전략적 인적자원관리가 종업원의 직무성과 및 조직몰입에 미치는 영향: 내재적·외재적 동기부여의 매개효과를 중심으로

The purpose of this paper is to examine the mechanism of the relationship between strategic human resources management (HRM) and performance (i.e., job performance and organizational commitment of employees). More specifically, this study analyzes the mediating effects of intrinsic and extrinsic motivations in the relationship between HRM and performance. To test these relationships, we have conducted a survey of Korean organizations. Questionnaires are sent to 200 employees in 10 organizations. After excluding unanswered and untrustful items questionnaires, the final sample size is 177 employees in 10 organizations. The major findings of the empirical research are as follows. First, participative job design and employment security of HRM have positive influence on the job performance, and participative job design and reduced status distinction have positive influence on the organizational commitment. Second, intrinsic motivation has turned out to have a full mediation effect on the relationship between HRM (participative job design, employment security and extensive training) and job performance, as well as the relationship between HRM (participative job design, employment security and extensive training) and organizational commitment. Finally, extrinsic motivation mediate only the relationship between HRM (participative job design, employment security and extensive training) and organizational commitment. Based on these findings, implications of the research findings are discussed, and recommendations for future research are provided.