Human Capital Corporate Panel Research Articles

The Impact of Owner’s Management Participation on Corporate Performance

금융위기 이후 국내 기업의 투자가 개방되었다. 세계적인 경제 침체로 인해 우리나라 기업들은 국제 시장에서 생존하기 위한 효율적이며 효과적인 기업체제에 많은 관심을 가지게 되었다. 이런 과정에서 기업들은 최대 주주의 지분율과 경영참여정도에 따라 경영체제가 세분화 되었다. 이에 본 연구는 경영체제를 단순히 소유자 경영과 전문인 경영으로 구분하지 않고 경영자의 실질적인 경영 참여정도에 따라 “소유자 경영”, “소유자의 경영 참여가 많은 경영”, “소유자의 경영 참여가 적은 경영”과 “전문인 경영”으로 구분하였다. 그리고 코스피와 코스닥 시장에 상장된 기업의 경영체제가 경영성과에 어떤 영향을 미치는지 분석하였다. 본 연구를 통해 우리나라 기업들에게 더욱 효율적이며 효과적인 경영체제가 무엇인지 확인하여 이해관계자들에게 의미 있는 정보를 제공할 것으로 기대된다. 본 연구의 표본은 2005년부터 2015년까지 코스피 시장과 코스닥 시장에 상장된 기업 중 인적자본기업패널(Human Capital Corporate Panel) 조사에 응한 기업을 선정하였다. 본 연구의 분석결과를 정리하면 첫째, 코스피 시장과 코스닥 시장의 전체표본에서는 소유자가 직접 경영하거나 전문경영인이 있더라도 소유자가 경영참여를 많이 할수록 경영성과가 좋은 것을 확인하였다. 둘째, 코스피 시장에서는 경영체제에 따른 경영성과에 미치는 영향을 명확하게 결론을 내릴 수 없었으나 코스닥 시장에서는 소유자가 직접 경영하거나 전문경영인이 있더라도 경영참여를 많이 할수록 경영성과가 좋은 것을 확인 할 수 있었다.Domestic companies have been opened up toward foreign investment since the Korean financial crisis, which is known as IMF crisis in Korea. Corporations have started to be concerned about efficiency and effectiveness of corporative management style to survive in the international market due to the economic depression. In this study, the management systems are classified into four different levels according to equity ratio and the degree of owner’s participation in managerial decision-making process, which are do not follow traditional simple division of management styles. The suggested classification of management styles is divided into the degree of owner’s full or direct management, higher participation, lower participation, and the professional management without owner’s managerial participation. The study analyzed the companies listed on KOSPI and KOSDAQ by the managerial performance and the degree of owner’s participation. It is expected to introduce the meaningful conclusion showing more efficient and effective management system for Korean companies through the study. In conclusion, firstly the statistical analysis confirmed that the performance is better as the owner’s participation in decision making processes increases even if professional management exists. Secondly, it is hard to discern the impact of owner’s participation on corporate performance in the KOSPI market. However, the impact of owner’s participation on corporate performance is significant in the KOSDAQ market.

ECONOMICAL EFFECT OF ON-THE-JOB TRAINING: USING KOREAN FIRM PANEL DATA

The study aims to investigate the economic effect of firm on-the-job training using a panel data in Korea, improving analysis data, method, and study model of a precedent study. To accomplish the object of this study, the panel analysis was applied to analyze using a Korea Investors Service (KIS), Human Capital Corporate Panel (HCCP) and Workplace Panel Survey (WPS) data. The results of this study show that positive effect firm on-the-job training on firm’s productivity. Based on the results of this study, government should need to make a policy development to reinforcement investment on firm on-the-job training at the national level. And it was drawn in a conclusion to need not avoid but continuous investment on firm on-the-job training at the company level. Keywords Human Capital, Firm on-the-job training, Economics of Education, Panel analysis, The effect of onthe- job training

