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HRM 시스템이 혁신과 성과에 미치는 영향 - 전략의 조절효과를 중심으로 -

A Study on the Relationships between HRM Systems and Organizational Performance - Mediating Effects of Corporate Innovation and Moderating Effects of Strategy -

이재훈|박지호
한국산업경영학회 (Korean Association Of Industrial Business Administrarion)|2012.02|경영연구 (Journal of Business Research)|제27권 제1호|pp. 21-48|DOI 10.22903/jbr.2012.27.1.21

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전략혁신Performance조직성과InnovationStrategyHRM SystemHRM 시스템
주제분류경영학

초록

본 연구에서는 HRM 시스템이 혁신과 조직성과에 미치는 영향과 HRM 시스템이 혁신에 미치는 영향에 있어서 전략의 조절효과에 대하여 분석하였다. 이를 위해 HRM 시스템, 경영혁신, 프로세스혁신, 제품혁신, 전략 및 조직성과에 대한 기존 이론과 실증 연구들을 포괄적으로 검토하여 연구모형을 구축한 후 HRM 시스템과 각 변수들 간의 관계를 분석하였다. 연구조사대상은 전기·전자, 기계·부품·금속, 에너지, 섬유 등의 다양한 산업에 속한 기업들이며, 가설검증결과를 요약하면 다음과 같다. 첫째, HRM 시스템이 제품혁신, 프로세스혁신, 경영혁신에 각각 유의한 정(+)의 영향을 미쳤다. 둘째, 제품혁신과 경영혁신은 조직성과에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 제품혁신과 경영혁신은 HRM 시스템과 조직성과 간의 관계에서 유의한 매개효과를 보여주었다. 넷째, 전략은 HRM 시스템과 제품혁신, HRM 시스템과 프로세스혁신 간의 관계를 부(-)의 방향으로 조절하는 것으로 나타났다. 본 연구의 분석결과, HRM 관행들이 유기적으로 연계되어 하나의 시스템으로 통합되어 조직전략과 적합성을 이룰 때 혁신이 일어나며, 결과적으로 이러한 혁신은 조직성과를 향상시킬 것이라는 실무적 시사점과 형태론적인 관점에서 HRM 시스템이 성과에 영향을 미치는데 있어 제품혁신과 경영혁신이 영향을 미칠 수 있다는 이론적 시사점을 제공해 주고 있다.

Abstract

This research analyzed the influence of HRM System on the three innovations & organizational performance, and the control effect of a strategy in the influence of HRM System on the three innovations. For this purpose, this research also analyzed the relationships between HRM System and individual variables after establishing the research model on the basis of the inclusive examination of the existing theories on HRM System, managerial innovation, process innovation, product innovation and strategy & organizational performance, and empirical research works. This research set up the enterprises belonging to a variety of industries such as electricity, electronics, machinery, parts, metals, energy, fiber, etc. as its study subjects, and the results of hypothesis verification are summarized as follows: First, the results showed that HRM System had a significant positive effect on product innovation, process innovation, and management innovation, respectively. Second, product innovation and managerial innovation was found to have a significant positive effect on organizational performance. Third, product innovation and managerial innovation showed a significant mediated effect in the relationships between HRM System and organizational performance. Fourth, a strategy was found to control the relationships between HRM System and product innovation, and also the relationships between HRM System and process innovation in the negative direction. These research results shows that innovation arises when HRM practices have organic ties with each other, and then are integrated into a system, finally forming suitability with organizational strategies; conclusively, these research results are offering the practical implications that such innovation could promote organizational performance and also the theoretical implications that product innovation and managerial innovation could have influence on relation between HRM System and performance from a morphologic viewpoint.

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