‘직장 내 괴롭힘 금지’제도 평가 및 개선방안

이재현 한국사회법학회 2019 社會法硏究 Vol.0 No.39

This paper evaluates the revised “Prohibition against Workplace Harassment” system and looks for legislative improvement directions. “Workplace Harassment” implies a variety of meanings. This includes the Violence, Defamation and Insult of criminals under criminal law, and includes all offensive and dishonest acts against others. The Labor Standards Act defines Workplace Harassment in the workplace as “physical or mental suffering to other employees or deteriorate the work environment beyond the appropriate scope of work by taking advantage of superiority in rank, relationship, etc. in the workplace” The meaning of harassment in the workplace can be identified by comparing it with foreign legislation, ILO No. 190 Convention and the Sexual Harassment Regulations in the Workplace(Equal Employment Opportunity and Work-family Balance Assistance Act). The newly included Prohibition against Workplace Harassment system in the Labor Standards Act (2019) consists of two categories: “Prohibition against Workplace Harassment” and “A duty of employer's action(Measures to Be Taken in Cases of Workplace Harassment).” And the RULES OF EMPLOYMENT should stipulate “anti-bullying measures in the workplace.” Workplace Harassment is caused by a combination of stipulate personal and organizational-environmental factors. Therefore, it is necessary to organize the types of harassment in the workplace and strengthen prevention-related regulations. In order to improve the Prohibition against Workplace Harassment system, legislative and policy considerations should be combined. First of all, it is necessary to identify the ‘Personal rights of workers’ that have not been thoroughly discussed. Poor Penalty Provisions should also be improved. Support is also needed for workplace to cope well with early-stage confusion and to voluntarily improve the bullying culture at work. Law revisions should also be made to include details related to Workplace Harassment in the Rules of Employment. Finally, it is possible to consider enacting a single statute, including ‘Workplace Harassment’ and ‘Personal rights of workers’. 본 논문은 개정 ‘직장 괴롭힘 금지제도’를 평가하고, 입법적 개선방안 도출을 목적으로 한다. ‘직장 내 괴롭힘’은 다양한 의미를 내포한다. 형법상 범죄인 폭행, 명예훼손, 모욕을 포함해 타인을 대상으로 가해지는 모든 공격적・부정적 행위들을 포함한다. 「근로기준법」은 직장 내 괴롭힘을 “직장에서의 지위 또는 관계 등의 우위를 이용하여 업무상 적정범위를 넘어 다른 근로자에게 신체적・정신적 고통을 주거나 근무환경을 악화시키는 행위”라고 정의하고 있다. 외국 입법례, ILO 제190호 협약, 「남녀고용평등과 일・가정양립지원에 관한 법률」의 ‘직장 내 성희롱’ 개념과 비교하여 직장 내 괴롭힘 개념을 파악해 볼 수 있다. 현행 직장 내 괴롭힘 금지제도는 ‘괴롭힘 금지’와 ‘괴롭힘 발생 시 조치의무’ 2가지로 구성되어 있다. 취업규칙에 ‘직장 내 괴롭힘 예방조치’ 규정의무도 신설되었다. 제한적인 규정형식은 직장 내 괴롭힘과 관련된 다양한 상황에 적용하기에 다소 부족한 점이 있다. 직장 내 괴롭힘은 ‘개인적 요인’과 ‘조직・환경적 요인’이 복합적으로 작용하여 발생하므로, 이를 고려하여 직장 내 괴롭힘 유형을 체계화할 필요가 있다. 일단 직장 내 괴롭힘이 발생하면, 피해근로자에게 가해진 인격적 침해를 회복시키기 어려우므로 예방 규정 역시 강화되어야 한다. 직장 내 괴롭힘 제도를 개선하기 위한 입법정책인 고민도 병행되어야 한다. 그동안 충분히 논의되지 못했던 ‘근로자 인격권’ 규명이 선행되어야 하며, 미비한 벌칙 규정 개정과 함께 취업규칙에 직장 내 괴롭힘 관련 세부내용을 포함시키는 법 개정도 필요하다. 사업장이 시행초기 혼란에 잘 대응하고, 직장 내 괴롭힘 문화를 자발적으로 개선할 수 있도록 적절한 지원도 이루어져야 한다. 마지막으로 고용관계에서의 ‘괴롭힘 금지’ 와 ‘근로자 인격권’을 반영한 단일법령 제정을 고려해 볼 수 있다.

