일본의 국제수형자 이송법에 대한 비판적 고찰

박상열 한국교정학회 2013 矯正硏究 Vol.- No.60

The world narrowed more and more because of the considerable progress of technology, causing the spread of transnational communication, travel, migration and crime. Especially, the increase in transnational crime led to many problems about the treatment of foreign prisoners and the enforcement of their conviction. Common problems facing foreign prisoners include the language barrier, a feeling of being discriminated, the food barrier, the prejudicial attitudes toward them, and maybe most importantly, the lack of rehabilitation programs. Because of these problems, it is clear that prisoners incarcerated in foreign prisons are placed in a plight for their bodies and spirits. The prisoner transfer system was established to resolve these problems facing foreign prisoners and to enable them to be rehabilitated in a better social environment. That is, the ultimate purpose of the prisoner transfer treaties is to return prisoners to their social communities by transferring them back to the state where the judgment can most advantageously be enforced. To this date, many countries have negotiated and signed bilateral and multilateral prisoner transfer treaties, since the Nordic countries enacted the first modern legislation to promote prisoner transfer among those countries in 1963. The Council of Europe Convention on the Transfer of Sentenced Persons is the typical multilateral prisoner transfer treaty. However, many theoretical and practical problems have occurred in the prisoner transfer process despite the international cooperation to facilitate prisoner transfer. The theoretical problem includes the treaty’s unconstitutionality. The practical problems are the nationality problem, the problem of the consent requirement, the arbitrary decision of the related states, and the length of the process. Because of these problems, especially the practical problems, the rate of actual transfers under the transfer treaties is very low. To facilitate prisoner transfer, these problems should be resolved. Therefore, the purpose of this thesis is to analyze in detail these issues that are commonly experienced by Japan and to present a solution on legal and policy aspects. 국제수형자이송제도(Transfer of sentenced Persons)란 외국에서 형의 언도를 받아 그 국가의 교정시설에 구금되어 있는 수형자를 그 모국 등에 이송하여 그 국가에서 형을 집행함으로써 수형자의 개선갱생 및 원활한 사회복귀와 형사사법분야의 국제협력을 도모하는 제도를 말한다. 유럽에서는 EU의 발전 및 확대에 따라 경제의 통일화 또는 물류의 원활화 등을 촉진하였으나, 이와 반대로 범죄의 발생도 유럽전체로 확대됨과 동시에 유럽전체에 있어서 외국인에 의한 범죄가 증가하였다. 이러한 외국인의 범죄증가는 결과적으로 형사시설에서의 다양한 문제를 발생시켰다. 이에 따라 외국인 수형자를 자국에서 복역하도록 하는 것이 수형자의 사회복귀 및 형사시설의 문제 등의 해결에 유효하다는 결론에 따라 국제적인 사법공조를 하게 되었는데 그것이 국제수형자이송제도이다. 국제수형자이송제도는 유럽에서 1970년대부터 검토되기 시작하여 1983년 3월 21일에 유럽평의회(Council of Europe)의 조약인 수형자이송협약(Convention on the Transfer of Sentenced Persons)으로 결실을 맺었다. 한편, 일본에서도 1980년대를 기점으로 외국인수형자의 증가에 따라 유럽과 동일한 문제에 직면하게 되었다. 이러한 상황에서 일본은 수형자이송협약에 가입함으로써 수형자이송제도를 도입함과 동시에 이를 위하여 2002년 6월 4일 제154회 통상국회에서 국제수형자이송법을 제정하였다. 본고에서는 일본의 국제수형자이송법과 관련된 문헌을 기초로 일본의 수형자이송제도를 개관함과 동시에 현재 제기되고 있는 문제점 등을 검토하고, 그리고 우리나라의 국제수형자이송법과의 비교·검토하는 것을 목적으로 하였다.

Some Notes on Transfer Domain

Kwon, Kiyang(권기양) 새한영어영문학회 2017 새한영어영문학 Vol.59 No.3

In this paper, we will examine the difference the phasal complement transfer system in Chomsky (2000) and the phasal transfer system in Bošković (2016), and point out some problems of the two systems. The phasal complement transfer system indicates that Transfer is applied only to a phasal complement and thus the phasal edges are stranded after Transfer. In contrast, the phasal transfer system assumes that what is transferred to the interfaces is a phase, not a phasal complement. However, we will suggest a new type of transfer system under the framework of Labeling Algorithm in Chomsky (2013, 2015) and argue the elimination of the PIC in Chomsky (2000). More specifically, we will assume that a successful labeling situation immediately triggers Transfer of the interior of the labeled structure. Otherwise, Transfer can be delayed until the next successful labeling is completed. If all constituents are successfully labeled throughout the whole derivation, a completed labeling situation triggers Transfer both of the interior and the exterior of the labeled structure. Given this proposal, we can explain the successive cyclic movement and that-trace effect without stipulating the PIC.

