고성과작업시스템의 변화가 인적자원성과와 조직성과에 미치는 영향에 관한 연구

This study examines how changes in High Performance Work Systems(HPWS) affect organizational performance, and seeks to demonstrate the roles and mediated effects of human resource performance as the key channel that connects changes in HPWS and organizational performance. Human resource must be strategically managed in order for an organization to achieve its goal, actively develop professional knowledge, skill, and ability of those human resources, and attain a sustainable competitive advantage through human resource performance. Human resource system arrives to conclusive results through people and process in causal relationship and HPWS is considered as an innovative human resource management(HRM) system. Therefore it is difficult for such innovative HRM systems to affect organizational performance results without mediating roles of HR performance. In detail, this study analyzes how additions and removals of HPWS’s HR practices affect an organization’s HR performance, and what effects ultimately contribute to organizational performance through HR performance. Based on the analysis of 437 manufacturing, finance, and service companies on KRIVET(Korea Research Institute for Vocational Education & Training)’s HCCP(Human Capital Corporate Panel) data(2013~2015) and KIS’s corporate data, we found that the additions of new HR practices that can be part of HPWS increased HR performance while the removals of HR practices consisting HPWS decreased it. In turn, an increase in HR performance led to higher organizational performance. After an assessment of mediating effects of HR performance in the relationship between the changes in HPWS and organizational performance, the additions of new HR practices showed positive valid effects towards organizational performance through HR performance while the removals of HR practices showed negative effects towards organizational performance through HR performance. Aforementioned results confirmed how the expansion and reduction in terms of the number of HR practices that consist HPWS ultimately contributed to organizational performance by affecting HR performance such as employees’ job performance and motivation. Implications of these findings in the use of HPWS were discussed.