작업장 공화주의와 사용자의 자의적 간섭: 직장 내 괴롭힘을 중심으로

백도현,신은종 한국산업노동학회 2021 산업노동연구 Vol.27 No.3

This study is aimed at both theoretically exploring the workplace republicanism for workers’freedom as non-domination and empirically examining the prevention effects of the republican approaches on employers’ arbitrary intervention at the workplace. The workplace republicanism is an intellectual stream in the modern republicanism to practically realize the freedom as non-domination, which Pettit and other theorists have developed by transforming the theory of the classic republicanism in accordance with the contemporary contexts, at the workplace. We first discussed the historical evolution of the workplace republicanism and then analyzed the employer’s arbitrary domination at the workplace involving the issue of incomplete labor contracts which enable employers to dominate workers. In addition, we discussed the workplace republican approaches to prevent the employers’domination focusing on three major practices – exit, workplace constitutionalism, and workplace democracy. For the empirical study, we examine the effects of the major prevention practices on workplace bullying which is employed as a proxy variable to measure the degree of employers’ domination over their workers. The empirical evidences show that labor laws (workplace constitutionalism approach) and collective bargaining and work councils(collective arrangements for the workplace democracy) work as an effective mechanism to prevent the employers’ bullying at work. However, both an exit approach (job searching assistance) and self-governing norms such as collective agreement have no significant impact on the workplace bullying. We also found that individual HR practices for workplace democracy – job enlargement and non-bureaucratic management – is positively associated with the increase in employers’ bullying, This unexpected result may be caused by the increase in role conflicts and/or role ambiguities the HR practices produce. This study calls for more advanced research to examine the association of exit practices/individual HR practices on employers’ workplace bullying in the future. 이 글의 목적은 작업장에서 사용자의 자의적 간섭을 예방하고 노동자의 비지배 자유를 보장하고자 하는 작업장 공화주의에 대한 이론적 검토와 그 실천 전술에 대한 실증적 검증이다. 작업장 공화주의는 공화주의의 부활을 가져온 필립 페팃의 비지배 자유를 일터에서 구현하려는 지적ㆍ실천적 흐름으로, 페팃의 입장의 수용만이 아닌 그 한계를 비판하고 극복하고자 한다. 여기서는 먼저 작업장 공화주의의 발전과정, 작업장에서의 사용자의 지배(자의적 간섭) 및 그 원인으로서 불완전 고용계약, 그리고 3가지 실천전략—이탈, 작업장 헌정주의, 작업장 민주주의—에 대해 논의한다. 둘째 작업장에서 사용자의 자의적 간섭의 대표적 유형인 사용자에 의한 직장 내 괴롭힘을 대리변수로 사용하여, 작업장 공화주의의 3가지 실천전략의 효과를 경험적으로 검증한다. 분석 결과 작업장 헌정주의의 ‘법규범’과 작업장 민주주의의 ‘집단적 민주제도’는 직장 내 괴롭힘을 일정정도 제어하는 기능을 수행하는 반면, 이탈의 ‘재취업 지원제도’와 작업장 헌정주의의 ‘자치규범’은 실질적인 영향력이 없는 것으로 나타났다. 노동자 개개인의 직무확대와 수평적 조직운영 등을 의미하는 ‘개별적 민주제도’는 예상과는 달리 오히려 배척ㆍ고립 괴롭힘을 증가시키는 것으로 드러났다. 이는 직무확대나 수평적 조직운영의 증대에 따른 역할갈등과 역할 모호성의 증가 때문으로 추정된다. 왜 재취업 지원제도와 자치규범의 강화가 직장 내 괴롭힘에 대해 실질적 영향력을 갖지 못하는지와 개별적 수준에서의 작업장 민주주의의 강화가 오히려 배척ㆍ고립 괴롭힘을 증가시키는지에 대해서는 보다 엄밀한 추가적 연구가 필요하다.

