가족친화적 고성과작업시스템에 대한 듀얼아젠다 접근

노세리(Se ri No),이상민(Sang-Min Lee) 한국인사·조직학회 2011 인사조직연구 Vol.19 No.3

기업의 경영활동은 경제적 성과에 초점을 두고 수행되어 왔지만, 경제적, 사회문화적 환경의 변화 속에서 기업이 지속적으로 가치를 향상시키기 위해서는 경제적 성과뿐 아니라, 사회적 성과도 함께 고려해야 한다. 기업의 중요한 이해관계자인 근로자와 그 가족들의 가치관이 점차 일 중심에서 일과 삶의 조화를 중시하는 방향으로 변하면서 근로자들의 일과 삶의 조화는 기업이 다루어야 할 이슈로 대두되고 있다. 이제까지 기업의 경제적 성과 향상을 지향하고자 하는 노력은 주로 고성과작업시스템의 논의를 통하여 근로자들의 일과 삶의 조화의 이슈는 가족친화 경영을 통하여 다루어져 왔으며, 이를 통합적으로 다루고자 하는 시도는 매우 부족하였다. 이는 기업에게 있어 근로자들의 일과 삶의 조화와 경제적 성과 추구는 대립적으로 보였기 때문이다. 경제적 성과 향상과 일과 삶의 조화를 동시에 지향 할 수 있도록 작업시스템을 재설계 하고자 하는 관점을 듀얼아젠다 접근이라고 한다. 본 연구에서는 듀얼아젠다 접근을 통해, 기업이 경제적 성과와 근로자의 일과 삶의 조화를 동시에 추구할 수 있도록 고성과작업시스템과 가족친화경영을 통합한 작업시스템을 제시하고 그 효과를 측정하고자 한다. 실증분석은 「2007 사업체패널조사」 자료를 바탕으로 총 1,741개의 표본을 대상으로 실시하였다. 분석결과에 따르면, 고성과작업시스템과 가족친화경영은 각각 경제적 성과 향상에 긍정적인 영향을 주는 것으로 나타났다. 그러나 양성평등 수준으로 측정된 근로자의 일과 삶의 조화에 대하여 가족친화경영은 긍정적인 영향을 주는 것으로 나타났지만, 고성과작업시스템은 부분적으로 부정적인 영향을 미치는 것으로 나타났다. 마지막으로 고성과작업시스템과 가족친화경영은 일과 삶의 조화에 대하여 긍정적인 상호작용효과를 보였다. 연구결과에 따르면 고성과작업시스템은 근로자의 일과 삶의 조화에 부정적인 영향을 줄 수 있다고 볼 수 있다. 이를 극복하기 위해 조직은 가족친화경영의 도입을 고려하고 나아가 가족친화적 고성과작업시스템의 구축을 통하여 지속가능성 향상을 기대할 수 있을 것이다. 본 연구는 이제까지 조직의 경제적 성과 향상에 초점을 두고 논의되던 고성과작업시스템의 한계를 인식하고, 통합적인 관점을 통해 기업이 경제적 성과 향상뿐 아니라 일과 삶의 조화도 동시에 추구할 수 있는 작업시스템을 제시하였다는 점에서 의의가 있다. 연구의 한계점은 본문의 마지막에서 논의하도록 하겠다. Corporations traditionally carry out tasks that mainly focus on economic profit and organizational efficiency. However, corporations should consider social performance as well as economic profit to get sustainability of the firm in an uncertain and unstable business environment. Social performance, which corporations aim in the 21st century can be achieved by managing various stakeholder. Currently, the values of employees and their family, which are important to stakeholder, are changing from only work-oriented to both work and family -oriented. Thus, employees' work and life balance has become vital. This value change causes a transformation of the firm's culture and human resource management. Managing work and life balance for the employee has become an important issue for stakeholder and corporation. Until now, we have considered high-performance work system as a respond to the economical profits. And work and life balance is to the family-friendly management. However, an attempt to put economic performance and work and life balance in one picture was insufficient. These two are actually compatible to each other. Excessive pursue of economic profits may disrupt healthy work and life balance of employee and work and life balance seems to be achieved by sacrificing their economic profits. Dual agenda approach is a perspective of redesigning corporations work system that can achieve adversarial concepts of economic profits and work and life balance. In this research, through dual agenda approach, we will present family-friendly high-performance work system which could enhance organizational effectiveness and worker's work and life balance. This study was carried out with 「2007 Workplace Panel Survey from」 the Korea Labor Institute. The result of empirical analysis can be summarized as following. First of all, both high-performance work system and family-friendly management have positive effect on economic profit. Family-friendly management has positive effect on work and life balance. However, high-performance work system has negative effect on work and life balance. Finally, high-Performance work system and family-friendly management have interaction effect on work and life balance. The noticeable result of empirical analysis is that high-performance work system has negative effects on work and life balance. High-performance work system makes employees to commit to their work and lead to increase the work time, and builds a culture leading to competition among employees. Consequently, these characteristic of work system cannot make employees' work and life balance. Thus, family-friendly management should be considered along with high-performance work system to enhance not only economic profits but also work and life balance. This is because family-friendly management has positive effects on economic profits and it reduces negative effects that high performance work system has on the work and life balance. Thus, a need to integrate high-performance work system and family-friendly management is essential for enhancing economic profits of corporations and employees work and life balance. With the combined approach, the corporations can expect sustainability.

