경쟁우위, 인사관리제도, 기업성과 : 인사관리제도의 진보성과 제도화 = Competitive advantage, human resource management practices, and firm performance: Progressiveness and institutionalization of HRM practices

다국어 초록 (Multilingual Abstract)

Organizational theories help better understand how organizations behave in order to achieve their goals assuming different boundary conditions: organizational goals, rationality in human choice behavior, influence of organizational environments, etc. However, we observe that a majority of organizational theories have increasingly emphasized the influence of environmental uncertainties on organizational choice decisions and activities. In this paradigm, interestingly, we can find that different theories explain the same organizational phenomena in various ways with their unique assumptions. These diverse interpretations, on the one hand, may facilitate the accumulation of knowledge to better understand an organizational phenomenon while, on the other hand, they may lead students to face ambiguities in interpreting said phenomenon.
This diversity in interpretations is frequently captured in organizational practices literatures. In particular, studies about the impact of human resource (HR) practices on firm performance in strategic human resource management (SHRM) literatures are a good example. A research question in this study is to examine why this phenomenon is prevalent in this field. In order to answer this question, this study seeks to identify the main theoretical arguments and review previous empirical findings on this topic. Then, this study proposes an integrative framework that may more accurately explain the impact of HR practices on firm performance, reconciling conflicting theoretical perspectives. This study argues that while investigating the relationship between HR practices and firm performance, researchers need to consider not only the adoption of HR practices based on rational models but also the institutionalization of HR practices in organizations. After developing a theoretical framework and research hypotheses predicting the effects of progressiveness and institutionalization of HR practices on performance, this study tests the hypotheses using a sample of Korean firms and shows the positive relationship between progressiveness and institutionalization of HR practices and firm performance as well as interaction effects of these two variables on firm performance.

참고문헌 (Reference)

1 배종석, "한국적 인적자원관리의 이론개발을 위한 기반연구" 한국인사조직학회 23 (23): 99-141, 2015

2 조영일, "참여적 작업시스템과 혁신성과 간의 관계에서 일선관리자 인사관리 역할의 조절효과" 한국생산성학회 28 (28): 187-219, 2014

3 유미림, "중소기업의 헌신형 인적자원관리와 조직성과 : 조직에 대한 신뢰와 CEO의 기업가정신의 역할" 한국인사조직학회 19 (19): 1-54, 2011

4 강성춘, "전략적 인적자원관리 국내 연구 10년 : 걸어온 길, 그리고 가야 할 길" 한국인사조직학회 19 (19): 51-108, 2011

5 옥지호, "고성과작업시스템과 양면적 성과의 관계에 대한 연구- 조립가공 제조업의 내부탐색 혁신활동을 중심으로-" 대한경영학회 26 (26): 2583-2607, 2013

6 김기태, "고성과작업시스템, 인적자본, 조직성과의 관계" 한국생산성학회 23 (23): 77-97, 2009

7 이명주, "고성과 작업시스템과 조직성과간의 관계: 조직문화의 조절효과를 중심으로" 한국생산성학회 29 (29): 143-178, 2015

8 Marchington, M., "‘Best practice’ human resource management:Perfect opportunity or dangerous illusion?" 11 (11): 1104-1124, 2000

9 Wright, P. M., "What’s next? Key findings from the 1999 state-of-the-art & practice study" 12-20, 1999

10 Ichniowski, C., "What works at work: Overview and assessment" 35 (35): 299-333, 1996

11 Staw, B. M, "What bandwagons bring: effects of popular management techniques on corporate performance, reputation, and CEO pay" 45 (45): 523-556, 2000

12 Kostova, T., "Transnational transfer of strategic organizational practices: A contextual perspective" 24 (24): 308-324, 1999

13 Ferris, G. R., "Toward a social context theory of the human resource management-organization effectiveness relationship" 3 : 235-264, 1998

14 Wright, P. M., "Theoretical perspectives for strategic human resource management" 18 (18): 295-320, 1992

15 Delery, J. E., "The strategic management of people in work organizations: review, synthesis, and extension" 20 : 165-197, 2001

16 Boxall, P., "The strategic HRM debate and the resource-based view of the firm" 6 (6): 59-78, 1996

17 Wright, P. M., "The relationship between HR practices & firm performance: Examining causal order" 58 (58): 409-446, 2005

18 Arthur, J. B., "The link between business strategy and industrial relations systems in American steel minimills" 45 (45): 488-506, 1992

19 DiMaggio, P. J., "The iron cage revisited: institutional isomorphism and collective rationality in organizational fields" 48 : 147-160, 1983

20 Huselid, M. A., "The impact of human resource management practices on turnover, productivity, and corporate financial performance" 38 (38): 635-672, 1995

21 Becker, B., "The impact of human resource management on organizational performance: progress and prospects" 39 (39): 779-801, 1996

22 Abrahamson, E., "The emergence and prevalence of employee management rhetorics: the effects of long waves, labor unions, and turnover, 1895 to 1992" 40 (40): 491-533, 1997

