韓國 雇用支援 거버넌스 類型에 관한 硏究 : Considine의 거버넌스 유형을 중심으로 = (A) Study on Types of Employment Mediation Governance in Korea

다국어 초록 (Multilingual Abstract)

1. Introduction
While the bureaucracy-centric Korean traditional governance showed excellent advantages such as rapid work processing, effectiveness and stability of organizations, it also incurred such serious disadvantages as lack of creative thinking, phenomenon of object reversal, and human alienation.
As alternatives to bureaucracy, many elements emerged, and served to reduce disadvantages of traditional governance, but they also gave birth to side effects which diminished the good functionality which accompanied traditional governance.
The government's ability with existing policy already exposed its limit under daily changing administrative environment, and, as a nearly sole solution to this, governance was proposed.
But, due to the confusion about the concept, current discussions on governance have not discovered governance's own identity. And those discussions have not only just repeated similar case studies of the past, but also, even hardly mentioned about governance.
This study, therefore, based on the results of Considine's study, is intended to find out the types of governance which are applied in the Korean employment mediation.
2. Research Design
The analysis of this study is based on the governance classifications of Considine's study. Considine grouped governance types into three with 10 properties commonly shown in governance, and with these results, analyzed governance types of such nations as England and New Zealand.
The governance types of Korean employment mediation are derived from both the types defined above, and the results of question surveys performed to agencies for employment mediation in Korea.
This study checks whether there is any relationship between the actual management of an organization and the governance types derived from Korean employment mediation. And, this study looks at concrete case studies in which governance types of Korean employment mediation are applied, and, by comparing them with foreign ones, the characteristics of governance of Korean employment mediation are revealed.
The data collection of this study is done by reviewing documents, and meanings of general governance and target organizations are contemplated. As target organizations, for the two organizations of Ministry of Labor, in charge of Korean employment mediation works, and Center for Stable Employment, the characteristics of those organizations structures, budgets, businesses are analyzed.
And through the analysis of case studies for the governance of employment mediation in England and New Zealand, it's shown that what types of governance are adopted to process foreign administrative businesses for employment mediation.
Next, question surveys are performed for real analysis. The samples for question surveys are from the 25 offices in Seoul of nationwide 153 offices of Center for Employment mediation under Ministry of Labor.
For the purpose of this study, this study regarded as a population the employees, who are responsible for administration for employment mediation, of Center for Employment mediation under Ministry of Labor. According to this, question surveys were performed for 128 people randomly selected among sample groups.
3. Conclusion : Analysis and Results
In genuine analysis, the two analyses of governance types and structures of employment mediation organizations are carried out.
In the analysis of governance types, the governance types of Korean employment mediation showed, in numeric terms, a little stronger NPM types, but, in the whole, it was diagnosed that procedural, NPM and network types are mixed.
Next, in the analysis of structures of employment mediation organizations, most of employees serving for employment mediation showed high degree of awareness of business's objectives, procedures, and values in most of businesses. And it showed that employees think that their businesses have considerably great influences on their lives but it did that they do not discover pleasure or satisfaction from their businesses.
In addition, it revealed that employees serving for employment mediation do not have much confidence in the effects brought about by employment mediation services they are in charge. And, in order to understand correlation between governance types and organizations' management, correlation analysis was done.
This analysis showed that procedural types and NPM ones had a relatively strong correlation with the familiarity of business sequences, and that network types had a relatively strong correlation with the satisfaction of duties. And, in order to discover governance types in the course of governance of Korean employment mediation, the analysis of the management of Korean employment mediation agencies was performed through governance types, and, in the end, the governance of Korean employment mediation was compared with foreign cases.
In result, it was shown that, similar to New Zealand and Nether land, three governance types are mixed in Korean employment mediation governance, and it was confirmed that, through the comparison of governance by nation, the types of governance were not so distinct.

목차 (Table of Contents)

• 목차 = i
• 제1장 서론 = 1
• 제1절 연구목적 = 1
• 제2절 연구범위 및 연구방법 = 3
• 제2장 이론적 배경 = 5
• 제1절 거버넌스 논의의 발전과정 = 5
• 제2절 거버넌스의 일반이론 = 10
• 제3절 Considine의 거버넌스 유형 = 16
• 제3장 각 국 고용지원 기관의 비교 = 30
• 제1절 한국의 고용지원 기관 = 30
• 제2절 영국의 고용지원 기관 = 37
• 제3절 뉴질랜드의 고용지원 기관 = 44
• 제4장 연구 설계 = 51
• 제1절 연구 분석의 틀 = 51
• 제2절 자료수집방법 = 52
• 제3절 자료분석방법 = 54
• 제5장 한국의 고용지원 거버넌스 분석 결과 = 56
• 제1절 거버넌스 유형 분석 = 56
• 제2절 고용지원 행정 조직관리 분석 = 63
• 제3절 거버넌스 유형을 통한 한국 고용지원 기관 운영 분석 = 73
• 제4절 외국 연구 사례와의 비교 분석 = 77
• 제6장 결론 = 79
• 제1절 연구의 요약 = 79
• 제2절 연구의 한계 = 82
• 참고문헌 = 86
• 설문지 = 97
• ABSTRACT = 107