공공기관의 고성과작업시스템이 직무성과에 미치는 영향 : 직무만족의 매개효과와 조직지원인식의 조절효과를 중심으로

성요한 ( Yo-han Seong ),조준 ( Jun Cho ),윤동열 ( Dong-yeol Yoon ) 한국생산성학회 2021 生産性論集 Vol.35 No.4

Looking at the recent research trends related to strategic human resource management, we can see that the interests of members on High Performance Work Systems(HPWS) have started to affect the performance variables. Several researchers have discussed the possibility that individual attitudes and behaviors can systematically change the relationship between High Performance Work Systems(HPWS) and performance, but the empirical studies involved is considered to be limited. Therefore, this study examined the effects of perceived High Performance Work Systems(HPWS) organization on the employee's job performance, and the mediating effect of job satisfaction and the moderating effect of Perceived Organizational Support(POS) in this relationship. In addition, the moderated mediating effects of the High Performance Work Systems(HPWS) considering the process and situation leading to job performance were verified. Through this process, the High Performance Work Systems(HPWS) was intended to verify the improvement of job performance through which route. The analysis results of 247 individual level data in public institutions showed that High Performance Work Systems(HPWS) had a positive relationship with job performance and job satisfaction, and job satisfaction positively mediated the relationship between High Performance Work Systems(HPWS) and job performance. In addition, Perceived Organizational Support(POS) moderate between employees' job satisfaction and job performance. In particular, both internal and external factors, which are subordinate to job satisfaction, were found to affect job performance regardless of the high and low group of Perceived Organizational Support(POS). As such, this study has theoretical implications in that it has empirically identified the medial effects of job satisfaction in High Performance Work Systems(HPWS) and job performance that have not been studied systematically in previous studies, and the moderating effects of Perceived Organizational Support(POS) in relation to job satisfaction and job performance. In addition, the practical implications aexist in that the design and introduction of a personnel system with clear objectives and high relevance to job have demonstrated the importance of successful implementation of a High Performance Work Systems(HPWS).

