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중국진출 한국기업에서 몰입형 인사시스템이 인사관리 효과성에 미치는 영향:경쟁전략과 본사파견인력의 조절효과
이용진(Longzhen Li)/류성민(Seongmin Ryu)/김성수(Seongsu Kim) 한국인사조직학회 2009 인사조직연구 Vol.17 No.1
본 논문은 중국진출 한국기업들을 대상으로 전략적 인사관리의 보편론적 접근법과 상황론적 접근법을 적용하여 전략적 인사관리연구에서 중요시되고 있는 몰입형 인사시스템의 추구 정도와 인사관리 효과성 간의 관계를 연구하였다. 본 논 문에서는 조직상황으로 경쟁전략과 본사파견인력을 설정하고 몰입형 인사시스템의 추구가 중국진출 한국기업에서 보편적으로 인사관리의 효과성을 높이는 지, 그리고 몰입형 인사시스템이 조직상황과 적합한 경우에 인사관리의 효과성을 더욱 높이는지에 대해서 분석하였다. 연구자료는 한국기업들의 중국 내 밀집도가 가장 높은 산동성에서 종업원 50인 이상을 고용하고 있는 130개 기업으로부터 수집하였다. 위계적 회귀분석을 통해 자료를 분석한 결과, 몰입형 인사시스템의 추구는 기업의 인사관리 효과성을 높이는 것으로 검증되어 중국진출 한국기업에서도 전략적 인사관리의 보편론적 접근법이 지지되는 결과를 나타냈다. 또한, 상황요인과의 상호작용을 통해서도 인사관리 효과성에 정(+)의 영향을 미치는 것으로 나타났다. 세부적으로 원가우위전략을 활용할수록 몰입형 인사시스템의 추구는 인사관리 효과성을 높이는 것으로 나타났는데 이는 기존의 전략적 인사관리 연구에서 나타난 결과와는 상이한 결과로써 저임금 노동력을 활용하기 위해 중국에 진출한 한국기업이 직면하는 중국인력과 노동시장의 특수성이 반영된 결과로 해석된다. 그리고 본사파견인력의 비율이 높을수록 몰입형 인사시스템의 추구는 인사관리 효과성을 감소시키는 것으로 나타났는데, 이는 중국에서 현지인력 활용의 중요성을 입증하는 결과로 보인다. 이러한 연구결과를 바탕으로 연구의 의의, 한계 및 추후 연구과제에 대해서도 논의하였다. China is Korea’s largest trading partner and its importance is growing over time. By the end of 2007, Korea had 62,988 cases of direct investment in China, which is 49.9% of total direct investments abroad. Korea’s investment is worth US$22.5 billions, which is 24.6% of total investment abroad. 1)37 Despite growing investments, Korean firms in China have not been performing effectively so far. According to Kim(2006), 56.8% of Korean firms reported deficit in 2005. One of the most important reasons for the performance gap has been found to be ineffective management of human resources in these firms(Lee, 1998). Because Chinese employees tend to have values and behavior patterns that are different from Koreans, Korean firms have faced problems in managing Chinese employees. Similar problems are reported among western companies in China(Lasserre & Ching, 1997; Weldon & Vanhonacker, 1999; Wong & Law, 1999). These developments demonstrate the importance of effective human resource management (HRM) at Korean firms in China, but studies have so far been mostly anecdotal or simple surveys at best. In this paper, we studied the relationship between commitment-based HR system and HR effectiveness for Korean firms operating in China, applying universalistic and contingency approaches of strategic human resource management. To our knowledge, there has been no such study previously. According to the universalistic approach, it is expected that commitment-based HR system of Korean firms operating in China is positively related with HR effectiveness. According to the contingency approach, it is expected that the relationship between commitment-based HR system and HR effectiveness is moderated by organizational contingencies. Organizational contingencies such as competitive strategy and expatriate staffing were studies in this paper. Specifically, we proposed the following hypotheses. H1:Commitment-based HR system in Korean firms operating in China will be positively related to HR effectiveness. H2:Cost leadership strategy in Korean firms operating in China will moderate the relationship between commitment-based HR system and HR effectiveness, with the relationship being weaker in firms having higher cost leadership strategy. H3:Differentiation strategy in Korean firms operating in China will moderate the relationship between commitment-based HR system and HR effectiveness, with the relationship being stronger in firms having higher differentiation strategy. H4:Expatriate staffing rate in Korean firms operating in China will moderate the relationship between commitment-based HR system and HR effectiveness, with the relationship being weaker in firms having higher rate of expatriate staffing. To test these hypotheses, we conducted a survey of Korean firms with at least 50 employees. The survey was conducted in Qingdao, Yantai, and Waihai, where the largest cluster of Korean firms is located. Questionnaires were sent to 200 firms and 139 firms replied to the survey. After dropping questionnaires that contained unanswered items, the final sample size for this study was 130. Hierarchical regression analysis was used to analyze data. Results revealed that commitment- based HR system in Korean firms operating in China was positively related to HR effectiveness(H1). Also it was found that expatriate staffing moderated the relationship between commitment-based HR system and HR effectiveness, with the relationship being stronger in firms having higher localization of human resources(H4). These results suggest that Korean firms will be better off by using commitment-based HR system and increasing localization of human resources in China. However, the moderation of differentiation strategy was not found to be significant(H3). Also, contrary to Hypothesis 2, cost leadership strategy moderated the relationship between commitment-based HR system and HR effectiveness, with the relationship being stronger in firms having higher cost
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