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전략적 인사관리에서의 근로자 태도의 매개효과

The Mediating Role of Job Attitudes in Strategic Human Resource Management

오계택|윤양배
한국직업능력연구원 (Korea Research Institute for Vocational Education & Training)|2008.12|직업능력개발연구 (Journal of Vocational Education & Training)|제11권 제3호|pp. 97-125|DOI 10.36907/krivet.2008.11.3.97

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참고문헌

키워드

인적자원관리조직성과Firm performance직무태도Human Resource Management(HRM)Job attitudes
주제분류교육학

초록

이 연구에서는 인적자원관리와 조직성과 간의 관계에 대한 근로자 직무태도의 매개 효과를 살펴보았다. 이것을 검증하기 위하여 이 연구에서는 한국직업능력개발원이 2007년 실시한 인적자본 기업패널 조사 자료를 분석하였다. 분석 결과에 따르면 첫째, 개별 인적자원관리 제도, 인적자원관리 체제, HR부서의 역할과 활동 등 기업의 인적자원관리는 조직성과에 직접적인 영향력을 미치고 있었다. 하지만 이 과정에서 기업 전략의 조절효과는 검증되지 못했다. 둘째, 인적자원관리 변수들은 직무만족, 조직헌신과 같은 직무 태도에도 긍정적인 영향을 미치고 있으며, 직무태도는 객관적 및 주관적으로 측정된 조직성과에 영향을 미치고 있었다. 셋째, 인적자원관리는 직무태도를 매개로 조직성과에 간접적으로도 영향력을 미친다고 할 수 있다. 따라서 인적자원관리제도와 조직성과 간의 매개변수에 대한 탐색을 시도하고, 인과관계 메커니즘을 찾아냄으로써 전략적 인적자원관리에서 연구 틀의 정교화를 기할 수 있었다. 아울러 이러한 연구 결과의 이론적, 실무적 및 정책적 시사점과 이 연구의 한계 및 추후 연구 과제를 제시하였다.

Abstract

This study explored the mediating role of job attitudes of employees on the relationship between strategic human resource management and firm performance. To rest this possibility of relationship, it used the 2007 HCCP(Human Capital Corporate Panel) data of KRIVET(Korea Research Institute for Vocational Education & Training). The main findings of the study are as followed. First, individual human resource management practices, human resource management systems, and roles and activities of human resource department have a direct impact on the firm performance. However, the moderating effect of corporate strategy was not proved. Second, human resource management variables have a positive effect on job attitude variables such as job satisfaction and organizational commitment, in turn, this job attitude variables influenced objective and subjective firm performance. Third, human resource management have an indirect impact on firm performance through job attitudes. Therefore, this study could contribute to the development of framework in strategic human resource management by exploring the mediating variable between human resource management and firm performance and investigating the causal mechanism. It discussed about theoritical and practical implications of the findings of this study and presented limitation of this study and further research questions.

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