The Effects of High Performance Work System on Shared Value and Innovative Behavior

김문준,박남구,윤성준 K기업경영연구원 2023 KBM Journal(K Business Management Journal) Vol.7 No.1

1. This study aimed to confirm the impact of the high-performing work system recognized by organizational members on shared value and innovative behaviors. This study showed the following results by using the SPSS 24.0 statistical package program for the final statistically valid 178 copies among 235 organizational members of ICT companies. 2. First, Hypothesis 1, the high performance work system, showed a positive (+) effect on innovative behavior. As the high-performance work system was improved, the innovative behavior of the members of the organization was promoted. Second, Hypothesis 2, the high performance work system, showed a positive effect on shared value. In other words, it was analyzed that as the high-performance work system was improved, the shared value of organizational members improved. Third, shared value was statistically significantly analyzed for innovation behavior, and Hypothesis 3 was adopted. In other words, it was shown that the higher the awareness of the importance of shared value by the members of the organization, the higher the innovation behavior. Fourth, shared value showed a mediating effect between the high performance work system and innovative behavior. In other words, the importance of shared value was emphasized as the higher the awareness of shared value, the higher performance work system promoted innovative behavior. The importance of advancing the high-performance work system and internalizing shared value was emphasized to improve innovation behavior, which is a key result of the organization's sustainability management activities. In order to improve the innovative behavior of organizational members, the high-performance work system and shared value must be systematically strengthened. In this regard, there is a need to substantiate sustainable management activities through innovative behavior by organizational members through the reorganization and execution of organizational culture and human resource management and human resource development suitable for the changing times.

고성과 작업시스템이 조직유효성에 미치는 영향에 관한 연구 — 인사관리 효과성의 조절역할을 중심으로 —

김문준 대한경영정보학회 2019 경영과 정보연구 Vol.38 No.2

본 연구는 NCS 기업활용 컨설팅에 참여한 조직구성원이 인식하고 있는 고성과 작업시스템이 조직유효 성에 미치는 영향과 이들 간 인사관리 효율성의 조절역할과 조직유효성과 조직성과 간에 대한 영향관계를 확인하고자 하였다. 본 연구목적을 달성하기 위해 적용한 설문결과는 통계적으로 최종 활용 가능한 145부 에 대하여 SPSS 24.0의 통계프로그램을 활용하여 회귀분석을 실시하여 연구가설을 검증을 다음과 같이 하 였다. 첫째, 가설 1인 고성과 적업시스템의 특성요인(선발시스템, 평가․보상, 교육훈련․경력기회, 구성원 참여제도, 직무안정성)은 조직유효성에 정(+)의 영향관계에 대한 분석결과는 정(+)의 유의한 영향관계를 나타내어 채택이 되었다. 둘째, 가설 2인 조직유효성이 조직성과에 긍정적인 영향관계를 나타낼 것이라는 가설을 검증한 결과 정(+)의 영향을 나타내어 가설 2는 채택이 되었다. 셋째, 가설 3인 인사관리 효과성이 고성과 작업시스템(선발시스템, 평가․보상, 교육훈련․경력기회, 구성원 참여제도, 직무안정성)과 조직유효 성 간의 조절역할을 확인하고자 조절회귀분석을 실시하였다. 이에 가설 3을 검증한 결과 선발시스템 (H3-1), 평가․보상(H3-2), 교육훈련․경력기회(H3-3), 구성원 참여제도(H3-4), 직무안정성(H3-5)은 조직 유효성 간에 인사관리 효과성은 조절역할을 나타내었다. 본 연구를 통해 나타낸 주요 시사점은 조직구성원 들이 인식하고 있는 고성과 작업시스템은 조직유효성과 조직성과에 정(+)의 유의한 영향관계와 조직유효 성이 조직성과에 긍정적인 영향을 나타냄에 따라 조직성과 향상을 통한 지속가능경영체계의 고도화를 위 한 고성과 작업시스템과 조직유효성 향상 위한 인사․교육훈련 체계구축은 조직구성원의 공감대를 형성할 수 있도록 체계적이며 지속적인 실행방안이 요구되었다. 둘째, 인사관리 효과성에 대한 조절효과를 확인한 결과 고성과 작업시스템과 조직유효성 간 긍정적인 요인으로 조절역할을 실증적으로 검증하였다. 따라서 본 연구는 고성과 작업시스템을 통한 조직유효성과 이들 간 인사관리 효과성의 조절역할 및 조직유효성과 조직성과 간의 영향관계를 함께 검증한 부분이 선행연구와 가장 큰 차이점이라 할 수 있다 The purpose of this study is to identify the influence of the high performance and the work system recognized by the organizational members participating in the NCS enterprise utilization consulting on the organizational effectiveness and the influence of the organizational performance. In order to achieve the purpose of this study, the research hypotheses were verified by applying multiple regression analysis and co-integration regression analysis on the 145 usable results from using the statistical program of SPSS 24.0. The results of this study are as follows. First, hypothesis 1, the analysis of positive(+) influence on organizational effectiveness on the characteristics of the system (selection system, evaluation and compensation, education and training opportunity, member participation system, job stability) was adopted due to its' positive(+) and significant relationship. Second, hypothesis 2, an analysis that the organizational effectiveness would have a positive impact on organizational performance was adopted due to its' proven work. However, its' effectiveness will need verification. Third, regression analysis was conducted to confirm the role of the hypothesis 3, personnel management effectiveness, between the high performance and the work system (selection system, evaluation/compensation, education/training opportunity, member participation system, job stability). As a result, Hypothesis 3 showed that the selection system (H3-1), evaluation and compensation(H3-2), education and career opportunities(H3-3), member participation system(H3-4), job stability(H3-4) showed that organizational effectiveness has a moderating role in HR effectiveness. The main implication of this study is that the positive and working system recognized by the organizational members has positive affects on organizational effectiveness and organizational performance. In order to enhance the substantiality management system through improvement of organizational performance, a regular implementation plan on a high-performance working system along with education & training system to improve organizational effectiveness is required so that the members of the organization could form a consensus. Second, as a result of confirming the moderating effects of HR management effectiveness, the moderating role of HR management system and organization effectiveness was verified positive. Therefore, this study shows that the part that verifies both organizational effectiveness and organizational performance through high-performance working system and the part that confirmed the role of control between high-performance work system and organizational effectiveness are the biggest difference from the previous research.

