작업장혁신 사례 비교 연구

유병홍(Byung Hong Yoo),김동원(Dong One Kim) 한국경영학회 2011 Korea Business Review Vol.14 No.3

이 연구는 기존에 진행된 작업장혁신 연구 사례들을 모아 동일한 분석틀을 갖고 비교연구한 것이다. 이 연구는 작업장혁신의 주요 구성요소를 노사협력과 신뢰, 열린 경영, 지식축적, 동기유발로 나누어 살펴보는 분석틀을 사용하여 공공부문과 민간부문, 제조업과 서비스업, 대규모조직과 중소규모조직, 노조가 있는 조직과 없는 조직을 함께 포함하는 총6개 사례를 비교 연구하였다. 작업장혁신 구성요소별로 살펴보면 노사협력과 신뢰구축에 대한 강조가 모든 사례에서 나타나고 있다. 열린 경영과 관련해서는 모든 사례들이 의사소통을 강조하고 있고 다양한 방식의 의사소통 방안을 마련하고 있지만 의사소통이 경영참여로 발전하지 못하고 있다는 한계를 보여준다. 지식축적과 관련해서는 모든 사례가 학습체계 개선을 강조하고 있고 이 과정에서 외부자원을 적극 활용하고 있다. 작업장혁신의 주요 구성요소 중 공통점이 가장 작게 나타나고, 특징이 두드러지지 않은 것이 보상을 통한 동기유발이다. 이는 제도적으로 보상문제에 대한 사용자 재량권이 약하거나(특히 공공부문) 의지가 약한 것이 원인으로 보인다. 작업장혁신 결과 분석 사례들은 고용안정, 직원들의 삶의 질 향상, 재무성과 개선, 좋은 외부 평가라는 공통적인 성과를 거두고 있다. 그러나 공공부문에서 인력예산재량권이 부족하고, 성과보상제도 구축이 필요하고, 서비스부문에서 작업장혁신 성과를 평가하기 어렵다는 것은 한계로 남아있다. 연구 결과는 작업장혁신은 모든 사업장에서 가능하고 필요하다는 것, 작업장혁신을 통해 모든 조직들이 일정한 성과를 거둘 수 있다는 것, 그러나 부문, 규모, 노조유무에 따라 구체적인 실행방안은 달리 접근해야 한다는 것을 보여주고 있다. This study is comparative study on six cases of workplace innovation in Korea. To assess the differences between public sector and private sector, between manufacturing and public service, between large size workplace and small and midium size workplace, between workplace with unions and without unions, it is focused on the degree of labor-management cooperation and trust, open book management, skill building, and motivation as four elements of it. It is found that labor-management cooperation and trust building could be emphasized in all cases. In terms of open book management, although all cases show us the importance of communication and diversely arranged ways of it, the limitation is evident that communication does not develop employee involvement. It is motivation through remuneration that common finding is smallest and the less specific characteristics of it is likely to be investigated among four elements. It is assumable that the discretion of employers regarding remuneration is not supported institutionally or their willingness is weak. It is analysed that the cases of workplace innovation suggest the positive outcome in job security, the improvements of employees working life, better finance performance, and good external assessments. However, in public sector the discretion on manpower and finance is lack and performance incentive practice is required, and how to assess the outcome of workplace innovation is remained as its limitation. The result of study is showing that workplace innovation is possible and needed at everywhere and that all workplace innovations are achievable their performances to some degree.

