Earticle

초록

한국어

본 연구의 목적은 기술 기반의 신생 중소기업을 대상으로 조직성과에 미치는 기업특성 및 인적 자원관리 제도화의 직접적 효과, 간접적 효과 행태를 분석하는 것이다. 본 연구의 표본기업은 신생중소기업 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. 이를 논의된 내용을 종합하면 다음과 같다. HRM 제도화에 의해 매개되는 효과 분석결과에 의하면 전략체계가 조직성과에 미치는 간접효과는 직접효과보다 효과가 큰 것으로 나타나 상당부분 긍정적 매개 기능을 하는 것으로 보인다. 전략마인드가 조직성과에 미치는 영향에 있어서 HRM 제도화는 이직률과 인당매출액에는 긍정적 매개 기능을 하고 있는 반면 매출액성장률에는 부정적 매개 기능을 하고 있는 것으로 나타났다. 기업규모가 조직성과에 미치는 영향에 있어서 HRM 제도화는 이직률과 인당매출액, 매출액성장률 모두에 긍정적 매개 기능을 하고 있는 것으로 보인다. 마지막으로 업력이 조직성과에 미치는 영향에 있어서 HRM 제도화는 이직률과 인당매출액에는 긍정적인 매개역할을 하는 반면 매출액성장률에는 부정적 매개 기능을 하고 있는 것으로 보인다

영어

The research was designed to analyze how exogenous variables such as organization’s strategic system, leader’s strategy mind, organization’s size, and organization’s history affect endogenous variables that is HRM(Human Resource Management) institutionalization and organizational performance which is composed of turn over rate, sale per person, sales growth rate in theirs forms of behaviors by holistically studying the behavior patterns of start-ups, small and medium sized company. Many research studies focused on how human resource management practices affect their organizational performances have been conducted. Existing studies on the organization’s traits, HRM policies and organizational performance have focused mainly on examining the direct relationship. Consequently, there have not been sufficient studies of the actual process by which HRM institutionalization brings mediating effect about organizational performance in start-up, small-sized firms. Data were collected as the samples of this research. 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. The following hypotheses are developed based upon the previous research and the books on organizational performance including HRM institutionalization. Data were extracted from objective one, and empirical analysis was conducted via AMOS. The hypotheses on the direct or indirect influence of organization’s strategic system, leader’s strategy mind, organization’s size, and organization’s history and HRM institutionalization and organizational performance are as follows:Hypothesis 1: organization’s strategic system have a low positive direct effect on the organizational performance and have a high indirect positive effect via HRM institutionalization. Hypothesis 2: leader’s strategy mind have a low positive direct effect on the organizational performance and have a high indirect positive effect via HRM institutionalization. Hypothesis 3: organization’s size have a low positive direct effect on the organizational performance and have a high indirect positive effect via HRM institutionalization. Hypothesis 4: organization’s history have a low positive direct effect on the organizational performance and have a high indirect positive effect via HRM institutionalization. The conclusion from the analysis through setting up a hypothesis is as follows:First, management’s leadership variable was partly adopted as the variable influencing on the organizational performance via HRM institutionalization. As a result of the empirical analysis, the indirect effect on the management’s leadership traits to organizational performance was turn over rate, sale per person which it showed significant effect at the significance level of 0.001%. Second, leader’s strategy mind variable was partly adopted as the variable influencing on the organizational performance via HRM institutionalization. As a result of the empirical analysis, the indirect effect on the leader’s strategy mind to organizational performance was turn over rate, sale per person. Third, organization’s size variable was adopted as the variable influencing on the organizational performance via HRM institutionalization. As a result of the empirical analysis, the indirect effect of the organization’s size to organizational performance was turn over rate, sale per person and sales growth rate which it showed significant effect at the significance level of 0.001%. Fourth, organization’s history variable was partly adopted as the variable influencing on the organizational performance via HRM institutionalization. As a result of the empirical analysis, the indirect effect of the organization’s history to organizational performance was only sale per person which it showed significant effect at the significance level of 0.001%. This study confirms that organization’s traits has a low direct influence on the efforts and performances an organization. It also confirms the mediating effect of HRM institutionalization on the relationship between organization’s traits and organizational performance. Thus the HRM institutionalization significantly exercise influence on the turnover rate, sale per person, sales growth rate of indirect effect.

목차

국문 요약
 I. 서론
  1.1 연구배경 및 목적
  1.2 연구방법과 연구의 구성
 II. 이론적 고찰
  2.1 조직성과
  2.2 인적자원관리 제도화를 결정짓는 요인
 III. 연구설계와 분석방법
  3.1 연구모형 및 가설의 설정
  3.2 연구에 사용한 변수의 조작적 정의
  3.3 표본의 선정 및 연구방법론
 lV. 실증분석
  4.1 표본의 특성과 자료의 분석
  4.2 연구가설의 검증
 V. 요약 및 결론
  5.1 연구의 요약
  5.2 연구의 한계점과 시사점
 참고문헌
 Abstract

저자

• 전순영 [ Jun SoonYoung | 한국교통대학교 경영정보학과 교수 ] 제1저자
• 이호선 [ Ho Sun Lee | 단국대학교 상경대학 경영학부 교수 ] 교신저자

참고문헌