Transfer of Marketing Knowledge within Multinational Corporations and Its Impact on Performance: Moderating Effects of Absorptive Capacity, Socialization, and Local Knowledge

이병희 한국마케팅과학회 2008 마케팅과학연구 Vol.18 No.4

Knowledge is considered to be a key element of understanding how organizations gain and sustain competitive advantages. But very few firms are capable of creating the requisite knowledge and thus, firms should acquire and exploit new knowledge through knowledge transfer processes. The empirical part of this study involves examining relationships among adaptability of knowledge and knowledge transfer and marketing performance and testing the moderating roles of absorptive capacity, socialization and local marketing knowledge. This study is organized as follows: (1) Previous literature on knowledge, knowledge transfer and absorptive capacity is summarized, followed by the development of hypotheses derived from the knowledge-based view and absorptive capacity. (2) The hypotheses are tested with data collected from MNCs’ subsidiaries performing marketing activities in Korea. The study is closed with findings, implications, and conclusions. Following six research hypotheses are drawn from literature review in related areas: H1: Adaptability of knowledge transferred from the MNCs’ headquarters and other subsidiaries is positively associated with knowledge inflows into the receiving subsidiary. H2: The level of marketing knowledge transferred from the MNCs’ headquarters and other subsidiaries is positively associated with marketing performance of the receiving subsidiary. H3: Increases in potential absorptive capacity will enhance the relationship between adaptability of knowledge and the level of marketing knowledge transfer. H4: Increases in realized absorptive capacity will enhance the relationship between the level of knowledge transfer and marketing performance of the receiving subsidiary. H5: Increases in socialization activity among the headquarters and subsidiaries will enhance the relationship between adaptability of knowledge and the level of marketing knowledge transfer. H6: Increases in the level of locally developed marketing knowledge will enhance the relationship between the level of knowledge transfer and marketing performance of the receiving subsidiary. The research framework that illustrates the proposed hypotheses is presented in figure 1. Figure 1. Research Framework The unit of analysis for this study is knowledge transfer from the MNCs’ headquarters and other subsidiaries to their subsidiaries operating in South Korea. The population for this study consists of subsidiaries established either as joint ventures or as wholly-owned subsidiaries. A group of 603 foreign firms were drawn from diverse industry organizations and business societies. After personal contact, telephone, fax, and e-mail to request that the respondents complete the questionnaire, 282 valid questionnaires from 133 initial sample companies were collected. The results of the empirical analyses significantly support all of the proposed hypotheses except hypothesis 3. Adaptability of external knowledge promotes knowledge transfer and the relationship is moderated by a firm’s potential knowledge absorptive capacity. On the other hand, knowledge transfer improves a firm’s marketing performance and a firm’s realized knowledge absorptive capacity and local marketing knowledge moderate the relationship. The theoretical and practical implications of the findings in this study are as follows: (1) firms must take seeking, transferring, sharing and exploiting of external knowledge into serious consideration, while simultaneously creating knowledge to support the necessary business operations, remain competitive, and achieve superior performance. (2) Firms should continuously seek to develop their knowledge absorptive capacity (both potential and realized capacity) to absorb, learn and utilize valuable external knowledge. (3) Firms should emphasize not only absorptive capacity, but also development of local knowledge. Firms with strong absorptive capability and local knowledge can learn and transfer mor... Knowledge is considered to be a key element of understanding how organizations gain and sustain competitive advantages. But very few firms are capable of creating the requisite knowledge and thus, firms should acquire and exploit new knowledge through knowledge transfer processes. The empirical part of this study involves examining relationships among adaptability of knowledge and knowledge transfer and marketing performance and testing the moderating roles of absorptive capacity, socialization and local marketing knowledge. This study is organized as follows: (1) Previous literature on knowledge, knowledge transfer and absorptive capacity is summarized, followed by the development of hypotheses derived from the knowledge-based view and absorptive capacity. (2) The hypotheses are tested with data collected from MNCs’ subsidiaries performing marketing activities in Korea. The study is closed with findings, implications, and conclusions. Following six research hypotheses are drawn from literature review in related areas: H1: Adaptability of knowledge transferred from the MNCs’ headquarters and other subsidiaries is positively associated with knowledge inflows into the receiving subsidiary. H2: The level of marketing knowledge transferred from the MNCs’ headquarters and other subsidiaries is positively associated with marketing performance of the receiving subsidiary. H3: Increases in potential absorptive capacity will enhance the relationship between adaptability of knowledge and the level of marketing knowledge transfer. H4: Increases in realized absorptive capacity will enhance the relationship between the level of knowledge transfer and marketing performance of the receiving subsidiary. H5: Increases in socialization activity among the headquarters and subsidiaries will enhance the relationship between adaptability of knowledge and the level of marketing knowledge transfer. H6: Increases in the level of locally developed marketing knowledge will enhance the relationship between the level of knowledge transfer and marketing performance of the receiving subsidiary. The research framework that illustrates the proposed hypotheses is presented in figure 1. Figure 1. Research Framework The unit of analysis for this study is knowledge transfer from the MNCs’ headquarters and other subsidiaries to their subsidiaries operating in South Korea. The population for this study consists of subsidiaries established either as joint ventures or as wholly-owned subsidiaries. A group of 603 foreign firms were drawn from diverse industry organizations and business societies. After personal contact, telephone, fax, and e-mail to request that the respondents complete the questionnaire, 282 valid questionnaires from 133 initial sample companies were collected. The results of the empirical analyses significantly support all of the proposed hypotheses except hypothesis 3. Adaptability of external knowledge promotes knowledge transfer and the relationship is moderated by a firm’s potential knowledge absorptive capacity. On the other hand, knowledge transfer improves a firm’s marketing performance and a firm’s realized knowledge absorptive capacity and local marketing knowledge moderate the relationship. The theoretical and practical implications of the findings in this study are as follows: (1) firms must take seeking, transferring, sharing and exploiting of external knowledge into serious consideration, while simultaneously creating knowledge to support the necessary business operations, remain competitive, and achieve superior performance. (2) Firms should continuously seek to develop their knowledge absorptive capacity (both potential and realized capacity) to absorb, learn and utilize valuable external knowledge. (3) Firms should emphasize not only absorptive capacity, but also development of local knowledge. Firms with strong absorptive capability and local knowledge can learn and transfer more external knowledg...

