earticle

영어

This study empirically examines the moderating effect of first-line managers’ HR role between high-involvement work system and innovation performances because there are little concerns about the moderating effects of first-line managers‘ HR role amid a wide variety of literature focuses on the relationship between HRM practices and innovation. Hypotheses of this study are as follows. H1: High-involvement work system is positively associated with innovation performance. H2: The more first-line managers‘ HR role is, the stronger the positive association between the high-involvement work system and innovation performance will be. To examine the hypotheses of this study, we use the data of “Survey on labor department’s role and competency” conducted by KLI(Korea Labor Institute) in 2008. The sample is 283 firms. The statistical results of this study shows that high-involvement work system positively associates with innovation performance as shown in previous studies, and moreover first-line managers’ HR role can intensify the positive effect of high-involvement work practices on innovation performances. This gives a significant implication that HR department should fully support line managers’ HR role so that they can accomplish their HR tasks in relation with high-involvement work practices and innovation performances successfully.