고성과 인적자원관리관행과 혁신적 조직문화, 조직성과 간의 관계에 대한 연구 = A Study on the Relationships among High Performance HR Practices, Innovative Organization Culture, and Organizational Performance

국문 초록 (Abstract)

글로벌화에 따라 급격히 변화하는 환경에서 고성과 인적자원관리관행은 기업의 지속적인 경쟁우위의 원천으로 강조되고 있다. 최근에는 고성과 인적자원관리관행과 성과를 연계하는 중요한 내적 프로세스를 규명하고자 하는 연구들이 진행되어 왔고, 특히 수준별로 세분화하여 더욱 세밀하고 다차원적으로 중요한 매개변수를 규명하고자 하였다. 고성과 인적자원관리관행이 종업원의 몰입과 참여를 강조하기 때문에 종업원의 태도나 행동을 규정하는 조직문화는 더욱 중요해지고 있다. 이에 본 연구는 고성과 인적자원관리관행이 조직성과에 영향을 미치는 과정에서 혁신적 조직문화의 매개역할을 밝히기 위한 실증분석을 목적으로 하였다. 고성과 인적자원관리관행은 선별적 채용, 적극적 훈련, 성과기반 보상, 성과 평가, 종업원 참여 등 5가지 구성요소를 시스템화(bundle)하여 측정하였다. 본 연구의 실증분석을 통해 얻어진 결과를 요약하면 다음과 같다. 첫째, 고성과 인적자원관리관행은 조직성과에 유의한 영향을 미치는 것으로 나타났다. 둘째, 혁신적 조직문화는 고성과 인적자원관리관행과 조직성과 간 긍정적 매개역할을 하고 있는 것으로 나타났다. 본 연구의 결과는 혁신적 조직문화가 고성과 인적자원관리관행과 성과 간 중요한 내부 메커니즘의 한 부분임을 보여주고 있으며, 혁신적 조직문화가 조직적 자본으로써 기업의 지속가능한 경쟁우위의 원천으로 중요한 역할을 할 수 있음을 시사하고 있다. 논의에서는 이론적 및 실무적 시사점을 제시하였고, 마지막 결론에는 연구결과와 한계점을 제시하였다.

다국어 초록 (Multilingual Abstract)

This study aims to examine an intermediary role of Innovative organization culture between High Performance HR Practices and organizational performance. We collected data by administering structured questionnaires to firms’ HR managers who take change in daily activities of personnel issues and are close to gain performance data. The survey took place from August to September 2013 on a total sample of 1,005 workplace with 100 or more employees and the firms known as excellent workplace innovation cases. A total of 297 valid responses (one response per one workplace) were included for the analysis. The empirical results showed that High Performance HR Practices had a positive impact on organizational performance as well as Innovative organization culture. Regarding the mediation effect, Innovative organization culture partially mediated between High Performance HR Practices and organizational performance. Finally, we discussed that High Performance HR Practices had both advantages and limitations. Some theoretical and practical implications were discussed as well.

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