인사담당자의 심리적 안전감이 혁신행동에 미치는 영향 : 긍정심리자본의 조절효과

Recently, the importance of human resource management has been increasing as the driving force of organizational competitiveness for securing competitive advantage of companies. Therefore, it is necessary to approach from the viewpoint of organizational behavior centering on the HR manager who is the subject of human resource management. In the preceding research, the relationship between the psychological safety sense and the positive influence of innovation behavior is suggested. And to encourage learning behavior and encourage innovation behavior by forming a psychological belief that it is safe when there is no difficulty in expressing their opinions. In addition, it is the people that global executives profess to be the key to the survival of a company in a rapidly changing global competition. In other words, it emphasizes that the members of the organization are forced to rely on positive efforts and motivation. It suggests the importance of the careful organizational atmosphere of the organization members when presenting directions and asking questions about their work, reporting sometimes wrong information, and presenting innovative ideas. If the organizational climate criticizes and negatively assesses new ideas, this leads to anxiety, which prevents future expressions of their opinions and expanding activities. This negative experience of members of the organization is an obstacle to innovation behavior. Recent discussions on innovation focus on innovative behavior, including action. The foundation of innovation is an idea. Based on emotional intelligence, these ideas are developed and practiced, suggesting the importance of studying something that motivates and practices individuals' innovative behavior have. It is also noteworthy that the implications of innovation behavior in combination with the propensity to innovate and the environmental factors of individual members. These implications can be seen in connection with the importance of the psychological safety sense of the HR manager who brings up the organizational capacity through the planning, operation and execution of the personnel system, but there are not many domestic studies on this. In other words, empirical studies are needed to examine how the level of competency of human resource managers affects the effectiveness of human resource management and how it ultimately affects the innovation behavior that affects firm's financial performance. Therefore, the purpose of this study is to investigate the psychological safety of HR managers with previous research being lacking on such aspect until now as well as how the derived impact influences on innovation behavior. Also, moderating effect of positive psychological capital between the psychological safety of the HR manager and innovative behavior is also studied. An empirical analysis was conducted through telemarketing and e-mail for 394 HR managers. As a result of the study, the results of the simple regression analysis of psychological safety of the HR manager as the independent variable and the innovation behavior as the dependent variable showed that the psychological safety of the HR manager had a positive effect on the innovation behavior, The higher the psychological safety of HR managers in charge, the higher the innovation behavior. In addition, the moderating effect of positive psychological capital was verified through three - step hierarchical regression analysis. As a result, psychological security of the HR manager had a significant influence on interaction of self - efficacy, hope, optimistic, and resilience. The implications of this study are as follow: Firstly, I tried to analyze the individual-level of the HR function perspective with the psychological safety of the HR manager as the independent variable. The second is to conceptualize each variable as a relationship of a comprehensive concept of quality of social relations, rather than as an independent one. Therefore, it is necessary to approach the positive approach which takes into consideration the relationship dimension that can enhance the satisfaction of HR manager and the employee in the process of introducing the corporate plan.