주권발행 전 주식의 이중양도 - 대법원 2014.4.30. 선고 2013다99942 판결 -

이미현,김택주 가천대학교 법학연구소 2015 가천법학 Vol.8 No.2

Article 336, Paragraph 1 of the Commercial Code provides that a transfer of a share should be done by the delivery of a share certificate. Nevertheless, the Commercial Code permits transfer of shares before issuance of share certificates on certain conditions. In case of the latter where a share is transferred without delivery of share certificate, there is a possibility of double-transfer. As to the effectiveness of share transfer, however, Article 337, Paragraph 1 of the Commercial Code merely provides that the transfer of shares will not be effective against the Company if the name and address of the transferee is not registered in the share registry. The majority of the scholars take the view that this article applies only in relation to a purported shareholder and the company, and the rights and obligations between the double transferee should be determined pursuant to the provisions of the Civil Code related to the transfer of claims. In a recent double-transfer case, both transferees did not comply with the requirements of the Civil Code related to the transfer of claims. While the second transferee completed registration in the share registry, the first transferees failed to do so, but the company was fully aware of the first transfer. The lower court held that since the company was aware of the first transfer, the company should treat the first transferee as a rightful shareholder, however, the Supreme Court overruled the lower court decision (Supreme Court Judgment 2013da99942 held on April 30, 2014). The Supreme Court held that as both transferees did not comply with the requirements of the Civil Code on claim transfer, neither party will prevail over the other party in connection with the transfer. It also held that company is obligated to treat the registered acquirer as a shareholder. Hence, in this case, it is proper for the company to treat the second transferee who completed registration process as a rightful shareholder. This article will review and analyze whether the reasoning given by the Supreme Court in this case is persuasive. 상법 제336조 제1항에서는 주식의 양도는 주권의 교부에 의한다고 규정하고 있다. 그러나 일정한 경우 주권의 발행 전에도 주식의 양도를 인정한다. 이때는 주권의 교부없이 주식의 양도가 이루어지므로 주식의 이중양도의 가능성이 있게 된다. 그런데 주식의 양도에 관하여 상법에서는 단지 명의개서를 하지 않으면 회사에 대하여 대항할 수 없다는 취지의 규정(상법 제337조 제1항)만을 두고 있다. 만일 동일 주식이 이중으로 양도되었다면 이중 양도인 상호간에 누구에게 우선권을 인정할 것인가 하는 문제와, 회사는 이 경우 누구를 주주로 인정할 것인가라는 문제가 발생하는 바, 상법 제337조 제1항의 문언은 이러한 문제에 대한 해법을 제시하기에는 부족하다. 결과적으로, 주권발행 전 주식양도시에 양도의 효력요건과 대항요건, 그리고 대항할 수 있다는 것의 구체적인 의미에 대해서는 학설과 판례에 맡겨져 있다. 이에 대하여 다수설·판례는 주권발행전의 주식양도에 대하여 민법상의 지명채권양도의 방법에 의하고, 그 대항력도 결정된다고 한다. 이 논문은 주권발행전의 주식의 이중양도가 문제된 대법원 판례를 중심으로 검토하고 있다. 이 사안에서 이중 양수인 모두 민법상의 제3자에 대한 대항요건을 갖추지 못하였다. 그러나 제2양수인이 명의개서를 하였음에도 제1양수인은 이를 하지 못하였고, 회사는 그러한 사유를 알고 있었다. 이에 대하여 고등법원 판결은 제1양수인이 주주로 취급되어야 한다고 판시함에 반하여 대법원에서는 이중양수인 모두 제3자에 대한 대항요건을 갖추지 못하였으므로, 어느 당사자도 다른 당사자에 대하여 우위에 있지 않으며, 회사로서는 주주명부상의 주주를 주주로 취급해야 할 의무를 가지고 있으므로 주주명부의 기재에 따라서 주주로서의 권리행사의 기회를 제공한 회사의 행위에 아무런 하자가 없다는 태도를 취하였다. 기본적으로 이 논문은 대법원의 태도가 타당하다는 입장에서 논리를 전개하였다.

