中国企业高参与人力资源管理对于组织成员态度的影响 = Effects of High-Involvement Human Resource Management on Employee Attitudes in Chinese Companies

다국어 초록 (Multilingual Abstract)

The study aims at investigating the effects of high-involvement human resource management on the affective commitment and organizational citizenship behaviors(OCBs) of employees in Chinese companies. The mediating role of affective commitment in the relationship between high-involvement human resource management and OCBs is also investigated in the study.
The research results revealed that firstly, high-involvement human resource management affected positively on affective commitment , secondly, affective commitment affected positively on OCBs and thirdly high-involvement human resource management affected positively on OCBs. Especially , among the components of high-involvement human resource management, some dimensions like competence development, empowerment , information sharing had relatively strong effects on OCBs of employees. The mediating role of affective commitment was found in the relationship between high-involvement human resource management and OCBs.
Finally, some practical implications was suggested based on the research results. Competence development strategies as in house training and outside training and various practices to facilitate empowerment and information training in the company were recommended.

국문 초록 (Abstract)

본 연구는 중국 근로자들을 대상으로 고몰입 인적자원관리가 조직에 대한 태도에 미치는 영향을 실증적으로 규명하고자 하였다. 동시에 고몰입 인적자원관리를 구성하는 내용 중에서 특히 중국 종업원들의 직무나 조직 태도에 긍정적인 영향을 미칠 수 있는 차원을 추출하여 이를 제고 할 수 있는 방안을 인적자원관리의 전략으로 제시하고자 하였다본 실증연구를 통해 얻은 연구결과는 요약하면 다음과 같다.
첫째, 고몰입 인적자원관리는 근로자의 정서적 몰입에 긍정적으로 영향을 미쳤다. 특히 역량개발, 임파워먼트, 정보공유 등의 순서로 영향을 미치는 것으로 드러났다. 둘째, 고몰입 인적자원관리는 근로자의 조직시민행동에 긍정적인 영향을 미치는 것으로 나타났다.
셋째, 근로자의 정서적 몰입은 조직시민행동에 긍정적인 영향을 미치는 것으로 나타나고 있다. 넷째, 고몰입 인적자원관리가 조직시민행동에 미치는 관계에서 정서적 몰입은 매개역할을 하는 것이 확인되었다. 이러한 연구결과들은 근로자들의 조직에 대한 애착과 자발적인 참여가 좀 더 중요해지고 있는 중국의 기업들뿐만 아니라 중국에 진출하고 있는 한국기업들의 인적자원관리에도 많은 시사점을 준다.
구체적으로는 첫째, 기업들은 장기적인 시야에서 근로자들의 역량개발에 힘쓸 필요가 있다. 기업내 교육훈련 뿐만 아니라 외부교육기관과의 연대에 의한 교육훈련에 주력해야 한다. 둘째, 기업 내 임파워먼트의 문화육성에도 힘써야 한다. 과감한 권한위양을 가능하게 하는 조직문화의 혁신이 필요하며 일선관리자 및 중간관리자에 대한 임파워먼트에 대한 정신교육이 필요하다. 셋째, 정보공유를 위한 방안도 강화할 필요가 있다. 사내게시판, 사보 및 회사 홈페이지를 통한 정보의 공유와 함께 정기적인 회사경영전반에 대한 설명회 등도 적극적으로 개최하여 근로자들의 회사에 대한 애정과 귀속심을 함양할 필요가 있다.

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