Determinants of the strategic involvement of human resource departments: evidence from large South Korean firms. (23rd September 2016)

• Record Type: Journal Article
• Authors: Kim, Andrea; Ryu, Seongmin; Kim, Seongsu; Lepak, David P
• Is Part Of: Asia Pacific journal of human resources. Volume 55:Number 1(2017:Jan.)
• Page Start: 44
• Page End: 63
• Publication Date: 2016-09-23
• Subjects: contingency theory -- environmental uncertainty -- human resource department -- industrial relations climate -- institutional theory; Personnel management -- Periodicals; Personnel management -- Asia -- Periodicals; Personnel management -- Pacific Area -- Periodicals; Personnel -- Direction -- Périodiques; Personnel -- Direction -- Asie -- Périodiques; Personnel -- Direction -- Pacifique, Région du -- Périodiques; 658.3005
• DOI: 10.1111/1744-7941.12131
• Languages: English
• ISSNs: 1038-4111

Abstract

Abstract : This study draws on contextual theories to determine when strategic involvement of human resource (HR) departments is required in organisations. From institutional and contingency theories, some internal and external circumstances of organisations are considered contextual factors on how to structure the role of their HR departments. Using a multisource dataset collected from 300 large South Korean firms, our regression analysis indicates that the strategic involvement of an HR department is related to normative pressures, the industrial relations climate, and environmental uncertainty. Our work provides theoretical implications for the context‐bound understanding of the role of an HR department and practical guidelines for effective role fulfilment of an HR department according to organisational contexts. Key points: Human resource (HR) departments in South Korean organisations tend to be involved more in strategic activities if HR professionals have more external networks and there are more outside directors. Strategic involvement of HR departments also tend to be more salient among South Korean organisations facing environmental uncertainty. In our sample of South Korean firms, HR departments are required to undertake strategic roles if their organizations suffer from adversarial labour–management relationships.