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인사관리부문의 전략적 역할이 조직성과에 미치는 영향: 전략변화시기를 중심으로

The Impact of HR Department's Strategic role on Organizational Performance: Focus on the Period of Strategic Change

류성민
한국산업경영학회 (Korean Association Of Industrial Business Administrarion)|2013.05|경영연구 (Journal of Business Research)|제28권 제2호|pp. 243-279|DOI 10.22903/jbr.2013.28.2.243

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참고문헌

키워드

조직성과Organizational PerformanceContingency Approach전략변화Strategic Change보편론적 접근법상황론적 접근법인사관리부문의 전략적 역할Universalistic ApproachHR department's Strategic Role
주제분류경영학

초록

본 논문은 전략적 인사관리의 보편론적 접근법과 상황론적 접근법을 적용하여 인사관리부문의 전략적 역할수행이 독립적으로, 그리고 전략변화가 있는 기업에서 전략변화와의 상호작용을 통해 조직성과에 미치는 영향을 연구하였다. 연구 자료는 상시근로자 100인 이상을 고용하고 있는 우리나라 기업의 인사담당자(팀장급)와 기획담당자(팀장급)에게 설문조사를 수행하여 획득하였다. 분석결과, 인사관리부문의 전략적 역할수행은 보편적으로 조직성과를 향상시키며, 전략변화와의 상호작용을 통해서도 조직성과에 정(+)의 영향을 미치는 것으로 나타났다. 세부적으로, 전략변화 시기에 인사관리부문의 전략적 역할을 크게 수행하면 조직성과가 향상되는 것으로 관리자들이 지각하는 것으로 나타났으며, 특히 방어형 전략에서 공격형 전략으로의 변화가 있을 때 인사관리부문의 전략적 역할이 크게 수행되면 계량적인 성과지표가 향상되는 것으로 나타났다. 이러한 결과는 전략적 인사관리의 보편론적 접근법과 상황론적 접근법을 모두 만족시키는 결과이다. 이러한 연구결과를 바탕으로 연구의 의의, 한계 및 추후연구과제에 대해서도 논의하였다.

Abstract

We investigated the impact of HR department's strategic role on organizationalperformance, based on universalistic approach and contingency approach of strategichuman resource management. We used contingency variable as strategic change. Wecollected data from a HR manager and a strategic planning manager in 300 firms,which had above 100 full-time workers. Results of the study showed that HR'sstrategic role increased organizational performance universally, and that the interactionbetween HR's strategic role and strategic change also improved organizationalperformance. We also discussed the implications and limitations of our study, andsuggested the direction for future research.

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