Journal of the Korea Academia-Industrial cooperation Society (한국산학기술학회논문지)

The Korea Academia-Industrial cooperation Society (한국산학기술학회)
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The Relationship between High-performance Work Systems and Organizational Innovation Performance: Investigating the Roles of Human and Customer Service Competencies

고성과작업시스템과 조직 혁신성과 간 관계: 인적 역량과 고객 대응 역량의 조절효과를 중심으로

  • Park, Jisung (College of Business and Economics, Chungnam National University) ;
  • Ok, Chiho (College of Business Administration, Jeonju University)
  • Received : 2020.03.12
  • Accepted : 2020.06.05
  • Published : 2020.06.30
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Abstract

Even though numerous studies on the relationship between high-performance work systems (HPWSs) and organizational performance have been conducted over the past three decades, empirical evidence is still lacking in the aspects of context and performance. Thus, this study aims to investigate how HPWSs influence organizational performance, especially innovation performance as a key factor to increase the organization's sustainability. In addition, this study examines how human competency and customer service competency as crucial conditions to facilitate organizational innovation moderate the relationship between HPWSs and organizational performance. To examine these hypotheses, this study used Human Corporate Capital Panel datasets. The results of longitudinal analyses show that HPWSs positively affected organizational performance, and the two competencies strengthened the positive main effect, as we expected. In the discussion parts, this study suggests implications and limitations.

지난 30여 년이 넘는 기간 동안 고성과작업시스템과 조직성과 간 관계에 대한 논의들이 활발히 이루어졌음에도 불구하고, 여전히 어떠한 맥락에서 고성과작업시스템이 유효한지, 지속적인 성과 창출 측면에서 고성과작업시스템이 어떻게 기여하는지에 대한 실증들은 여전히 부족하다. 이에 본 연구에서는 이러한 부분들을 설명하기 위해 고성과작업시스템이 조직의 지속적인 생존 가능성을 제고하는 혁신성과에 어떠한 영향을 미치는지를 살펴보고자 한다. 뿐만 아니라, 고성과작업시스템이 운영되는 맥락에 따라 효과성이 달라진다는 상황적합론에 근거하여, 혁신성과에 주요 영향요인으로 고려되어 온 조직 내 인적 역량 및 고객 대응 역량 수준이 고성과작업시스템과 조직성과 간 주효과를 어떻게 조절하는지를 추가적으로 검증한다. 가설 검증을 위해 인적자본패널데이터를 활용하여 종단 분석을 실시한 결과, 고성과작업시스템은 특허출원수로 측정된 혁신성과에 정(+)의 영향을 주는 것으로 나타났다(p<0.001). 또한 조직 내 인적 역량(p<0.05) 및 고객 대응 역량 수준(p<0.01)이 높을수록 고성과작업시스템과 조직성과 간의 정(+)의 관계는 강화되는 것으로 나타났다. 이러한 결과를 바탕으로 결론에서는 전략적 인적자원관리 분야에 있어 본 연구가 가지는 시사점 및 한계에 대해 논의하였다.

Keywords

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