유럽 축구리그의 이적제도와 유럽사법재판소의 보스만 판결

장민 ( Min Chang ) 延世大學校 法科大學 法學硏究所 2008 法學硏究 Vol.18 No.1

유럽 축구리그에서는 전통적으로 계약이 만료된 선수가 다른 구단으로 이적하는 경우에 이적금이 수수되고 있었으며, 또한 국적조항에 따라서 외국인 선수의 기용이 제한되어 왔다. 이러한 내용이 포함된 각국 축구협회, UEFA 및 FIFA의 이적제도는 노동자의 자유 이동을 규정한 로마조약과 배치되어 문제되었는데, 이에 대하여 이적금제도 및 국적조항이 EC법에 위반된다고 판단한 것이 유럽사법재판소의 보스만 판결이다. 유럽사법재판소는 이 판결에서 스포츠 선수도 노동자이고, 스포츠 리그도 하나의 사업이기 때문에 EC법의 적용 대상이 되며, 이적금제도 및 국적조항은 로마조약 제48조에서 규정하고 있는 노동자의 자유이동을 제한하는 것이라고 판단하고, 이는 스포츠가 가지는 특수성을 고려한다 하더라도 정당화될 수 없다고 판단하였다. 또한, 유럽사법재판소는 그 판단을 유보하였으나, 법무관 의견에서는 이러한 조항들에 로마조약 제85조(경쟁제한의 금지)의 조항도 적용될 수 있다고 보았다. 이러한 보스만 판결에 의하여 유럽 축구 선수는 선수계약이 종료된 이후에는 이적금의 제한 없이 다른 구단으로 자유롭게 이적할 수 있게 되어서 그 계약상의 교섭력이 실질적으로 향상되게 되었으며, 국적조항도 폐지되어 EU 회원국 사이에는 외국 선수와 국내 선수가 동일한 계약상의 지위를 취득하게 되었다. 그리고 이 판결이 EU 회원국 간의 국제이적만을 그 판단 대상으로 삼고 있었으나, 결과적으로는 국내이적의 경우에도 이적금제도가 폐지되게 되었다. 이 판결에 따라서 FIFA는 「선수의 지위와 이적에 관한 규정」을 개정하여 18세 미만의 선수의 이적제한제도, 훈련보상금 제도, 그리고 이적금 분배제도 등의 새로운 이적제도를 시행하게 되었다. 보스만 판결에 따라 이적금제도 및 국적조항이 폐지되면서, 유럽 축구선수의 선수계약의 체결 방식도 변화하게 되었다. 특히, 전도 유망한 선수와 구단은 장기의 계약을 체결하고, 계약기간 내에 더 좋은 조건으로 지속적으로 계약을 갱신하게 되었는데, 이는 선수가 계약기간 만료 후 이적금 없이 다른 구단으로 이적하는 것을 방지하기 위한 것이다. 또한, 유럽의 빅리그에는 보스만 판결 이전보다 더 많은 외국인 선수가 플레이 하게 되었다. 하지만, 보스만 판결은 선수계약이 만료된 선수의 경우 이적금 수수가 금지된다고 판단한 것이며, 계약기간 중의 선수가 다른 구단으로 이적하는 경우에는 구단간에 이적금이 여전히 수수되고 있다. 또한, FIFA의 규정에 따라서 만23세 미만의 선수의 경우에는 계약이 만료된 경우에도 훈련보상금 명목으로 이 적금이 수수되고 있어서, 이러한 제도들이 선수의 권리를 침해하는 것인지 여전히 논란이 되고 있다. The Bosman Case(1996) was a legal decision made by the European Court of Justice(ECJ). In this case, the legality of the transfer fee system for european football players and the existence of so-call ``quota system(Nationality clauses)`` was determined. the decision binds all football governing bodies that based in the European Union. Before the Bosman case, a football player could move to another club with the agreement of both clubs, and normally this agreement was reached by the setting of a "transfer fee". This rule regardless of whether or not the player`s contract with the former club had ended. Hence, out of contract players could not sign a contract with a new team until a transfer fee had been paid, or they had been granted a free transfer. and, in many national leagues and the UEFA club competitions were quota systems. This system meant that only a limited number of foreign players could play in a particular match. In the Bosman Case, the European Court of Justice made two important decisions in favour of Bosman. The court determined that transfer fees for out-of-contract players were illegal where a player was moving between one E.U. nation and another, and quota systems were also held to be illegal, concerning freedom of movement for workers, freedom of association and direct effect of article 39 (formerly 48) of the EC Treaty. After the Bosman case, FIFA recognised the necessity change and introduced new transfer regulations for international tranfers, as an example, "Training Compensation for Players under 23". The effects of the Bosman Case were far-reaching for football across Europe. Clubs started signing players for longer contracts than before in order to avoid risking losing them on free transfers. Smaller clubs started to lose out on transfer fees, as the good players moved on to larger clubs on free transfers. but, the case had a advantageous effect on the players. By this decision, players still serving contracts with therir teams could have transfer fees paid for them, but out of contract players were able enter into free nogotiations with clubs, resulting in an enhanced bargaining position and higher wages. Consequently, the Bosman case increased ``player power`` considerably, providing with more employment rights. And Clubs were able to play as many foreigners from other European Union states as they wanted, although limits on players from outside the E.U. could still be imposed. But, the Bosman Case only affected the transfers of players whose contracts had come to an end, and it didn`t address potentially more serious issue of the legality of the payment of transfer fees for players who are still under contract.

한방병원 산후조리센터에서 전원된 신생아에 대한 연구

장규태,김장현,오주영,Chang, Gyu-Tae,Kim, Jang-Hyun,Oh, Ju-Young 대한한방소아과학회 2003 대한한방소아과학회지 Vol.17 No.2

Objective : To find risk factor and symptoms for transferred newborn from postpartum care center Method : We performed a follow-up study using medical record. Subjects comprised 188 neonates(include 4 twins) and 184 women in childbed who were hospitalized in oriental postpartum care center from January, 1, 2002 to December, 31, 2002. Result: Transferred newborn was total 24, N.V.D. 17, C.S. 7, male and female were 12 separately. The symptom of transfer was fever(16), diarrhea(4), jaundice(3), convulsion(1) Transferred number and rate was male 12(10.7%), female 12(15.8%). In delivery method, total normal vaginal delivery(N.V.D.) was 136 and transferred 17(12.5%), total cesarean section(C.S.) was 52 and transferred 7(13.5%). Transferred rank was N.V.D. female(17.9%). C.S. male(15.6%), C.S. female(10%), N.V.D.(8.6%). Of the 188 neonates. immature infants were 2 and transferred 1(50%), term infants were 184, transferred 23(12.5%), post-term infants were 2 and transferred none(0%). In age of women in childbed, transferred ratio was 15.4%(over 35), 15.2%(25-29), 10.5%(30-34). In fever,. C.S. infants were more transferred than N.V.D. and male infant had a tendency to transfer in later period of hospitalization and female in early period. It seems that transfer was related to abortion. In diarrhea, all was N.V.D. and their diagnosis was rotavirus. The average age of women in childbed was yonger(28.5). In jaundice, all was 1st, and average birth weight was lighter(3153g). The average age of women in childbed was older(30). In convulsion, birth weight was lighter(3153g), and age of women in childbed was older(30). Conclusion : There's any relation with sex and delivery method, birth weight and mother's age in transfer. But we cannot find any statistically significance. Further prospective studies are needed to find risk factors in transfer.