헌신형 인적자원관리 구성요소의 도입 유형에 따른 기업성과의 차이 연구

유병홍(Yoo, Byung Hong),김동주(Kim, Dong Ju) 한국인적자원관리학회 2011 인적자원관리연구 Vol.18 No.2

본 연구에서는 인적자원관리제도, 인적자원관리제도들의 묶음으로서 역량, 헌신, 기회의 세 가지 구성요소가 잘 갖추어진 구성형태로서 헌신형 인적자원관리 시스템이라는 연구 틀에 따라 각 구성요소 및 구성요소의 균형도입이 기업성과에 어떠한 영향을 미치는가를 살펴보았다. 본 연구에서는 첫째, 헌신형 인적자원관리 구성요소 도입이 기업성과를 높이고 둘째, 헌신형 인적자원관리 구성요소의 균형도입형, 불균형도입형, 저도입형의 순서대로 기업성과가 높을 것이라는 가설을 설정하였다. 분석 결과, 헌신형 인적자원관리 시스템에 포함된 헌신, 역량, 기회 구성요소는 모두 기업성과에 대하여 정(+)의 관련성이 나타나고 있다. 또한 헌신, 역량, 기회 세 가지 구성요소가 모두 균형 있게 도입된 균형도입형, 역량 관련제도 도입이 미흡한 불균형도입형, 모든 제도 도입이 미흡한 저도입형으로 분류할 수 있었고 기업성과는 균형도입형, 불균형도입형, 저도입형 순으로 높은 것으로 나타나고 있다. 본 연구는 의의는 다음과 같다. 첫째, 헌신형 인적자원관리의 구성요소들과 기업성과 간에는 유의한 정(+)의 관계가 존재하며, 헌신형 인적자원관리제도를 구성하는 요소들의 균형 도입을 통한 내적 적합성 향상이 기업성과 제고와 정(+)의 관련성을 가지고 있다는 점을 확인했다. 둘째, 헌신형 인적자원관리 시스템의 구성요소 및 균형 도입이 인적자원관리 성과, 조직성과, 재무성과 등의 전반적 기업성과에 효과성이 있음을 실증적으로 보여주었다. This study aims to investigate the impact of balanced adoption of three elements of competence, commitment, and opportunity on the firm performance. There search frame of this study is that high commitment HRM system as a bundles of various HRM systems comprises of those three elements of competence, commitment, and chance of participation. This study firstly set up a hypothesis of that the adoption of high commitment HRM systems would increase firm performance. Secondly, it hypothesizes that high commitment HRM system differs by the level of balances of the adoption of those three elements. When the balance of the adoption of those elements reaches optimal level, firm performance would be highest. On the other hand, when the adoption of the three elements lacks balance, the firm performance would be lower than the optimal balance level. Firm performance would be lowest for those which lacks in introduction of the three elements. The empirical result showed that commitment, competence, and chance of participation had positive relations to firm performance. High commitment HRM system has been classified according to the introduction of those three elements, and the three types of the system were identified. The firsttype was the system with balanced adoption of the three elements. The second type was the system with the adoption of only the two elements, commitment and chance of participation. The third type was identified as the system with the introduction of non of the three elements. The firm performance differ by each system. The first type was highest infirm performance. The second type was lower than the first type but higher than the third type. Lowest was the third type. This study was meaningful in that firstly, the empirical results confirms the views of universal approaches on the HRM system than the contingency approaches. The balanced adoption of HRM elements showed positive relations but moderation effects by those variables representing contingency views were not significant. Secondly, improvement of internal fits with balanced adoption of those elements of high commitment HRM system showed positive relations to firm performance. Thirdly, this study investigated the impact of high commitment HRM system and types of introduction not only on those of HRM performance, but also on those industrial relations performance, organizational performance, and financial performance. The empirical results showed that elements of high commitment HRM system and different types in adoption of those elements showed universal impact on both HRM performance and general firm performance.

헌신형 인적자원관리와 기업성과의 관계 -일관성 가설과 조직구성원 인식의 매개효과를 중심으로-

유병홍 ( Byung Hong Yoo ),김동주 ( Dong Ju Kim ) 한국인적자원관리학회 2012 인적자원관리연구 Vol.19 No.3

More research on a wide range of mediating process, including consistency among human resource management components and firm performance, needs to be conducted in order to advance the study of the relationship between human resource management and firm performance. This study presented the followings themes and analyzed them. First, this study analyzed whether the components have positive effects on performance respectively and through interaction in order to test the consistency of high commitment human resource management. Second, this study verified the mediating process of the variables which can change the influence of human resource management on firm performance. Major mediators are the perception of employee development and management policies and mediating effect of organizational trust. Firm level data used for the analysis of the themes were The Korean Education and Employment Panel Survey by KRIVET, Korea Research Institute for Vocational Education and Training. The results of the study reveal that high commitment human resource management and its components have both positive impact on firm performance. However, interacting variables among components show non-significant results. The study shows that while influencing firm performance, high commitment human resource management mediated the perception of employee development and management policies and trust. The results of the study implies that more efforts need to be made from the perspective of organizations in order to earn the trust and favorable perception of employees towards employee development and management policies as well as the adoption of institutions. In addition, the study shows that more cogent detailed process regarding how human resource management influences performance through multi-level analysis and the mediating effect of variables at individual level is needed.

복수노조 통합 사례 연구: 사업장단위 노조의 대응과 상급단체의 전략부재

유병홍 ( Byung Hong Yoo ),정흥준 ( Heung Jun Jung ) 한국산업노동학회 2015 산업노동연구 Vol.21 No.2

We investigate on the recent cases of unions’ merger with the various purposes. Specifically, the current study explores of why unions pay attention to integrating, what process exists during the combination, and what is unions or members’ benefits from the merger. With four cases, we found the reason, process, and benefits of union’s merger. Our findings indicate that the primarily aim of integration is to overcome the present union crisis, low density, and weak power; the merger process follows democratic rules(e.g., member vote) based on unions’ regulation but leaders’ decision-making for integration is very significant; the effects of merger is tentatively positive to unions in several way, including increasing members, improving contracts, and increasing power. The most interesting finding is the role of industrial unions as a upper organization for local unions. Unlike our expectation, we did not find meaningful impact of industrial unions in the process of affiliated unions’ merger. Given union crisis, the results of this study suggests while industrial unions weakly intervene, local unions strongly respond to unions’ merger.

