earticle

영어

Given that the purpose of human resource management is to improve the productivity of the organization through the motivation of the members of the organization, the most important human resource management practice is appraisal and compensation. In particular, as creativity, cooperation, and innovation have recently begun to be emphasized in companies, changes in appropriate performance evaluation has become a major issue. In order for such a change in the evaluation system to work effectively, it is most important for members of the organization to think positively and accept it. This means that apart from whether the results of the assessment are reasonable and reliable, the results must meet the actual criteria acceptable to the person who wishes to utilize the results. Until now, studies on evaluation acceptability have mainly been applied with the equity theory and the goal setting theory. 'A' airline, which is the subject of this study, uses a relative evaluation system like most other South Korean companies. Based on relative deprivation theory, therefore, this study focuses on the acceptability of employees for the personnel evaluation system, and aims to explore how the acceptance of appraisal affects their performance. In addition, moderating effects of organizational culture type stemmed from Quinn's competing value model was examined in this relationship. A survey of 200 flight crews of 'A' company, one of the South Korea's leading airlines, found that the higher their acceptance of personnel evaluation results, the stronger their customer service performance. This led to the necessity of managing the acceptability of members' personnel evaluations, at least for service sector entities such as airlines. It was also found that only performance culture among various types of organizational culture significantly have an impact on evaluation acceptability and service performance, especially the weaker the performance culture, the stronger the impact of evaluation acceptability on service performance. It means that too much emphasis on goal setting, achievement rate under the relative evaluation system, or too differential compensation based on the evaluation results can create a sense of relative deprivation, which can have a negative effect of reducing evaluation acceptability and service performance. Finally, theoretical and practical implications of research were presented. In particular, from a practical point of view, South Korean companies competitively introduced Western meritocracy to ease the seniority-based HR system, and the relative evaluation system is also part of the meritocratic HR system. This goal-oriented system has also enhanced emotional engagement and organizational performance through sound competition, but it can also enhance the degree of turnover by strengthening excessive competition among employees. In spite of several limitations, however, this study is meaningful in that it identified the positive relationship between acceptability of appraisal and service performance, and furthermore, it proved the moderating effect of the performance culture, which raised alarm about the problems of the evaluation system due to excessive meritocracy of airlines and even South Korean companies.