Transfer of Marketing Knowledge within Multinational Corporations and Its Impact on Performance

Lee, Byung Hee(李秉熙) 한국마케팅과학회 2008 마케팅과학연구 Vol.18 No.4

知识被认为是理解公司如何获得及保持竞争优势的一个重要因素.但是很少由公司有能力去创造需要的知识,而且,公司也应该通过知识传递过程学到并开发出新的知识.在阐述完知识的重要性后,本论文研究知识话应性、知识传递、市场营销三者的关系,以及检验知识吸收能力,社会化,本地知识三者的融合。 本研究的结构如下:(1)知识,知识转移和吸收能力的文献综述。紧随其后的是源于知识观和吸收能力的假设的提出。(2)用从跨国公司子公司在韩国执行营销活动收集的数据检验假设。本研究以发现,意义和结论结束。 以下的六个研究假设是来自于相关领域的文献回顾: H1从跨国公司总部及其他子公司的知识转移的适应性与知识流入接收到的子公司是正相关。 H2跨国公司总部及其他子公司的营销知识转移的水平与接受子公司的销售绩效是正相关。 H3潜在的吸收能力的提高将会增强知识的适应性和营销知识转移水平之间的关系。 H4现实的吸收能力的提高将会增强知识转移水平和接收子公司的销售绩效之间的关系。 H5总部和子公司之间社交活动的增多将会增强知识的适应性和营销知识转移水平之间的关系。 H6地方性发展的营销知识水平的提高将会增强知识转移水平和接收子公司的销售绩效之间的关系。 本研究的分析单位是从跨国公司的总部和其他子公司到他们在韩国的子公司的知识转移。自不同行业企业和商业协会的共603家外国公司。在通过个人接触,电话,传真和电子邮件要求完成问卷调查后,我们收集了133家初始样品公司的282份有效问卷。 实证分析的结果明显的支持了除了假设3以外的所有假设。外部知识的适应性促进知识转移,这种关系通过一个公司的潜在之知识的吸收能力被缓和。另一方面,知识转移促进了公司销售绩效和公司现实的知识吸收能力,同时地方营销知识减缓了这种关系。 本文研究结果的理论和实际意义如下:(1)公司必须认真思考寻求、转移、共享和利用外部知识,同时创造知识支持必要的经营,保持竞争力,使产品达到更高超的性能。(2)公司将不断寻求发展他们的知识的吸收能力(包括潜在的和现实的能力)吸收,学习和使用有价值的外部知识。(3)公司不仅要强调吸收能力,也要发展当地的知识。有着较好知识知识吸收能力和本地营销知识的公司能够得到更多的外在知识,这些知识能够在以后的更高层次的竞争及营销中得到运用。 Knowledgel is considered to be a key element of understanding how organizations gain and sustain competitive advantages. But very few firms are capable of creation the requisite knowledge and thus, firms should acquire and exploit new knowledge through knowledge transfer processes. The empirical part of this study involves examining relationships among adaptability of knowledge and knowledge transfer and marketing performance and testing the moderating roles of absorptive capacity, socialization and local marketing knowledge. This study is organized as follows: (1) Previous literature on knowledge, knowledge transfer and absorptive capacity is summarized, followed by the development of hypotheses derived from the knowledge-based view and absorptive capacity. (2) The hypotheses are tested with data collected from MNCs' subsidiaries performing marketing activities in Korea, The study is closed with findings, implications, and conclusions. Following six research hypotheses are drawn from literature review in related areas: H1: Adaptability of knowledge transferred from the MNCs' headquarters and other subsidiaries is positively associated with knowledge inflows into the receiving subsidiary. H2: The level of marketing knowledge transferred from the MNCs' headquarters and other subsidiaries is positively associated with marketing performance of the receiving subsidiary. H3: Increases in potential absorptive capacity will enhance the relationship between adaptability of knowledge and the level of marketing knowledge transfer. H4: Increases in realized absorptive capacity will enhance the relationship between the level of knowledge transfer and marketing performance of the receiving subsidiary. H5: Increases in socialization activity among the headquarters and subsidiaries will enhance the relationship between adaptability of knowledge and the level of marketing knowledge transfer. H6: Increases in the level of locally developed marketing knowledge will enhance the relationship between the level of knowledge transfer and marketing performance of the receiving subsidiary. The research framework that illustrates the proposed hypotheses is presented in figure 1. The unit of analysis for this study is knowledge transfer from the MNCs' headquarters and other subsidiaries to their subsidiaries operating in South Korea. The population for this study consists of subsidiaries established either as joint ventures or as wholly-owned subsidiaries. A group of 603 foreign firms were drawn from diverse industry organizations and business societies. After personal contact, telephons, fax, and e-mail to request that the respondents complete the questionnaire, 282 valid questionnaires from 133 initial sample companies were collected. The results of the empirical analyses significantly support all of the proposed hypotheses except hypothesis 3. Adaptability of external knowledge promotes knowledge transfer and the relationship is moderated by a firm's potential knowledge absorptive capacity. On the other hand, knowledge transfer improves a firm's marketing performance and a firm's realized knowledge absorptive capacity and local marketing knowledge moderate the relationship. The theoretical and practical implications of the findings in this study are as follows: (1) firms must take seeking, transferring, sharing and exploiting of external knowledge into serious consideration, while simultaneously creating knowledge to support the necessary business operations, remain competitive, and achieve superior performance. (2) Firms should continuously seek to develop their knowledge absorptive capacity (both potential and realized capacity) to absorb, learn and utilize valuable external knowledge. (3) Firms should emphasize not only absorptive capacity, but also development of local knowledge. Firms with strong absorptive capability and local knowledge can learn and transfer more external knowledge, which can be translated into greater l