시니어 인력의 직무만족: 지식공유 활동의 매개효과를 중심으로

본 연구는 시니어 인력의 교육훈련이 지식공유 활동을 매개로 직무만족에 영향을 미치는지에 대하여 실증적으로 검증하였다. 인적자본기업패널(HCCP) 자료 중 시니어 인력 970명의 데이터를 활용하였으며, 구조방정식모형을 통해 분석을 실시하였다. 연구 결과는 다음과 같다. 첫째, 시니어 인력의 교육훈련은 직무만족에 긍정적 영향을 주었다. 둘째, 시니어 인력의 지식공유 활동은 직무만족에 긍정적인 영향을 주었다. 셋째, 시니어 인력의 교육훈련은 지식공유 활동을 매개로 직무만족에 긍정적 영향을 미치는 것으로 나타났다. 분석결과를 바탕으로 본 연구의 시사점과 한계점 및 향후 연구방향을 제시하였다. This paper explores the relationship between senior workforce's education & training and job satisfaction. Further, the mediating effect of knowledge-sharing practice is also analyzed. We used 970 senior workforce's survey data from Human Capital Corporate Panel. Using structural equation modeling, the results suggest as follows. First, senior workforce's education & training had a positive effect on job satisfaction. Second, senior workforce's knowledge-sharing practice had a positive effect on job satisfaction. Third, a mediation analysis reveals that knowledge-sharing practice significantly mediates the relationship between education & training and job satisfaction. Several theoretical and managerial implications are discussed.

The influence of learning activity on low-skilled workers’ skill improvement in the South Korean manufacturing industry

The main purpose of this study was to explore how low-skilled worker’s learning activity influences skill improvement. Using a unique 2007 Human Capital Corporate Panel data-set from the South Korean manufacturing industry, we operationalize skill improvement over time among low-skilled workers. A worker is classified as ‘low skilled’ if he or she has a low education level and poor technical skills. Regression models show that low-skilled workers’ informal learning positively influences their skill improvement. In contrast, we note that supervisors negatively influence skill improvement of low-skilled workers when measuring the change in technical skill proficiency. Quality circle programmes also have a positive influence on skill improvement. In conclusion, skills can be improved through planned interventions that increase collaboration on the job. The results from this study help to highlight the importance of designing learning interventions for low-skilled workers that take account of their underlying education and skills.

Economic Determinants of Applicant Screening Practices: An Empirical Analysis of the Human Capital Corporate Panel

This study evaluates employers’ motives for screening job applicants’ personal characteristics and investigates implications of this practice for applicants using the Korean Human Capital Corporate Panel for 568 firms and five biannual periods, 2004-2012. The number of stages in recruiting, and the importance attributed to screening of traits related more to applicants’ socio-economic background than to their productivity – birthplace, appearance and name of their alma mater – are linked to firms’ skill needs, and conditions and constraints in local labor markets. Screening of personal factors is thought to be gender-biased and to affect particularly female applicants. To investigate adverse impacts on applicants’ outcomes, screening practices are linked to women’s share among firms’ hires.Among skill needs, employers’ reliance on workers’ capacity for comprehension of work organization is found to affect the extent of screening positively. Reliance on workers’ other skills, however, does not explain screening practices as much as constraints on employers’ conduct do. Applicant pool size affects screening positively, confirming that the benefit of screening increases when firms face more choice in hiring. Existence of HR departments, and worker unionization diminish the influence of personal factors in recruiting, but add stages to the recruiting process, suggesting bureaucratic constraints on firms’ recruiting practices.Skill needs have the expected effect on female ratio among hires, positive for communication skills and comprehension of work organization, and negative for technical skills, reflecting true differences in the prevalence of skills across genders or employers’ perceptions of them. Existence of an HR department or a personnel committee on the board, foreign management and firm size favor women, suggesting that these factors serve as constraints on statistical or taste-based discrimination. Applicant pool size works against women: The more choice firms have whom to hire, the lower share of women they choose. Correspondingly, firms hiring more workers than planned select a lower share of women. These facts suggest that when the applicant pool includes many qualified workers, particularly men, firms screen workers more and as a byproduct hire fewer women. Stated differently, when firms hire a baseline number of women to satisfy anti-discrimination laws, they may continue hiring based on statistical and taste-based factors, and choose only men.

고성과작업시스템이 조직성과에 미치는 영향 - 패널분석에 의한 조직 양면성의 매개효과 검증 -

A growing body of research has found support for the notion that HPWS (high-performance work system) enhances organizational ambidexterity, which describes organizations that pursue both exploitation and exploration activities. Although previous studies assumed that HPWS contributes to firm performance through enhancing organizational ambidexterity, this relationship is still not clearly investigated. In order to test the above assumption, we employed the panel dataset from HCCP (Human Capital Corporate Panel) to examine the direct relationship between HPWS and firm performance and the mediating role of organizational ambidexterity. Findings from 892 observations based on 395 organizations strongly support our argument that HPWS contributes to firm performance measured as net income per employee. In addition, organizational ambidexterity partially mediates the relationship between HPWS and firm performance. These results point out that implementing HPWS practices would be beneficial for firms to facing uncertain environments in which both exploitation and exploration capabilities are required.

