지속가능 인적자원관리가 조직 구성원의 혁신행동에 미치는 영향 : 조직몰입의 매개효과를 중심으로

The purpose of this research was to investigate causal relations among variables of sustainable human resource management, organizational members’ innovative behavior and organizational commitment as well as trying to define concept of sustainable human resource management and to conduct an empirical research based on preceding studies. We set a research model and hypothesis, and examined the theoretical research questions. To test and examine set the model, we collected survey data of 150 questionnaires from 13 companies which were conducting sustainable management in various industries. 122 responses out of 150 collected were utilized to test hypothesis. The analyzed results of this data are as follows. Sustainable human resource management was shown to influence to organizational members’ innovative behavior and organizational commitment. Meantime, organizational commitment mediated between sustainable human resource management and innovative behavior. We found that sustainable human resource management was an important factor which is closely related to the organizational effectiveness, such as innovative behavior and organizational commitment. We reviewed theoretical and practical meanings from this research. And also we recognized that study and research on sustainable human resource management should be more conducted hereafter.