기업의 교육훈련 전이 인식과 측정 및 교육훈련 단계별 전이 촉진 활동에 관한 연구

박윤희,장주희 한국기업교육학회 2014 기업교육과인재연구 Vol.16 No.1

The study aimed to provide the transfer-enabling strategies by investigating the current status of measuring the transfer of training and transfer-enabling activities according to training phases in Korean companies. To address the research purpose, the study first reviewed the literature on transfer of learning and conducted surveys to human resource development (HRD) practitioners. The survey results showed that they perceived the needs of assessing the extent of transfer after implementing training programs. The methods of assessing training transfer were found to be phone calls, email, surveys, and interviews. In case of not assessing the transfer of training, the difficulties of assessing transfer of training were revealed as the most frequent response. In addition, more than a third of the survey responded that they do not assess the degree of transfer of training. Especially, about half of small and medium-sized enterprises do not have any strategy to increase the transfer of training. Moreover, the extent of pre-training activities was found to be greatest, followed by during-training activities and after-training activities. The result showed that the HRD practitioners heavily focused on “the activities before training”, whereas “the activities after training” were not relatively paid attention. Based on the results of the study, several implications for transfer of training in Korean companies are suggested. 이 연구는 기업의 교육훈련 전이 인식과 전이 측정 및 교육훈련 단계별 전이 촉진 활동 실태를 분석함으로써 교육훈련 전이를 증진시킬 수 있는 방안을 제시하는 데 목적이 있다. 대기업, 중견기업, 중소기업에 재직하고 있는 HRD 담당자를 대상으로 설문조사를 실시한 결과, HRD 담당자들은 교육훈련 이수 후 현업적용을 중요하게 인식하고 있으며 교육 후 교육훈련 전이가 어느 정도 이루어지고 있는 것으로 인식하였다. 그리고 HRD 담당자들은 현업적용도 측정에 대해 필요하다는 견해를 보였으며, 조사에 참여한 과반 수 이상의 기업에서 현업적용도를 측정하고 있는 것으로 나타났다. 교육훈련 전이 측정은 대기업, 중견기업, 중소기업 순으로 그 비율이 높게 나타나, 기업 규모가 클수록 교육훈련 전이를 측정하는 경우가 많은 것으로 드러났다. 현업적용도를 측정하는 경우에는 교육훈련 수료자에게 전화, 이메일, 설문조사 등의 활용이 가장 많았으며, 이 외에 상사에게 직원의 현업적용도를 확인하거나 현업적용에 대한 면담 조사를 시행하는 것으로 나타났다. 또한 교육훈련 전이 향상을 위한 활동을 전혀 실시하지 않는다는 응답이 전체의 약 1/3을 넘었으며, 특히 중소기업의 약 50% 정도는 교육훈련 전이 향상을 위해 어떠한 조치도 시행하지 않은 것으로 나타났다. 이와 함께 교육훈련 관계자인 상사, HRD 담당자, 학습자들이 교육훈련 이전․중․이후 단계별로 전이 촉진 활동을 어느 정도 수행하는지 조사한 결과, 교육훈련 시행 이전의 활동 수행도가 가장 높은 것으로 밝혀졌으며, 그 다음으로는 교육훈련 시행 중, 교육훈련 시행 이후 순으로 나타났다. 이러한 결과를 통해 HRD 담당자들은 교육훈련 시행 이전에 교육훈련 실시를 위한 준비 활동에 주력하는 반면 교육훈련 종료 이후에 교육훈련 전이 촉진 활동에는 참여가 부진한 것으로 드러나 이에 대한 개선 필요 사항이 도출되었다. 마지막으로 연구 결과에 기초하여 기업의 교육훈련 전이를 높일 수 있는 방안을 제시하였다.

