비정규직 관리유형이 조직성과에 미치는 영향

This study classifies the management types of non-standard workers based on the empirical analysis. Also, it examines the effects of different management types of non-standard workers on the organizational performance. The criteria of classifying the management types of non-standard workers in this study were the forms of employment (ratio of indirect-hire, and direct-hire), the level of institutionalization of managing non-standard workers, and the purpose of the use of non-standard workers (cost reduction and flexibility). To identify the management types of non-standard workers with cluster analysis. The results show that there are four different types of managing non-standard workers, ⅰ) direct-hire oriented type, ⅱ) indirect-hire oriented type, ⅲ) low usage-integrated type, ⅳ) low usage-separated type. To investigate the effect of different management types of non-standard workers, this study conducted the multiple regression analysis. The result shows the partial supports of the hypotheses. Firstly, the turnover rate from the organization was highest in the direct-hire oriented type. Of the labor costs, personnel expenditures per an employee were lower in the organizations of high usage types than in the organization of low usage types, and average wages of standard workers was significantly higher in indirect-hire oriented type than the direct-hire. Finally, the instability of profit shows lower in indirect-hire oriented type than the direct-hire.