고성과 인적자원관리 시스템이 기업성과에 미치는 영향에 관한 연구: 다층분석 및 매개효과 검증을 중심으로
A Study of Relationship between High-performance Work Practices and Firm Performance: Multi-level Analysis andMediating Effect of Individual Variables
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참고문헌
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초록
본 연구는 최근 고성과 인적자원관리가 많은 관심을 받고 있음에도 불구하고, 아직도 블랙박스로 남아 있는 번들이나 시스템 구성 원칙 및 이들 시스템과 개인의 태도 간의 관계, 그리고 기업성과와의 관계를 연결하는 메커니즘을 밝히고자 하였다. 이러한 연구 과제를 해결하기 위해 먼저, 이론과 실증연구를 바탕으로 고성과 인적자원관리 시스템에 포함될 수 있는 개별제도를 식별한 결과, 모집/선발, 훈련/개발, 집단인센티브/보너스, 내부승진, 고충/갈등처리, 종업원 참여/제안, 정보공유, 고용안정 제도가 도출되었다. 분석 결과, 첫째, 조직수준의 고성과 인적자원관리 시스템이 개인수준의 종업원의 태도 즉, 직무만족이나 조직몰입에 긍정적인 영향을 미치고 있는 것으로 나타났다. 둘째, 고성과 인적자원관리 시스템과 조직성과 간의 관계에서 조직수준으로 끌어올린 직무만족의 매개역할은 밝혀지지 않았다. 결론 부분에서는 분석결과가 주는 시사점 및 한계, 그리고 향후 연구과제를 논의하였다.
Abstract
Recently, HPWP(High-performance Work Practice) is one of the most interesting issues in HRM field. But, some black boxes remain with unsolved. Thus, this study has three goals: Identifying the individual practices which could be included in HPWP system, and finding the relationship between HPWP and individual attitudes(eg., job satisfaction, organization commitment)in meso-paradigm, and finding the mechanism that connects HPWPs with firm performance. Several important results have been observed. First, individual practices such as staffing/selection, training/development, collective incentive/bonus, internal promotion, participation, sharing information, job security could be included in HPWP system. Second, individual job satisfaction and organization commitment are different each firms and HPWP system has significantly positive effects on job satisfaction and organization commitment. Third, organizational job satisfaction that was aggregated individual job satisfaction has not mediating effect between HPWP system and firm performance. Finally, implication, limitation of this study and future research are discussed in conclusion session.
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