earticle

영어

This study empirically examines the moderating effect of HR department’s role between labor union’s involvement on organizational outcomes by classifying union’s participation forms into three categories such as Strategical Decisions, HR Practices, and Respecting Union’s opinion on these issues, especially from employer’s perspective. Because there were little concerns about the moderating effect of HR department’s role on the relationship between participation programs and organizational performance, and also showed little consistency in the results. To examine the hypotheses of this study, we use the 428 data of “Workplace Panel Survey(WPS)” conducted by Korea Labour Institute in 2009 for the samples of independent variables of union’s involvement on organizational outcomes, and 2011 WPS data for the dependent variables of financial performance as well as labor costs, for clarifying causality. The result shows that union’s participation positively influences on financial performance while negatively influences on labor costs. Strategic decisions influence financial performance while HR role’s moderating effects on the relationship between labor union’s involvement on organizational outcomes are supported partially. As we didn’t separate HR role into two parts such as change leading and strategic role, HR role’s moderating effects on the relationship between labor costs show inconsistent. This is due to using archival data of WPS. Further researches can follow up this issue by categorizing HR according to more specific roles.