The Journal of the Convergence on Culture Technology (문화기술의 융합)

The International Promotion Agency of Culture Technology (국제문화기술진흥원)
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Effect of Fitness between Organizational Innovation and HRM Type on Performance

조직의 혁신방향과 인적자원관리의 기능별 전략 간의 적합성이 성과에 미치는 영향

  • Kim, Jinhee (Business School, Daegu Catholic University)
  • 김진희 (대구가톨릭대학교 경영학부)
  • Received : 2018.11.28
  • Accepted : 2019.01.31
  • Published : 2019.02.28
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Abstract

This paper examines effect of fitness between innovation and HRM type on firm performance(quality competitiveness, operating profit). Data were extracted from the Korea Labor Institute's workplace panel survey(WPS) from 2015, and the analysis used 3,431 companies. To test the research model, analysis of variance(ANOVA). The model shows that full-innovation/commitment HRM type companies were significantly higher quality competitiveness, and operating profit than other companies. And low-level innovation/control HRM type companies were significantly lower quality competitiveness and operating profit than other companies.

본 논문은 조직의 공정혁신과 마케팅혁신에 따른 혁신 방향과 내부적인 인적자원관리 전략유형 간의 매칭에 따라 기업의 성과(품질경쟁력, 영업이익)가 어떻게 달라지는지에 대해 분석하였다. 분석을 위한 자료는 한국노동연구원(KLI)의 2015년 6회차 사업체패널에 대한 조사로 수집된 3,431개 기업에 대한 자료를 활용하였다. 기업의 혁신은 군집분석을 통해 전체혁신, 부분혁신, 혁신부진의 집단으로 유형화 하였으며, 인적자원관리는 몰입형 인적자원관리와 통제형 인적자원관리의 유형으로 구분하였다. 분석방법은 혁신유형과 인적자원관리 전략유형 간의 매칭을 통해 총 6개의 집단으로 분류하였고, 6개 집단에 속한 기업들이 보이는 품질경쟁력과 영업이익의 평균 차이를 비교하는 분산분석(ANOVA)을 사용하였다. 분석결과 전체혁신-몰입형 인적자원관리 분면의 기업들이 부분적인 혁신이나 혁신부진 집단의 기업들보다 품질경쟁력과 영업이익이 유의하게 높은 결과를 보였으며, 모든 혁신이 부진한 혁신부진-통제형 인적자원관리 분면의 기업들이 그 이상의 기업들 보다 낮은 품질경쟁력과 영업이익을 보여 그 성과가 유의하게 낮은 것으로 나타났다.

Keywords

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그림 1. 연구모형 Figure 1. Research Model

Table 1. Variable Measurement 표 1. 변수의 측정지표

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Table 2. Characteristics of Sample-Cross Tab 표 2. 표본의 특성

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Table 3. ANOVA table of quality competitiveness 표 3. 품질경쟁력에 대한 분산분석 결과

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Table 4. ANOVA table of operating profit 표 4. 영업이익에 대한 분산분석 결과

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