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A Study On The Effects Of The Managerial Organization's HRM System To The Organizational Performance

김종관|배상림
한국인적자원관리학회 (Korean Academy Of Human Resource Management)|2008.06|인적자원관리연구 (Journal of Human Resource Management Research)|제15권 제2호|pp. 103-120

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HRD인적자원관리인적자원개발HRM인적자본HRC
주제분류경영학

초록

오늘날 지속적인 경쟁우위 확보를 위하여 HRM에 대한 관심이 높아지고 있다. 이러한 관심의 확대로 HRM에 대한 많은 연구가 이루어졌다. 이러한 HRM에 대한 선행연구에서 HRM이 경영조직성과에 긍정적인 영향관계를 밝혔다. 그러나 다른 연구에서는 경영조직의 재무성과와는 직접적인 영향관계가 없거나 약하므로 중간 과정에 대한 연구의 필요성이 제기되었다. 따라서 본 연구에서는 HRM과 경영조직의 재무성과와의 관계를 매개하는 중간 요인인 HRC의 역할관계를 규명하고자 하였다. 연구결과는 다음과 같다.첫째, HRMS는 HRC에 유의한 영향을 미치는 것으로 나타났다. 이러한 영향은 HRMS의 특성에 따라서 차이가 있었다. HRMS의 구성요소별로 HRC에 미치는 영향에 있어서 IHP와 OHP는 정(+)의 영향을 미치고 BHP는 부(-)의 영향을 미치는 것으로 파악되었다. 또한 HRMS의 구성요소별 영향력의 절대값 크기는 IHP>BHP>OHP순으로 나타났다. 둘째, HRC에 대한 HRMS의 관계에 있어서 DE Type 조직문화가 그 영향력을 조절하는 것으로 나타났다. 분석결과를 고찰해 보면 DE Type 조직문화의 조절효과는 BHP-DE Type은 부(-)의 관계로, IHP-DE Type은 정(+)의 관계로 나타났다. 그리고 OHP에 대해서는 유의하지 않았다. 따라서 DE Type 조직문화에 부합하는 IHP 중심의 HRMS가 실행될 때 HRC를 확대할 수 있다. 또한 역동적이고, 혁신적이고 개발지향의 조직 문화하에서는 BHP가 이루어지면 HRC의 저하를 초래하게 된다. 뿐만 아니라 IHP는 단독으로 보다는 조직문화와의 상호작용을 통해서 HRC를 형성하게 된다는 점을 시사해 주고 있다.

Abstract

The research clarified the process of HRC in the relationship between HRMS and management organization performance. It is meaningful that suitable HRMS is suggested for innovative and development-oriented corporate culture. HRMS gives meaningful effects to HRC. The effects depend on the feature of HRMS. IHP and OHP, the factors of HRMS gives positive influence while BHP gives negative influence. The absolute value of the factors of HRMS is IHP>BHP>OHP. IHP such as recruiting talented human resources, training, and career development are the most effective way to extend HRC. As BHP decreases self-control of employees, IHP-oriented HRM practice needs to be reinforced to extend HRC in management organization. DE Type of corporate culture in relationship between HRC and HRMS controls its effects. In the results of analysis, moderating effect of DE Type of corporate culture gives negative to BHP-DE Type and positive to IHP-DE Type. It is meaningless to OHP. Moderating effect is the largest with IHP. When IHP complied with DE Type of corporate culture is carried out, HRC can be extended. The effect of BHP is more significant when moderating variable is considered. Under the dynamic, innovative and development-oriented corporate culture, BHP causes decline of HRC. When IHP interacts with corporate culture, it can form HRC. Therefore, HRMS practice according to corporate culture is important. In Conclusion, HRMS influences HRC and corporate culture moderates the effects of HRMS on HRC. That is why HRMS practice suitable for corporate culture is required.

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