Impacts of Learning Interventions on Organizational Human Capital and Performance

The current research examined the structural relationship between organizational investments in employee development and career development interventions, organizational human capital, and organizational long-term performance in the Korean business context. Four research questions were examined using the survey data with 469 sample corporations from the Human Capital Corporate Panel (HCCP) 2009 data set (the data set collected and shared for research purposes in Korea). The statistical strategies included measurement testing and examination of the predictive and mediating relationships between the variables, followed by the effect size comparison. The results of the statistical analyses indicated that the positive impacts of employee and career development interventions on organizational process and customer competencies are fully mediated by improved organizational human capital. That is, no statistically significant relationship between the learning interventions and organizational long-term performance was established without the critical mediating role of human capital. Based on the empirical findings, this research suggested implications for practice and recommendations for future research.

데이터마이닝을 활용한 이직의도와 조직몰입의 결정요인에 대한 연구

In this article, data mining simulation is applied to find a proper approach and results of analysis for study of variables related to organization. Also, turnover intention and organizational commitment are used as target (dependent) variables in this simulation. Classification and regression tree (CART) with ensemble methods are used in this study for simulation. Human capital corporate panel data of Korea Research Institute for Vocation Education & Training (KRIVET) is used. The panel data is collected in 2005, 2007, and 2009. Organizational commitment variables are analyzed with combined measure variables which are created after investigation of reliability and single dimensionality for multiple-item measurement details. The results of this study are as follows. First, major determinants of turnover intention are trust, communication, and talent management-oriented trend. Second, the main determining factors for organizational commitment are trust, the number of years worked, innovation, communication. CART with ensemble methods has two ensemble CART methods which are CART with Bagging and CART with Arcing. Comparing two methods, CART with Arcing (Arc-x4) extracted scenarios with very high coefficients of determination. In this study, a scenario with maximum coefficient of determinant and minimum error is obtained and practical implications are presented. Using one of data mining methods, CART with ensemble method. Also, the limitation and future research are discussed.

중소기업 연구개발 인재의 확보 및 유지 중심 정책방안

본 연구는 중소기업 R&D인력의 현황과 문제점 분석을 통해서 R&D인력의 확보 유지 방안 제시를 목적으로 수행되었다. 연구방법으로는 문헌조사 및 현황 조사, 국내외 R&D인력 지원제도 벤치마킹, 인적자본 기업패널 고용자료 분석, 사례조사 등을 사용하였다. 이를 통해, 직무별 R&D 인력의 현황, 중소기업을 중심으로 기업규모별 HRM 관행에 대한 만족도 및 문제점, 핵심인재관리 및 인재관리체제 현황, R&D 인력관리체계의 애로사항 등을 분석하고 R&D인력에 대한 인재관리 중심의 확보 유지를 위한 정책방안을 제시하였다. 결과 기본영역과 세부영역의 정책을 제언하고 주된 대안은 R&D인력 관리체계, R&D인력에 대한 경력개발 프로그램, 그리고 우수한 중소기업의 홍보와 R&D인재 프로모션의 국가적 지원 등이다. 중소기업 자체로도 인사관리제도에 대한 인식개선과 활용제고의 노력이 요구되었다. This research aimed to propose policy alternatives on acquisition and retention of SME's R&D personnel through the analysis of the status and problems of SME's R&D personnel. As research methods, literature review, survey analysis, domestic and foreign R&D personnel support system and practices benchmarking, human capital corporate panel (HCCP) and integrated survey DB material analysis, and case investigation by interview were used. The occupational status and problems of SME R&D personnel concerned on the corporate size, HRM practices on satisfaction and HRD problems, talent personnel management and training system status, the core talent management system and R&D personnel management system, and its complaints were organized. As conclusion, we have proposed alternatives on acquisition and retention of R&D personnel focused on the talent management. Suggestions were such as supports on R&D personnel management system and its dissemination, systematic career development programs, and excellency promotion on SME's and R&D talent personnel.

Technology Innovation in Korean Manufacturing Firms: Intra-Firm Knowledge Diffusion and Market Strategy in Patent Production

This paper analyzes the factors that determine technology innovation in Korean manufacturing firms, focusing on the role of intra-firm knowledge diffusion and market strategy in patent production. For empirical analysis, zero-inflated negative binomial (ZINB) regression is applied to the 2009 Human Capital Corporate Panel data. The empirical findings confirm the critical role of intra-firm knowledge-sharing processes in technology innovation; firms with a market-leading strategy oriented to new product development also tend to be prolific in patent production.

