벤처기업의 人的資源管理가 企業成果에 미치는 影響에 관한 硏究 = (A)study on the influence of human resource management practices of venture firms on performance

다국어 초록 (Multilingual Abstract)

This study empirically analyzed how human resource management(HRM) practices affect the performance of venture firms using questionnaire and interview methods. The results of the study are as follows:
First of all, several HRM practices were found to affect organizational performance significantly. Specifically, ① recruitment and selection practices were negatively related to turnover, which seemed to mean that effective staffing including development of good recruitment pools and rigorous selection process lower turnover, and ② training and development, compensation, and labor-management relations were positively related to subjective performance of the firms, which implied that as the venture firms provide more opportunities of training and development to employees, provide compensation on the basis of performance, and develop cooperative labor-management relations, the subjective performance of the venture firms increases.
Secondly, negative interaction effects were found to exist between competitive strategies and HRM practices on organizational performance. Specifically, ① the interaction between differentiation strategy and compensation were significantly related to turnover, ② HRM planning and training and development interacted with differentiation strategy to significantly affect subjective organizational performance, and ③ HRM planning, selection, training and development, compensation, and communication practices interacted with technology innovation strategy to affect subjective organizational performance.
So far, there have not been many studies which deal with HRM practices of venture firms in Korea. Thus, it is hoped that this study stimulate more research efforts on theory development and empirical studies on HRM practices of venture firms. Also, it is hoped that government conduct more policy studies and provide more resources in HRM area of the venture firms. Specifically, it is suggested that government take proactive steps to improve industrial skilled staff and technical researcher systems in order to alleviate the problems of workforce shortages in venture firms. And it is also suggested that regional human resource development programs be introduced with the participation of the firms, local governments, and universities.

목차 (Table of Contents)

• 第Ⅰ章 序 論 1
• 第 1 節 問題提起 및 硏究目的 1
• 第 2 節 硏究의 範圍 및 方法 4
• 第Ⅱ章 硏究의 理論的 背景 7
• 第 1 節 人的資源管理의 理解 7
• 1) 인적자원관리의 개념 7
• 2) 전략적 인적자원관리의 개념 14
• 3) 전략적 인적자원관리의 접근법 25
• 第 2 節 人的資源管理 慣行과 企業戰略, 企業成果 32
• 1) 인적자원관리 관행의 이해 32
• 2) 인적자원관리 관행과 기업전략 46
• 3) 인적자원관리 관행과 기업성과 57
• 第 3 節 벤처企業의 理解 65
• 1) 벤처기업의 개념 65
• 2) 벤처기업 인적자원관리의 일반특성 72
• 3) 기업유형별 인적자원관리 일반특성의 비교 74
• 第 4 節 벤처企業의 人的資源管理 慣行과 企業戰略, 企業成果 86
• 1) 벤처기업 인적자원관리 관행과 기업성과 86
• 2) 벤처기업 기업전략과 기업성과 87
• 第 Ⅲ 章 硏究模型과 假說의 設定 91
• 第 1 節 硏究模型의 設定 91
• 第 2 節 假說의 設定 92
• 第 3 節 變數의 操作的 定意와 測定 94
• 1) 인적자원관리 관행 94
• 2) 기업전략 97
• 3) 기업성과 98
• 第Ⅳ章 硏究 方法 100
• 第 1 節 標本의 選定, 資料蒐集과 分析方法 100
• 1) 표본의 선정 100
• 2) 자료의 수집 102
• 3) 분석방법 102
• 第 2 節 應答企業의 記述的 特性 105
• 第 3 節 測定道具의 妥當性 및 信賴性 檢證 105
• 第Ⅴ章 實證分析의 結果 108
• 第 1 節 假說 檢證 108
• 第 2 節 定量分析의 結果 및 論議 113
• 1) 인적자원관리 관행과 기업성과 113
• 2) 인적자원관리 관행과 기업전략 115
• 3) 기업전략과 기업성과 116
• 4) 인적자원관리 관행과 기업성과의 관련성에 대한 전략의 조절효과 117
• 第 3 節 質的分析의 結果 및 論議 119
• 1) 기업의 개요 및 인적자원관리 일반 특징 119
• 2) 인적자원관리 관행 및 기업전략 유형 122
• 3) 지역벤처기업의 고성과 인적자원관리 관행 125
• 第 4 節 지역 벤처기업의 성과개선을 위한 제언 127
• 第Ⅵ章 結 論 132
• 第 1 節 硏究結果의 要約 132
• 第 2 節 示唆點과 限界 134
• 참고문헌 136
• 부록 144
• ABSTRACT 159