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국제인사관리정책과 인사관리 효과성에 관한 연구 - 한국기업의 중국제조법인을 대상으로 -

A Study On The Relationship Between International HR Policy And HR Effectiveness - The Case Of Korean Subsidiaries In China -

이용진|김성수
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2010.09|인적자원관리연구 (Journal of Human Resource Management Research)|제17권 제3호|pp. 131-156

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참고문헌

키워드

경쟁전략competitive strategy인사관리 효과성국제인사관리정책인사관리유사성IHRM policyHRM similarityHR effectiveness
주제분류경영학

초록

국제인사관리 연구에서 핵심적인 문제 중 하나는 해외지사들의 인사관리 정책에 관한 것이다. 즉, 현지 기업들과 인사관리 정책을 유사하게 할 것인가(현지 유사성), 아니면 본사와 유사한 인사관리 정책을 채택할 것인가(본사 유사성) 이다. 본 논문은 국제인사관리정책(본사 유사성과 현지 유사성)과 인사관리 효과성에 관한 관계를 밝히는 것을 목적으로 하였다. 연구자료는 한국노동연구원이 진행한 2007년 중국진출 한국기업의 인사/노무관리 및 경영환경 실태조사자료를 활용하였으며, 표본은 한국에 본사를 가지고 있는 141개의 기업의 중국제조법인으로 구성되었다. 다중회귀분석방법을 채택하여 자료를 분석하였는데, 연구결과는 다음과 같다. 본사와의 인사관리유사성은 현지와의 인사관리유사성보다 인사관리 효과성이 높게 나타났다. 그리고, 본사와의 유사성과 현지 차별화전략과의 상호작용은 인사관리효과성과 긍정적인 관계를 나타내고, 원가우위전략과의 상호작용효과는 인사관리효과성과 부정적인 관계를 나타냈다. 이는 기존 이론을 바탕으로 제시한 연구가설과는 상반되는 결과로써 한국기업의 중국제조법인이라는 특수성과 관련이 있는 것으로 보인다. 이러한 연구결과를 바탕으로 연구의 의의, 한계 및 향후 연구과제를 논의하였다.

Abstract

HR policy for subsidiaries is one of the key issues in the international human resource management. The ongoing debate is whether the subsidiary’s HR system should be similar with the local organizations or with the headquarters. The purpose of this paper is to examine the relationship between the IHR policy and HR effectiveness. We used the survey data gathered by the Korea Labor Institute for the Korean firm in China in 2007. The sample was 141 Korean subsidiaries in China. Hierarchical regression analysis was used to analyze the data. The results are as follows. The HR effectiveness was higher when the subsidiary’s HR system was similar with the headquarters than when it was similar with the locals. The interaction between the headquarters similarity and a differentiation strategy was positively related with the HR effectiveness. Contrary to the hypothesis, the interaction between the headquarters similarity and a cost leadership strategy was negatively related with the HR effectiveness. The reason could be due to the distinct characteristics of the Korean subsidiaries in China. Based the research results, we discussed implications, limitations and future research directions.

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