중소기업의 전략적 인적자원관리와 조직유효성의 관계에 관한 연구 = (The) Strategic Human Resource and Organizational Effectiveness in SMEsThe Strategic Human Resource and Organizational Effectiveness in SMEs

국문 초록 (Abstract)

본 연구는 우리나라 중소기업을 대상으로 과정요인을 고려한 전략적 인적자원관리와 조직유효성의 관계에 관한 통합모델을 수립하고 이를 실증연구를 통해 규명하였다. 구체적으로 전략적 인적자원관리가 조직유효성에 미치는 영향에 있어서 노동자의 신뢰의 매개효과와 노동조합의 조절효과를 분석하였다. 이를 통해 전략적 인적자원관리의 이론적 확장과 중소기업 관점에서 효과적인 전개방안을 모색하였다.
본 연구의 목적을 달성하기 위해서 전략적 인적자원관리에 대한 기존 연구의 검토를 통해 전략적 인적자원관리의 개념과 연구접근방법 및 이론적 체계, 그리고 기존 연구내용을 종합하였다. 또한 전략적 인적자원관리와 조직유효성에 관한 기존 연구를 토대로 실증연구 모형과 가설을 수립하였다. 다음으로 중소기업을 대상으로 실증 자료를 수집하여 본 연구의 모형과 가설을 검증하였다.
본 연구의 결과를 요약하면 다음과 같다. 첫째, 중소기업의 상황에서도 전략적 인적자원관리가 조직유효성 향상에 유의미한 영향을 미치고 있음을 규명하였다. 전략적 인적자원관리를 구성하는 각 요소들이 조직몰입, 직무만족, 기술혁신, 그리고 경제적 성과에 유의한 영향을 미치고 있음을 규명하였다. 따라서 중소기업에서도 전통적인 인사관리 체제에서 전략적 인적자원관리 체제로의 전환이 요청된다는 점을 시사한다. 이러한 전환과정에서 도입 초기에 막대한 투자와 장기적인 노력이 요구되는 전략적 인적자원관리 관행보다 비용이 적게 투입되면서도, 조직 유효성의 효과가 다방면으로 발생하는 다양한 교육기회의 확대나 성과 평가 체제의 도입을 고려하는 것이 필요하다.
둘째, 노동자 신뢰는 전략적 인적자원관리와 조직유효성 사이에 매개효과를 지닌다. 즉, 노동자 신뢰가 핵심 매개체로 작용하여 전략적 인적자원관리와 조직유효성 사이의 인과적 관계구조를 형성하고 있다. 이러한 연구결과는 그동안의 전략적 인적자원관리 연구에서 간과되어왔던, 노동자태도 측면에서의 이를 받아들이는 노동자 수용 과정을 실증연구를 통해 규명한 것이다. 이는 노사관계 과정적인 측면에서 전략적 인적자원관리를 수용하는 노동자 태도의 매개적인 효과를 밝혀냄으로써, 과정 요소를 통해 창출되는 시너지 효과를 발견하여 제시하는 결과이다. 또한 전략적 인적자원관리의 성공은 노사 간의 신뢰와 같은 제도화 과정의 중요성을 함께 시사하고 있다. 실무적인 측면에서 중소기업의 현장에서 전략적 인적자원관리 제도 자체의 설계와 실행 과정에서 종업원의 경영참가를 통해 노동자 신뢰를 함께 연계시키는 것이 성공가능성이 높다는 점을 제시하고 있다.
셋째, 노동조합의 조절효과에 대한 연구 결과, 무노조 기업이 노조기업보다 전략적 인적자원관리와 조직유효성 사이에 더욱 효과적임을 밝혀내었다. 또한 전략적 인적자원관리시스템 자체가 조직유효성 제고를 가져오기 보다는 노사간의 신뢰와 협력 등의 도덕적 기초가 더욱 중요하다는 결론을 도출하였다. 실무적인 측면에서는 노조기업이 전략적 인적자원관리의 성공을 위해서 노동조합의 적극적인 참가를 유도하는 것이 성공요인임을 시사하고 있다.
마지막으로 본 연구는 추후 연구의 방향을 다음과 같이 제시하였다. 제도화 이론의 관점에서 전략적 인적자원관리의 제도화 과정 전반을 체계적으로 접근하는데 대한 한계성, 노동조합의 역할에 대한 조절효과의 포괄적인 접근, 기업의 전략변수를 함께 고려한 연구, 조직유효성의 다차원성에 대한 접근, 조직 외부의 동태적 환경 특성에 대한 고려, 대기업과 중소기업 협력관계를 고려한 연구 등이 향후 연구에 요구된다.