23 Horgan, J., "The adoption of high performance human resource practices in Ireland: an integration of contingency and institutional theory" 24 (24): 26-47, 2003

24 Bae, J, "Organizational and HRM strategies in Korea: impact on firm performance in an emerging economy" 43 (43): 502-517, 2000

25 Barney, J., "On becoming a strategic partner: The role of human resources in gaining competitive advantage" 37 (37): 31-46, 1998

26 Delery, J. E., "Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions" 39 (39): 802-835, 1996

27 Huselid, M. A, "Methodological issues in cross-sectional and panel estimates of the human resource-firm performance link" 35 (35): 400-422, 1996

28 Gerhart, B., "Measurement error in research on human resources and firm performance: how much error is there and how does it influence effect size estimates?" 53 (53): 803-834, 2000

29 Batt, R., "Managing customer services: Human resource practices, quit rates, and sales growth" 45 (45): 587-597, 2002

30 Abrahamson, E., "Managerial fads and fashion: the diffusion and rejection of innovations" 16 (16): 586-612, 1991

31 Abrahamson, E., "Management fashion" 21 (21): 254-285, 1996

32 Selznick, P., "Leadership in administration" Row, Peterson 1957

33 Collins, C. J., "Knowledge exchange and combination: The role of human resource practices in the performance of high-technology firms" 49 (49): 544-560, 2006

34 Delery, J. E., "Issues of fit in strategic human resource management: Implications for research" 8 (8): 289-309, 1998

35 Meyer, M. W., "Institutionalized organizations: formal structure as myth and ceremony" 83 (83): 340-363, 1977

36 Zucker, L. G., "Institutional theories of organization" 13 : 443-464, 1987

37 MacDuffie, J. P., "Human resources bundles and manufacturing performance: organizational logic and flexible production systems in the world auto industry" 48 (48): 197-221, 1995

38 Wright, P. M., "Human resources and the resource based view of the firm" 27 (27): 701-721, 2001

39 Bamberger, P., "Human resource strategy: formulation, implementation, and impact" Sage Publications 2000

40 Dyer, L, "Human resource strategies and firm performance: what do we know and where do we need to go?" 6 (6): 656-670, 1995

41 Ferris, G. R., "Human resource management: some new directions" 25 (25): 385-415, 1999

42 Guest, D. E., "Human resource management-the worker’s verdict" 9 (9): 5-25, 1999

43 Youndt, M. A., "Human resource management, manufacturing strategy, and firm performance" 39 (39): 836-866, 1996

44 Snell, S. A., "Human resource management and firm performance:Testing a contingency model of executive controls" 21 (21): 711-737, 1995

45 Combs, J., "How much do high-performance work practices matter? A meta-analysis of their effects on organizational performance" 59 (59): 501-528, 2006

46 Jiang, K., "How does human resource management influence organizational outcomes? A meta-analystic investigation of mediating mechanisms" 55 (55): 1264-1294, 2012

47 Osterman, P., "How common is workplace transformation and who adopts it?" 47 (47): 173-188, 1994

48 Keenoy, T., "HRM as hologram : A polemic" 36 (36): 1-23, 1999

49 Barney, J., "Firm resources and sustained competitive advantage" 17 (17): 99-120, 1991

50 Lepak, D. P, "Examining the human resource architecture: The relationships among human capital, employment, and human resource configurations" 28 (28): 517-543, 2002

51 Arthur, J. B., "Effects of human resource systems on manufacturing performance and turnover" 37 (37): 670-687, 1994

52 Cappelli, P, "Do high performance work practices improve establishmentlevel outcomes?" 54 (54): 737-775, 2001

53 Wright, P. M, "Desegregating HRM: a review and synthesis of micro and macro human resource management research" 28 (28): 247-276, 2001

54 Truss, C., "Complexities and controversies in linking HRM with organizational outcomes" 38 (38): 1121-1149, 2001

55 Pfeffer, J., "Competitive advantage through people" Harvard Business School Press 1994

56 Huselid, M. A., "Comment on “Measurement error in research on human resource and firm performance: How much error is there and how does it influence effect size estimates?" 53 (53): 835-854, 2000

57 Chadwick, C., "CEO emphasis on SHRM, commitmentbased HR systems, and firm performance" 36 (36): 360-376, 2015

58 Takeuchi, R., "An empirical examination of the mechanisms mediating between high performance work systems and the performance of Japanese organizations" 92 (92): 1069-1083, 2007

59 Tsui, A. S., "Alternative approaches to the employee-organization relationship: Does investment in employees pay off?" 40 (40): 1089-1121, 1997

60 Sanchez, J. I., "Adopting high-involvement human resource practices: the mediating role of benchmarking" 24 (24): 461-478, 1999

61 Wernerfelt, B., "A resource based view of the firm" 5 (5): 171-180, 1984

62 Cyert, R. M, "A behavioral theory of the firm" Prentice-Hall 1963