ScholarWorks@경상국립대학교

초록

This study aims to examine the effect of CEO's innovative entrepreneurship on firm performance from the perspective of the mediating roles of high-commitment human resource management(HRM) system and innovative culture in small medium-sized enterprises(SMEs). Furthermore, we shed light on the somewhat mixed causal relationship between high-commitment HRM system and innovative culture in the context of SMEs, as evidenced in the existing literature. To test our research model, survey data were collected from CEOs of SMEs, and financial data from the NICE Information Service was used. Also, the index of high-commitment HRM system was constructed using data from the headquarters of the Human Capital Corporate Panel, and the employee data from the Human Capital Corporate Panel were aggregated at the organizational level. A total of 85 CEOs and their firm data were used as the final sample, and hypotheses were tested using partial least squares(PLS) structural equation modeling. The empirical results showed that CEO's innovative entrepreneurship was positively related to high-commitment HRM system and also, high-commitment HRM system was positively related to innovative culture. Innovative culture was positively related to firm performance, whereas there was no statistically significant relationship between CEO's innovative entrepreneurship and firm performance. High-commitment HRM system and innovative culture mediated the positive relationship between CEO’s innovative entrepreneurship and firm performance. In this study, additional analyses were conducted to investigate more closely the causal relationship between high-commitment HRM system and innovative culture in the context of SMEs, using various alternative models. The alternative model suggesting that innovative culture precedes high-commitment HRM system was found to be statistically insignificant. Similarly, the parallel mediation models including the both variables were also found to be statistically insignificant. Based on these research findings, meaningful theoretical and practical implications were discussed. Hypothesis 1: CEO's innovative entrepreneurship will be positively related to high-commitment HRM system. Hypothesis 2: High-commitment HRM system will be positively related to innovative culture. Hypothesis 3: Innovative culture will be positively related to firm performance. Hypothesis 4: High-commitment HRM system and innovative culture will mediate the positive relationship between CEO’s innovative entrepreneurship and firm performance.

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