การคุกคามในที่ทำงาน: ศึกษาเปรียบเทียบกฎหมายแรงงานเกาหลีและไทย

โชคชัยเชื้อเทศขจร ( Chokchai Chuateskhajorn ) 한국태국학회 2022 한국태국학회논총 Vol.28 No.2

การคุกคามในที่ทำงานนอกจากก่อปัญหาแก่ลูกจ้างแล้ว ยังอาจส่งผลกระทบเป็นวงกว้างถึง องค์กรที่ลูกจ้างทำงานอยู่ และสังคมด้วย ด้วยเหตุนี้ รัฐบาลแต่ละประเทศจึงพยายามแก้ไขปัญหา ดังกล่าวโดยบัญญัติกฎหมายเพื่อคุ้มครองลูกจ้างจากการถูกคุกคามในที่ทำงาน รวมทั้งประเทศ เกาหลีและประเทศไทย ผู้วิจัยจึงต้องการศึกษาเปรียบเทียบกฎหมายของทั้งสองประเทศว่าให้ ความคุ้มครองจากการถูกคุกคามในที่ทำงานแก่ลูกจ้างอย่างครอบคลุมหรือไม่ และจะแก้ไข กฎหมายอย่างไรในกรณีที่ไม่ครอบคลุม จุดประสงค์ของการศึกษาคือ เพื่อเข้าใจการกระทำที่เป็น การคุกคามลักษณะต่าง ๆ ในที่ทำงาน เพื่อทราบความแตกต่างของการคุกคามในที่ทำงานตาม กฎหมายแรงงานของเกาหลีและของไทย และเพื่อเสนอแนะแนวทางในการปรับปรุงกฎหมายให้ รองรับการคุกคามในที่ทำงานอย่างครอบคลุม งานวิจัยชิ้นนี้ได้ใช้วิธีการวิจัยเอกสารและการ เปรียบเทียบ ผลการวิจัยพบว่า กฎหมายของประเทศเกาหลีบัญญัติลักษณะการกระทำที่เป็นการคุกคามใน ที่ทำงานไว้อย่างกว้าง ทำให้ครอบคลุมการคุกคามได้หลายลักษณะ และครอบคลุมผู้กระทำผิดทั้ง นายจ้างและลูกจ้าง แต่มาตรา 16 แห่งพระราชบัญญัติคุ้มครองแรงงาน พ.ศ. 2541 ของประเทศ ไทยกลับบัญญัติการคุกคามในที่ทำงานอย่างชัดแจ้งไว้เพียงลักษณะเดียวคือการคุกคามทางเพศ ไม่รวมการคุกคามลักษณะอื่นในที่ทำงาน และบัญญัติให้ผู้กระทำผิดหมายถึงนายจ้าง หัวหน้างาน ผู้ควบคุมงาน หรือผู้ตรวจงานเท่านั้น ซึ่งอาจก่อให้เกิดผลเสียบางประการต่อแง่มุมทางกฎหมาย ความเข้าใจของประชาชน และสภาพการทำงาน ดังนั้น ฝ่ายนิติบัญญัติของไทยจึงควรแก้ไขกฎหมายให้ครอบคลุมเช่นประเทศเกาหลี อย่างไรก็ ดี ในระหว่างรอการแก้ไขกฎหมาย กรมสวัสดิการและคุ้มครองแรงงาน กระทรวงแรงงาน ควร จัดทำคู่มือป้องกันการคุกคามในที่ทำงาน และส่งเจ้าหน้าที่ไปให้การอบรมเกี่ยวกับการคุกคาม ลักษณะต่าง ๆ ในที่ทำงานแก่พนักงานในสถานประกอบการ เพื่อให้พนักงานตระหนัก ระมัดระวัง ป้องกัน ตอบโต้การคุกคามในที่ทำงานเมื่อต้องพบกับเหตุดังกล่าว และเพื่อให้ทุกสถาน ประกอบการเป็นที่ทำงานไร้การคุกคามอย่างแท้จริง Workplace harassment can cause widely negative effects to employees, an organization which employees work for, and society. Consequently, each government tries to solve this problem by enacting a law for protecting employees from workplace harassment, including Korea and Thailand. This article, thus, will examine how inclusive is the law of the two countries in providing employees the workplace harassment protection, and how to amend the law if it is not inclusive. The objectives of this research are to understand different kinds of workplace harassment, to realize the difference of workplace harassment between Korean and Thai labor law, and to recommend how to improve the law to inclusively respond to workplace harassment. To conduct research, this paper employed documentary research and comparison as research methods. his research revealed that the definition of workplace harassment is determined comprehensively in Korean labor law so that it could cover many kinds of workplace harassment, and wrongdoers which are both employers and superior employees. On the other hand, Section 16 of the Thai Labor Protection Act B.E. 2541 obviously narrows it down as just sexual harassment, not including other kinds of workplace harassment; and wrongdoers are employers, bosses, directors, and examiners only. This might cause some drawbacks regarding legal aspects, citizens’ understandings, and working conditions. Therefore, the Thai legislative should amend the law to be as extensively as of Korea. However, during the period of amendment, the Department of Labor Protection and Welfare, Ministry of Labor of Thailand should publish a manual of workplace harassment prevention and send their officers to train employees in various enterprises about different kinds of workplace harassment, in order to make them realize, prevent, respond to workplace harassment when they confront with it, and to make all enterprises a truly violence-free workplace.