How do organizational and task factors influence informal learning in the workplace?

The purpose of this study was to examine the relationship between organizational and task factors and the effectiveness of two types of informal learning: peer interaction and learning by doing via own task. The data examined were secondary data derived from the Human Capital Corporate Panel data in 2007, organized and collected by the Korea Research Institute of Vocational Education and Skill Training (KRIVET). A hierarchical multi-regression analysis was applied to data in this study. Study results supported the belief that top management leadership in human resource development (HRD) as well as open communications positively affected the effectiveness of informal learning. However, innovation culture did not have a statistically significant relationship with the effectiveness of informal learning. Further, this study showed that new task and task satisfaction positively influenced this effectiveness. Effectiveness increased when employees recognized that knowledge and skills obtained from current tasks were also useful to other organizations. Implications for practice and recommendations for further research are discussed.

The influence of investment in workplace learning on learning outcomes and organizational performance

AbstractAlthough the importance of workplace learning has been recognized in research and practice, there is little empirical support that describes how workplace learning, including both formal and informal learning, is linked to organizational performance. This study investigated the influence of investment in workplace learning on learning outcomes and organizational performance using the 2005 and 2007 Human Capital Corporate Panel survey of South Korean companies. The data were analyzed using structural equation modeling. The study found that investment in workplace learning influences organizational performance through the outcomes of workplace learning. Implications for human resource development research and practice are discussed.

기업 인적자원 관련 변수를 이용한 기업 신용점수 모형 구축에 관한 연구

본 논문의 목적은 기업 신용점수에 영향을 미치는 기업 인적자원 요소들을 찾아서 기업 신용점수 모형을 구축하는 것이다. 모형 구축을 위해 사용된 자료는 2005년 한국직업능력개발원의 인적자본 기업패널 (Human Capital Corporate Panel, HCCP) 설문조사 자료와 한국신용평가(주)의 KIS-신용평점모델에서 생성된 기업 신용점수이다. 모형 구축을 위한 독립변수는 McLagan (1989)의 '인적자원 바퀴모델'을 토대로 인적자본 기업패널 설문조사 문항을 선택하여 사용하였으며, 종속변수로는 기업 신용평가점수를 사용하였다. 또한 기업 인적자원 관련 변수를 이용한 기업 신용점수 모형 구축을 위해 로지스틱 회귀모형을 사용하였다. 모형 구축 결과 최종적으로 선택된 변수는 22개였다 영역별로 세분화해서 살펴보면 대분류 기준으로 HRD 영역은 6개, HRM 영역은 15개, 기타 1개이고, 중분류 기준으로 개인개발 2개, 경력개발 2개, 조직개발 2개, 조직직무설계 1개, 인적자원계획 4개, 정보체계 2개, 보상 및 장려 6개, 복지후생 1개, 노사관계 1개, 기업규모 1개가 선택되었다. 구축된 모형을 평가하기 위하여 10등급 교차타당성 분석을 통한 오분류율, G-mean은 각각 30.81, 68.27이었다. 그리고 반응율은 가장 좋은 십분위가 가장 나쁜 십분위보다 약 6.08배가 크고 점차 감소하는 경향을 보이고 있다. 그러므로 구축된 모형은 기업 인적자원 관련 변수를 이용해 기업 신용점수를 측정하는데 적당한 모형이라는 결론을 내릴 수 있다 Although various models have been developed to establish the enterprise credit scoring, no model has utilized the enterprise human resource so far. The purpose of this study was to build an enterprise credit scoring model using enterprise human resource factors. The data to measure the enterprise credit score were made by the first-year research material of HCCP was used to investigate the enterprise human resource and 2004 Credit Rating Score generated from KIS-Credit Scoring Model. The independent variables were chosen among questionnaires of HCCP based on Mclagan(1989)'s HR wheel model, and the credit score of Korean Information Service was used for the dependent variables. The statistical method used for data analysis was logistic regression. As a result of constructing a model, 22 variables were selected. To see these specifically by each large area, 6 variables in human resource development(HRD) area, 15 in human resource management(HRM) area, and 1 in the other area were chosen. As a consequence of 10 fold cross validation, misclassification rate and G-mean were 30.81 and 68.27 respectively. Decile having the highest response rate was bigger than the one having the lowest response rate by 6.08 times, and had a tendency to decrease. Therefore, the result of study showed that the proposed model was appropriate to measure enterprise credit score using enterprise human resource variables.