계열사 간 전출(사외파견)과 파견법상 근로자파견의 판단 기준 – 에스케이텔레콤 사건에 대한 법원 판결의 검토를 중심으로 –

이재용 한국비교노동법학회 2022 노동법논총 Vol.55 No.-

‘Transfer’ means that the employee maintains a working relationship with the employer (“original employer”), who is the other party to the labor contract, exempts the employee from the duty to provide labor in accordance with dispositions such as leave, long‐term business trip, dispatch, and outside work, moves to another company and engage in the business of that company for a considerable period of time under the direction and supervision of another employer (“transfer employer”), and when the transfer period expires, he/she returns to the original employer. It is mainly used for manpower exchange, career development, business support, technical support, and other manpower supply and demand among affiliates within a large corporate group. On the other hand, ‘employee dispatch’ means that the employee receives the command‐order of the ‘user company’ and engages in work for the user company according to the contents of the employee dispatch contract, as the ‘temporary work agency’ hires an employee and then maintains the employment relationship. It is similar to ‘transfer’ in that ‘employment’ and ‘use’ are separated. However, ‘transfer’ is different from ‘employee dispatch’ under the Act on The Protection, etc. of Temporary Agency Workers (hereinafter referred to as the “Dispatch Act”), which aims at dispatching employees itself, and its roles in the labor market are clearly distinct. The biggest difference is that when the dispatch period ends, the dispatched employee will be placed in a state of job insecurity until he/she is dispatched again and provides labor services, but because transfer employees are naturally scheduled to return to their original employer when the transfer is over, there is no problem of job insecurity. This means that the necessity of special protection for dispatched employees is difficult to be recognized in ‘transfer’. The subject case was about whether to apply the protections under the Dispatch Act, such as the duty to hire, as the customary ‘transfer’ between affiliates is considered an ‘employee dispatch’ under the Dispatch Act. According to the court of first instance, the ‘transfer’ in this case is a normal ‘transfer’ between affiliates, and as the defendant had never paid a separate fee, it was judged that the dispatch could not be regarded as a business dispatch subject to the discipline of the Dispatch Act. On the other hand, the second instance court held that the transfer of this case actually amounted to ‘employee dispatch’. Furthermore, considering the fact that there was a continuous‐repeated ‘transfer’, and that the defendant (transferred employee) obtained certain economic benefits compared to direct employment, since it cannot be said that there was no profit‐sales at all, it was judged that this fell under the ‘employee dispatch business’, which is a subject of the Dispatch Act. However, the decision of the second instance court reserves the following problems. First, there is a concern that even ‘transfer’ between general affiliates will be judged as employee dispatch. Second, the dispatch law should be viewed as applying only to ‘business dispatch’. Third, profitability and business feasibility are essential elements of the employee dispatch business, they should be judged based on the temporary work agency who conducts the employee dispatch business. Fourth, it is unreasonable to admit the continuity and repetition of the employee dispatch business just by the fact that a large number of workers have been transferred. 본고에서 검토한 사안은 계열회사 간 관행적으로 행해지는 ‘전출’을 「파견근로자 보호 등에 관한 법률」(이하 ‘파견법’이라 한다)상 ‘근로자파견’으로 보아 직접 고용의무 등 파견법상의 보호를 적용할 것인가에 관한 것이다. 1심 법원은 이 사건 ‘전출’이 계열사 간 통상의 ‘전출’이고, 피고가 별도 수수료 등을 지급한 바도 없어 파견법의 규율대상인 ‘사업적 파견’으로 볼 수 없다고 판단하였다. 반면 2심 법원은 이 사건 전출은 실질적으로 ‘근로자파견’에 해당된다고 보았다. 나아가 계속적・반복적으로 ‘전출’이 이루어졌고, 피고(전출사용자)가 직접 고용 시에 비해 일정한 경제적 이익을 얻은 점 등을 고려할 때 영리성・영업성이 전혀 없다고도 할 수도 없다면서 파견법의 규율대상인 ‘근로자파견사업’에 해당된다고 판단하였다. 본고에서는 이러한 엇갈린 법원 판결 중 특히 2심 판결을 중심으로 결론과 논거의 문제점을 비판적으로 검토하였다. 결론적으로 파견법상 ‘근로자파견’은 근로자파견을 ‘업’으로 하는 경우, 즉 ‘사업적 파견’만을 규율대상으로 하며, 기업집단(계열사) 내에서 사업상 필요와 인력활용의 효율성 등을 목적으로 이루어지는 ‘전출’에는 적용되지 않는다고 보는 것이 합리적이라 생각된다. 파견법의 규율을 받는 근로자파견사업에 해당하는지 여부는 파견 등 행위의 반복・계속성, 영업성・영리성의 유무, 근로자파견의 목적 등을 종합적으로 고려해 판단하여야 하는데, 2심 법원이 (ⅰ) ‘근로자파견사업’의 본질적 요소인 영리성・영업성을 반드시 요구되는 것이 아니라고 본 점, (ⅱ) 영리성・영업성 등은 파견사업을 영위하는 주체인 파견사업주(원사용자)를 기준으로 판단하여야 함에도 이를 사용사업주(전출사용자)를 기준으로 판단한 점, (ⅲ) 원사용자와 전출사업자의 사업목적이나 고용목적, 파견법의 입법취지와 파견근로자에 대한 보호 필요성 등을 고려하지 않고 단순히 다수의 근로자가 전출되었다는 점 등을 들어 근로자파견의 계속성・반복성을 인정한 것은 문제가 있다고 생각된다. 이러한 관점에서 최근 대법원(상고심)도 계열사 간 전출은 기업집단의 사업상 필요와 인력활용의 효율성 등을 고려하여 이루어지는 것으로, 전출에 있어 원 소속 기업은 근로자파견을 ‘업’으로 하는 경우가 아니므로 파견법의 적용 대상인 근로자파견으로 볼 수 없다고 본 것은 타당한 결론이라고 생각된다.

