인사관리제도 번들(bundle)과 조직성과에 관한 연구

Previous research examining human resource (HR) practices and organizational performance had mainly focused on testing relationship between organizational performance and a single human resource practice. However, examining the relationship using a single practice gives an unbalanced perspective on HR practices and performance. By broadening the research and including many potentially relevant variables, we can gain a better and clearer insight. A “bundle” of practices interact with individual organizational members’ behaviors to produce changes in motivation, which, then, can lead to greater individual performance and, ultimately, increase organizational performance. In this paper, a large array of human resource (HR) practices is used to examine organizational performance. The data consists of organizations of diverse industries. First, I will discuss the measures of HR practices found in the survey data, and assess how they cluster, or produce discrete groups of organizations in the data set. Next, I will examine how the practices relate to organizational performance by testing the hypothesis about whether there is a positive relationship between organizational performance and organizations that have used the practices. The result generally supports the hypothesis.