인적자원개발 분야의 인과관계 연구를 위한 제언: HRD연구 게재 논문 분석 결과를 중심으로

The purpose of this study was to derive implications for enhancing methodological rigor in causal relationship studies within the field of HRD. This study analyzed 79 studies that verified mediation, moderation, or moderated mediation models utilizing survey data from articles published in KJHRDQ (from 2016 to the present). Specifically, this study reviewed and analyzed each article's methods for preventing and controlling common method biases(CMB), criteria for identifying careless responses, methods using control variables, and effect sizes. The results were as follows: First, a few studies(4) used different measurement times for each variable to prevent CMB, and Harman's single factor test was the most commonly used(26). Second, a few studies(8) provided specific criteria for identifying careless responses. Third, many studies(43) did not use control variables, and only a few(4) controlled for both demographic variables and exogenous variables based on theoretical background. Fourth, only one study explicitly mentioned effect sizes, and out of a total of 177 paths, 17 were reported to be statistically significant but did not meet small effect sizes, while five were reported as not statistically significant but had small effect sizes. Based on these analysis results, this study suggested several recommendations for research design and data analysis in HRD.