종업원 이직 결정요인으로서의 노동조합과 고성과 작업체제의 비교

This study analyzed the comparative effects of union rate and high performance work system on the employee turnover rate by utilizing the workplace panel data from Korea Labor Institute. The workplaces which have over 100 employees were chosen as a sample, including the workplaces which consecutively responded from 1st year(2005) to 6th year(2015), and the sample was analyzed by two-way panel regression model which controlled entity specificity and time specificity of panel data. Firstly, union rate made negative impacts on both voluntary turnover rate and overall turnover rate which includes the involuntary turnover such as lay off and downsizing by employers’ willingness. Meanwhile, high performance work system made negative impacts on voluntary turnover rate but did not make significant impacts on overall turnover. Secondly, The interaction impacts of union rate and high performance work system on both voluntary turnover rate and overall turnover rate were not significant. These results give us implication that high performance work system and union may make different impacts on the involuntary turnover rate. High performance work system would be weaker in protecting employees from involuntary exit than the union. The insignificant interaction effect of union and high performance work system on turnover rate may be explained by the mutual independent voice mechanisms of union and human resource management mixed with adversarial labor-management relation and moderate labor-management relation.