채권양도와 상계 당사자

임병석 대한변호사협회 2021 人權과 正義 : 大韓辯護士協會誌 Vol.- No.499

I have reviewed and analyzed the set-off between the debtor and the parties to a transfer of a claim - transferor and transferee - with a focus on the notion of notice as one of the affirmative defenses against the debtor in transfer situation. First, let us look at the situation where the debtor receives a notice of transfer of claim. If a claim is transferred after the receipt of notice by the debtor, the debtor cannot claim a set-off against transferor or transferee, as the transferred claim is a passive claim and the claim against the transferor is an automatic claim. However, when the reason for automatic claim already exists before the transfer, and automatic claims and passive claims are to be satisfied simultaneously, then there is a right to set-off against the transferee, even when the automatic claim emerges after the establishment of affirmative defenses against the transfer. On the other hand, if when the debtor receives a notice, the debtor already has a claim against the transferor, and the transferred claim and the claim against the transferor have reached a set-off balance, then the debtor takes the transferred claim as a passive claim and the claim against the transferor as an automatic claim, and may exercise a set-off against the transferee. Or, when the debtor receives a notice, he already has claim against the transferor, but the claims have not reached a balance for some reason (for example, the debt is not due yet). Here, the balance is reached afterwards. In such a case, there are two conflicting views: (1) a set-off is permitted whenever there is a balance and (2) a set-off is not possible fir the transferred claim (passive) has a due date that is earlier than that of the claim against the transferor (automatic). Also, when the debtor acquires a claim against the transferee regardless of when she receives a notice, then the transferee with affirmative defenses can claim a set-off against the debtor, taking the transferred claim as automatic, and the claim against the transferee passive. However, regardless of when the debtor receives a notice, if the debtor acquires a claim against the transferor, then the transferor who has done the notice cannot exercise the right to set-off against the debtor with the transferred claim (automatic) and the claim against transferor by the debtor (passive). Now, let us consider the situation of no-notice. Where the debtor acquires a claim against the transferee, the debtor can exercise a set-off with the transferred claim (passive) and the claim against the transferee (automatic). However, even assuming that the debtor obtains a claim against the transferor (before the notice), she cannot exercise a set-off against the trhasferee with the transferred claim (passive) and the claim against transferor (automatic). However, here, there is room for consideration in that the debtor impliedly consented to the transfer by attempting to set-off and that he she now has a defense based on consent. On the other hand, when the debtor has a claim against the transferee, there are conflicting views on whether there is a right to a set-off by the transferee against the debtor with the transferred claim (automatic) and the claim against the transferee (passive). In this regard, the author believes that a set-off shall be permitted as set-off against conflicting claims. In addition, when the debtor has a claim against the transferor, there are conflicting views on the recognition of the right to set-off by the transferor against the debtor with the transferred claim (automatic) and the claim against transferor (passive). With respect to this issue, the author believes that such a set-off is on non-conflicting claims. It should not be recognized. 채권양도에서의 채무자에 대한 대항요건 중 통지를 중심으로, 채권양도 통지를 받은 경우와 이를 받지 않은 경우에 각각 채무자와 채권양도의 당사자(양수인·양도인) 사이의 상호간 상계에 대하여 살펴보았다. 먼저, 채무자가 채권양도 통지를 받은 경우는 아래와 같다. 채무자가 채권양도 통지를 받은 후 양도인에 대한 채권을 취득한 경우에, 양도채권을 수동채권으로 하고, 채무자의 양도인에 대한 위 채권을 자동채권으로 하여, 채무자는 양도인은 물론 양수인을 상대로 해서도 원칙적으로 상계할 수 없으나, 자동채권 발생의 기초가 되는 원인이 채권양도 전에 이미 성립하여 존재하고 있고, 자동채권이 수동채권과 동시이행의 관계에 있는 경우에는, 채무자에 대한 채권양도의 통지 후에 자동채권이 발생하였다고 하더라도 채무자는 위 상계로써 양수인에게 대항할 수 있다. 반면, 채무자가 채권양도 통지를 받을 당시 양도인에 대한 채권을 가지고 있었고, 양도채권과 양도인에 대한 위 채권이 상계적상에 있었다면, 채무자는 양도채권을 수동채권으로 하고, 양도인에 대한 채권을 자동채권으로 하여, 양수인을 상대로 상계할 수 있으나, 채무자가 채권양도 통지를 받을 당시 양도인에 대한 채권을 가지고 있었지만 그 변제기가 도래하지 않았다는 등 상계적상 요건을 갖추지 못하였는데, 나중에 양도채권과 양도인에 대한 채권이 상계적상 요건을 갖춘 경우에는 ① 뒤에 두 채권이 상계적상에 이르면 언제든지 상계할 수 있다는 지배적인 견해와 ② 양도채권(수동채권)의 변제기가 양도인에 대한 채권(자동채권)보다 먼저 도래하는 경우에는 상계할 수 없다는 견해가 대립한다. 또한 채권양도 통지 전후와 관계없이 채무자가 양수인에 대한 채권을 취득한 경우에, 채권양도 통지를 받은 양수인은 채무자의 양수인에 대한 위 채권을 수동채권으로 하고, 양도채권을 자동채권으로 하여, 채무자를 상대로 당연히 상계할 수 있다. 그러나 채권양도 통지 전후와 관계없이 채무자가 양도인에 대한 채권을 취득한 경우, 채무자에 대한 채권양도 통지를 마친 양도인은 채무자의 양도인에 대한 위 채권을 수동채권으로 하고, 양도채권을 자동채권으로 하여 채무자를 상대로 상계할 수는 없다. 이어서 채무자가 채권양도 통지를 받지 못한 경우는 아래와 같다. 채무자가 양수인에 대한 채권을 취득한 경우에, 채무자는 양도채권을 수동채권으로 하고, 채무자의 양수인에 대한 위 채권을 자동채권으로 하여 양수인을 상대로 상계할 수 있다. 그러나 (채권양도 통지 전에) 채무자가 양도인에 대한 채권을 취득하였더라도, 채무자는 양도채권을 수동채권으로 하고, 채무자의 양도인에 대한 위 채권을 자동채권으로 하여 양수인을 상대로 상계할 수는 없다. 다만, 채무자의 위 상계 의사표시는 (수동)채권양도에 대한 묵시적 승낙에 해당하여 채무자의 승낙에 의한 대항요건을 갖춘 것으로 볼 여지는 있다. 한편, 채무자가 양수인에 대한 채권을 가지고 있는 경우에, 양수인이 채무자의 양수인에 대한 위 채권을 수동채권으로 하고, 양도채권을 자동채권으로 하여 채무자를 상대로 상계할 수 있는가에 대하여는 견해가 대립하는바, 이에 대하여 일응 효력발생설을 지지하는 필자는, 양수인의 채무자에 대한 위 상계는 서로 대립하는 채권을 대상으로 한 상계로서 그 효력을 인정할 수 있다고 본다. 또한 채무자가 양도인 ...