다국어 초록 (Multilingual Abstract)

This study is approached to the background on the strategic human resource management theory that was focused to fit firm’s strategy and achieving performances of the small and medium firms. This study is alternative approach that was performed the relationships between the strategic human resource management (SHRM) and organizational effectiveness through the employee trust ? Mediation effects - and labor union ? Moderate effects - in the small and medium firms. To achieve the research objectives, it was come up to not only theoretical review on the past research results and arguments but also empirical study collected from the small and medium firms in the Korea.
This study was built the theoretical rationale by the review of concept, historical growth stage, theoretical perspectives, and past empirical results on the strategic human resource management and organizational effectiveness. Then the research models and hypotheses for empirical study were derived from the theoretical rationale. The research model is comprised of main variable effects that are direct linear relationship between strategic human resource management variables and organizational variables and two side variable effects that are mediation effect through the labor trust and moderating effect by the labor union. In other words, this research model is configured by the integration model with an orthodox theory of the strategic human resource model adding on industrial relation process factors such as labor trust and union variables. The human resource management systems are consisted of eight key factors of human resource practice that are decisions making with authority delegation, selection and recruitment of employees, career development plan of internal employee ability and skill, education and training on the workers, performance appraisals, compensations and incentives based on the performance, employee participation of management, job security of worker. Organizational effectiveness is included four dimensions that are technology innovations, job satisfaction of employees, organizational commitment of employees, and financial or economic performance included ROI, market share, net profitable, sales volume. The employee trust was set on mediation variable and labor union was allocated to moderating variable between strategic human resource management and organizational effectiveness in this research model.
The five research hypotheses are derived from theoretical logics and past related empirical research results that supported by direct and indirect with each hypothesis. The first hypothesis is that strategic human resource management practices of generalized perspectives will have significantly positive impact on organizational effectiveness. From the second and forth hypotheses were related with mediation effects on employee trust. The second hypothesis is that strategic human resource management will have direct effects on employee trust, and the third hypothesis is that this employee trust will impact on directly organizational effectiveness, so that the forth hypothesis is derived that employee trust will have been mediating effect between human resource management and organizational effectiveness. The last hypothesis is moderating effect of the labor unions that the relationship between human resource management and organizational effectiveness would be affected by the existence of labor union in the firms.
The empirical data were collected from 248 small and medium manufacturing firms among the 500 distributed companies to the department of human resource and labor union or labor association from January to April in 2007. The methods of data collection were used to the e-mail communication of confirmation prior to a main survey by real interview and questionnaire survey. The final data were analyzed 239 except to 11 firms that are non-significant and much missing responses. The number of labor union firms was each 105 firm and non-labor union 134. The reliability and validity of the data were tested from the Cronbach’s α value and factor analysis before the hypothesis test.
The methods of hypotheses and results analysis were used by multi-regression analysis, covariance structural model analysis through AMOS, and Fisher’s z value. The results of empirical study as follows: Firstly, each practice of strategic human resource management has significantly positive effect on organization effectiveness. This result has implication that small and medium firms have similar effects as large companies that strategic human resource management make to promote the organizational effectiveness. Therefore, there are needed to introduce the strategic human resource management systems also large companies as small and medium firms. However, they should be their context of resource limitation in terms of capital and human resource. The suggested alternative of this research is partly incremental introduction from the growth stages of firms. For example, the first step is introduced to extend the opportunities of education and training that have low cost and the various impacts of organizational effectiveness. The second finding is the significant mediation effect of employee trust between strategic human resource management and organizational effectiveness. This result also has implication to casual relation structure among the strategic human resource management, employee trust, and organizational effectiveness. In others words, the integration model contained the available forthcoming process factors has significant contributions to enhance the explanation of the established strategic human resource management theory in the practice application. This means that the trusts of between labor and ownership that configured in the process of institutionalization can create to successful introduction of strategic human resource management and then would have resulted in the success of companies. Also, this resu

목차 (Table of Contents)

• 제 1 장 서 론 1
• 제 1 절 문제의 제기 1
• 제 2 절 연구의 목적 3
• 제 3 절 연구의 방법 및 논문의 구성 5
• 제 2 장 선행 연구 9
• 제 1 절 전략적 인적자원관리 9
• 제 2 절 전략적 인적자원관리와 조직유효성 31
• 제 3 절 노동자 신뢰와 노동조합의 역할 41
• 제 4 절 우리나라 대기업과 중소기업의 HRM 현황 48
• 제 3 장 실증연구의 설계 61
• 제 1 절 연구모형의 설정 61
• 제 2 절 연구가설의 설정 62
• 제 3 절 변수의 조작적 정의와 측정 80
• 제 4 절 자료수집 및 연구방법 84
• 제 5 절 변수의 신뢰성 및 타당도 분석 88
• 제 4 장 실증분석의 결과와 해석 101
• 제 1 절 변수의 기술통계 및 상관관계 분석 101
• 제 2 절 전략적 인적자원관리와 조직유효성 105
• 제 3 절 노동자 신뢰의 매개효과 112
• 제 4 절 노동조합의 조절효과 124
• 제 5 장 결론 131
• 제 1 절 연구의 요약과 시사점 131
• 제 2 절 연구의 한계점과 향후 연구방향 134
• 참고문헌 137
• Abstract 155
• 부록: 설문지 160

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