직업훈련기관 종사자가 인식한 고성과작업시스템이 직무성과에 미치는 영향: 성과평가수용성과 직무만족의 이중매개효과

이찬,이재은,최현정,조혜인,민태홍 한국농·산업교육학회 2024 농업교육과 인적자원개발 Vol.56 No.1

이 연구는 직업훈련기관 종사자가 인식한 고성과작업시스템이 직무성과에 미치는 영향 관계를 고찰하고 성과평가수용성과 직무만족이 그 관계를 매개하는지 검증하는 것을 목적으로 한다. 직업훈련기관 종사자 168명이 응답한 설문자료를 활용하여 각 변인의 기술통계, 상관관계를 분석하고 Process Macro의 Model 6을 활용하여 고성과작업시스템과 직무성과의 관계에서 성과평가수용성과 직무만족의 매개효과를 검증하였으며, 매개효과 유의성을 검증하기 위하여 부트스트래핑을 실시하였다. 연구결과는 다음과 같다. 첫째, 직업훈련기관 종사자가 인식한 고성과작업시스템, 성과평가수용성, 직무만족, 직무성과 간에 유의미한 상관이 나타났다. 둘째, 고성과작업시스템이 직무성과에 미치는 직접효과는 유의하지 않은 것으로 나타났다. 셋째, 고성과작업시스템과 직무성과의 관계에서 성과평가수용성의 매개효과는 유의하지 않은 것으로 나타났으며 직무만족의 매개효과는 정적으로 유의한 것으로 나타났다. 넷째, 고성과작업시스템이 성과평가수용성, 직무만족을 매개하여 직무성과에 미치는 이중매개효과는 유의한 것으로 나타났다. 이와 같은 결과는 직업훈련기관 종사자를 대상으로 고성과작업시스템의 인식과 직무성과의 관계에 있어 성과평가수용성과 직무만족을 향상시키는 것이 중요함을 시사한다. The purpose of this study is to examine the relationship between the perception of high-performance work system on job performance of vocational training center employees and to verify whether performance appraisal acceptance and job satisfaction mediate the relationship. Using questionnaire data from 168 vocational training center workers, descriptive statistics and correlations of each variable were analyzed, and Process Macro's Model 6 was used to verify the mediating effect of performance appraisal acceptance and job satisfaction on the relationship between high-performance work system and job performance, and bootstrapping was conducted to verify the significance of the mediating effect. The results of the study are as follows. First, there is a significant relationship between high-performance work system, performance appraisal acceptance, job satisfaction, and job performance as perceived by vocational training center members. Second, the direct effect of high-performance work system on job performance is not significant. Third, the mediating effect of performance appraisal acceptance on the relationship between high-performance work systems and job performance was not significant, and the mediating effect of job satisfaction was positively significant. Third, the sequential mediation effect of high-performance work system on job performance through the mediation of performance appraisal acceptance and job satisfaction was significant.

