디지털 트랜스포메이션에 따른 전략적 인적자원관리가 여행사 종사자의 직무성과에 미치는 구조적 영향 = The Structural Effects of Strategic Human Resource Management in Digital Transformation on the Task Performance of Travel Agency Employees

다국어 초록 (Multilingual Abstract)

COVID-19 has accelerated digital transformation for many organizations but has caused human resource management problems. In particular, travel agencies need to discuss human resource management as a small number of people are performing many tasks, shifting many tasks online, and using more software or automation due to restructuring after COVID-19. Therefore, in this study, the AMO (Ability-Motivation-Opportunity Model) model, which helps explain human resource management, was applied to investigate the effect of strategic human resource management according to digital transformation on the task performance of the travel agency employee. The results showed that human resource management, according to digital transformation, has a partial positive effect on ability, motivation, and opportunity. Motivation and opportunity significantly affected task performance, but ability did not. These results suggest that continuing education should be carried out because strategic human resource management according to digital transformation is an essential factor as it is linked to task performance.

참고문헌 (Reference)

1 이수희 ; 김맹선, "호텔 고성과 인적자원관리 관행이 조직성과에 미치는 영향: 인적자원 유연성의 매개효과" (사)한국관광레저학회 28 (28): 109-126, 2016

2 이종현 ; 이재섭, "대형 항공사(FSC)의 전략적 인적자원관리가 승무원의 조직신뢰, 직무만족, 조직몰입에 미치는 영향 연구" (사)한국관광레저학회 33 (33): 285-307, 2021

3 이진희 ; 김남조, "글로벌 OTA(online travel agency) 이용자의 소비자권익 문제 경험 분석: 근거이론을 기반으로" 한국관광학회 44 (44): 93-114, 2020

4 한국행정연구원, "공공부문 디지털 트랜스포메이션 전략에 관한 연구" 2020

5 Medeiros, M., "Understanding travel tracking mobile application usage : An integration of self determination theory and UTAUT2" 42 : 100949-, 2022

6 Wright, P. M., "Theoretical perspectives for strategic human resource management" 18 (18): 295-320, 1992

7 Ali, M., "The mediating role of the employee relations climate in the relationship between strategic HRM and organizational performance in Chinese banks" 3 (3): 115-122, 2018

8 Almutawa, Z., "The effect of human resource management system on employees’ commitment : The mediating role of the AMO model" 50 (50): 17-29, 2016

9 Fenech, R., "The changing role of human resource management in an era of digital transformation" 22 (22): 166-176, 2019

10 Delery, J. E., "Strategic human resource management, human capital and competitive advantage : Is the field going in circles?" 27 (27): 1-21, 2017

11 Akhtar, S., "Strategic HRM practices and their impact on company performance in Chinese enterprises" 47 (47): 15-32, 2008

12 Minbaeva, D. B., "Strategic HRM in building micro-foundations of organizational knowledge-based performance" 23 (23): 378-390, 2013

13 Armstrong, M., "Strategic HRM : The key to improved business performance" CIPD Publishing 2002

14 Kaufman, B. E., "SHRM theory in the post-Huselid Era : Why it is fundamentally misspecified" 49 (49): 286-313, 2010

15 Turner, T., "Organizational networks and the process of corporate entrepreneurship : How the motivation, opportunity, and ability to act affect firm knowledge, learning, and innovation" 45 (45): 447-463, 2015

16 Appelbaum, E., "Manufacturing advantage : Why high-performance work systems pay off" Cornell University Press 2000

17 Jiang, K., "How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms" 55 (55): 1264-1294, 2012

18 Miao, R., "High-performance work system, work well-being, and employee creativity : Cross-level moderating role of transformational leadership" 16 (16): 2-24, 2019

19 Huang, Z., "Gender differences in user perception of usability and performance of online travel agency websites" 66 : 101671-, 2021

20 Edgar, F., "Gender and job performance : Linking the high performance work system with the ability motivation opportunity framework" 50 (50): 47-63, 2020

21 Carnevale, J. B., "Employee adjustment and well-being in the era of COVID-19 : Implications for human resource management" 116 : 183-187, 2020

22 Galindo-Martín, M. Á., "Digital transformation, digital dividends and entrepreneurship : A quantitative analysis" 101 : 522-527, 2019

23 Reddy, S. K., "Digital transformation and value creation : Sea change ahead" 9 (9): 10-17, 2017

24 Marescaux, E., "Developmental HRM, employee well-being and performance : The moderating role of developing leadership" 16 (16): 317-331, 2019

25 Mergel, I., "Defining digital transformation : Results from expert interviews" 36 (36): 101385-, 2019

26 Hu, L. T., "Cutoffcriteria for fit indexes in covariance structure analysis : Conventional criteria versus new alternatives" 6 (6): 1-55, 1999

27 이진희 ; 김남조, "COVID-19 상황에서 여행업 종사자의 고용불안 경험에 관한 근거이론 연구" 한국관광학회 45 (45): 9-32, 2021

28 오지경, "COVID 19 이후 항공사 기업성과 향상을 위한 전략적 인적자원 관리에 관한 연구: 직무만족, 직무역량, 고객 지향성을 중심으로" (사)한국관광레저학회 32 (32): 303-318, 2020

29 Downes, L., "Big bang disruption" 44-56, 2013

30 Rayner, J., "An empirical study of ‘green’ workplace behaviours : Ability, motivation and opportunity" 56 (56): 56-78, 2018

31 Kundu, S. C., "Ability motivation opportunity enhancing human resource practices and firm performance : Evidence from India" 24 (24): 730-747, 2018