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인사관행이 연구개발인력의 태도에 미치는 영향

Human Resource Management Practices and the Attitudes of R&D Personnel

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주제분류교육학

초록

경영의 불확실성이 증가하고 글로벌 경쟁이 가속화됨에 혁신역량제고는 기업의 사활적인 과제로 등장하고 있다. 연구개발인력을 어떻게 관리하느냐는 기업의 혁신역량 강화에 있어서 매우 중요한 과제이지만 인사관행이 연구개발인력의 태도에 미치는 영향에 대한 연구는 매우 부족했다. 본 연구는 한국직업능력개발원의 2007년도 인적자본기업패널조사 자료를 사용하여 인사관행이 연구개발인력의 직무만족과 조직몰입에 미치는 영향을 분석하였다. 분석결과 자율성과 다양성이 높고 소통과 협력이 활성화된 팀 작업, 교육훈련과 경력개발, 그리고 집단성과급이 연구개발인력의 직무만족과 조직몰입을 높이는 것으로 나타났다. 인사관행들의 이러한 효과는 관리직군이나 영업직군과는 어느 정도 구분되는 것으로 나타나 일정 부분 연구개발인력에 고유한 현상으로 해석할 수 있었다. 마지막으로 우리는 연구의 이론적․실천적 시사점과 연구의 한계 그리고 추후 연구과제를 제시하였다.

Abstract

Using Human Capital Corporate Panel Survey(HCCP) data carried out by Korea Research Institute for Vocational Education & Training in 2007, this study investigates the effect of human resource practices on job satisfaction and organizational commitment of R&D personnels in Korean firms. HCCP survey data is unique firm-employee data and our final sample is composed of 1,132 R&D personnels in 272 firms. We found that team work, training and development, and group performance pay were positively related with both job satisfaction and organizational commitment of R&D personnels, but we did not find significant association between individual performance pay and the attitudes of R&D personnels. We compared the effects of human resource practices with non R&D personnels such as general management and marketing department, and we found that the above results were quite unique to R&D personnels.

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