인사담당자의 심리적 안전감이 혁신행동에 미치는 영향 : 긍정심리자본의 조절효과 (The Impact of Innovation Behavior on Psychological Safety of the HR Manager : Moderating Effect of Positive Psychological Capital)

서지정보

· 발행기관 : 대한경영학회
· 수록지 정보 : 대한경영학회지 / 31권 / 11호 / 2125 ~ 2125페이지
· 저자명 : 이가현, 임상혁

초록

최근 기업의 경쟁우위 확보를 위한 조직 경쟁력의 원동력으로서 인적자원관리의 중요성이 확대되고 있다.
이에, 인적자원관리의 주체인 인사담당자를 중심으로 조직행동 관점에서 접근해 볼 필요가 있는데, 선행연구에서는 심리적 안전감과 혁신행동과의 긍정적인 영향력에 관한 관계가 제시되었고, 효과적인 팀 리더는 개인이자신의 의견을 표현하는데 어려움을 겪지 않을 때 안전하다는 심리적 믿음을 형성함으로서 학습행동을 촉진하고 혁신행동을 장려한다고 하였다. 이러한 시사점들은 인사제도를 기획, 운영 및 실행을 통해 조직역량향상을가져오는 인사담당자의 심리적 안전감이 혁신성과에 미치는 영향의 중요성과 연계하여 볼 수 있으나, 이에대한 국내의 연구는 많지 않다. 따라서 본 연구는 지금까지 선행연구가 부족한 분야인 인사담당자의 심리적안전감이 혁신행동에 어떠한 영향을 미치는지를 연구하고자 하였다. 그리고 긍정심리자본이 인사담당자의심리적 안전감과 혁신행동 사이의 조절역할도 함께 연구하고자 하였다.
설정된 연구모형과 가설 검증을 위해 전국 시/도별 중소기업 정보에 게재된 중소기업 및 국내 100대 기업의인사담당자 394명을 대상으로 전화와 이메일을 통해 실증분석을 실시하였다.
연구 결과를 살펴보면, 인사담당자의 심리적 안정감을 독립변수로, 혁신행동을 종속변수로 한 단순회귀분석을 실시한 결과, 인사담당자의 심리적 안전감은 혁신행동에 정(+)의 영향을 미치는 데, 이는 인사담당자의심리적 안전감이 높을수록 혁신행동도 높아지는 것으로 나타났다.
또한, 긍정심리자본의 조절효과는 3단계 위계적 회귀분석을 통해 검증하였는데, 그 결과 인사담당자의 심리적 안전감은 자기효능감, 희망, 낙관적, 복원력의 상호작용에 유의한 영향을 미치는 것으로 나타났다.
본 연구의 시사점으로는 첫 번째, 인사담당자의 심리적 안전감을 독립변수로 하는 인적자원 기능 관점(HR function perspective)에 있어 개인수준(individual-level)의 분석을 시도했다는 점이다.
두 번째는 각 변수들을 독립적으로 보는 것이 아니라 이를 사회적 관계의 질이라는 포괄적인 개념의 관계(relationship)차원으로 개념화하였다.

영어초록

Recently, the importance of human resource management has been increasing as the driving force of organizational competitiveness for securing competitive advantage of companies.
Therefore, it is necessary to approach from the viewpoint of organizational behavior centering on the HR manager who is the subject of human resource management. In the preceding research, the relationship between the psychological safety sense and the positive influence of innovation behavior is suggested. And to encourage learning behavior and encourage innovation behavior by forming a psychological belief that it is safe when there is no difficulty in expressing their opinions.
In addition, it is the people that global executives profess to be the key to the survival of a company in a rapidly changing global competition. In other words, it emphasizes that the members of the organization are forced to rely on positive efforts and motivation. It suggests the importance of the careful organizational atmosphere of the organization members when presenting directions and asking questions about their work, reporting sometimes wrong information, and presenting innovative ideas. If the organizational climate criticizes and negatively assesses new ideas, this leads to anxiety, which prevents future expressions of their opinions and expanding activities. This negative experience of members of the organization is an obstacle to innovation behavior. Recent discussions on innovation focus on innovative behavior, including action. The foundation of innovation is an idea. Based on emotional intelligence, these ideas are developed and practiced, suggesting the importance of studying something that motivates and practices individuals' innovative behavior have. It is also noteworthy that the implications of innovation behavior in combination with the propensity to innovate and the environmental factors of individual members.
These implications can be seen in connection with the importance of the psychological safety sense of the HR manager who brings up the organizational capacity through the planning, operation and execution of the personnel system, but there are not many domestic studies on this.
In other words, empirical studies are needed to examine how the level of competency of human resource managers affects the effectiveness of human resource management and how it ultimately affects the innovation behavior that affects firm's financial performance.
Therefore, the purpose of this study is to investigate the psychological safety of HR managers with previous research being lacking on such aspect until now as well as how the derived impact influences on innovation behavior. Also, moderating effect of positive psychological capital between the psychological safety of the HR manager and innovative behavior is also studied. An empirical analysis was conducted through telemarketing and e-mail for 394 HR managers.
As a result of the study, the results of the simple regression analysis of psychological safety of the HR manager as the independent variable and the innovation behavior as the dependent variable showed that the psychological safety of the HR manager had a positive effect on the innovation behavior, The higher the psychological safety of HR managers in charge, the higher the innovation behavior.
In addition, the moderating effect of positive psychological capital was verified through three - step hierarchical regression analysis. As a result, psychological security of the HR manager had a significant influence on interaction of self - efficacy, hope, optimistic, and resilience.
The implications of this study are as follow: Firstly, I tried to analyze the individual-level of the HR function perspective with the psychological safety of the HR manager as the independent variable. The second is to conceptualize each variable as a relationship of a comprehensive concept of quality of social relations, rather than as an independent one. Therefore, it is necessary to approach the positive approach which takes into consideration the relationship dimension that can enhance the satisfaction of HR manager and the employee in the process of introducing the corporate plan.

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