노사관계와 몰입형 인사관리, 경력개발지원의 관계에 대한 종단연구

The purpose of this study is to analysis the longitudinal relationship between labor-management relations, high-commitment management and suppoet for career development support and to analysis the indirect effect of high-commitment management in relationship between the slope of labor-management relations and the slope of career development support. In this study, the Korea Labor Institute's Workplace Panel Survey(WPS) from 2013 to 2017 were used in latent growth model and 383 companies responded to labor-management relations, high commitment management, and career development questions were analyzed. The results of longitudinal analysis are as follows. First, the intercept of labor-management relations had a negative effect on the intercept of high-commitment management and positively effect on the slope of high-commitment management. Second, the slope of high-commitment management had on a negative effect on the intercept of career development support and a positive effect on the slope of career development support. Third, the slope of labor-management relations had a negative effects on the slope of high-commitment management, and the slope of high-commitment management had a negative effect on the slope of career development support. Fourth, in the relationship between the slope of labor-management relations and the slope of career development support, there is not a significant indirect effect of the slope of high-commitment management. Labor-management relations, HRM, and career development are closely related to the HRD in that they have workers as direct parties. Therefore, labor and management need to promote the transition of HR and career development system from a long-term perspective rather than short-term perspective such as collective bargaining.