인사관리제도 번들(bundle)과 조직성과에 관한 연구

전경주 대한경영학회 2006 大韓經營學會誌 Vol.19 No.4

Previous research examining human resource (HR) practices and organizational performance had mainly focused on testing relationship between organizational performance and a single human resource practice. However, examining the relationship using a single practice gives an unbalanced perspective on HR practices and performance. By broadening the research and including many potentially relevant variables, we can gain a better and clearer insight. A “bundle” of practices interact with individual organizational members’ behaviors to produce changes in motivation, which, then, can lead to greater individual performance and, ultimately, increase organizational performance. In this paper, a large array of human resource (HR) practices is used to examine organizational performance. The data consists of organizations of diverse industries. First, I will discuss the measures of HR practices found in the survey data, and assess how they cluster, or produce discrete groups of organizations in the data set. Next, I will examine how the practices relate to organizational performance by testing the hypothesis about whether there is a positive relationship between organizational performance and organizations that have used the practices. The result generally supports the hypothesis.

인적자원관리 프랙티스와 IT인력의 이직의도에 관한 연구 : 중소 IT기업의 소프트웨어 개발인력을 중심으로

우항준(Hang Joon Woo),황경태(Kyung Tae Hwang) 한국데이타베이스학회 2010 Journal of information technology applications & m Vol.17 No.2

Small and Medium Enterprises(SMEs) represent quite a large proportion of the Information Technology (IT) industry as a whole in terms of the sales revenue and the number of employees. And their role has been constantly growing. However, they have suffered from the shortage and turnover of skilled IT personnel. Under the background, this study focuses on how to effectively retain IT personnel in SMEs. Job embeddedness is the newly emerging concept in the turnover research. It is known that job embeddedness predicts turnover better than the traditional attitude variables such as job satisfaction and it can be developed by human resource practices. So, this study empirically investigates the relationship among human resource practices, job embeddedness and turnover intention. The survey results of 193 IT personnel reveal that compensation, technical competency development, recognition and work-life balance practice have statistically significant effects on job embeddedness, and that job embeddedness has a negative influence on turnover intention of IT personnel. Based on these results, the implications for managing turnover issues in IT SMEs are suggested.

Achieving the Agility of Human Resources Through Job Empowerment Practices and Job Satisfaction: Empirical Evidence from the Banking Sectors

Mohamed Husni Ali ATHAMNEH(Mohamed Husni Ali ATHAMNEH ),Juraifa JAIS(Juraifa JAIS ) 한국유통과학회 2023 The Journal of Asian Finance, Economics and Busine Vol.10 No.2

Financial sectors, like other sectors with strict hierarchies, need help to be adaptive or agile enough to satisfy the needs of competitive situations. In this regard, this study aims to evaluate the influence of job satisfaction on the link between job empowerment practices and the agility of human resources and fills the gaps in the current literature. To fulfill these aims, the study employs data collected through a survey of 460 employees randomly selected across various levels of commercial banking. AMOS 25 was used to conduct a statistical data analysis by applying structural equation modelling to test the hypotheses. The findings revealed positive and direct associations between job empowerment practices, job satisfaction, and the agility of human resources. In addition, employee satisfaction served as a powerful intermediary between empowerment practices and the agility of human resources. This study is one of the first to analyze the association between these factors in this field. These results imply that banks should develop effective job empowerment strategies to increase employee job satisfaction, which can lead to a more agile workforce. As mentioned in this paper, it also has important and helpful implications for academics and banks.

COVID-19에 대한 중소병원 간호사의 인간중심돌봄실천에 영향을 미치는 요인 : 간호사가 지각하는 감염관리 피로도, 조직문화인식, 자원의 지원과 인간중심돌봄실천과의 관계

김선옥(Seon Ok Kim),오재우(Jae Woo Oh),김양신(Yang Sin Kim),곽희정(Hee-jung Kwag),이선주(Sun Ju Lee) 위기관리 이론과 실천 2021 Crisisonomy Vol.17 No.3