Workplace Harassment: A Comparative Study of Korean and Thai Labor Law

Chokchai Chuateskhajorn 한국태국학회 2022 한국태국학회논총 Vol.28 No.2

Workplace harassment can cause widely negative effects to employees, an organization which employees work for, and society. Consequently, each government tries to solve this problem by enacting a law for protecting employees from workplace harassment, including Korea and Thailand. This article, thus, will examine how inclusive is the law of the two countries in providing employees the workplace harassment protection, and how to amend the law if it is not inclusive. The objectives of this research are to understand different kinds of workplace harassment, to realize the difference of workplace harassment between Korean and Thai labor law, and to recommend how to improve the law to inclusively respond to workplace harassment. To conduct research, this paper employed documentary research and comparison as research methods. his research revealed that the definition of workplace harassment is determined comprehensively in Korean labor law so that it could cover many kinds of workplace harassment, and wrongdoers which are both employers and superior employees. On the other hand, Section 16 of the Thai Labor Protection Act B.E. 2541 obviously narrows it down as just sexual harassment, not including other kinds of workplace harassment; and wrongdoers are employers, bosses, directors, and examiners only. This might cause some drawbacks regarding legal aspects, citizens’ understandings, and working conditions. Therefore, the Thai legislative should amend the law to be as extensively as of Korea. However, during the period of amendment, the Department of Labor Protection and Welfare, Ministry of Labor of Thailand should publish a manual of workplace harassment prevention and send their officers to train employees in various enterprises about different kinds of workplace harassment, in order to make them realize, prevent, respond to workplace harassment when they confront with it, and to make all enterprises a truly violence-free workplace. การคุกคามในที่ทำงานนอกจากก่อปัญหาแก่ลูกจ้างแล้ว ยังอาจส่งผลกระทบเป็นวงกว้างถึงองค์กรที่ลูกจ้างทำงานอยู่ และสังคมด้วย ด้วยเหตุนี้ รัฐบาลแต่ละประเทศจึงพยายามแก้ไขปัญหาดังกล่าวโดยบัญญัติกฎหมายเพื่อคุ้มครองลูกจ้างจากการถูกคุกคามในที่ทำงาน รวมทั้งประเทศเกาหลีและประเทศไทย ผู้วิจัยจึงต้องการศึกษาเปรียบเทียบกฎหมายของทั้งสองประเทศว่าให้ความคุ้มครองจากการถูกคุกคามในที่ทำงานแก่ลูกจ้างอย่างครอบคลุมหรือไม่ และจะแก้ไขกฎหมายอย่างไรในกรณีที่ไม่ครอบคลุม จุดประสงค์ของการศึกษาคือ เพื่อเข้าใจการกระทำที่เป็นการคุกคามลักษณะต่าง ๆ ในที่ทำงาน เพื่อทราบความแตกต่างของการคุกคามในที่ทำงานตามกฎหมายแรงงานของเกาหลีและของไทย และเพื่อเสนอแนะแนวทางในการปรับปรุงกฎหมายให้รองรับการคุกคามในที่ทำงานอย่างครอบคลุม งานวิจัยชิ้นนี้ได้ใช้วิธีการวิจัยเอกสารและการเปรียบเทียบ ผลการวิจัยพบว่า กฎหมายของประเทศเกาหลีบัญญัติลักษณะการกระทำที่เป็นการคุกคามในที่ทำงานไว้อย่างกว้าง ทำให้ครอบคลุมการคุกคามได้หลายลักษณะ และครอบคลุมผู้กระทำผิดทั้งนายจ้างและลูกจ้าง แต่มาตรา 16 แห่งพระราชบัญญัติคุ้มครองแรงงาน พ.ศ. 2541 ของประเทศไทยกลับบัญญัติการคุกคามในที่ทำงานอย่างชัดแจ้งไว้เพียงลักษณะเดียวคือการคุกคามทางเพศ ไม่รวมการคุกคามลักษณะอื่นในที่ทำงาน และบัญญัติให้ผู้กระทำผิดหมายถึงนายจ้าง หัวหน้างาน ผู้ควบคุมงาน หรือผู้ตรวจงานเท่านั้น ซึ่งอาจก่อให้เกิดผลเสียบางประการต่อแง่มุมทางกฎหมาย ความเข้าใจของประชาชน และสภาพการทำงาน ดังนั้น ฝ่ายนิติบัญญัติของไทยจึงควรแก้ไขกฎหมายให้ครอบคลุมเช่นประเทศเกาหลี อย่างไรก็ดี ใ ...

