Earticle

초록

한국어

연구의 목적은 중소기업을 대상으로 조직성과에 미치는 경영자의 특성 및 인적자원관리 개별활동의 직접적 효과, 간접적 효과 행태를 분석하는 것이다. 본 연구의 표본기업은 지방 중소기업 414개사를 대상으로 하였으며 수집된 자료는 구조방정식 모형을 활용하여, AMOS(Analysis of Moment Structure) 18과 PASW(Predictive Analytics Soft Ware) Statistics 18 패키지 프로그램을 이용하여 통계처리 하였다. 이상에서 논의된 내용을 종합하면 다음과 같다. 중소기업에서의 경영자의 리더십은 충원, 교육 훈련, 성과평가, 보상 및 유지, 경력개발의 다섯 가지 인적자원관리 개별활동 모두에 영향을 미치고 있는 것으로 나타났다. 이들 개별활동중 성과평가를 제외한 나머지 네 가지의 활동은 이직률에 부(-)의 영향을 미치고 이직률은 1인당 매출액에 부(-)의 영향을 미친다. 한편 경영자의 신뢰성은 이직률이나 1인당 매출액에 유의적인 영향을 미치지 않는 것으로 나타났는데, 이는 신뢰성을 구성하는 평가항목 체크리스트가 내부적인 이해관계자에 대한 항목은 1개인반면 외부 이해관계자에 대한 항목이 3개가 되는 것과 연관이 있어 보인다. 경영자의 리더십은 이직률에 직접 영향을 미치는 직접효과와 인적자원관리 개별활동을 경유하는 간접효과가 발생하게 되며, 경영자의 신뢰성은 1인당 매출액에 대한 직접효과와 이직률을 거치는 간접효과를 보여준다

영어

This study conducts an empirical analysis for the direct effect of management's factors and the mediating effect of HRM practices to organizational performance using business data in the cases of small-sized business firms. Model was set by structural equations models (SEM) using AMOS (Analysis of Moment Structure) 18 and PASW (Predictive Analytics Soft Ware) Statistics 18 package program using business data for the 414 small-sized firms. Thus this research was designed to analyze how exogenous variables such as management's traits factors affect endogenous variables such as the HRM practices and performance, which is composed to turnover rate and sale per person of start-up firms. Many research studies focused on how management’s traits affect their organization’s performance have been conducted. The following hypotheses are developed based upon the previous research and the books on organizational performance including job satisfaction and organizational commitment. Data were extracted from objective one, and empirical analysis was conducted via AMOS. The hypotheses on the influence of management's traits and HRM practices to organizational performances are as follows:Hypothesis 1. Management’s leadership traits factors affect HRM practices. Hypothesis 2. HRM practices have an effect on organizational performance. Hypothesis 3. Management’s trust factors exert influence on organizational performance and financial performance. Hypothesis 4. Turnover rate have a negative influence to sales per person. The conclusion from the analysis through setting up a hypothesis is as follows: First, this study confirms that management’s leadership variable out of management’s traits factors has a direct influence on the HRM practices, especially recruitment, training development, performance evaluation, reward management, and career development. Therefore, management’s leadership variable was adopted as the variable influencing on the HRM practices. As a result of the empirical analysis, the effect on the management’s leadership traits to HRM practices was at the level of .4.456, 3.282, 8.577, 4.771, and 3.889, which it showed significant effect at the significance level of 0.001%. Second, as a result of the study of the effect on the organizational performance by the HRM practices of start-up firms, it is partly significant that HRM practices, recruitment, training development, reward management, and career development has a direct influence on the turnover rate. Third, management’s trust variable out of management’s traits factors doesn’t have a direct influence on the turnover rate and sale per person because of checklist excluding stakeholder’s one. As a result of the empirical analysis, the effect on the management’s trust variable to the turnover rate was the C.R. value of 1.601, which it showed non-significant effect. The other effect on the management's trust variable to the sale per person was the C.R. valuel of 0.383, which it showed non-significant effect also. Fourth, organizational performance, which is measured by turnover rate have a negative influence to financial performance which is measured by sales per person. As a consequence of the empirical analysis, the effect on the organizational performance to financial performance was at the level of -.2111, which it showed significant effect at the significance level of 0.001%. It has the mediating effect of HRM practices on the relationship between management's leadership and turnover rate. And it also has the mediating effect of management’s trust on the relationship between turnover rate and sale per person.

목차

국문 요약
 I. 서론
 1.1 연구배경 및 목적
 1.2 연구방법
 II. 이론적 배경 및 선행연구
  2.1 경영자특성
  2.2 인적자원관리
  2.3 경영성과
 III. 연구설계와 분석방법
  3.1 연구모형 및 가설의 설정
  3.2 변수의 조작적 정외와 측정방법
  3.3 연구에 사용한 방법론
 IV. 실증분석
  4.1 표본의 특성과 자료의 분석
  4.2 연구가설의 검증
 V. 결론 및 제언
  5.1 연구결과의 요약
  5.2 연구의 한계점 및 시사점
 참고문헌
 Abstract

저자

• 전순영 [ Jun SoonYoung | 한국교통대학교 경영정보학과 교수 ]

참고문헌