Journal of Digital Convergence (디지털융복합연구)

The Society of Digital Policy and Management (한국디지털정책학회)
권호 표지
DOI QR코드

DOI QR Code

The Impacts of Human Resource Flexibility on Organizational Commitment Through the Mediating Effects of Self-efficacy

인적자원유연성이 조직몰입에 미치는 영향: 자기효능감의 매개효과를 중심으로

  • Chi, WenJun (Dept. of Business Administration, Honam University) ;
  • Jin, Chunhua (Dept. of Business Administration, Honam University)
  • Received : 2022.04.07
  • Accepted : 2022.05.20
  • Published : 2022.05.28
Download PDF
⟨ Previous Next ⟩

Abstract

The purpose of this study is to verify the effect of human resource flexibility on organizational commitment and to verify the mediating effect of self-efficacy in the relationship between human resource flexibility and organizational commitment. In order to achieve this research purpose, a survey was conducted on employees working in the service industry in China, and the results of the analysis are as follows. First, it was found that technological flexibility, behavioral flexibility, and relationship flexibility, which are sub-factors of human resource flexibility, all had a significant positive effect on organizational commitment. Second, as a result of verifying the mediating effect of self-efficacy in the relationship between human resource flexibility and organizational commitment, it was verified that self-efficacy has a partial mediating effect in the relationship between technological flexibility, behavioral flexibility, relationship flexibility, and organizational commitment. Finally, the implications of this study were presented and the future research direction was discussed.

본 연구의 목적은 인적자원유연성이 조직몰입에 미치는 영향을 검증함과 동시에 인적자원유연성과 조직몰입 간의 관계에서 자기효능감의 매개효과를 실증하는 것이다. 이러한 연구 목적을 달성하기 위하여 중국 내 서비스 업종에 근무하는 직원을 대상으로 설문조사를 진행하여 분석한 결과는 다음과 같다. 첫째, 인적자원의 유연성의 하위요인인 기술유연성, 행동유연성, 관계유연성은 모두 조직몰입에 유의한 정(+)의 영향을 미친다는 것이 실증되었다. 둘째, 인적자원유연성과 조직몰입 간의 관계에서 자기효능감의 매개효과를 검증한 결과, 자기효능감은 기술유연성, 행동유연성, 관계유연성과 조직몰입 간의 관계에서 모두 부분적 매개효과를 가진다는 것이 검증되었다.

Keywords

References

  1. M. H. Park. (2017). The Effects of Coaching Leadership on Human Resource Flexibility and Organizational Commitment : Focused on Flight Attendants. Northeast Asia Tourism Research, 13(2), 261-280.
  2. A. Bandura.(1977). Self-efficacy: Toward a unifying theory of behavioral change. Psychological Review, 84, 191-215. DOI : 10.1037/0033-295X.84.2.191
  3. S. Y. Ha. (2014). The Effect of The Childcare Teacher's Self-Efficiency and Organizational Love to Organizational Commitment. The Korea Association of Child Care and Education, 84, 235-257.
  4. P. M. Wright, & S. A. Snell, (1998). Toward a unifying framework for exploring fit and flexibility in strategic human resource management. Academy of Management Review, 23(4), 756-772. DOI : 10.5465/amr.1998.1255637
  5. I. Beltran-Martin, V. Roca-Puig, A. Escrig-Tena & J. C. Bou-Llusar. (2008). Human Resource Flexibility as a Mediating Variable Between High Performance Work Systems and Performance. Journal of Management, 34(5), 1009-1044. https://doi.org/10.1177/0149206308318616
  6. I. Jun & S. H. Oh. (2014). Mediating Effect of HR Flexibility on the Relationship between High Performance HR Practices and Organisational Performance. Korean Journal of labor studies, 20(2), 149-186. https://doi.org/10.17005/kals.2014.20.2.149
  7. S. Arvanitis. (2005). Modes of labor flexibility at firm level: Are there any implications for performance and innovation? Evidence for the Swiss Economy. Industrial and Corporate Change, 14(6), 993-1016. DOI : 10.1093/icc/dth087
  8. J. P. Macduffie. (1995). Human resource bundles and manufacturing performance: organizational logic and flexible production systems in the world auto industry. Industrial and Labor Relations Review, 48(2), 197-221. DOI : 10.1177/001979399504800201
  9. B. M. I. (2008). Human resource flexibility as a mediating variable between high performance work systems and performance. Journal of Management, 34(5), 1009-1044. DOI : 10.1177/0149206308318616
  10. J. Lepine, J. Colquitt, & A. Erez. (2000). Adaptability to changing task contexts: Effects of general cognitive ability, conscientiousness, and openness to experience. Personnel Psychology, 53(3), 563-593. DOI : 10.1111/j.1744-6570.2000.tb00214.x
  11. W. R. Evans, & W. D. Davis, (2005). High-performance work systems and organizational performance: The mediating role of internal social structure. Journal of Management, 31(5), 758-775. DOI : 10.1177/0149206305279370
  12. H. Li & Y. Zhang. (2002). Founding team comprehension and behavioral integration: Evidence from new technology ventures in China. Academy of Management Proceedings & Membership Directory. DOI : 10.5465/apbpp.2002.7516611
  13. A. Bandura.(1977). Self-efficacy: Toward a unifying theory of behavioral change. Psychological Review, 84, 191-215. DOI : 10.1037/0033-295X.84.2.191
  14. G. H. Lee & Y. J. Shin. (2010). A Study on the Effect of CEO Characteristics and Human Resource Management on the Self-efficacy and Organizational Effectiveness in the Ventures of Marine Equipment Industry. Journal of Industrial Economics and Business, 23(3), 1259-1295.
  15. I. S. Oh. (2002). General Self-efficacy: The Concept, Measurement lssues, and implications for HRM. The Korean Journal of Industrial and Organizational Psychology, 15(3), 49-72.
  16. R. T. Mowday, R. M.Steers & L. W. Porter. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224-247. https://doi.org/10.1016/0001-8791(79)90072-1
  17. G. S. Kang & J. H. Kim. (2014). The Effects of Self-efficacy and Collective Efficacy on Job Satisfaction and Organizational Commitment of Nurses. Korean Journal of Occupational Health Nursing, 23(3), 123-133. https://doi.org/10.5807/KJOHN.2014.23.3.123
  18. Y. D. Huh & H. Y. Han. (2021). The relationship between intrinsic motivation of cultural tourismcommentators with self-efficacy, organizational commitment andcustomer orientation. Jounal of Tourism & Leisure Research, 33(8), 179-195. DOI : 10.31336/JTLR.2021.8.33.8.179
  19. K. M. Cho & J. W. Park. (2021). A Study on the Effect of Coaching Leadership on Self- Efficacy and Organizational Commitment. Academic Society of Global Business Administration, 18(6), 27-49.
  20. J. S. Yun. (2012). A Relationship Between High Performance Human Resource Management System, Human Resource Flexibility and Organizational Performance. Doctoral dissertation. Pusan National University, Busan.
  21. S. D. Park. (2020). The Effects of Perceived Organizational Support and Positive Psychological Capital on Organizational Commitment : Focused on the Moderating Effect of Organizational Trust. Doctoral dissertation. Gachon University, Seoul.
  22. L. J. Huang. (2021). The Effect of Job Characteristic on Organizational Effectiveness of Employees in China: Focusing on the Mediating Effect of Self-Efficacy. Doctoral dissertation. Honam University, Gwangju.