직장 내 무례가 감정 및 직무만족을 통해 종업원의 행동에 미치는 영향

허병준(Byungjun Huh),이형용(Hyoung-Yong Lee) 한국경영학회 2023 經營學硏究 Vol.52 No.3

Workplace incivility is prevalent in the workplace, and exposure to workplace incivility can lead to negative emotions that can be damaging to individuals and the organization as a whole, ultimately negatively impacting employee attitudes and behaviors. Therefore, it is very important to understand the impact of workplace incivility on employee emotions and attitudinal behaviors. However, there are not many studies in the literature on the effects of workplace incivility on attitudes and behaviors through employees’ emotions. Therefore, the purpose of this study was to investigate the effects of workplace incivility on employees’ emotions, job satisfaction, organizational citizenship behavior, and innovative behavior. For this purpose, the study was conducted by surveying full-time employees who are currently employed in the workplace. In addition, PLS structural equation model was used to analyze the research model. The results of the study showed that, first, workplace incivility affects emotions. Second, positive emotions affect job satisfaction. Third, job satisfaction affects employees’ organizational citizenship behavior and innovative behavior. Fourth, positive emotions mediate the relationship between workplace incivility and job satisfaction. Fifth, positive emotions and job satisfaction mediated the relationships between workplace incivility and organizational citizenship behavior and between workplace incivility and innovative behavior. This study identified a mechanism by which workplace incivility undermines positive emotions, which in turn reduces positive job satisfaction, which in turn negatively affects organizational citizenship behavior and innovative behavior. Therefore, the results of this study suggest that workplace incivility should be reduced to enhance positive emotional responses and increase job satisfaction, thereby enhancing organizational citizenship behavior and innovative behavior.

Workplace Spirituality: 문헌연구를 통한 인적자원개발 전문가를 위한 시사점

이진구 ( Jin Gu Lee ),전기석 ( Ki Seok Jeon ) 한국인력개발학회 2011 HRD연구 Vol.13 No.1

본 연구의 주된 목적은 workplace spirituality에 관한 기존 연구 문헌을 고찰해보고, 조직내 인적자원개발 전문가들을 위한 시사점을 제시하는 것이다. 조직 구성원의 역량 개발을 넘어 조직개발 차원에서 구성원의 행복과 조직의 효과성을 고민하고 실행해야 하는 인적자원개발 전문가들에게 일터 workplace spirituality가 매우 중요한 이슈라 하겠다. 하지만 한국에서 아직까지 workplace spirituality에 대한 논의가 활발하지 않은 상황을 볼 때 그동안 진행되어 온 workplace spirituality에 관련된 연구를 고찰해 보는 것은 의미 있는 일이라고 할 수 있다. 본 글은 workplace spirituality에 관한 정의로부터 종교와의 관계, 윤리와의 관계, workplace spirituality의 리더십의 연구에의 적용, 그리고 workplace spirituality에 관련된 쟁점 이슈들을 알아보고 마지막으로 인적자원개발 전문가를 위한 HRD 현장에의 적용방안에 대해 논의하였다. The primary purpose of this study was to review the workplace spirituality literature and discuss the implications of findings for human resource development(HRD) practitioners in the workplace. Such a review is helpful throughout the world but especially in Korea, since no active discussions on HRD practices have occurred there. Additionally, workplace spirituality has become a critical topic among HRD practitioners who must assist in fostering a positive environment for employees and improve organizational effectiveness in terms of organization development. In this article, workplace spirituality issues are discussed, including the concepts of workplace spirituality, workplace spirituality and religion, workplace spirituality and ethical behavior, workplace spirituality and leadership theory, measurement, and misuse and abuse of workplace spirituality. Implications for HRD practitioners are provided.

