Asia-Pacific Journal of Business (아태비즈니스연구)

KNU The Institute of Management & Economy Research (강원대학교 경영경제연구소)
권호 표지
DOI QR코드

DOI QR Code

The Roles of HR Practices in the Relationship between Demographic Cohesion and Firm Performance: Focusing on Job Rotation and Flexible Work Arrangement

인구통계적 응집성이 기업성과에 미치는 영향에서 HR 제도의 역할 탐구: 순환근무와 탄력근무를 중심으로

  • 권인수 (세종대학교 경영학부) ;
  • 이하은 (이화여자대학교 경영대학) ;
  • 김상준 (이화여자대학교 경영대학)
  • Received : 2021.11.30
  • Accepted : 2021.12.23
  • Published : 2021.12.31
Download PDF
⟨ Previous Next ⟩

Abstract

Purpose - The purpose of this study is to specify the relationship between demographic cohesion and firm performance by examining the roles of HR practices, such as job rotation and flexible work arrangement. Design/methodology/approach - This study samples 1,093 firms in Korea and collects their data between 2007 and 2017 from Workplace Panel Survey, a database from Korea Labor Institute. The demographic cohesion is measured using the Herphindal-Hershman index and the firm performance is measured with net incomes. This study employs a fixed-effects model for the estimation of firm performance with respect to demographic cohesion, job rotation, and flexible work arrangement. Findings - There is a positive relationship between demographic cohesion and net incomes. And the relationship is positively moderated by job rotation. However, flexible work arrangement shows a mixed moderation. Research implications or Originality - Differentiated from the studies on demographic diversity, this study shows that demographic cohesion has a mixed impact on firm performance. While demographic cohesion can improve firm performance through trust building, in-group favoritism, and collective identity it entails internal conflicts. However the link between demographic cohesion and firm performance is moderated by job rotation and flexible work arrangement. While there is a positive moderation of job rotation, there is a negative moderation of flexible work arrangement.