The Effects of High Performance Work System Perceived by Organizational Members on Organizational Agility and Organizational Performance

김문준 공주대학교 KNU 기업경영연구소 2022 기업경영리뷰 Vol.13 No.4

The purpose of this study was to identify the effects of high-performing work systems and organizational agility perceived by organizational members on organizational performance, and the relationship between orga- nizational agility and organizational performance. For the purpose of this study, the SPSS 21.0 statistical program was applied to 181 copies of the effective questionnaire, which was the final response result of the organization members, and the following hypothesis verification results were shown. First, the analysis result of the hypothesis that the high performance writing system perceived by one-person organizational members will affect organizational agility was adopted. In addition, the high-performing work system showed a positive effect on all sub-variables of organizational agility (reactivity, flexibility, promptness, and proficiency), so Hypothesis 1 was adopted. Second, Hypothesis 2, the high performance work system, was shown to positively improve organizational performance. In addition, education and training, employment stabil- ity, evaluation and compensation, job design, and recruitment, which are sub-variables of the high-performance work system, were analyzed to have a statistically significant effect on organizational performance. Third, as organizational agility improves, organizational performance increases, so Hypothesis 3 was adopted. In addition, responsiveness, flexibility, promptness, and proficiency, which are sub-variables of organizational agility, all acted as positive factors in organizational performance. On the other hand, the results of this study demanded the need to improve awareness and perception of high performance work systems and organizational agility in order to improve organizational performance, which is the result of the advancement of organizational sustainability management. As a result, the importance of man- agement, personnel, organizational managers, managers, and working-level staff to continuously improve and strengthen organizational performance of all members of the organization has emerged. To this end, it was nec- essary to develop and strengthen competencies, which are discriminative factors of competition, by reorganizing the system for high-performance work systems and organizational agility, and strengthening the practicality of education and training programs as precedent factors.

