기업의 경쟁전략 및 직무역량과 성과간의 관계에서 교육훈련투자의 조절효과

초록

[Purpose]This study first examines the performance difference between different types of competitive strategies. Then, from contingency perspective, this study examines the fit between competitive strategy and employee training, and between task competence and employee training on firm performance. [Methodology]This study uses research data from the 5th edition of the 2013 Human Capital Corporate Panel (HCCP) survey. The research sample consists of 106,774 employees from 256 manufacturing companies. A hierarchical regression analysis was used to examine the hypothesis. [Findings]First, the results show that differentiation strategy generated better financial performance than cost leadership strategy. Second, the interaction between differentiation strategy and employee training was negative, while the interaction between cost leadership strategy and employee training was positive. Third, the interaction between market competence and employee training was negative, while the interaction between production competence and employee training was positive. [Implications]The results provide empirical results to the controvertial issue regarding the effectiveness of different types of competitive strategy and emphasize the importance of differentiation strategy. Also, the study suggests that there exists a fit between competitive strategy and employee training and between task competence and employee training. This suggests that firms should control their employee training expenditures depending on the type of their competitive strategy or task competence.

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