韓國企業의 勞使關係 葛藤要因에 관한 實證的 硏究

• 영문명: An Empirical Study on the Conflict of Labour Relation in Korean Firms
• 발행기관: 건국대학교 경제경영연구소
• 저자명: 황대석(Whang Dae Sug) 김문중(Kim Moon Jung)
• 간행물 정보: 『상경연구』제17권, 63~99쪽, 전체 37쪽
• 주제분류: 경제경영 > 경제학
• 파일형태: PDF
• 발행일자: 1992.08.15

영문 초록

1. The Object of study Since the second half of 1987, the issues of labour relationships have gathered strength in Korea, due to the behavioral disclosure of conflicts between employers and employees and their spreading over to the overall Korean society. To meet the needs of the times, first of all I tried to makes clear the source oif conflicts of labour relations sharply confronted between employers and employees. This may throw some light on the sound and reasonable formation of industrial relationships as the interests between employers and employees can be efficiently adjusted and their industrial conflicts can be minimized. In my thesis, therefore I empirically examined the major sources of conflicts of labour relations through a theoretical model of organizational behavior. Furthermore I suggested the reasonable and effective means to be able to prevent and solve labour relations’ conslicts in order to attain industrial peace and democratization 2. Methodology The methodology that is employed in this study is based on the Dubrin’s model of conflict sources. First, I modified the Dubrin’s which is the object of this study. Then the sources of conflicts are divided into individual, group and organizational dimensions are analyzed, according to four parameters, which are whether or not joining unions and participating in strikes, characteristics of demographic statistics, and economicorganizations Second, 10 hypothesis are set up. Third, for the empirical analysis, I carried out field surveys, using questionnaires with 38 factors distributing to the non-union and union members and the executive numbers of unions of 26 firms, 10 industries. The 679 among 1260 questionnaires have been withdrawn and 548 of 679 have been used as the meaningful data. Fourth, using the data above mentioned, I executed SPSS/PC+ for a variety of statistical tests. Especially the test of confidence of 38 factors in the questionnaires in significant in a sense that the confidence coefficient using Cronbach exceeds 0.87. The adequacy analysis using factor analysis, based on the principal component analysis classifies 38 factors into 8 larger factors, according to the criterion of 1.0. The 8 factors are relationships between employers and employees, characteristics of occupations, propersity for labor unions, activity of labor unions, informal organization, human relationship, occupation execution and collective conformity. Fifth, the results of the empirical tests are as follows to ① The hypothesis set up are statistically significant except the second one. ② The results of the test of hypothesis show the statistically significant differences of conflict sources due to the four parameters. Moreover the tests based on the sources of conflict also give rise to significant differences in the preventions and solutions of conflicts. 3. Conclusion Finally, this thesis comes to the conclusion that the most effective way to solve labour relations’ conflicts is autonomous nagotiations between employers and employees for mutual confidence and benefits not any intervention or support by government authorities. As a result, in order to establish healthy and sound industrial relationships, employers have to respond more positively and affirmatively to any possible conflicts and also consider labors as their companions. And government authorities have to make an effort to break down the nagative views to any labour relationship and carry out fair and impartial practices. In addition, any approach to labor relationships based on the approach of behavioral science can be considered as substantial and practical means to solve conflict problems because it makes clear sources of conflicts existed in psychological condition or inside. The reality of Korean firms being considered, the approach above mentioned may be suggested.

목차

Ⅰ. 머리말

Ⅱ. 노사갈등의 이론적 배경

Ⅲ. 연구모형과 실증 분석

Ⅳ. 結論

참고문헌

SUMMARY