경력개발프로그램 도입의 결정요인 및 조직성과에 미치는 영향

A Study on the Determinants of CDP and the Mediating Effect of HR practice between CDP and Organization Performance

본 연구는 두 영역으로 나누어 진행되었으며, 연구 1은 어떠한 경영환경과 조직맥락에서 경력개발프로그램이 도입되는지 그 결정요인과 연구 2는 경력개발 프로그램의 도입에 따른 조직성과에 미치는 효과를 알아보았다. 즉, 경력개발프로그램 도입과 조직성과 간의 관계에 있어서 인적자원 프랙티스가 매개변수로서 역할을 수행하는지 살펴보는 것이다. 연구결과는 다음과 같다. 연구 1에서는 경력개발프로그램을 도입하는 결정요인에 대해 로지스틱 희귀분석으로 처리한 결과, 조직혁신성과 인적자원관리부서의 개방성, 인적자원관리부서의 사업전략과의 연계성이 경력개발프로그램 도입에 유의한 것으로 나타났다. 연구 2에서는 구조방정식을 통해 조직성과(인당생산성, 이직률)에 대한 경력개발프로그램의 효과는 인적자원프랙티스에 의해 매개됨을 밝혔다.

This paper describes two studies. Study 1 is about on what condition of environment and organization context career development program can be introduced. And study 2 is about how the introduction of the career development program affects performance of the organization. In this study, it is investigated that whether HR practice plays a crucial role as a parameter in relation between introducing the career development program and the performance of organization. The result of the study is as follows. In the study 1, determinants of introducing career development program proved to be innovation of organization, openness of HR team and connection of business strategy of HR team, and be affected by the control variable, such as scale and share of foreigner. And the result is processed with logistic regression analysis and statistically significant. In study 2, analysis with structural equation was used to find out 'mediating effect'; whether the introduction of career development program affects performance of the organization, such as turnover rate and productivity. HR practice related to career path, evaluation and compensation, and training is being diversified as the career development program is introduced. And this study partially support hypothesis development program and the performance of the organization.