Keywords

References

  1. 김경호. (2012). 노인복지관의 직무순환제도가 종사자의 조직몰입에 미치는 영향 직무만족의 매개효과 검증을 중심으로. 한국사회복지행정학, 14(1), 27-60. https://doi.org/10.22944/KSWA.2012.14.1.002
  2. 나동만, 김상준. (2016). 팀 다양성의 또 다른 접근: 집단분단선이 팀 혁신에 미치는 영향. 인사조직연구, 24(4), 61-87.
  3. 서영석. (2010). 상담심리연구에서 매개효과와 조절효과 검증: 개념적 구분 및 자료분석시 고려사항. 한국 심리학회지 상담 및 심리치료, 22(4), 1147-1168.
  4. 송경렬, 김종관. (2011). 전략적 인적자원관리 시스템이 지적 자본과 혁신역량에 미치는 영향. 인적자원관리연구, 18(3), 105-127
  5. 옥지호. (2014). 자발적 이직이 조직성과에 미치는 영향에 대한 연구: 직무순환제도의 보완적 효과를 중심으로, 노동정책연구, 14(1), 69-92. https://doi.org/10.22914/JLP.2014.14.1.003
  6. 임희영, 권나영 & 김민수. (2018). 팀 인적자원 확보가 개인 안녕감에 미치는 영향: 팀 안전 분위기와 직무열의의 다수준 매개효과를 중심으로. 조직과인사관리연구, 42(4), 177-197
  7. 정명호, 고유미. (2017). 집단 내 인력 단층과 권력 불균형의 효과: 하위집단 간 연결 관계 및 LMX 차별화의 조절효과. 경영학연구, 46(1), 185-212.
  8. 정현달, 백윤정. (2016). 구성원 간 갈등에 관한 연구동향: 문헌고찰 및 메타분석. 인적자원개발연구, 19(1), 109-142.
  9. 한국노동연구원. "사업체패널조사소개." Available from https://www.kli.re.kr/wps/contents.dokey=175 (accessed Jun 10, 2020).
  10. 행정안전부. 유연근무제 운영지침 (행정안전, 2010), 16-18.
  11. Avery, D. R., P. F. McKay and D. C. Wilson (2007). "Engaging the Aging Workforce: The Relationship between Perceived Age Similarity, Satisfaction with Coworkers, and Employee Engagement", Journal of Applied Psychology, 92(6), 1542-1556. https://doi.org/10.1037/0021-9010.92.6.1542
  12. Beaver, G. and K. Hutchings (2005). "Training and Developing an Age Diverse Workforce in SMEs: The Need for Strategic Approach", Education and Training, 47(8/9), 592-604. https://doi.org/10.1108/00400910510633134
  13. Bertolt M., M. Shemla, J. Li and J. Wegge (2015). "On the Same Side of the Faultline: Inclusion in the Leader's Subgroup and Employee Performance", Journal of Management Studies, 52(3), 354-380. https://doi.org/10.1111/joms.12118
  14. Bezrukova, K., K. A. Jehn, E. L. Zanutto and S. M. B. Thatcher (2009). "Do Workgroup Faultlines Help or Hurt? A Moderated Model of Faultlines, Team Identification, and Group Performance", Organization Science, 20(1), 35-50. https://doi.org/10.1287/orsc.1080.0379
  15. Breusch, T. and A. Pagan (1980). "The Lagrange Multiplier Test and its Applications to Model Specification in Econometrics", The Review of Economic Studies, 47(1), 239-253. https://doi.org/10.2307/2297111
  16. Chung, Y., H. Liao, S. E. Jackson, M. Subramony, S. Colakoglu, and Y. Jiang (2015). "Cracking but Not Breaking: Joint Effects of Faultline Strength and Diversity Climate on Loyal Behavior", Academy of Management Journal, 58(5), 1495-1515. https://doi.org/10.5465/amj.2011.0829
  17. Gardenswartz, L. and A. Rowe (1994). "Diversity Management: Practical Application in a Health Car", Frontiers of Health Services Management, 11(2), 36-40. https://doi.org/10.1097/01974520-199410000-00004
  18. Granovetter, M. (1973). "The Strength of Weak Ties", American Joumal of Sociology, 78, 1360-1380. https://doi.org/10.1086/225469
  19. Granovetter, M. (1983). "The Strength of Weak Ties: A Network Theory Revisited", Sociological Theory, 1, 201-233. https://doi.org/10.2307/202051
  20. Harrison, D. A., K. H. Price, and M. P. Bell (1998). "Beyond Relational Demography: Time and the Effects of Surface- and Deep-level Diversity on Work Group Cohesion", Academy of Management Journal, 41(1), 96-107. https://doi.org/10.2307/256901
  21. Hoffman, L. R. (1985). "The Effect of Race-Ratio Composition on the Frequency of Organizational Communication", Social Psychology Quarterly, 48, 17-26. https://doi.org/10.2307/3033778
  22. Hornsey, M. J. and J. Jetten (2004). "The Individual Within the Group: Balancing the Need to Belong With the Need to Be Different", Personality and Social Psychology Review, 8(3), 248-264. https://doi.org/10.1207/s15327957pspr0803_2
  23. Jackson, S. (1992). "Team Composition in Organizations". In S. Worchel, W. Wood, and J. Simpson (Eds.), Group process and Productivity, London: Sage, 1-12.
  24. Jehn, K. A., G. B. Northcraft and M. A. Neale (1999). "Why Differences Make a Difference: A Field Study of Diversity, Conflict, and Performance in Workgroups", Administrative Science Quarterly, 44, 741-763. https://doi.org/10.2307/2667054
  25. Knippenberg, D. and M. C. Schippers (2007). "Work Group Diversity", Annual Review of Psychology, 58, 515-541. https://doi.org/10.1146/annurev.psych.58.110405.085546
  26. Koch, M. J. and R. G. McGrath (1996). "Improving Labor Productivity: Human Resource Management Policies Do Matter", Strategic Management Journal, 17, 335-354. https://doi.org/10.1002/(SICI)1097-0266(199605)17:5<335::AID-SMJ814>3.0.CO;2-R