고성과작업시스템, 고용불안정성, 그리고 조직성과

김건식(KonShik Kim) 한국인적자원관리학회 2013 인적자원관리연구 Vol.20 No.2

고성과작업시스템(HPWS)은 공동체적인 가치와 철학에서 출발하여 종업원의 역량을 지속적으로 개발하고 동기를 부여하여 기업의 성과를 높이려는 경영시스템이다. 고용불안정성은 종업원 개인이 현재의 고용상태가 앞으로도 존속할 것인가에 대한 위협 및 우려를 말하며, 해고의 위협을 느끼는 개인뿐만 아니라 해당 조직 수준에서도 고용불안정성은 상당한 영향을 미치고 있다. HPWS가 종업원 개인과 기업 수준의 성과에 긍정적인 영향을 미친다는 연구 및 고용불안정성이 개인의 심리적 기제와 기업 수준의 성과에 부정적으로 작용한다는 연구들은 적지 않으나, 이들 간의 상호작용에 관한 연구는 매우 드물다. 본 연구는 HPWS 및 고용불안정성이 각각 기업 성과에 미치는 영향에 대한 가설과 고용불안정성이 HPWS의 긍정적인 영향을 억제한다는 가설을 수립하고 한국노동연구원의 사업체패널(WPS) 3개년도 자료에서 추출한 4755개의 표본으로 패널을 구성하여 종단적으로 분석하였다. 분석 결과 첫째, 고성과작업시스템이 강화되면 자발적 이직인원수가 줄어들고 인지된 조직성과가 향상되고 있음을 검증하였다. 둘째, 고용불안정성이 높아지면 자발적 이직인원수가 늘어나며 인지된 조직성과가 저하되는 관계임을 확인하였다. 셋째, 고성과 작업시스템과 고용불안정성 간의 상호작용이 자발적 이직인원수 및 인지된 조직성과에 미치는 효과는 시스템 수준에서는 유의하지 않지만 일부 하위 정책수준에서는 상승적이거나 완충적인 상호작용이 혼재함을 검증하였다. 즉, 성과평가의 정책이 강화되면 자발적 이직인원이 늘어나는 효과는 고용불안정성이 증가함에 따라 강화되며, 높은 보상의 정책이 강화되면 자발적 이직인원이 감소하는 긍정적인 효과는 고용불안정성이 높아짐에 따라 감소하며, 정보공유 및 소통 정책이 증가하면 조직성과가 향상되는 효과는 고용불안정성이 높아짐에 따라 감소함을 확인하였다. Based on the communitarian values and philosophy, High Performance Work System (HPWS) is one of the management systems to develop the ability of and motivate employees, thereby enhancing the firm performance. Job insecurity is the perceived threat of job loss and the worries related to that threat, concerning regarding the future continuity of the current job. Job insecurity affects not only individuals who feel the threat of unemployment, but also have impact on firm’s survival and performance. Researchers agree in general that HPWS positively impacts on firm’s collective effectiveness and performance. Studies on job insecurity continues to report that voluntary turnover and downsizing due to job insecurity negatively affect performance at the firm level and the psychological mechanism at the personal level. However, researches on the interaction between the job insecurity and HPWS are very limited. Using longitudinal panel data from Work Place Survey of Korea Labor Institute, This study confirmed that voluntary turnover is reduced and perceived organizational performance is improved as the level of HPWS is enhanced, and voluntary turnover increases and perceived organizational performance become worse when job insecurity is intensified, and Increased job insecurity moderates, in part, the effects of high performance work system on perceived organizational performance and voluntary turnover. Based on these empirical results, this study suggests that careful design be needed when firms select and integrate some compensation and performance evaluation policies not to negatively interact with other work system policies, and job security policy be adopted to enhance organizational effectiveness and performance.

An Empirical Study on the Effect of a High Performance Work System on the Human Resource Performance of Accounting Experts in Korean Companies: Focusing on the Mediated Effect of Informal Learning

Yongbo Shim(Yongbo Shim),Taehyoung Mun(Taehyoung Mun),Jangsoon Lee(Jangsoon Lee) The International Academy of Global Business and T 2023 The International Academy of Global Business and T Vol.19 No.4

Purpose – The purpose of this study is to verify the effect of a high-performance work system on human resource performance and the mediating effect of informal learning in this causal relationship. Design/Methodology/Approach – The research method of this study is a quantitative approach, and the data was aggregated to the 1st Human Capital Corporate Panel Survey II (HCCPS) by the Korea Research Institute for Vocational Education & Training (KRIVET) due to its focus on the experience of accounting experts in Korean companies. A total of 1,024 participants were included in this study. Findings – The study found that high-involvement work organization and high-commitment HRM had a positive effect on organizational commitment and job competence in Korean companies, and that informal learning had a partial mediating effect in the causal relationship between a high-involvement work organization and organizational commitment and job competence. Research Implications – From a theoretical perspective, this research highlights the importance of informal learning in linking high-performance work system with human resource performance. In addition, this study also demonstrates the relational impact of high-commitment HRM and high-involvement work organization in Korean companies, further expanding the literature on workplace performance. From a practical perspective, this study suggests that companies need to incorporate effective high performance work systems, and build an environment to enable active informal learning opportunities. In addition, institutions should promote learning initiatives to maximize human resource effectiveness, ultimately improving organizational performance.

