고몰입 인적자원관리가 종업원의 인사제도 내재화, 조직몰입 및 품질경영활동에 미치는 효과 : 제조업종을 대상으로

The purposes of this study are to examine relationship between high commitment HRM and employee attitudes, and organizational effectiveness. On the bases of the previous researches, it is assumed that high commitment HRM, such as high level of salary, evaluation based on performance, training to elevate capability, communication, job security policy, has a positively effect on employee attitudes. Additionally, it is assume that employee attitudes have effects on organizational effectiveness. Employee attitudes of this research was defined as organizational commitment and internalization of HRM practices. Data were collected through questionnaire instruments from both HRM manager and employees in each 503 firms. To test the hypotheses, structural equation modeling was employed. Research findings are summarized as follows. First, high commitment HRM has a positive and significant effect on organizational commitment. Second, it was found that high commitment HRM has a positive and significant effect on internalization of HRM practices. Third, internalization of HRM practices has a mediating effect on quality management activity. Finally, we have not found significant effect of organizational commitment on quality management activity.