Earticle

초록

영어

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).

목차

Ⅰ. 서론
Ⅱ. 이론적 배경 및 가설 설정
1. 고성과작업시스템과 직무성과의 관계
2. 고성과작업시스템과 직무만족의 관계
3. 직무만족과 직무성과의 관계
4. 직무만족의 매개효과
5. 조직지원인식의 조절효과
6. 조직지원인식의 조절된 매개효과
Ⅲ. 연구방법
1. 연구모형
2. 표본 및 자료수집
3. 측정도구
Ⅳ. 분석결과
1. 기술통계와 상관관계
2. 측정도구의 타당성 및 신뢰성 검증
3. 가설검증
Ⅴ. 결론
1. 연구 결과 및 이론적 시사점
2. 생산성 함의에 대한 실무적 시사점
3. 연구의 한계점
참고문헌
Abstract

키워드

저자

• 성요한 [ Yo-Han Seong | 한국산업인력공단 과장 ] 주저자
• 조준 [ Jun, Cho | 한국산업인력공단 과장 ] 공동저자
• 윤동열 [ Dong-Yeol, Yoon | 건국대학교 경영학과 부교수 ] 교신저자

참고문헌

발행기관

간행물

표지보기 관심저널 등록

• 간행물명

  생산성연구: 국제융합학술지 [Productivity Research: An International Interdisciplinary Journal]

• 간기

  격월간

• pISSN

  1225-3553

• 수록기간

  1987~2025

• 등재여부

  KCI 등재

• 십진분류

  KDC 325 DDC 330