Human Resource is one of the most important resources of the organization, and human resource management involves the effective management of people to achieve organizational goals. The long-term advancement of the organization can be accomplished by human resources'' ability and the level of their needs, and by the system and policy which supports the efficient training and the utilizing of human resource. Therefore, in the organization, CEO has to not only respect the employees as human beings with basic human dignity but also manage them with a belief that employees are able to contribute to the development of the organizational community.
However, human resource management in most organizations is currently being performed for improving corporate productivity and meeting the needs of the organization. Thus, in the future, the organizations need to regard individuals worth and need as much important, and have the ethical human resource management system that assures subjective and self-reliant humanity and makes its employees themselves feel worth, through the community personnel management system that is harmony with individual desires as well as organizational needs.
This thesis aims to define ethical human resource management, develop a measurement tool for ethical human resource management with tested construct validity, and then encourage a number of empirical studies about ethical human resource management activities to appear, fostering much more and further practical studies.
This study is theoretically based on personnel management, human resource management, and strategic human resource management. Ethical human resource management should be conducted with bringing about justice and practicing organizational justice. Also ethical human resource management ought to respect individuals and observe a basic principle that organizations must not interfere the autonomous and essential employee''s right.
Measurement items of ethical human resource management of this study were collected from previous studies, and then the content validity of these items was verified totally three times by 4 doctor''s course students majoring in management, 2 corporate personnel managers, and 2 university professors of management department. After verifying the content validity of these measurement items, 44 primary items among them were selected, and then a pilot test was conducted by using these selected items as a measurement tool. Through this pilot test, 5 construct concepts; ethical job management, ethical procurement management, ethical development management, ethical compensation management, ethical maintenance management, and 35 measurement items were made up. In the main study, its construct validity was verified by means of convergent validity, discriminant validity, and nomological validity, after implementing factor analysis as well as reliability analysis in exploratory factor analysis, and evaluating the fitness of a measurement tool in terms of both separate and entire dimensions.
The results of this study can be summarized as followings.
Firstly, through both exploratory factor analysis and confirmatory factor analysis, the conceptual model of this study is organized with 5 factors such as ethical job management, ethical procurement management, ethical development management, ethical compensation management, ethical maintenance management, and eventually 29 items are confirmed as final a measurement tool.
Secondly, as the standardized regression weights about ethical job management, ethical procurement management, ethical development management, ethical compensation management, ethical maintenance management are more than 0.5, average variance extracted value is more than 0.5, and the construct reliability is more than 0.7, the convergent validity of this study is identified.
Thirdly, as each average variance extracted value of these 5 concepts is higher than the square of correlation coefficient among these concepts, the discriminant validity is identified.
Finally, ethical human resource management is significant regarding job performance and organization commitment. And ethical job management, ethical compensation management, ethical maintenance management of ethical human resource management are statistically significant concerning job performance and organization commitment, whereas ethical procurement management, ethical development management are not statistically significant.
This work is meaningful in defining the concept of ethical human resource management, developing the construct concepts and measurement items based on theoretical frame, and creating appliable and tested a measurement tool in terms of reliability and construct validity. By doing so, henceforth, a measurement tool of ethical human resource management will probably help to give direction to ethical human resource management of organization, and make it possible to produce and accumulate a lot more empirical researches in an area of ethical human resource management.