본 연구는 노사관계의 성격이 혁신적 인사제도 도입에 어떤 영향을 주는가에 관한 실증분석을 실시하였다. 본 연구는 탐색과제로 노동조합의 존재가 혁신적 인사제도의 도입에 어떤 영향을 미치는지를 설정하고, 기본 가설들로 ① 노사관계가 우호적일수록 혁신적 인사제도의 도입 가능성이 높고, ② 노동조합의 힘이 혁신적 인사제도의 도입에 역U자형의 영향을 미칠 것이다 등 두 가지를 설정하였다. 혁신적 인사제도는 크게 작업조직의 변화, 숙련관리의 변화, 행위관리의 변화 등 세 가지의 구성요소로 구분하여 살펴보았다. 분석결과는 노동조합의 성격이 혁신적 인사제도에 일정한 영향을 미치고 있음을 보여주고 있다. 우선 노동조합의 존재는 작업조직의 혁신과 숙련관리의 혁신, 그리고 전체적으로 혁신적 인사제도의 도입에 긍정적 영향을 미치고 있는데, 이는 작업조직과 숙련관리의 혁신이 행위관리의 혁신보다 노사관계의 영향을 더 적게 받고 있음을 함축한다. 동시에 노사관계의 우호성 수준은 작업조직의 변화와 행위관리의 변화에 긍정적 영향을 미치고 있고, 노동조합의 힘이 중위 수준에 있을 때 숙련관리의 변화와 행위관리의 변화가 가장 많이 이루어지고 있음을 보여줌으로써 본 연구의 가설을 지지하고 있다.

This study analyzes empirically how much industrial relations characteristics influence the adoption of innovative human resource management. This study set as an explorative task what effect the existence of unions have on the adoption of innovative human resource management, and set two hypotheses: (1) good labor-management relationships will have positive effects on its adoption, and (2) bargaining power of unions have inverted U-shaped associations with its adoption. The innovative human resource management is classified into three components of work organization, skill management and behavior management. The results of this study indicate that industrial relations characteristics have generally significant effects on the adoption of innovative human resource management. First, the existence of unions have positive effects on the adoption of innovative work organizations, skill management, and HRM in all. This result indicate that work organization and skill management are less influenced than behavior management by the existence of unions. Second, good labor-management relationships have positive effects on innovative work organizations, behavior management, and HRM in all. Finally, bargaining power of unions have inverted U-shaped relations with skill management, behavior management, and HRM in all.

This study analyzes empirically how much industrial relations characteristics influence the adoption of innovative human resource management. This study set as an explorative task what effect the existence of unions have on the adoption of innovative human resource management, and set two hypotheses: (1) good labor-management relationships will have positive effects on its adoption, and (2) bargaining power of unions have inverted U-shaped associations with its adoption. The innovative human resource management is classified into three components of work organization, skill management and behavior management. The results of this study indicate that industrial relations characteristics have generally significant effects on the adoption of innovative human resource management. First, the existence of unions have positive effects on the adoption of innovative work organizations, skill management, and HRM in all. This result indicate that work organization and skill management are less influenced than behavior management by the existence of unions. Second, good labor-management relationships have positive effects on innovative work organizations, behavior management, and HRM in all. Finally, bargaining power of unions have inverted U-shaped relations with skill management, behavior management, and HRM in all.

Innovative HRM, Work Organization, Skill Management, Behavior Management, Industrial Relations Characteristics