본 연구의 목적은 COVID-19발생 상황에서 감염관리 조직문화인식, 감염관리에 대한 피로도와 자원의 지원 및 인간중심돌봄실천에 관한 상관관계를 알기 위함이다. SPSS WIN 23.0 program을 이용하여 자료분석을 실시하였고, 변수간의 상관관계는 Pearson’s correlation coefficients, 대상자의 인간중심돌봄실천에 미치는 영향은 회귀분석(multiple regression analysis)을 이용하였다. 본 연구의 결과는중소병원 간호사의 인간중심돌봄실천에 미치는 영향요인은 자원의 지원과 감염관리 피로도였으며, 이들 변수의 설명력은 28.7%로 인간중심돌봄실천을 위해서는 조직과 간호사 개인의 협력이 필요함을 확인할 수 있었다. 추후, 돌봄 장소 및 상황과 관계없이 인간중심돌봄 역량강화를 위해서는 시뮬레이션 교육 방안도 모색할 필요가 있을 것으로 생각된다. This study examined the correlation between the recognition of infection control organizational culture, fatigue of infection control, support of resources, and human-centered care practice under the COVID-19 outbreak situation. All statistical analyses were conducted using the SPSS WIN 23.0 program. Pearson’s correlation analysis was used to calculate the correlation coefficients between variables. Factors influencing the human-centered care practice were evaluated using multiple regression analysis. The results showed that the support of resources and the fatigue of infection control affected the human-centered care practice of nurses working in small and medium-sized hospitals. They explained 28.7% of the variance, and the results suggested that cooperation between the organization and nurses was needed for human-centered care practice. Moreover, an opportunity for simulation training will be needed to enhance the competence of human-centered care regardless of the caregiving place and situation.

예비교사들의 보육실습 경험에 대한 질적 연구

강문숙(Kang, Mun Suk),김두규(Kim, DuGyu) 학습자중심교과교육학회 2017 학습자중심교과교육연구 Vol.17 No.23

이 연구는 예비교사를 대상으로 보육실습에서 나타난 그 경험의 의미를 인적자원 개발 측면에서 알아보는 것을 목적으로 하였다. 이를 위하여 P시 K대학교 예비교사 33명을 연구 참여자로 선정하고 인터뷰와 저널쓰기를 통하여 자료를 수집하였으며, 질적 연구 방법으로 자료를 분석하였다. 연구결과, 보육실습 경험은 시간의 흐름에 따라 ‘혼란기: 실망감 맛보기’, ‘갈등기: 자신감 올리기’, ‘적응기: 교육과 돌봄의 두 줄타기’, ‘미래 준비기: 사랑으로 가르치기’로 나타났다. 즉, 보육실습 과정에서 예비교사들은 과거와 현재에 자신이 경험한 보육실습을 성찰하면서 정체성을 형성하게 되었다. 나아가 예비교사들은 보육실습지도 교사의 모습을 통해 어떤 보육교사가 될것인가에 대한 기대를 하게 되었다. 그리고 보육실습의 경험은 보육교사로서 자신의 보육교사직에 대한 정체성을 정립하고, 보육현장에서 사용할 수 있는 실천적 지식을 형성할 수 있도록 하는데 도움이 되었으며, 인적자원개발 측면에서 보육실습을 조직 적이고 체계적으로 운영하기 위한 방안을 제시하였다. 따라서 보육실습 경험을 통한인터뷰와 저널쓰기는 예비교사들의 정체성과 실천적 지식 형성에 효과적이고 유용한 인적자원개발을 위한 보육교사교육의 한 방법이라고 할 수 있다. The purpose of this study was to investigate the meaning of the experience of preservice teachers in childcare practice for human resource development. The subjects of this study were 33 of the pre-service teachers at K university in P city. Data are collected through participants journals and small group interview. Qualitative methods were employed to conduct this study. Results: The results of the study showed that experience of childcare practice showed Confusion: Taste of disappearance , Conflicts: Raising confidence , Adaptation period: Two tightening of education and Care , and Preparing for the future: Teaching with love . In the course of childcare, the pre-service teachers formed an identity by reflecting on the experience of child care that they experienced in the past and the present. In other words, the pre-service teachers were modeling the childcare teacher and were expecting about the images of their future childcare teacher through experience of childcare practice. The experience of childcare practice has established the identity of the childcare teacher and has enabled the formation of practical knowledge that can be used in the childcare field. In addition, it was helpful in building practical knowledge, there was suggested on how to operate the childcare practice in a well organized and systematic. Conclusion: Based on these results, we suggest that they anticipated the kind of good teacher they would become through childcare practice, because childcare practice show a variety of situations including good teachers and teaching methods. Interviews and journal writing through experience of childcare practice can be said to be an effective method of teacher education for the identity of pre-service teachers and the formation of practical knowledge. The findings of this study can be useful in childcare teacher education in developing childcare teachers expectations.

