고성과작업시스템이 적응수행성과에 미치는 영향 : 심리적자본의 매개효과를 중심으로

As the modern business environment has become uncertain and floating, organizations need more innovative and faster adaptability to survive. In this context, as the importance of the human resources of the organization increase, research on High-Performance Systems in being actively conducted as a important part of strategic human resources management. The primary purpose of this study is to identify the relationship between perceived High-Performance Systems, which is classified into perceived skill-enhancing HRM, perceived motivation-enhancing HRM and perceived opportunity-enhancing HRM, and adaptive performance. In addition, the relationships between the two variables was examined for the mediating effects of the Psychological Capital of employees. For this purpose, the questionnaire was collected online from 463 employees in South Korea and analyzed using 370 samples with significant values. The results are as follows. It was found that perceived motivation-enhancing HRM and perceived opportunity-enhancing HRM has a significant influence on adaptive performance. It was found that all three factors of perceived High-Performance system have significant positive effects on psychological capital. Also, the perceived motivation-enhancing HRM and the perceived opportunity-enhancing HRM have significant effects on adaptive performance through the mediating effect of psychological capital. The results of the study indicates that the motivation-enhancing HRM and the opportunity-enhancing HRM may have valid effects on employee’s adaptive performance by facilitating employees’ rapid action to solve problems and exploration of new ways of performing tasks. Also, the positive psychological state of individuals is an important variable that further enhances the effectiveness of the High-Performance work system by mediating adaptive performance with the motivation-enhancing HRM and the opportunity-enhancing HRM.