노동조합의 전투성에 관한 연구 = Militancy of Korean Labor Unions and its Determinants

다국어 초록 (Multilingual Abstract)

Militancy of Korean Labor Unions and its DeterminantsByoung-Hoon LeeJeong-Hyang YoonDrawing upon the 3rd Workplace Panel Data, this study examines factors influencing militancy of labor unions, analyzed in two dimensions - union member militancy and union leadership militancy. Union member militancy, which is measured by their attitude toward participation in strike action, is significantly affected by the share of active union members(+), the capability of union leadership(+), strike experience of the previous year(+), employment size(-), lack of job promotion opportunity(+), top management’s attitude(-), non-price business strategy(+), manufacturing sectors(+). Union leadership militancy, which is measured by their strike-proneness, is also significantly influenced by the following factors: trike experience of the previous year(+), employment size(-), top management’s attitude(-), national center affiliation(KCTU+, independent-), internal union strife(+), the capability of union leadership(+), the share of overseas market(+). These findings reveal that union militancy is not a pathological problem within a labor union, but a complicated social issue derived from various factors inside and outside labor unions. Thus, it is suggested that employers need to build the principle of mutual gains bargaining and undertake labor-management partnership and systemic employee career management, in order to prevent labor unions from becoming militant.

국문 초록 (Abstract)

이 연구는 3차 사업체패널 자료를 이용하여 노동조합의 전투성에 대한 영향요인을 검출하고자 하였다. 조합원 투쟁성과 노조 투쟁성으로 구분하여 각각에 대한 영향요인들의 실증분석을 실시한 결과, 조합원의 투쟁성(쟁의행위참가성향)에 대해서는 열성조합원 비율(+), 노조집행부 능력(+), 이전 년도 파업경험(+), 사업장 고용규모(-), 사업장 승진적체(+), 경영자의 노사관계 태도(-), 비가격경쟁 시장전략(+), 제조업종(+)이 유의하게 영향을 미치는 것으로 확인되는 한편, 노조 투쟁성에 대해서는 이전 년도 파업경험(+), 경영자의 노사관계 태도(-), 상급단체(민주노총 +, 비가맹 -), 노노갈등(+), 사업장 고용규모(+), 노조집행부 능력(-), 해외시장 비중(+)이 중요하게 작용하는 것으로 드러났다. 이러한 분석 결과로부터 노조 전투성이 노조의 병리적인 문제가 아니라 노조 안팎의 복합적인 요인들에 의해 형성․재생산되는 사회 현상의 하나라는 점을 인식하여, 기업 사용자들이 상생적인 교섭원칙과 노사동반자 지향의 노무관리정책, 그리고 종업원의 체계적인 경력개발 등을 적극 도입, 시행하는 것이 요구된다.

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