한국적 인적자원관리의 이론개발을 위한 기반연구

배종석(Johngseok Bae),유규창(Gyu Chang Yu),권기욱(Kiwook Kwon) 한국인사·조직학회 2015 인사조직연구 Vol.23 No.1

Korea Academy of Management launched the research project“Korea-Type Management(K-Management)”in 2012. As a part of this project, this study focuses on Korea-type human resource management (K-HRM). We define K-HRM as“the process of adopting and implementing practices consistent with policies and guiding principles reflecting Korean values and institutional contexts in order to achieve desirable performance through people.”Hence, the purpose of this study is to lay the groundwork for K-HRM theory. To achieve this, we first described human resource management (HRM) in Korea for three time periods: pre~1987; 1987~1997; and post~1997. We then reviewed 70 papers that have addressed K-HRM or HRM in Korea published in various Korean academic journals and international academic journals listed in Social Science Citation Index (SSCI). Finally, we made recommendations for the further development of K-HRM theory in future research. Human resources were a major factor behind the success of Korea, one of poorest countries in the world in the 1960s which has now become the 10th largest economy globally and a member of the OECD. Korea and Korean firms are good examples of the idea that human resources provide a competitive advantage. To understand K-HRM, we have to look at how HRM operates in Korean firms. Although the roots of HRM in Korean firms are not clear, the formation of HR departments and HRM systems began with industrialization in the 1960s. This study analyzes the historical development of Korean HRM after the 1960s. We classify three periods of Korean HRM based on historical events and points of inflection: the establishment of the Korean internal labor market(1960s~1987), the exploration of new HRM(1987~1997), and the pursuit of performance-based HRM (1997~current). (1) The establishment of the Korean internal labor market. From the 1960s to the 1980s, rapid economic development was the main national priority for Korea. Although various strategies were implemented, Korean firms adopted people-based rather than job-based HRM. Behind this, there was a lack of skilled workers, an underdeveloped external craft labor market, and a strong desire for economic development. Characteristics of the Korean internal labor market (ILM) included large scale public hiring, seniority-based compensation, position-based grade systems, discrimination of blue collar with white collar workers, evaluation systems for control purposes, and development systems for team work. (2) The exploration of new HRM. It was 1987 when democratization in terms of both politics and industry first arrived in Korea. There was an increased focus on the needs of workers (especially blue collar workers), which had been suppressed in the name of economic development. Korean firms explored various ways to balance the needs of workers and competitiveness, adopting and experimenting with various HRM practices. However, these trials were not very successful. (3) The pursuit of performance-based HRM. The 1997 financial crisis was another turning point in modern Korean history. As seen in the cases of POSCO and Samsung Electronics, major changes in Korean HRM, aided by increased labor flexibility, included yeonbongje (merit pay), profit sharing, productivity incentives, and performance management systems. Currently, a new HRM paradigm shift is occurring in Korean firms, though many aspects of the traditional Korean ILM still remain. The coexistence of traditional and modern HRM makes it difficult to understand and interpret the characteristics of Korean HRM. It is also not easy to predict the future of Korean HRM due to the new challenges facing Korean society such as aging and the legislation of a mandatory retirement age. As a result, Korean firms face having to solve old HR problems and while preparing for new challenges. 본 연구는'한국적 경영학(K-Management)'연구 프로젝트의 일환으로 수행된'한국적 인적 자원관리(K-HRM)'에 대한 연구이다. 기존의 K-HRM 연구를 계승하면서, 기존연구와는 차별화된 이론기반 연구를 수행하여 향후 K-HRM 연구의 디딤돌이 되도록 돕는데 그 목적이 있다. 보다 구체적으로는 K-HRM 연구를 발전적으로 수행하기 위해 특정 이론을 사용한 기존 연구들을 고찰하여 이론으로 설명되는 것과 되지 못하는 인사관리의 현실이 무엇인지를 살펴보고, 향후 발전적인 연구와 K-HRM 이론개발을 위해 어떤 보완이 필요 한지에 대해 논의하고 제안하는데 그 목적이 있다. 본 연구에서는 K-HRM을“사람을 통해 바람직한 성과를 추구하기 위해 한국의 가치와 상황을 반영하는 지침원리(guiding principles)를 기반으로 각 인사기능의 정책적 선택이 이루어지고 이를 실현하기 위해 도입하고 있는 사람관리 제도와 그 수행과정”으로 정의하고자 한다. 위의 목적을 수행하기 위해 우선 한국 인적자원관리를 1987년 이전 시기, 1987~1997년 시기, 그리고 1997년 이후 시기 등으로 구분하여 세 시기의 인적자원관리의 특징을 정리하였다. 그리고 실증 연구의 종합정리를 위해 한국의 인적자원관리분야 연구의 대표적인 학술지인 인사조직연구, 인사관리연구(현, 조직과 인사관리연구), 경영학연구, 산업관계연구에 발표된 실증연구 논문들 54편과 해외저널에 발표된 한국기업들에 대한 인사관리 관련 실증연구 논문들 16편 등 총 70편을 검토하였다. 이 논문들에 대하여 연도별 전체 논문 수 추이, 연도별 분석수준(개인, 조직, 다층), 사용된 인사제도 혹은 시스템(개별제도, 하부시스템, 혹은 전체 시스템), 그리고 인사제도(혹은 시스템)의 변수화(독립, 종속, 조절, 혹은 매개변수) 등에 따른 추이도 살펴보았다. 나아가 사용된 변수와 주요 이론들을 분석하였다. 10개 이상의 논문들에서 사용된 이론들은 보편적 관점(구성형태적 접근 포함), 상황적 관점, 조직공정성이론, 기대이론, 자원기반이론 등이었다. 인사관리 분야의 연구는 규범과 실제, 가치와 환경, 원리와 제도, 제도와 운영, 그리고 주체와 객체라는 이슈에서 다양한 관점과 격차가 존재하기 때문에 연구에 복잡성을 더해주고 있다. 이에 기존 연구들이'한국적'인적자원관리 연구로서 가지는 의미와 한계를 지적하고, 토착적 경영연구, 보편지향 토착연구, 비교연구, 학제적 연구 및 연구기반 및 환경조성 등의 K-HRM 향후 연구를 위한 제안을 제시하였다.

