earticle

영어

This study empirically examines the moderating effect of labor union’s support, as its strategical choice, between workplace innovation on organizational outcomes by classifying innovation forms into three categories. Because there were little concerns about the moderating effect of union’s strategical choice on the relationship between workplace innovation and organizational performance, and also showed little consistency in the results, though it’s been emphasized that the necessity of researching for moderators and mediators between workplace innovation and organizational outcomes. This study thus analyses the main effects of workplace innovation on organizational performance such as HR and IR outcomes, and attempts to analyze interaction effects between workplace innovation and union’s support on turn over ratio and average wage. To examine the hypotheses of this study, we use 384 data of “Workplace Panel Survey(WPS)” conducted by Korea Labour Institute in 2009 for the samples of independent variables, and 2011 WPS data for the dependent variables for clarifying causality. The results of hierarchical regression analysis indicate that manpower restructuring positively influences on turnover ratio, while improving programs negatively influences. Moderating effects of union’s strategical choice between workplace innovation on organizational outcomes are supported partially. As interaction effects of union’s support and capability improvement on average wage show in the opposite direction from hypothesis and existing researches, according to ‘polarization thesis’ of Braverman(1974), technical innovation causes skill improvement of a few high skillful workers while most low-skill workers experience deskilling. In addition, recent researches(e.g. Nho, 2011) reported union’s negative wage effects which are not consistent with the results of preceding researches. To confirm the interaction effects we analyzed two-way interaction effects graph. According to the graph, when capability improving is high, the group of low union supports shows higher average wage than the group of high union supports. Also findings indicate that the impact of workplace innovation on average wage is significantly influenced by union’s support in the opposite direction from hypothesis. This result will provide guidelines to policy makers and practitioners when implementing capability improvement programs though the results do not support hypothesis. This study contributes to the extension of workplace innovation research in contextual conditions especially with labor union’s support though reversed results are reported, and also extension of moderating variables between workplace innovation and organizational outcomes. This study has limits as other researches which use secondary data.

한국어

본 연구는 작업장 혁신을 개선 프로그램 실시여부, 외부화 진행, 역량향상 등의 세 가지 요인으로 구분하고, 작업장 혁신이 조직성과(노동비용과 이직률)에 미치는 효과를 분석함을 연구의 목적으로 한다. 이를 위하여 노동연구원에서 조사한 ｢사업체패널｣2009년도 사업장을 표본으로 하고, 작업장 혁신이 조직성과에 어떠한 영향을 미치는지 살펴보기 위하여 ｢사업체패널｣2011년도의 재무자료와 이직률을 종속변수로 활용하여 다중회귀 분석을 실시하였으며, 이 관계에 있어서 노조의 전략적 선택으로서의 노조 지원의 조절효과를 살펴보았다. 분석결과, 외부화와 개선 프로그램은 조직의 비자발적 이직률을 증가시켰다. 노조의 협력적 지원의 조절효과는 외부화와 노동비용(평균임금)간의 정(+)의 관계를 강화하였고, 역량향상과 인건비 비중 간의 정(+)의 관계를 강화하였다. 그러나 본 연구에서 분석한 노조의 협력적 지원효과는 작업장 혁신 프로그램과 비자발적 이직률 간의 관계를 조절하지 않는 것으로 나타났다.