부산대학교 도서관

Based on the process approach to HRM, this study examines the mediating effect of organizational culture strength on the relationship between high performance work systems (HPWS) and firm performance. Second, we investigate whether the legitimacy of HR authority moderates the effect of HPWS on organizational culture strength. Finally, we evaluate the effect of HPWS on both organizational commitment and firm financial performance from the perspective of shareholders and stakeholders. A structural equation model is used to test the mediating effect of organizational culture strength and the moderating effect of HR authority legitimacy on the relationship between HPWS and firm performance. Findings indicate that HPWS is positively related to firm financial performance through organizational culture strength. HR authority legitimacy moderates the relationship between HPWS and organizational culture strength. In other words, the positive effect of HPWS on organizational culture strength is enhanced when HR authority legitimacy is high. These findings suggest that a well-designed HPWS affects organizational performance through the strength of organizational culture, so that organizations should consider not only the design of HPWS but also its implementation. In addition, the legitimacy of HR authority is necessary for HPWS to be well implemented, and efforts should be made to increase it. Employees need to be made aware of HR's role as a strategic partner and change agent for management.