Does Job Security Help Innovation in Small Firms?: Commitment-Based Human Resource Practice and Innovation in Software Firms in Seoul, Korea

정남지 한국중소기업학회 2014 기업가정신과 벤처연구 Vol.17 No.2

The primary goal of this study is to elaborate and test of how commitment-based HR practices affect the innovative capacity of firms. While a remarkable wealth of knowledge has been accumulated on what accounts for small firm innovation including various internal and external factors, a void still remains in our understanding on how a firm’s human resource management efforts make a difference. This study attempts to fill this hole in the literature by empirically testing which human resource practices are positively related to the innovative capacity of entrepreneurial high technology firms. In particular, this research is interested in the effects of job security on the innovative capacity because retaining knowledgeable and skilled workers is critical, for an entrepreneurial firm’s success. In doing so, this study builds its theoretical framework on commitment-based human resource management. Using data from a survey of small-sized software development firms in Seoul conducted by Korea Internal Promotion Agency in 2004, this study performs a logistic regression to determine predictors of innovation in small software firms. The results show that the existence of high skilled workers (high human capital); and job security for managers (measured by the percentage of full time managers) and non-software technicians are highly correlated with innovation. Job security for software technicians is not significant. These results reflect the reality that under highly competitive markets and rapidly changing technological environments, the existence of committed managers who can identify new marketable products and the right time to launch them on the market might be more critical than technological prowess itself. However, other HR incentives such as high compensation (measured by annuated average wage), off-site training and prime office location, which are typically positively related to a large firm performance, are not significantly related to innovation. This study contributes to the small firm innovation related literature by confirming that job security is positively related to the innovative capacity of a firm. This study also demonstrates how a contextualized approach helps understanding the specific conditions that govern the effects of HR practices.

