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Korean Academic Society of Business Administration
[ Article ]
korean management review - Vol. 45, No. 1, pp.121-150
ISSN: 1226-1874 (Print)
Print publication date 29 Feb 2016
Received 16 Nov 2014 Revised 07 Sep 2015 Accepted 15 Dec 2015
DOI: https://doi.org/10.17287/kmr.2016.45.1.121

고성과 작업시스템에 대한 지각이 개인성과에 미치는 영향: 목표지향성의 조절효과를 중심으로

박종욱* ; 김성수** ; 박광서***
*(주저자) 서울대학교 경영대학 jwpak@snu.ac.kr
**(교신저자) 서울대학교 경영대학 sk2@snu.ac.kr
***(공저자) 페이거버넌스 글로벌 컨설팅 그룹 ryan.park@paygovernance.kr
Employee Perception of High Performance Work Systems and Its Outcomes: Moderating Effects of Individual Goal Orientation
Jongwook Pak* ; Seongsu Kim** ; Kwangseo Park***
*Doctoral Candidate, Graduate School, Seoul National University, First Author
**Professor, Graduate School of Business, Seoul National University, Corresponding Author
***Vice-Chairman, Pay Governance Global Consulting Group, Co-Author

초록

개인의 특성이 고성과 작업시스템과 개인성과와의 관계에 의미 있는 역할을 할 가능성에 대한 논의는 있었지만, 아직까지 이를 실증적으로 검증해보려는 시도는 부족했다. 따라서, 본 연구에서는 구성원의 목표지향성이 고성과 작업시스템에 대한 지각과 직무성과 및 조직시민행동 간의 관계를 어떻게 조절할 것인가를 밝히는데 목적을 두었다. 국내 대기업에 종사하는 182명을 대상으로 위계적 회귀분석을 실시한 결과, 고성과 작업시스템과 개인성과 간에 유의미한 정적 관계가 있는 것으로 나타났다. 흥미롭게도 고성과 작업시스템과 개인의 목표지향성의 상호작용은 직무성과에 유의미한 부적 관계로 귀결되었다. 즉, 고성과 작업시스템이 성과에 미치는 영향은 개인의 목표지향성이 높을 때보다는 낮을 때 강화된다는 것이다. 본 연구에서는 이를 리더십 대체이론을 주요 기반으로 설명하고자 하였다. 본 연구는 개인의 특성에 따라 고성과 작업시스템에 대한 지각이 개인성과에 미치는 영향이 상이할 수 있다는 것을 검증한 데에 그 의의가 있다. 특히, 구성원의 목표지향성으로 인해 고성과 작업시스템이 직무성과에 미치는 긍정적인 영향을 상쇄하는 것을 보여줌으로써 고성과 작업시스템의 효과성은 목표지향성이 낮은 구성원들에게서 더욱 크다는 것으로 보여주었다. 이런 결과가 주는 이론적, 실무적 시사점과 본 연구의 한계점 그리고 향후 연구방향을 논의하였다.

Abstract

Researchers have recently begun to examine the effect of employee-rated high performance work systems(hereafter, HPWS) on various individual outcomes. This vein of studies reflects responses to recent concerns raised as regards HPWS research tradition. That is, HPWS research utilizing firm-level data implicitly assume that HPWS is implemented across the organization at least to the extent that human resource(hereafter HR) professionals or management report, and individuals attach similar meanings to actual HR experiences. Although a few studies have examined that there is indeed discrepancy between manager- and employee -rated HPWS, and individual-level perception of HPWS accounts for greater variance in explaining performance outcomes, little efforts have been made to explicate how distinctively individuals react to messages sent out from HPWS implementation. Therefore, our current study attempts to offer insight into the following question, “how does a certain individual trait systematically manipulate the relationship between employee perception of HPWS and individual outcomes?” Considering this perspective in the context of HPWS can yield interesting response patterns that have not been captured in prior studies.

In this study, we regard employee goal orientation as individual dispositions through which HR signals are processed, thereby influencing performance outcomes accordingly. When employees are goal oriented, they make efforts to show, and thereby attain favorable judgments of, their competence via task performance and individuals make efforts to comprehend something new or to increase their level of competence in their role and responsibility. Here, we hypothesize that the HPWS-individual outcome link will be strengthened when individuals possess low level of goal orientation, not necessarily in the presence of high goal orientation. We explicate this phenomenon with substitute for leadership theory. The theory suggests that substitutes exist to make leader behavior unimportant in predicting performance outcomes. For example, it is probable that, for a cohesive work group, leader behaviors directed at team building are not necessarily required to promote work group performance. In this line of reasoning, our study suggests that goal orientation may substitute for the utilization of HPWS.

Hierarchical regression analysis from a large Korean cosmetics company (n=182) confirmed that, consistent with prior studies, employee HPWS is positively associated with both individual in-role performance and OCB. In support of our hypotheses, our results demonstrate that when an employee is highly goal oriented, HPWS does not provide additional variance in predicting in-role performance. Moreover, a high individual goal orientation negates the positive effects of HPWS on OCB. Our results reveal that HPWS works as predicted only for an individual whose goal orientation is relatively low. This study contributes to the HPWS literature in a meaningful way by proposing that the effects of HPWS on established individual performance outcomes should be considered in the context (i.e., individual characteristics) in which the relationship occurs. In the literature, the HPWS-performance relationship has often been unquestioned. Thus, the possibility that individual trait can systematically modify the effects of HPWS on performance indicators has rarely been considered. Our empirical investigation extends the current HPWS literature by suggesting that considering a certain individual trait can reveal counterintuitive HPWS-outcome patterns that have not been sufficiently captured in studies exploring the relationship in isolation of situational factors.

Keywords:

Individual-level high performance work systems, performance goal orientation, learning goal orientation, organizational citizenship behavior, in-role performance

키워드:

고성과 작업시스템, 성과목표지향성, 학습목표지향성, 직무성과, 조직시민행동

Acknowledgments

본 연구는 서울대학교 경영연구소의 연구비 지원으로 수행되었음

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∙박종욱은 현재 서울대학교 경영대학 박사과정에 재학 중이다. 런던정치경제대학(the London School of Economics & Political Science)에서 및 밀라노 대학(Universita degli Studi di Milano)에서 경영학 및 노동학 석사 학위를 각각 취득하였다. booz & company, Accenture, PricewaterhouseCoopers 등에서 경영컨설턴트로 재직한 바 있으며, 주요 연구분야는 고성과작업시스템(HPWS) 및 혁신실행 등이다.

∙김성수 교수는 현재 서울대학교 경영학과에서 인사/조직 분야의 교수로 재직하고 있다. 서울대학교 경영학과(학사), 시카고 대학교 경영대학원(MBA), UCLA 경영대학원(PhD)에서 수학하였다. 주요 연구 분야는 인사관리의 전략적 역할과 효과, 평가 및 보상관리, 선발관리, 조직문화, 국제 인사관리 등이다.

∙박광서는 현재 페이 거버넌스 글로벌 컨설팅 그룹 아시아 총괄 부회장이다. 호주 모나시 대학교에서 경영학 석/박사 통합과정을 수료 하였고, 연세대학교에서 경영학 박사를 취득하였다. 전 Towers Perrin과 Towers Watson Korea 사장을 역임하였으며, 주요 연구분야는 인적자원관리와 국제경영이다.