근로자 생산성 향상을 위한 고몰입 인적자원관리 전략 - 고용형태의 조절효과 분석

High Commitment Human Resource Management(HCHRM) have been consistentlyemphasized to enhance employee's productivity. There are few studies that examined theinteraction effect of a different employment type like a standard and temporary employee. The aims of this study are to examine the interaction effect of HCHRM and employmenttype on Organizational Commitment(OC). This study included HCHRM practices, such asemployment security, training, retirement management and benefits as an independentvariables and employee’s productivity enhancement as a dependent variable in a researchmodel. To find out the interaction effect of different employment type, we classified it intoa standard and temporary employee. Additionally, we examined the mediation effect of OC between independent variables anddependent variable. Data were collected through questionnaire instruments from standard andtemporary employees who engaged in large firms. We conducted statistical analysis on 159responded samples of 200 subjects. Sobel-test and regression analysis were employed to testhypotheses of this study. First, employment security, training, retirement management and benefits had direct andpositive effects on OC. In the analysis of interaction effect, employment type had a positiveeffect on the relationship between training and OC, and a negative effect on the relationshipbetween benefits and OC. Second, employment security, training and benefits had directly positive effects onemployee’s commitment to productivity enhancement and retirement management had anegative effect on employee’s commitment to productivity enhancement. Finally, employment security, training and benefits directly and indirectly influenced theproductivity enhancement through the mediation effect.