HRD(인적자원개발)를 위한 예비유아교사의 보육실습 실태 및 어려움에 대한 연구

강문숙,김두규 부산대학교 교육발전연구소 2018 교육혁신연구 Vol.28 No.1

Purpose: The purpose this study was to analyzed the actual conditions and difficulties of pre-service early childhood teacher’s for HRD(Human Resource Development). Method: This study was surveyed 112 pre-service early childhood teachers who finished in childcare practice at the four University(D, K, H, J) in P city. To collect the data, pre-service early childhood teachers were interviewed and written the childcare practice. For this purpose, this study is the childcare practice in child care centers, in which pre-service early childhood teacher s investigated the actual conditions according to have their experience during their practice period. The questionnaires was developed to ask the present for child care practice, child care practice curriculum(before education, regular education, after education), and difficulties. These actual conditions and difficulties were categorized by content analysis method by qualitative research method. Results: First, according to the type of childcare training institute, the before, regular, and after childcare practice for childcare practice differed. Most before education for pre-service early childhood teachers, payment of childcare training expenses, and guidance were conducted regularly. Second, the early childhood pre-service teachers were also able to gain professional knowledge and practical knowledge to care and teach young childhood through childcare practice experience. But the because of the busy schedule of supervising teachers, unconcern, negative emotional expressionand and sudden changes in daily childcare practice schedule the pre-service early childhood teacher’s expressed difficulties. Moreover lack of information to care and teach infants and toddles were mentioned as an another difficulties. Thus, establishing more structured and education opportunities to supervising teachers should be given to create advanced professional teaching experience to early childhood pre-service teachers. Conclusion: This study offered the realistic understanding and effective information about the actual conditions and difficulties of childcare practice for HRD. So the practical implication for planning the standards for child care practice can be suggested. 연구목적: 본 연구의 목적은 인적자원개발을 위한 교사양성과정에서 예비유아교사가 경험한 보육실습 실태와 어려움에 대해 살펴보고자 하였다. 연구방법: 본 연구는 P시의 4개의 대학교(D, K, H, J)에서 보육실습을 마친 예비유아교사 112명을 대상으로 조사하였다. 자료수집을 위하여 보육실습 기간 동안에 경험한 바에 따라 보육실습 실태를 조사하고자 설문조사를 통한 기술통계를 하였고, 연구의 질적인 부분을 찾아보고자 예비유아교사를 대상을 인터뷰, 저널쓰기를 하였다. 설문지는 보육실습, 보육실습 교육과정(사전, 정규, 사후) 내용이었고, 인터뷰와 저널은 어려움에 대한 내용이었다. 연구결과: 첫째, 보육실습 기관의 유형에 따라 보육실습을 위한 사전, 정규, 사후 보육실습이 다르게 나타났다. 대부분 보육실습에 대해 실습기관 선정, 사전교육 실시, 보육실습 지도비 납부, 순회지도 실시 등 주차별 보육실습은 일정하게 이루어지고 있었다. 예비유아교사는 보육교사로서 필요한 전문적인 지식과 실천적 지식을 함양할 수 있었다. 그러나 보육실습기관마다 실습의 내용이나 일정이 다르고, 실습지도교사의 바쁜 일정과 다양한 역할, 무관심, 부정적인 정서표현 때문에 실습지도를 충실히 받을 수 없었던 어려운 부분들이 지적되었다. 앞으로 보육실습은 체계적이고 보편화된 보육실습 시스템이 구축되어야 하고 실습지도를 담당하는 보육교사의 전문성을 높이기 위한 교사교육의 기회가 자주 마련되어야 할 것이다. 또한 예비유아교사들은 영아에 대한 사전지식과 필요한 정보의 부족으로 인하여 영아반 수업진행이 또 하나의 어려움으로 언급되었다. 그리고 보육교사양성기관에서는 영유아에 대한 전문적 지식을 충분히 제공해 줄 수 있는 시스템이 마련되어야 할 것이다. 논의 및 결론: 본 연구는 보육실습의 실태 및 어려움에 대한 현실적인 이해와 효과적인 정보를 제공함으로써 보육실습을 위한 기준을 계획하는 데 있어서 실질적인 함의를 제안하였다.

