전략적 인적자원관리(SHRM) 연구에 있어서 적합성 검증에 관한 방법론적 연구

This Study aims to explore the concept of fit and its statistical correspondence. The concept of fit has an important building block for theory construction in several areas of research. However, a major problem is the lack of corresponding schemes by which fit has been tested. A lack of correspondence between the concept and its mathematical formulation weakness the link between theory building and theory testing, which may be a major reason for inconsistent research result. This paper has been developed along the following premises: (a) fit is central to both theoretical discussions and empirical research in strategic human resources management; (b) the role of fit in strategic human resources management has been severely handicapped by the absence of appropriate links between the concept and theory testing; and (c) although the operationalization of fit has been discussed generally, this research in particular or the many testing issues that are central to liking concepts with empirical tests. Fit, as a general concept, is central to the study of strategic human resources management. Yet, theory in this area must be extended th clarify the specific meaning of fit as used in various settings, to develop strong links between verbalizations and statistical testing schemes, and to test relationships by using multiple comparable statistical schemes wherever feasible. Toward this end, six concepts of fit within strategic human resources management have been discussed. For each perspective, available statistical schemes highlighted the isomorphic nature of the link between the theory and the testing scheme, and it was demonstrated that the statistical methods are not freely interchangeable without confounding the underlying theoretical meaning of fit.