficient. There is little systematic discussion or empirical research on the improvement of organizational capacity through SHRM at the organization level, and thus, new access on SHRM is required. From this point of view, this study analyzes the effects of SHRM on organizational competence(organizational agility, strategic execution ability, technical capability) and management performance, and organizational competence on management performance based on resource based theory at organizational level. And this study analyzes whether organizational competence plays a mediating role in the relationship between SHRM and management performance. In other to achieve the purpose of the research, first survey of CEO and second collected corporation’s net profit data from the Financial Supervisory Service were collected. As a result, SHRM was found to have a positive(+) effect on organizational agility, strategy execution ability, and technology capability, and have a positive(+) effect on management performance. Also, organizational agility, strategy implementation ability, and technology capability was found to have a positive(+) influence on management performance. And it was confirmed that organizational agility, strategic execution ability, and technology capability was found to play a mediator role in the relationship between SHRM and management performance. Based on the results of this study, we discussed the theoretical and practical implications of CEO's SHRM and organizational competence at the organization level and the direction of future research.

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