일자리 안정성과 벤처기업의 혁신역량에 관한 연구: 서울시 소프트웨어 벤처기업 사례연구

정남지 ( Nam Ji Jung ) 한국중소기업학회 2014 기업가정신과 벤처연구 Vol.17 No.2

The primary goal of this study is to elaborate and test of how commitment-based HR practices affect the innovative capacity of firms. While a remarkable wealth of knowledge has been accumulated on what accounts for small firm innovation including various internal and external factors, a void still remains in our understanding on how a firm`s human resource management efforts make a difference. This study attempts to fill this hole in the literature by empirically testing which human resource practices are positively related to the innovative capacity of entrepreneurial high technology firms. In particular, this research is interested in the effects of job security on the innovative capacity because retaining knowledgeable and skilled workers is critical, for an entrepreneurial firm`s success. In doing so, this study builds its theoretical framework on commitment-based human resource management. Using data from a survey of small-sized software development firms in Seoul conducted by Korea Internal Promotion Agency in 2004, this study performs a logistic regression to determine predictors of innovation in small software firms. The results show that the existence of high skilled workers (high human capital); and job security for managers (measured by the percentage of full time managers) and non-software technicians are highly correlated with innovation. Job security for software technicians is not significant. These results reflect the reality that under highly competitive markets and rapidly changing technological environments, the existence of committed managers who can identify new marketable products and the right time to launch them on the market might be more critical than technological prowess itself. However, other HR incentives such as high compensation (measured by annuated average wage), off-site training and prime office location, which are typically positively related to a large firm performance, are not significantly related to innovation. This study contributes to the small firm innovation related literature by confirming that job security is positively related to the innovative capacity of a firm. This study also demonstrates how a contextualized approach helps understanding the specific conditions that govern the effects of HR practices.

중국진출 한국제조기업의 투자동기에 따른 경영현지화와 경영성과에 관한 연구

박재기,어경란 충남대학교 경영경제연구소 2008 경영경제연구 Vol.31 No.2

본 논문은 중국에 진출한 한국 제조 기업들을 대상으로 경영현지화 유형별 수준이 자회사의 투자동기(내수위주와 수출위주)에 따라 어떠한 차이를 나타내며, 또한 투자동기에 따른 경영현지화-경영성과의 관계를 살펴보았다. 본 논문에서는 우선 기존연구를 토대로 경영현지화를 부가가치활동의 현지화, 의사결정권한의 현지화, 인적자원 현지화 및 인적자원관리방식의 현지화 네 가지로 분류하여 개념화하였다. 분석결과. 투자동기에 따라 부가가치활동과 의사결정권한의 현지화에서 뚜렷한 차이가 나타났고, 투자동기에 따른 경영현지화와 경영성과의 관계는 인적자원 및 인적자원관리방식의 현지화가 비교적 유의적인 영향을 미치는 것으로 나타났다. This study focuses on the business localization of Korean manufacturing firms invested in China. Reviewing the earlier studies on the business localization, this study classifies the business localization as localization of value-added, localization of decision-making, localization of human resources and localization of human resources managerial practices. The objectives of the study are to answer the following two research questions. First, is there any difference in the level of business localization in terms of firms' market strategy which classifies as export-oriented and local sale-oriented? Second, is there any relationship between the forms of the business localization and the firm performance in terms of market strategy? Based on previous studies regarding the business localization, and then structuring the research model, the empirical study has been performed with the sample of 112 Korean manufacturing subsidiaries in Beijing, Shanghai, Tianjin, Shandong in China. The results of the empirical analysis reveal that localization of value-added and decision-making show significant differences with the market strategic, whereas, localization of human resources and human resources managerial practices don't. The localization of human resources and human resources managerial practices havesignificant impact on the firm performance irrespective of the market strategy, but localization of value-added and decision-making have a significant impact on the firm performance only in local sale-oriented firms.