직장 내 괴롭힘 금지에 관한 논의와 쟁점

김홍석 연세대학교 법학연구원 2024 法學硏究 Vol.34 No.1

1997년 IMF 금융 위기 이후 장기간 경기 불황으로 인한 단시간 근로자의 증가, 고용악화는 과거 평생직장의 개념이 아닌 가혹한 직장환경을 발생시키는 원인이 되었다. ‘평생직장’이라는 시대에서 단순히 임금을 벌기 위한 직장의 개념으로 자리잡았고, 근로자는 직장 생활 중 발생하는 직장 내 괴롭힘 등 불합리함은 일정 부분 받아들일 수 밖에 없는 노동환경이 된 것이다. 이처럼 우리 사회에서 직장 내 괴롭힘은 사업장별로 만연하게 자행되고 있었고, 사회적 논의로 괴롭힘 문제와 갑질 관행을 해결하기 위한 제도적 방안에 대한 필요성이 제기되었다. 2017년 직장 내 갑질 문화와 간호사들의 태움 문화가 기폭제가 되어 당시 문재인 정부는 관계부처 합동으로 2018년 7월 직장 등에서의 괴롭힘 근절대책을 발표하였고, 2019년 1월 근로기준법 및 산업안전보건법, 산업재해보상보험법을 개정하였다. 개정한 주요 내용은 직장 내 괴롭힘의 금지와 구제 방안, 예방 및 산재를 인정하는 내용을 담고 있다. 직장 내 괴롭힘을 금지하는 개정 근로기준법은 2019년 7월부터 시행되어 어느덧 5년이라는 시간이 경과되었다. 현행 직장 내 괴롭힘 금지에 관한 규정은 사업장 내 절차를 통한 자율적 해결에 중점을 두고 있다. 하지만 이러한 규정은 적극적 제제 수단이 없다는 이유로 실효성과 관련하여 많은 의문이 제기된다. 특히 직장 내 괴롭힘과 관련하여 피해자 및 가해자에 대한 범위, 다양한 교육을 통한 사전 예방, 괴롭힘에 대한 판단기준 등 관련한 모든 사항은 고용노동부의 매뉴얼을 참고할 수 밖에 없다. 매뉴얼 또한 무조건적인 정답이 아닌, 현실과 법률 취지에 어긋나는 기준도 있어 실무상 다양한 문제점을 대비하기에는 한계가 존재한다. 현실적으로 직장 내 괴롭힘 규정이 작용하기 위해 직장 내 괴롭힘과 관련한 현행법상 문제점을 검토 후, 입법적 개선을 통해 그 해결방안을 찾도록 한다. After the 1997 IMF financial crisis, the increase in the number of short-time workers and the deterioration of employment due to the prolonged economic recession caused the harsh workplace environment, not the concept of a lifelong workplace in the past. In the era of ‘lifelong workplace’, it has become a working environment in which workers have to accept some of the irrationalities such as workplace harassment that occur during their working lives. As such, workplace harassment was prevalent in each workplace in our society, and the need for institutional measures to solve the bullying problem and abuse practice was raised through social discussions. In 2017, the culture of workplace abuse and the culture of burning nurses became a catalyst, and at that time, the Moon Jae In government jointly announced measures to eradicate bullying in the workplace in July 2018, and in January 2019, the Labor Standards Act, the Occupational Safety and Health Act, and the Industrial Accident Compensation Insurance Act were revised. The main revised contents include the prohibition and relief of workplace harassment, prevention, and recognition of industrial accidents. The revised Labor Standards Act, which prohibits workplace harassment, came into force in July 2019, and five years have passed. The current regulations on the prohibition of workplace harassment focus on autonomous resolution through workplace procedures. However, these regulations raise many questions regarding their effectiveness because there is no active means of sanctions. In particular, all related matters, such as the scope of victims and perpetrators in the workplace, prevention through various education, and criteria for judging bullying, must be referred to the manual of the Ministry of Employment and Labor. The manual is also not an unconditional answer, but there are standards that are contrary to reality and legal purposes, so there is a limit to preparing for various problems in practice. In reality, in order for workplace harassment regulations to work, review the problems under the current law related to workplace harassment and find solutions through legislative improvement.