  27. Krackhardt, D. (1992). "The Strength of Strong Ties: The Importance of Philos in Organizations." In N. Nohria and R. Eccles (Eds.), Networks and Organizations: Structure, Form, and Action, Boston, MA: Harvard Business School Press, 216-239.
  28. Lau, D. C. and J. K. Murnighan (1998). "Demographic Diversity and Faultlines: The Compositional Dynamics of Organizational Groups", Academy of Management Review, 23(2), 325-340. https://doi.org/10.5465/AMR.1998.533229
  29. Meyer, B., M. Shemla, J. Li and J. Wegge (2015). "On the Same Side of the Faultline: Inclusion in the Leader's Subgroup and Employee Performance", Journal of Management Studies, 52(3), 354-380. https://doi.org/10.1111/joms.12118
  30. Michelini, C. and M. Pickford (1985). "Estimating the Herfindahl Index from Concentration Ratio Data", Journal of the American Statistical Association, 80(390), 301-305. https://doi.org/10.1080/01621459.1985.10478112
  31. Mitchell, T. R., B. C. Holtom, T. W. Lee, C. J. Sablynski and M. Erez (2001). "Why People Stay: Using Job Embeddedness to Predict Voluntary Turnover", Academy of Management Journal, 44(6), 1102-1121. https://doi.org/10.2307/3069391
  32. Nelson, R. E. (1989). "The Strength of Strong Ties: Social Networks and Intergroup Conflict in Organizations", Academy of Management Journal, 32(2), 377-401. https://doi.org/10.2307/256367
  33. Nemetz, P. L. and S. L. Christensen (1996). "The Challenge of Cultural Diversity: Harnessing a Diversity of Views to Understand Multiculturalism", Academy of Management Review, 21(2), 434-462. https://doi.org/10.5465/AMR.1996.9605060218
  34. Offermann, L. R. and M. K. Gowing (1990). "Organizations of the Future: Changes and Challenges", American Psychologist, 45(2), 95-108. https://doi.org/10.1037/0003-066X.45.2.95
  35. Pearsall, M. J., A. P. Ellis and J. M. Evans (2008). "Unlocking the Effects of Gender Faultlines on Team Creativity: Is Activation the Key?", Journal of Applied Psychology, 93(1), 225-234. https://doi.org/10.1037/0021-9010.93.1.225
  36. Pelled, L. H. (1996). "Demographic Diversity, Conflict, and Work Group Outcomes: An Intervening Process Theory", Organization Science, 17, 615-631. https://doi.org/10.1287/orsc.7.6.615
  37. Ren, H., B. Gray and D. A. Harrison (2015). "Triggering Faultline Effects in Teams: The Importance of Bridging Friendship Ties and Breaching Animosity Ties", Organization Science, 26(2), 390-404. https://doi.org/10.1287/orsc.2014.0944
  38. Stevens, M. J. and M. A. Campion (1994). "The Knowledge, Skill, and Ability Requirements for Teamwork: Implications for Human Resource Management", Journal of Management, 20(2), 503-530. https://doi.org/10.1016/0149-2063(94)90025-6
  39. Tharmmaphornphilas, W. and B. A. Norman (2004). "Job Rotation Plans for Reducing Low Back Injuries with Real-Time Information", Annals of Operations Research, 128, 251-266. https://doi.org/10.1023/B:ANOR.0000019108.15750.ae
  40. Thatcher, S. M., K. A. Jehn and E. Zanutto (2003). "Cracks in Diversity Research: The Effects of Diversity Faultlines on Conflict and Performance", Group Decision and Negotiation, 12, 217-241. https://doi.org/10.1023/A:1023325406946
  41. Turner, J. C. and K. J. Reynolds (2010). ''The Story of Social Identity''. Iin T. Postmes and N. R. Branscombe (Eds.), Rediscovering Social Identity, New York: Psychology Press, 13-32.
  42. Turner, J. C., M. A. Hogg, P. J. Oakes, S. D. Reicher and M. S. Wetherell (1987). Rediscovering the Social Group: A Self-Categorization Theory. Basil: Blackwell.
  43. Uzzi, B. (1997). "Social Structure and Competition in Interfirm Networks: The Paradox of Embeddedness", Administrative Science Quarterly, 42, 35-67. https://doi.org/10.2307/2393808
  44. Wilder D. A. (1986). "Social Categorization: Implications for Creation and Reduction of Intergroup Bias", Advances in Experimental Social Psychology, 19, 291-355. https://doi.org/10.1016/S0065-2601(08)60217-8
  45. Williams, K. Y. and C. A. O'Reilly, III. (1998). "Demography and Diversity in Organizations: A Review of 40 Years of Research", Research in Organizational Behavior, 20, 77-140.
  46. Zanutto, E. L., K. Bezrukova and K. A. Jehn (2011). "Revisiting Faultline Conceptualization: Measuring Faultline Strength and Distance", Quality and Quantity, 45, 701-714. https://doi.org/10.1007/s11135-009-9299-7
  47. Zenger, T. R. and B. S. Lawrence (1989). "Organizational Demography: The Differential Effects of Age and Tenure Distributions on Technical Communication." Academy of Management Journal, 32, 353-376. https://doi.org/10.2307/256366