배종석 교수

Abstract This paper examines the impact of high-performance work system (HPWS) techniques on organizational performance in four East and Southeast Asian economies that have been at the forefront of Asia's rapid development. All now face considerable competitive pressures from newer emerging markets (e.g. China, India, Vietnam, Eastern Europe) and thus experience many of the same sources of uncertainty from globalization as more economically developed countries, especially in the period following

>본 논문은 인적자원관리의 조직성과에 대한 효과를 실증적으로 검증하기 위해 모델을 개발하고 분석하였다. 우선 한국에 진출한 미국, 일본, 유럽 기업과 한국자국 기업을 대상으로 하여 모기업 국적별로 인적자원관리 시스템의 차이를 살펴보았다. 인적자원관리 시스템은 Pfeffer(1998)가 제시한 고성과창출형으로 명명될 수 있는 인적자원관리의 최상의 제도를 사용하여 개념화하였다. 성과는 Kaplan & Norton (1992)의 균형성과 측정법(balanced scorecard：BSC)으로 측정하여 학습 및 성장, 내부 프로세스, 고객성과 및 재무성과로 나누어 측정하였다. 주요가설은 보편적 관점과 상황적합적 관점을 모두 수용하여 인적자원관리 시스템이 조직성과에 영향을 미치고, 인적자원관리 시스템과 경영전략의 상호작용도 조직성과에 영향을 미친다는 것이다. 그리고 조직 내부성과(학습 및 성장과 내부 프로세스)는 궁극적으로 고객성과와 재무성과에 영향을 미쳐, 조직 내부성과는 인적자원관리 시스템

Abstract This paper investigates the determinants of HRM strategy in a random sample of firms operating in Korea and Taiwan. Both indigenous and foreign-owned firms are studied. HRM strategy is measured in terms of the company's reliance on high-performance, versus more traditional, HRM policies and practices in several different areas, including staffing, employee influence, employee rewards and employee autonomy. Independent variables include the firm's country or region of origin (USA, Japan,

Technological innovation is becoming an increasingly significant driving force of firm competitiveness; however, only a few scholars have attempted to investigate the specific relationship between technological innovation and human resource (HR). In this study, we test the relationships among high-commitment human resource management (HCHRM) system, HR capability and ambidextrous technological innovation, as well as the mediating role of HR capability in the relationship between the other two. F

This contribution delineates human resource management in Korea in the context of macro environments, recent trends, and an international and comparative framework. Traditional seniority-based HRM systems with job stability, which worked well until the mid-1980s, have been recently challenged by global competition, in turn pushing towards ability and performance based systems with more flexibility. Therefore, two major issues of the recent trends are a ‘seniority versus ability/performance’ dime

환경의 불확실성이 높아지면서 조직이 지속적인 경쟁우위를 가지기 위해서 기존 역량을 바탕으로 하는 활용(exploitation)과 새로운 역량을 개발하는 탐색(exploration)이 적절한 균형을 이루는 것이 매우 중요해졌다. 본 연구는 조직의 혁신성과 유형을 탐색적 혁신성과와 활용적 혁신성과로 구분하여 인적자원관리 시스템의 변화가 각 성과유형에 어떠한 차이를 보일 수 있는지를 분석하였다. 이러한 내용을 분석하기 위하여 국내 A회사의 R&D 연구소를 대상으로 심층적인 사례연구를 실시하였다. 사례분석 결과 인적자원관리 시스템이 연공주의형에서 성과주의형 시스템으로 변화함에 따라 전체적인 혁신성과는 개선되었다. 그러나 이러한 성과의 차이는 많은 부분이 활용적 혁신성과에 의한 것이며 전체성과의 비중에서 탐색적 혁신성과의 비중은 오히려 감소하는 경향이 있음을 파악할 수 있었다.

Analysing two electronics companies (unionized LG Electronics and non-union Samsung SDI) in Korea, the present paper investigates the impact of union status on workplace innovations and the effects of workplace innovations on organizational performance. Both case firms are considered highly innovative, model companies in terms of their sophisticated human resource management (HRM) and cooperative employment relations (ER). We first provide a conceptual framework and generate three propositions.

The operating context of South Korean human resource management (HRM) has undergone radical shifts since we wrote our first piece in 1997 for a similar collection to this. This has undoubtedly influenced the practice of HRM. Therefore, the focus of this piece is to compare the current situation with the past and delineate the amount and type of such change vis-à-vis continuity in HRM. The contextual factors and issues, political and economic background, labour market situation, the 1997 Asian fi

Purpose Human resource management (HRM) practices have been re‐evaluated under the pressures and constraints of factors such as globalization, inward and outward investment patterns, multinational companies (MNCs), indigenous cultures and institutions. This paper aims to compare changes and continuities in key aspects of HRM in South Korea and Taiwan. It examines the impacts on HRM policies ‐ particularly employment security, extensive training, performance based pay and employee influence ‐ and

(1997). Korean Industrial Relations at the Crossroads: The Recent Labour Troubles. Asia Pacific Business Review: Vol. 3, No. 3, pp. 148-160.

To examine various human resource management (HRM) configurations and their explanatory variables, we generated several hypotheses and tested them with data collected from Korean venture firms. For these purposes, we first suggested two ideal types of HRM configuration: a control-based human resource system (CBHRS) and a high-performing human resource system (HPHRS). Depending on contextual variables, firms are expected to make a choice between the two or among their variants. To generate hypoth

This article analyzes the evolution of human resource management practices in Korea as a self-fulfilling process at a global level. Korean human resource management practices have experienced two paradigm shifts, in 1987 and 1997, going from a seniority-based, paternalistic employment relationship to a performance-based, market-like relationship. These revolutionary changes in human resource management practices occurred when Korean society underwent major social upheavals, which created the con