양면성 인적자원관리 시스템의 조직화 양식

다국어 초록 (Multilingual Abstract)

As environmental uncertainty and dynamism have increased, organizational ambidexterity has been the focus of recent research in organizational and strategic management fields. Although a large number of studies have investigated the topic, little research focused on the roles of human resource management (HRM) for the effective functioning of an ambidextrous organization. The purpose of this paper is to fill this research gap. More specifically, we suggested four different modes of ambidextrous HRM: Pure integration, mixed integration, partial separation, and total separation. We utilized Adler's(2001) market, hierarchy, and community types of organizing mode to explain each mode of the ambidextrous HRM systems. We also identified five explanatory factors that affect the selection of the mode of ambidextrous HRM: Entrepreneurial orientation, dominant logic,
task or technological interdependences, integration culture and sense of 'one big family'. Finally, we discussed boundary conditions for successful ambidextrous HRM systems.

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