기업의 훈련이 근로자의 인적자원성과 및 기업성과에 미치는 영향 = The Analysis On The Effect Of Training On HR Outcomes And Organizational Outcomes

국문 초록 (Abstract)

본 연구는 HCCP 1,2차 자료를 이용하여，훈련이 인적자원성과 및 기업성과에 미치는 영향을 패널분석을 사용하여 실증 분석하였다. 세부적으로 훈련이 직무능력，동기부여 동의 인적자원성과에 미치는 영향，그리고 훈련이 생산성，일인당 부가가치 동의 기업성과에 미치는 영향을 분석하였다. 또한 인적자원성과의 훈련과 기업성과간의 매개 역할을 실증 분석하였다. 패널 분석의 결과를 정리하면，다양한 훈련 실시하는 기업 혹은 일인당 훈련비가 많은 기업일수록 근로자의 직무능력이 향상되며，보다 높은 동기부여가 형성되는 것으로 나타나고 있다. 기업성과에서도 훈련을 많이 실시하는 기업일수록 근로자의 생산성이 증가하며，일인당 부가가치가 높아지는 것으로 나타나고 있다. 그리고 인적자원성과가 훈련과 주관적 기업성과인 생산성간의 관계에 완전 매개 역할을 수행하고 있으나，객관적 기업성과인 일인당 부가가치에는 매개 역할을 수행하지 않는 것으로 나타났다. 이에 이어서 본 연구의 결과에 대한 시사점이 논의되고 있다.

다국어 초록 (Multilingual Abstract)

This paper was intented to evaluate the effect of the training on HR outcomes and organizational outcomes, using the data of HCCP's 1st and 2nd. The empirical analysis methods are based on the panel analysis. Specifically, the effect of the traing on HR outcomes such as job ability enhancement and motivation was investigated as well as the effect of the training on organizational outcomes such as productivity and value added per capita. And the role of HR outcomes between the training and organizational outcomes was also investigated. Based on the empirical analysis ，it is found that firms which use a variety of the training and make more investment in the training has higher enhancement of job ability and higher motivation. And the firm with more investment in the training has a higher productivity and a higher value added per capita. HR outcomes mediate the relationship between the training and the organizational outcomes in case of the subjective measure of organizational outcomes, that is, productivity, not in case of objective measure of organizational outcomes, value added per capita.

목차 (Table of Contents)

• Ⅰ. 서 론
• Ⅱ. 이론적 배경 및 가설의 설정
• Ⅲ. 자료 및 기초 통계
• Ⅳ. 결과분석
• Ⅴ. 결론 및 요약
• 참고문헌
• Abstract

참고문헌 (Reference)

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