전략적 자원관리활동과 조직유효성간 연구개발 역량의 매개효과 연구

Abstract

This research is the method of improving the effectiveness of business organization, human resource management and R&D (research and development) capability are the most important variables of the study from the advanced study. Since the capability is affected by the level of human resource management, the ability of constituent individual of organization plays a role as a medium between the activity of human resource management and the effectiveness of business organization. In particular, considering that organizational human resource management activities and outcomes may differ depending on the size of organization or company, the mediating effect of competencies in the relationship between organizational human resource management activities and organizational effectiveness may be controlled by the size of organization or company. By suggesting a research hypothesis based on the prediction, the first and second data were collected from start - up companies and SMEs in Busan and Gyeongsangnam-do with the help of SME Promotion Corporation to verify the hypothesis. To measure the institutionalization of human resource management, the research used the method of scoring the objective data or interviews by asking for the cooperation or visiting each company, and conducted a survey on the manpower of research and development of the company. As a result of analysis, human resource management activities had significant positive effects on R&D (research and development) capability. The organizational effectiveness was affected positively by R&D (research and development) capability and human resource management activities. The path of human resources management impact on organizational effectiveness has indirect effect on organizational effectiveness through R&D capability, and human resource management showed the significant partial mediation effect of R&D capabilities in the relation that effects on organizational effectiveness. Moreover, in the path of impact that human resource management affects to organizational effect, SMEs have more power of influence than start-up companies. This study deducted three implications from the analysis. First, it is necessary to make efforts to systemize and institutionalize the human resource management as a strategy to enhance organizational effectiveness of company. At the management of members and operational level, efficiency and transparency of compensation and promotion system is the method of accompanying the strategy. Also, it is important to evaluate the performance of each member properly by planning and applying the educational training program to improve the career and performance of the members, and introducing the fair evaluation system. Secondly, human resource management activities for improving organizational effectiveness should have a statement of purpose which can enhance the R&D capacity of the members since the R&D capability partially mediates human resource management activities and organizational effectiveness. This implies that each project can has a higher effectiveness of organizational effectiveness when a human resource management system that can enhancing the R&D capability is introduced and operated. Thus, it needs greater support and investment especially in education and training among other human resources management activities. The performance of company is shown as the creation of profit, so it is important to forge the organizational effectiveness. Therefore, in order to establish more competitive product production and organizational administration system, capability of R&D (research and development) should be enhanced. Furthermore, at the organizational level, defects could be supplemented by career development of members and training which can improve the research skills. Lastly, it can be concluded that human resource management is an important factor for enhancing organizational effectiveness in SMEs since the significant influence was indicated not in start-up company but in SMEs on the impact relationship between human resource management and organizational effectiveness. In the beginning, most of start-up companies have created the conditions and mood for the growth of company by regarding the members as an "investment”. However, the meaning of a workplace with "life" is much stronger than a startup company in the case of SMEs, so institutionalization of human resource management at the organizational level is the most important factor for SMEs.