일터 괴롭힘에 대한 대항에서의 비판적 일터 학습

허효인(Hur, Hyo In) 한국평생교육학회 2020 평생교육학연구 Vol.26 No.1

일터는 학습 환경을 갖추어 일터 구성원들의 원만한 적응을 돕고 있으나 일터 내에 만연해 있는 경제적 합리성은 노동자들의 실질적 참여와 소통을 제한하고 있다. 비판적 일터 학습은 일터를 편향적으로 이해하는 관점에 도전하고 일터 문화와 구조가 발생시키는 역기능을 바로잡아 민주적 일터로의 변화를 꾀한다는 점에서 주목을 받고 있다. 본 연구는 최근 사회적 문제로 부각되고 있는 일터 괴롭힘에 대한 피해자들의 대항 행위를 통해 비판적 일터 학습을 이해하고 이들의 주체적 학습을 살펴보는 데 목적이 있다. 연구를 위해 일터 괴롭힘에 대항한 경험이 있는 6명의 피해자들을 면담하여 자료를 수집하고 분석하였다. 연구 결과 연구 참여자들은 비윤리적인 일터문화로 인권 침해 문제가 심각해지자 노동자를 존중하는 일터를 만들고 싶다는 바람을 갖게 되었다. 이에 일터 조직에 필적할만한 힘을 갖추어 실질적인 영향력을 발휘하기 위해 탐구하고 연대하고 공론화하는 주체적 태도를 구성하였다. 이상과 같은 연구 결과를 통해 노동자 권리 침해상황에 대항함에 있어 노동법과 사규를 충분히 숙지하고 필요하다면 주변 사람들의 도움을 적극적으로 요청하는 자기주도적인 학습자의 모습이 요구된다는 점, 그리고 향후 일터 학습이 노동자 개개인의 힘으로 이어질 수 있도록 노동자 권리와 관련된 다양한 이슈들을 포괄적으로 다루어야함을 논의하였다. The workplace is a learning environment to help workers smoothly adapt to the workplace. However, the prevailing economic rationality within the workplace limits the practical participation and communication of the workers. Critical workplace learning is attracting attention because it challenges a biased understanding of the workplace, corrects the dysfunction generated by existing workplace cultures and structures, and seeks to transform into a democratic workplace. The purpose of this study is to examine their subjective learning and critical workplace learning through the struggles of victims against workplace bullying, which has recently emerged as a social problem. Six workers who resisted workplace bullying were interviewed to collect and analyze data. As the issue of human rights violations is aggravated by an unethical workplace culture, participants have a desire to create a workplace that respects workers rights. Participants in the study had a comparable power to work organization by constructing a subjective attitude that explored, solidified and publicized to have a real impact. Based on these findings, workers should be fully aware of labor laws and regulations to protect themselves from infringement of their rights, require self-directedness to ask for help from those around them, and deal with various issues in the workplace so that workplace learning should lead to worker power.

