고성과 인적자원관리시스템의 구성요인, 인적자원유연성, 조직성과의 관계 = (A) relationship between high performance human resource management system, human resource flexibility and organizational performance

다국어 초록 (Multilingual Abstract)

Tendencies such as the increasing spread of market globalization, new technological developments, the reduction of product life cycles and aggressive competition, are generating high levels of environmental changes and uncertainty for organizations of all types. these circumstances require rapid responses through adaptation of organizational attitudes and capabilities, which lead to innovative management approaches and organizational methods.
Human resource management researchers have struggled to elaborate the underlying mechanism explaining how human resource systems relate to organizational performance after universalistic perspectives were supported by a majority of studies investigating the positive relationship between high performance human resource management system and firm performance.
In this environments, managers require a new type and level of contribution from employee ability. In order to successfully compete under dynamic conditions, employee’s performance of a fixed set of prescribed tasks is no longer considered adequate. Instead, competitive advantage comes from employees who are engaged in broad open-ended and interdependent roles. From an individual perspective, human resource flexibility is a key success factor in current competitive environments.
In this study, high performance management system is defined as the bundle of human resource practices, which elements constructed selective staffing, extensive training, result-oriented appraisal, and incentive rewards. Construct elements of human resource flexibility are employee’s skill flexibility, behavior flexibility, relation flexibility.
The specific objectives of this study can be summarized as follows:
First, to definition the concept of high performance human resource management system and its underlying dimensions.
Second, to definition the concept of human resource flexibility and its underlying dimensions.
Third, to examine the effects of high performance human resource management and human resource flexibility on firm performance.
Lastly, to examine the mediating effects of the high performance human resource management system and human resource flexibility on the process of influencing to firm performance.
To fill the void, hypotheses in this study predicted human resource flexibility that would mediate the relationship between high performance human resource management system and firm performance. The research model among the variables in this study was as follows:
These theoretical models were tested with a sample of 138 firms in Korea. The analysis of data was undertaken by using AMOS.
The Summary of the verification results is follows:
First, most of high performance human resource management system and human resource flexibility had positive effects on human resource performance
Second First, most of high performance human resource management system and human resource flexibility had positive effects on firm’s financial performance
Third, human resource flexibility had mediated the relationship between high performance human resource management system and firm performance
The results of the present research may be demonstrated that organizations or managers could achieve a high level of management practices that lead to firm performance by enabling human resource to be flexible through high performance human resource management system. Using a certain set of human resource practices known to elicit high performance will be a competitive strategy for employer and employees.

목차 (Table of Contents)

• 제1장 서론 1
• 제1절 연구의 배경 및 목적 1
• 제2절 연구방법 및 논문의 구성 5
• 제2장 이론적 배경 6
• 제1절 고성과 인적자원관리시스템 6
• 1. 고성과 인적자원관리시스템의 개념 6
• 2. 고성과 인적자원관리시스템의 구성요인 10
• 제2절 전략적 인적자원관리 22
• 1. 전략적 인적자원관리의 등장 22
• 2. 전략적 인적자원관리의 개념 24
• 3. 전략적 인적자원관리의 연구이론 26
• 4. 전략적 인적자원관리의 접근방법 28
• 제3절 인적자원유연성 33
• 1. 인적자원유연성의 개념 33
• 2. 인적자원유연성의 구성요소 35
• 제4절 조직성과에 관한 연구 41
• 1. 조직성과의 개념 및 측정 41
• 2. 직무만족에 관한 연구 44
• 3. 조직몰입에 관한 연구 47
• 제5절 관련변수들 간의 관계에 대한 선행연구 고찰 50
• 1. 고성과 인적자원관리 시스템과 조직성과의 관계 50
• 2. 고성과 인적자원관리시스템과 인적자원유연성의 관계 57
• 3. 인적자원유연성과 조직성과의 관계 59
• 4. 고성과 인적자원관리시스템과 조직성과와의 관계에서 인적자원유연성의 매개관계 61
• 제3장 연구설계 63
• 제 1 절 연구모형 및 연구가설 63
• 1. 연구모형 63
• 2. 연구가설 64
• 제2절 변수의 조작적 정의 및 측정방법 72
• 1. 변수의 조작적 정의 72
• 2. 변수의 측정방법 75
• 제4장 실증분석 및 가설검증 76
• 제1절 자료의 수집 및 분석방법 76
• 1. 자료수집 76
• 2. 분석방법 77
• 제2절 표본의 인구통계학적 특성 78
• 제3절 신뢰성과 타당성 분석 및 상관관계분석 79
• 1. 신뢰성 분석 79
• 2. 타당성 분석 80
• 3. 상관관계 분석 88
• 제4절 연구가설의 검증 89
• 1. 가설 1의 검증 91
• 2. 가설 2의 검증 92
• 3. 가설 3의 검증 93
• 4. 가설 4의 검증 96
• 5. 가설 5의 검증 97
• 6. 가설 6의 검증 98
• 제5절 실증분석의 결과 101
• 제5장 결 론 104
• 제1절 연구의 요약 및 시사점 104
• 제2절 연구의 한계점 및 향후 발전 방향 108
• 참고문헌 110
• 설문지 132
• ABSTRACT 137