인적자원관리관행이 비정규직의 직무와 계약에 대한 태도에 미치는 영향

This research aims are verifying the effects of HR Practice on the contingent workers‘ job involvement and contract commitment(affective, continuous, normative). we identify the concept of attitude of contingent workers, contract commitment, defined psychological identification and attachment of whole contract based on psychological contract theory(Rousseau, 1995). For process of empirical research, we performed depth interview with 10 contingent workers and analyzed attitude toward contract and HR practice(reward, emotion, position). after that survey method are performed. 350 questionnaires were distributed 4 retail firms, 225 questionnaires were collected and 200 questionnaires were used for statistical analysis, excluding 25 unreliable ones. The major findings are as follows: first, position-oriented HR practice have positive effect on job involvement, it means increase job involvement. second, reward and emotion-oriented HR practices shows that positive meaningful effect on affective contract commitment. third, emotion-oriented HR Practice having positive significant effect on continuous contract commitment, but position-oriented HR practice have negative effect on. fourth, position-oriented HR practice have positive meaningful effect on normative contract commitment. We can conclude that HR practice is important determinants for contingent workers' attitude toward job and contract so that must consider various aspects of the HR practice on contingent workers. more over, position-based HR practice required attention in terms of use because it shows both increasing job involvement, and decreasing continuous contract commitment.