직무독자 에대한탐구

이형래 ( Hyeong Rae Lee ) 한국독서학회 2006 독서연구 Vol.0 No.16

이 연구의 목적은 직무독자의 특성을 탐색하는 것이다. 직무독자의 특성을 분석하기 위해 직업문식성 개념을 규정하였다. 직업문식성은 직장에서 직무를 효과적으로 수행하는데 직접적인 관련이 있다. 따라서 직업문식성은 모든 직무 수행에 매우 중요한 개념이다. 읽기 문식성은 직업문식성을 구성하는 주요 개념이다. 읽기 문식성을 탐구하는 것은 직무독자를 탐구하는 것과 동일하다. 그러나 읽기 문식성의 중요성에도 불구하고 직무독자의 직무의 중요성에 대한 논의나 읽기 문식성, 직무독자의 개념에 대해서는 큰 관심을 가지지 않았다. 이 연구는 먼저 직업의 일과표와 직무독자의 특성을 바탕으로 세 종류의 직업을 분석하였다. 이 분석을 통해 직무독자에게 요구되는 자질을 제시하였다. 분석 결과, 직무독자에게는 고도의 읽기 문식성이 요구된다는 것을 알 수 있었다. 분석 자료에 따르면 세 종류의 직무에 요구되는 읽기 문식성은 기능적 직업문식성과 비판적 직업문식성과 관련되어 있다. 이 분석을 통해 직무 독자에게 요구되는 자질로 기능적 직업문식성과 비판적 직업문식성을 제시하였다. 이 연구에서 논의된 사실들을 통해 성인 독자를 위한 읽기 문식성 교육이나 연수가 필요하다는 것을 알 수 있었다. 이러한 사실은 직무독자를 위한 현재 직업문식성 교육이나 연수가 유능한 직무독자를 계발하는 데 제 기능을 하지 못한다는 것을 의미한다. 고등수준의 국어사용 능력, 능동성, 책무성, 학습, 읽기 전략과 초인지 전략, 자기 조정 등과 같은 6가지 항목들은 직무독자의 자질을 향상시키는 데 안내 구실을 할 것이다. 이 연구는 몇 가지 시사점을 갖고 있다. 첫째, 직업문식성이나 직무독자에 대한 논의가 기업이나 국가의 인적자원 개발에 유용한 정보가 된다는 점이다. 둘째, 직무독자의 기능적 직업문식성과 비판적 직업문식성의 개념 정립을 통해 스스로 학습하고 자기 계발을 할 수 있는 정보로 작용할 것이다. The purpose of the study was to explore a characteristic of workplace reader. To analyze a characteristic of workplace reader, Job literacy was conceptualized. Job literacy directly related to the ability to effectively do workplace reader`s duties. Therefore, it is crucial for all job practician. Reading literacy is a main concept of job literacy. To explore Reading literacy is to explore workplace reader. Whatever importance of Reading literacy, there has been the lack of interest in identifying the concept of workplace reader and reading literacy and in discussing its significance for the workplace reader`s duties. This study first analyzed three kinds of jobs, using an analysis tool that includes two sectors called a daily schedule, characteristic of workplace readers. Through this analysis, it was suggested some quality of workplace readers to do duties. The result showed that workplace readers require a high level of reading literacy. According to the analysis of the data, reading literacy of three kinds of job was especially related to the functional job literacy and critical job literacy. Through these analyses, functional literacy and critical literacy were identified as the major characteristics of workplace readers. All findings and discussions in the study reached the conclusion that the reading literacy training is necessary for adult in the workplace. It meant that the current job literacy education for the workplace reader did not work for enlarging the most qualified workplace readers. The following list of 6 items provides a basic guide to workplace readers: Higher-level korean language ability, activeness, responsibility, learning, reading strategy and metacognition strategy, self-regulation. The findings also provided some implications. First, the concept of reading literacy and job literacy discussed in this study would be a meaningful foundation for companies to develop plans for human resources. Second, through establishing the concept of functional literacy and critical literacy of the workplace readers were identified, and it would be helpful information for self-enrichment of workplace readers and educating the individual workplace readers.

가상 업무 공간의 디자인 현황 분석 및 향후 디자인 방법에 관한 제언

조경현(Kyung hyun Cho),엄유정(Yu jeung Eum),최혁진(Hyeok jin Choi),이승현(Seung Hyun Lee),차승현(Seung Hyun Cha) 한국BIM학회 2022 KIBIM Magazine Vol.12 No.4

Recently, remote work has arisen due to the social atmosphere and advancement of digital technology. Although effective in premeditated communications such as conferences or meetings, the current technology such as messengers and video chats insufficiently supports impromptu communications like a chance encounter, daily conversation with colleagues, or brief instant meetings. This causes various problems such as a decrease in social belonging and an increase in social isolation. The virtual workplace, which emerged as an alternative to this technology, is merely replicating the workplace layouts in reality with an absence of the proper design guideline. Therefore, this paper aims to establish the foundation for the better design of the virtual workplace for remote-work employees. The research compared 12 current workplace cases with the analysis with 5 categories(Spatial Composition, Scale, Individual & Collaboration Workplace, Socializing Space), and discovered the following results: 1) some design principles of the real workplace can be applied on the virtual workplace design, 2) the architectural components of the virtual workplace can differ from them of the real. Based on the results, the research suggests both the appropriate design methodologies of the virtual workplace considering the design principles of the real office layouts, and the design direction for the future of the virtual workplace. This research will be the foundation for the future design of the virtual workplace.