가족기업 지속가능성장에 미치는 요인에 관한 연구 : 공정성 이론을 기반으로

In today, crisis has become commonplace due to the domestic and international environmental changes that companies such as family firms face, and they are making great efforts to overcome these crises. This study insists on the introduction of fair human resource management (HRM) in order to secure differentiated competitive advantages for family firms, and for the empirical verification, fair HRM, innovation activities (of non-family members), and we would like to find out the relationship between perceived sustainable growth. The summary of the study is as follows. First, as a result of examining the relationship between fair HRM and innovation activities, it was found that both distribution and procedural fairness, which are sub-variables of fair HRM, have a significant positive effect on innovation activities. Second, as a result of investigating whether the innovation activities of employees can mediate the relationship between fair HRM and perceived sustainable growth, the innovation activities of employees in family firms partially mediate the relationship between distribution fairness and procedural fairness and perceived sustainable growth. These findings show that even if non-family members in family firms are aware that human resources management is progressing fairly, it can be difficult to improve performance without the voluntary innovation activities of members who voluntarily collect and implement them. Along with ensuring fairness, it suggests the importance of creating a strategy for employees to voluntarily innovate.