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Korean Academic Society of Business Administration
[ Article ]
korean management review - Vol. 48, No. 6, pp.1669-1699
ISSN: 1226-1874 (Print)
Print publication date 31 Dec 2019
Received 31 Jul 2019 Revised 05 Nov 2019 Accepted 19 Nov 2019
DOI: https://doi.org/10.17287/kmr.2019.48.6.1669

직원이직률과 기업성과의 조절된 매개효과: 기업수준의 조직몰입과 환경 동태성의 역할

권기욱* ; 옥지호** ; 김광현***
*(주저자) 건국대학교 경영대학 kwkwon@konkuk.ac.kr
**(공저자) 전주대학교 경영대학 chiho.ok@jj.ac.kr
***(교신저자) 고려대학교 경영대학 kimk@korea.ac.kr
The Moderated-Mediation Effect on the Relationship between Employee Turnover Rates and Firm Performance: The Roles of Firm-Level Organizational Commitment and Environmental Dynamism
Kiwook Kwon* ; Chiho Ok** ; Kwanghyun Kim***
*Konkuk University, First Author kwkwon@konkuk.ac.kr
**Jeonju University, Co-Author chiho.ok@jj.ac.kr
***Korea University, Corresponding Author kimk@korea.ac.kr

초록

직원이직률과 기업성과의 관계는 다양한 상황변수들과 과정변수들이 존재하여 조직행동 및 인사관리분야에서 가장 복잡한 관계를 가지는 변수들 간의 관계임에도 불구하고, 여전히 많은 연구들이 직원이직률과 기업성과의 직접적 관계를 살펴보거나 인사관리시스템이나 이직자의 성과수준과 같은 몇몇 조절변수를 검정하는 데 집중하고 있는 상황이다. 또한, 이론적인 관점에서 대다수의 연구들은 이직으로 인해 발생하는 다양한 관리적 비용, 인적자본에 대한 투자에 대한 손실, 기업의 가치창출 과정에서 협업활동 등에 미치는 부정적 영향을 강조하고 있으나, 이직률이 남아있는 직원들의 태도와 행동에 미치는 영향에 관하여서는 상대적으로 간과하고 있다. 이로 인하여 직원이직률과 기업성과와의 역동적이고 복잡한 관계를 이해하는 데 한계점이 되고 있다. 본 연구는 기업수준에서 직원의 자발적 이직률과 기업성과의 관계에서 기업수준 조직몰입의 매개효과와 환경 동태성의 조절효과를 살펴보고자 하였다. 이를 위하여 본 연구는 첫째, 사회정보처리이론을 활용하여 직원의 이직률이 기업수준의 조직몰입에 미치는 영향을 규명하였다. 둘째, 기업수준의 조직몰입이 직원이직률과 기업 성과의 관계를 매개하는 과정을 살펴보았다. 셋째, 상황요인으로서 환경 동태성이 전술된 직원이직률, 기업수준의 조직몰입과 기업성과의 매개관계를 조절하는 효과를 고찰하였다. 본 연구의 실증적 가설검정 결과는 기업수준의 조직몰입이 직원이직률과 기업성과의 부정적 관계를 매개하며, 이러한 관계는 환경 동태성에 의해 조절되는 것으로 나타났으며, 전체적으로 직원이직률과 기업성과의 관계에 있어 조절된 매개효과를 지지하였다. 본 연구는 직원이직률과 기업성과에 대한 선행연구의 이해를 확장하는 데 기여할 뿐 아니라, 효과적인 인적자원관리를 통해 기업의 경쟁력을 유지하고자 하는 기업들에게 실무적 시사점을 제공한다.

Abstract

A relationship between employee turnover rates and firm performance could be influenced by diverse mediating and organizational contextual variables. Indeed, research in organizational behavior and human resource management has recognized that understanding this relationship is extremely challenging due to the fact that many variables could influence this relationship. Although a few studies explored the moderating variables such as human resource management practices in this relationship, most studies have paid attention to investigating the direct effect of employee turnover rates on firm performance. In addition, theoretical explanations on this relationship are somewhat limited to addressing such diverse organizational costs related to administration, human capital loss, and social functioning in an organization. In particular, research has not spent much effort to examine the effects of employee turnover on the attitudes and behaviors of employees who stay in an organization, which results in lack of understanding dynamics and complexities in the relationship between employee turnover rates and firm performance. This study investigates the mediation effect of firm-level organizational commitment in the relationship between employee turnover rates and firm performance and how environmental dynamism influences this firm-level organizational commitment and firm performance relationship. This study, at first, addresses how employee turnover rates effect firm-level organizational commitment, building upon social information processing theory. Second, this study investigates the mediating role of firm-level organizational commitment in the relationship between employee turnover rates and firm performance. Third, this study examines the moderation effect of environmental dynamism in the relationship between firm-level organizational commitment and firm performance. The results of this study show that employee turnover rates negatively effect firm-level organizational commitment which results in decreased firm performance and that environmental dynamism moderates the relationship between firm-level organizational commitment and firm performance. Overall, these results support the moderated-mediation effect in the relationship between employee turnover rates and firm performance. This study not only contributes to accumulating knowledge on the dynamic and complex relationship between employee turnover rates and firm performance but also provides practical and strategic implications for firms that strive to create and retain competitive advantage by effectively managing employee turnover and retention.

Keywords:

employee turnover rates, firm-level organizational commitment, environmental dynamism, firm performance, moderation effect, mediation effect, moderatedmediation effect

키워드:

직원이직률, 기업수준 조직몰입, 환경 동태성, 기업성과, 조절된 매개효과

Acknowledgments

이 논문은 2017년 대한민국 교육부와 한국연구재단의 지원을 받아 수행된 연구임(NRF-2017S1A5A2A01026334).This work was supported by the Ministry of Education of the Republic of Korea and the National Research Foundation of Korea (NRF-2017S1A5A2A01026334)

This paper was written as part of Konkuk University's research support program for its faculty on sabbatical leave in 2019.

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• 저자 권기욱은 현재 건국대학교 경영대학 경영학과 교수로 재직 중이다. University of Illinois at Urbana-Champaign(UIUC)에서 인사관리·노사관계 박사학위를 취득하였으며, 삼성경제연구소 인사조직실 연구원으로 근무하였다. 한국인사관리학회, 한국윤리경영학회, 대한리더십학회 등에서 상임이사를 역임하고 있다. 주요연구분야는 전략적 인적자원관리, 핵심인력관리, 이직률과 기업성과, 인사평가와 보상 등이다.

• 저자 김광현은 현재 고려대학교 경영대학 교수로 재직 중이다. Texas A&M 대학에서 경영학 박사학위 취득 후, 캘리포니아 주립대학 조교수로 근무했으며 고려대학교 노동대학원 노사관계학과 주임교수를 겸임했다. 현재 Asia Pacific Journal of Management의 Senior Editor이며, 주요 연구관심사는 선발, 직무 및 조직 설계, 성과관리, 리더십 개발 등 인사관련 주요 의사결정 이슈 등이다.

• 저자 옥지호는 현재 전주대학교 경영대학의 조교수로 재직 중이다. 경희대학교에서 수학 및 경영학 전공으로 학사학위를, 고려대학교에서 경영관리 전공으로 석사 및 박사 학위를 취득하였다. 주요연구분야는 전략적 인적자원관리, 신입사원의 집단적 이직, 직무만족도의 동태적 변화 등이다.