고성과작업시스템, 자동화, 간접고용이 산업재해에 미치는 영향

권순식 한국고용노사관계학회 2023 産業關係硏究 Vol.33 No.4

본 연구는 고성과작업시스템이 산업재해에 미치는 영향을 한국노동연구원이 공개한 사업체패널 자료를 근간으로 분석하였다. 분석의 주제는 크게 세가지로 압축되는데, 첫째, 고성과작업시스템, 자동화, 그리고 간접고용이 산업재해에 미치는 영향, 둘째, 기술적 요소인 자동화 정도가 고성과작업시스템과 산업재해의 관계에 미치는 조절작용, 셋째, 사업체의 간접고용비율이 고성과작업시스템과 산업재해의 관계에 미치는 조절작용 등으로 구성되었다. 한국노동연구원 사업체패널 자료에서 축출한 불균형 패널 자료를 기초로해, 자료의 분포를 고려하여 좌절단 패널 토빗 분석으로 분석하였다. 그 결과 고성과작업시스템과 자동화 정도는 산업재해를 낮추는 효과가 있으며 간접고용은 사업체 내 산업재해를 증가시키는 것으로 나타났다. 아울러 자동화정도와 간접고용비율은 고성과작업시스템과 산재와의 관계를 완화하는 것으로 나타났다. 즉 자동화 정도가 높은 사업장이 그렇지 않은 사업장보다 고성과작업시스템이 산재를 줄이는 효과가 낮으며, 아울러 간접고용비율이 높은사업장이 그렇지 않은 사업장보다 고성과작업시스템이 산재를 줄이는 효과가 낮은 것으로 해석된다. 마지막으로 이에 대한 정책적인 시사점과 실무적인시사점 등을 논의하였다. This paper analyzed the impact of the high-performance work system, automation and indirect-employment on industrial accidents based on the workplace panel data publicized by the Korea Labor Institute. The subject of the analysis is largely summarized into following three categories: first, the impact of the high-performance work system, automation, and indirect employment on industrial accidents; second, the moderating effect of the automation on the relationship between the high-performance work system and industrial accidents; and third, the moderating effect of the indirect employment of workplaces on the relationship between this high-performance work system and industrial accidents. The unbalanced workplace panel data extracted from the workplace panel data of Korea Labor Institute was analyzed by left-censured panel tobit analysis considering the distribution of the data. As a result, it was found that the high-performance work system and automation had the effect of reducing industrial accidents, but indirect-employment had positive effects on industrial accidents. Automation and indirect employment neutralized the relationship between the high-performance work system and industrial accidents. Finally, the managerial and policy implications were discussed based on the results.

고성과 작업시스템과 혁신: 저성과자 관리관행의 조절효과

최형진,이아영,이상민 한국인사조직학회 2024 인사조직연구 Vol.32 No.1

Today, many organizations are pursuing innovation in order to survive in a rapidly changing environment. As a result, based on resource-based theory, organizations are introducing various human resource management practices for the growth of workers toward innovation. However, the resulting effect has not been the same for each company. This is because not enough consideration has been given to the relationship between the newly established human resource management practices and the existing practices of the company. The synergy effect of human resource management practices may be weakened or strengthened depending on how the sum of individual practices is bundled. From this point of view, this study conducted an exploration of the synergy between high-involvement work practices in high-performance work systems and low-performance management practices to create innovation based on the AMO framework. Specifically, the Korea Labor Institute's Workplace Panel Survey analyzed the moderating effect of low-performance management practices on the impact of high-involvement work practices for innovation. According to the analysis results, high-involvement work practices had a positive effect on innovation. In addition, the relationship between high-involvement work practices and innovation was moderated positively by pull-type practices among low-performance management practices. On the other hand, among the low-performance management practices, push-type practices did not have a significant moderating effect on the relationship between high-involvement work practices and innovation. Based on the results, we discussed the need for low-performance management and the direction for organizations pursuing innovation in high-performance work systems.