earticle

영어

The purpose of this study is to confirm the mediating effect of organizational trust and the moderating effect on job autonomy that the high-performance work system has on job satisfaction. For the research analysis, the Human Capital Corporate panel(HCCP) of the Korea Research Institute for Vocational Education and Training(KRIVET) was used, and data were obtained from individual surveys of personnel managers and production supervisors at companies with a time difference. First, the results of the study are that the high-performance work system has a positive effect on job satisfaction. Second, it was confirmed that the high-performance work system had a positive effect on organizational trust, and that organizational trust had a positive effect on job satisfaction. Third, it was confirmed that organizational trust had a full mediating effect on the relationship between high performance work system and job satisfaction. Finally, it was confirmed that job autonomy regulates the relationship between high-performance work system and job satisfaction. The significance of the study was first, the study subjects were dualized. In other words, the establishment of a high-performance work system was investigated for corporate personnel managers, and job autonomy, organizational trust and job satisfaction were surveyed for production supervisors. In addition, each investigation was conducted with a time difference to overcome the limitations of reverse causality and the same method convenience. Second, by examining the moderating effect of job autonomy for supervisors in production jobs, which had not been studied, it was confirmed that supervisors who were given a lot of job autonomy could have relatively higher job satisfaction than those who were not. Lastly, it emphasized the importance of job autonomy of production supervisors from the practical point of view and suggested the need to increase it.

한국어

본 연구의 목적은 고성과작업시스템이 직무만족에 영향을 미침에 있어서 구성원들이 가지는 조직신뢰의 매 개효과와 직무자율성에 대한 조절효과를 확인하기 위함이다. 연구분석을 위해 한국직업능력연구원(KRIVET)의 인적자본기업패널(HCCP)을 활용하였으며, 기업체 인사담 당자와 생산직 감독자를 대상으로 시간차를 두고 각각 설문조사한 자료를 활용하였다. 연구결과는 첫째, 고성과작업시스템이 직무만족에 긍정적 영향을 미친다는 것이다. 둘째, 고성과작업시스템 은 조직신뢰에 긍정적 영향을 미치며, 조직신뢰는 직무만족에 긍정적 영향을 미친다는 점을 확인하였다. 셋째, 조직신뢰는 고성과작업시스템과 직무만족 간의 관계에서 완전매개효과가 있음을 확인하였다. 마지막으로 직무 자율성은 고성과작업시스템과 직무만족 간의 관계를 조절함도 확인하였다. 연구의의는 첫째, 고성과작업시스템 구축여부는 기업체 인사담당자를 대상으로, 직무자율성, 조직신뢰 및 직 무만족은 생산직 감독자를 대상으로 조사 대상을 이원화하였고, 각각 시간차를 두고 조사하여 역인과성 및 동 일방법편의의 한계를 극복하였다. 둘째, 현재까지 연구되지 않았던 제조업체 생산직 감독자에 대한 직무자율성 의 조절효과를 검증하여, 직무자율성이 많이 부여된 생산직 감독자가 그렇지 못한 감독자보다 상대적으로 직무만족이 높아질 수 있음을 확인하였다. 마지막으로 현장 실무적 측면에서 생산직 감독자들의 직무자율성에 대한 중요성을 부각시켰고 이를 높이기 위한 필요성을 제시하였다는 점이다.