환경, 인사부문의 전략적 참여, 인사시스템, 인사관리효과성 및 기업성과의 관계에 관한 연구 = Environment, HR Involvement, HR System, HR Effectiveness, and Firms’ Performance

국문 초록 (Abstract)

  본 논문은 기업이 직면한 환경의 불확실성이 인사부문의 전략적 의사결정 참여 및 몰입형 인사시스템에 미치는 영향과 인사부문의 전략적 의사결정 참여 및 몰입형 인사시스템이 인사관리의 효과성과 기업성과에 미치는 영향을 연구하였다. 연구 자료는 우리나라 사업체를 대상으로 수행된 한국노동연구원의 2003년도 사업체 패널조사 자료를 활용하였으며, 연구표본은 588개였다. 구조방정식 모형을 사용하여 자료를 분석한 결과, 기업이 직면한 환경의 불확실성이 높은 경우 불확실성을 감소시키기 위하여 인사부문의 전략적 의사결정 참여정도와 몰입형 인사시스템의 활용정도가 커지는 것으로 나타났다. 그리고 인사부문의 전략적 의사결정참여정도는 몰입형 인사시스템의 활용정도 및 인사관리의 효과성 증대에 정(+)의 영향을 미치는 것으로 나타났으며, 몰입형 인사시스템의 활용은 인사관리의 효과성 및 기업성과에 정(+)의 영향을 미치는 것으로 나타났다. 인사부문의 전략적 의사결정 참여는 기업성과에 직접적인 영향을 미치지는 않는 것으로 나타났으나, 몰입형 인사시스템 및 인사관리 효과성을 매개로 하여 간접적으로 기업성과에 영향을 미치는 것으로 나타났다. 이러한 연구결과를 바탕으로 연구의 의의, 한계 및 추후연구과제에 대해 논의하였다.

다국어 초록 (Multilingual Abstract)

  Researchers in strategic human resource management (SHRM) have extensively studied various configurations of commitment-based human resource (HR) systems and their impact on firms’ performance. Many of them found that commitment-based HR systems generally promote extensive training, internal promotion and reduction of status differential between top and bottom of the hierarchy. They also found that commitment-based HR systems are related positively with firms’ performance.<BR>  However, we do not understand what makes firms strengthen strategic roles of HR departments and adopt commitment-based HR systems. In this paper, we try to fill this void in the SHRM literature by studying the impact of environmental uncertainty on HR involvement and commitmentbased HR system. We also study the impact of HR involvement and commitment-based HR system on HR effectiveness and firms’ performance. Specifically, we proposed the following hypotheses.<BR>  H1: Environmental uncertainty will be positively related to commitment-based HR system.<BR>  H2: Environmental uncertainty will be positively related to HR involvement.<BR>  H3: HR involvement will be positively related to commitment-based HR system.<BR>  H4: HR involvement will be positively related to HR effectiveness.<BR>  H5: HR involvement will be positively related to firms’ performance.<BR>  H6: Commitment-based HR system will be positively related to HR effectiveness.<BR>  H7: Commitment-based HR system will be positively related to firms’ performance.<BR>  H8: HR effectiveness will be positively related to firms’ performance.<BR>  To test these hypotheses, we used the Panel Survey of Firms conducted by Korea Labor Institute (KLI) in 2003. Questionnaires were sent to 2,005 firms and 1,639 firms replied to the survey. After dropping questionnaires that contained unanswered items, the final sample size for this study was 588. Comparison of the sample with average Korean firms reveal that the sample is similar to the average firms in terms of industry composition, firm size, and financial performance.<BR>  Structural equations modeling analysis was used to analyze data. Fit indices revealed that our model specification was good. Results of structural equations modeling analyses revealed that all the hypotheses were supported except H5. That is, environmental uncertainty was positively related to HR involvement and commitment-based HR system. We also found that HR involvement was positively related to commitment-based HR system and HR effectiveness. Finally, commitment-based HR system was positively related to HR effectiveness and firms’ performance. However, HR involvement was not positively related with firms’ performance. In sum, HR involvement was not directly related to firms’ performance, rather it was positively related to commitment-based HR system and commitment-based HR system was positively related to firms’ performance.<BR>  Theoretical implications of this study are as follows. First, using resource-based view, we hypothesized that firms will increasingly use commitment-based HR system to counter environmental uncertainty. Our results supported our conjecture. Second, using the dynamic capability perspective, we hypothesized that firms will increase HR involvement when faced with environmental uncertainty. Our results also supported this hypothesis. Third, our results showed that HR involvement was positively related to the use of commitment-based HR system and the perceptions of HR effectiveness. Fourth, our results also showed that HR involvement was indirectly related to firms’ performance through the mediating effect of commitment-based HR systems and HR effectiveness.<BR>  Limitations of the study are as follows. First, we measured HR system at the policy level, instead of practice level which is thought to yie

목차 (Table of Contents)

• 〈초록〉
  Ⅰ. 서론
  Ⅱ. 이론과 가설
  Ⅲ. 연구방법
  Ⅳ. 실증연구의 결과분석
  Ⅴ. 결론
  참고문헌
  ABSTRACT
  

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