집단성과 결정에 있어서 인적자본과 사회적 자본의 효과

• 영문명: Human Capital, Social Capital, and Work Group Performance
• 발행기관: 한국인사조직학회
• 저자명: 정명호(Myung-Ho Chung) 오홍석(Hongseok Oh)
• 간행물 정보: 『인사조직연구』인사·조직연구 제15권 제3호, 91~122쪽, 전체 32쪽
• 주제분류: 경제경영 > 경영학
• 파일형태: PDF
• 발행일자: 2007.09.30

국문 초록

  현대 기엽에서 집단(팀)의 중요성이 날로 증가함에도 불구하고 집단성과를 설명하는 이론은 아직 충분히 발전하지 않았다. 본 연구는 전통적인 인적자본(human capital) 관점과 최근 주목을 받고 있는 사회적 자본(social capital) 관점을 종합하여 집단성과를 이해하고 예측하는 통합적 이론을 구축하고자 한다.
  이를 위해 국내 11개 기업 60개 팀에서 획득한 네트웍 자료를 이용하여 안적자본과 사회적 자본 변수가 집단성과에 어떠한 영향을 미치는가를 고찰하였으며, 양요인의 가능한 상호작용 효과를 검증하였다. 인적지본 변수로는 가장 대표적인 교육수준과 조직 근속기간을 팀 수준에서 구하였으며, 사회적 자본 측면에서는 집단 구성원 간 관계강도(strength of tie)의 평균과 집단 내 관계의 중심화 정도(centralization)를 구하였다. 이러한 변수들이 집단성과에 미치는 독립적 효과와 상대적 중요도를 알아보았으며, 이들 변수의 가능한 상호작용을 검증하여 인적자본과 사회적 자본 요인의 관계를 파악하였다.
  그 결과, 인적자본 변수는 집단성과에 유의적인 영향을 마치지 못했으며, 사회적 지본 중 관계강도가 집단성과에 긍정적 효과를 가지는 것으로 확인되었다. 아울러, 양 요인은 집단성과의 결정에서 대체로 매개관계(mediation)가 아닌 독립적인 효과를 가지는 것으로 나타났다. 한편, 양 요인의 상호작용(interaction) 분석에서 근속기간이 긴 경우 관계강도의 긍정적인 효과가 더 커지는 결과를 얻을 수 있었다. 이러한 연구결과에 근거하여 집단성과에 관한 이론적 및 실무적인 시사점을 논의하고 향후 연구방향을 제시하였다.

영문 초록

  As the importance of work groups in the organization increases, the determinants of work group performance have become one of the most important topics in organization studies. Conventional group researches focused on human capital as a primary predictor of group performance. Along with mainstream organization behavior literatures which consider individual performance as a function of ability and motivation, human capital variables have been studied as basic sources of work group competitiveness.
  However, social relationships among group members (or social capital) can playa pivotal role in determining group performance as well. Despite fundamental relational nature of work group, previous research on group performance has revealed a lack of network perspective. They simply assumed relationships among group members, or used proxy variables such as cohesiveness, conflict, etc. So we need to investigate actual relationships of group members with more objective and accurate perspective. With the help of social network theory (analysis), we can shed a new light on social relations within group as an antecedents of work group effectiveness. In this paper, we examined the effects of human capital, social capital, and their possible interactions on work group performance.

  Theory and Hypotheses
  Drawing on human capital theory, we proposed that group members with higher education and longer tenure could produce greater performance. In the previous OB literature, intellectual ability, job knowledge and skill, and work experience, which can be acquired through higher education and longer tenure, have positive relationship with job performance. Of course, this positive effects on individual performance can be undermined by group level inhibitors such as social loafing and conflict. However, if other things being equal, we can say that greater human capital can bring greater work group performance. Based on these studies, we proposed two hypotheses about human capital and group performance.
  H1: The higher the average education level of members in the group, the better performance the group achieves as a whole.
  H2: The longer the average organizational tenure of members in the group, the better performance the group achieves as a whole.
  Social capital is the another source of group performance. Group social capital is the set of resources made available to a group through group members" social relationships within the social structure of the group itself, as well as in the broader social structure of the organization. In this study, we focused two group social capital variables: tie strength among group members and the degree of centralization of the group"s network structure.
  First, if group members have strong and dense relationships, they can enjoy high quality work-related information, effective knowledge flow, and even emotional supports. These, in tum, can have positive effects on group performance. Second, if a group"s network structure is centralized on certain focal member(s) of the group, the coordination and integration of the group will be more effective, and the possible conflicts between different cliques may be prevented. Based on these arguments, we proposed following hypotheses.
  H3: The stronger the relationship among members in the group, the better performance the group achieves as a whole.
  H4: The more centralized the relationship among members in the group, the better performance the group achieves as a whole.
  Finally, we also examined the possible interactions of human capital and social capital. Though we could find several studies on the relationship of human and social capital, we could not determine theoretical model of this relationship because of insufficient previous studies. So, drawing on Merha et al. (2001), we tried to e

목차

〈초록〉
Ⅰ. 서론
Ⅱ. 인적자본과 집단성과
Ⅲ. 집단의 사회적 자본과 집단성과
Ⅳ. 인적자본과 사회적 자본의 상호작용
Ⅴ. 연구방법
Ⅵ. 결과분석 및 토론
Ⅶ. 결론 및 향후 연구방향
참고문헌
ABSTRACT

키워드

인적자본 사회적 자본 집단성과 인적자본과 사회적 자본의 상호작용 Work Groups Human Capital Social Capital Group Performance