법외노조의 단체 교섭 : 전공노 사례를 중심으로

유병홍 ( Byung Hong Yoo ),박태주 ( Tae Ju Park ),송태수 ( Tae Soo Song ),김영호 ( Young Ho Kim ),김성환 ( Sung Hwan Kim ),곽상신 ( Sang Shin Gwak ) 한국산업노동학회 2014 산업노동연구 Vol.20 No.1

This study investigated the collective bargaining of the civil servant union, a non-registered union. To be specific, through case studies, this study investigates on the evolutions of public unions in Korean labor relations system, the specific processes of collective bargaining of the non-registered union, and their accomplishment about working conditions. This study conducted a case study through literature research on the headquarters and its branches, affiliated organizations of The Korean Government Employees` Union(KGEU) and in-depth interviews with union officials. The results of the case study are as follows: The bargaining system of KGEU was the two-tier system composed of negotiations with the government and on-the-spot negotiations (commonly called the negotiations of the branches and chapters). Even though there was the multi-tier application of bargaining, the multi-lateral bargaining was not still activated yet. There were changes in the structure and content of bargaining according to the intervention of the central government. Paradoxically, a non-registered union concludes de facto collective agreements even though it does not officially announce them. A registered union has formalized collective agreements. It is shown that the intervention of the government has brought expedient adaptation (a case of B chapter) or distortion (a case of C chapter). It is required for the parties interested in labor relations to consider the application of many different consultative approaches and vertical-horizontal adjustments, those corresponding to collective bargaining along with legal collective bargaining through the bargaining experience of a non-registered union.

기업별노조의 산별노조전환에 영향을 미치는 요인에 관한 연구

유병홍(Yoo Byung Hong) 한국인사관리학회 2010 조직과 인사관리연구 Vol.34 No.2

Aiming to transfer from its enterprised based structure to the industrial based for long years, some of unions affiliated to the Korean Confederations of Trade Unions(hereafter the KCTU) such as metal industry unions and public sector unions have finally succeeded in building industrial based union structure. The transformation related factors were divided into two groups, structural and actor factors. Furthermore, internal and external factors of unions were taken into consideration. Sample sizes are 277 unions from metal and public sectors including both those which already have succeeded in transferring to industrial unions and those which have not yet transferred. This study used event history analysis method. The result showed that firstly, structural factor facilitates or impedes the transformation to industrial unionism. Secondly, the actor factor, the strategic choice by union leaders, the level of activism of each enterprised unions, and the success of transformation of other unions influenced in transferring to industrial unionism. Lastly, the transformation of unions varied by sector, the private and public sector. The result of this study has important implication in that, firstly, the strategic choice played a limited role in transferring to industrial unionism in Korea. Secondly, however, actor factor has influenced in transformation. Actor factor in this study includes not only each individual enterprise level union but also the umbrella federations and the other organizations in relations to the each union. Thirdly, unions taking transformation process would not as many as before due to the weakening influential power of Korean labor union movements and for a while those unions which already joined industrial union will coexist with others of enterprise based.

공기업구성원의 고용안정 인지가 직무태도에 미치는 영향 : 공공서비스동기의 매개효과

유병홍(Yoo Byung Hong), 정흥준(Jeong Heung Jun) 한국인사관리학회 2013 조직과 인사관리연구 Vol.37 No.1

Recent change of public enterprise should be understood in terms of government’s policy on public enterprises. The Korean government has emphasized efficient business on public enterprise since 1997 finance crisis, and thus job insecurity, flexibility, and outsourcing of job has directly affected on public employees. In this contexts, the effectiveness of policy of government are arguing, but there is little researches the relationships between employee’s perceived cognition and attitude by organizational policies. To fulfill this research gap, this present study explores the relations between job security and public employees’ attitude such as job satisfaction and organizational commitment. Furthermore, this paper investigates that mediating role of PSM in the relationships among job security, job satisfaction, and organizational commitment. We predicted that job security is positively related to job satisfaction and organizational commitment, and public service motivation mediates the association between job security and job satisfaction and the relationship job security and organizational commitment. Results of this paper supported all hypotheses in this paper. Contributions of this paper are following. First, in public enterprise as well as private firm, job security affects on satisfaction and commitment which may lead to individual performance. Second, public service motivation as a mediating role make an important role in the between job security and commitment. This indicates that human resource management developing employee’s public motivation is necessary in public sector. In other word, organizational supporting in order to increase public service motivation will be able to facilitate organizational performance as well as personnel development.

대중소기업상생협력 연구-LG전자 사례

유병홍 ( Byung Hong Yoo ),김동원 ( Dong One Kim ) 한국중소기업학회 2012 중소기업연구 Vol.34 No.1

Recently, as the government has emphasized the social responsibility of large corporations and win-win of cooperation between large and SM (small/mid-sized) corporations, the interest in win-win cooperation is rising. The fact-revealing and precedent studies on win-win cooperation imply the following : First, a win-win cooperation project requires a large corporation, which is the subject of the project promotion, to recognize the necessity of the project and promote autonomously according to its own management ideology. Second, it is important to secure self-support ability through development of capacity of SM corporations. Third, the participation of SM corporations is necessary. Fourth, the increase of the role of the union is necessary. In order to promote win-win cooperation, it is necessary to examine precedent cases of win-win cooperation conducted so far, and review the project promotion process, achievements, and limitations. However, win-win cooperation projects are led by large corporations and the SM corporations are receiving, so it can be useful to first examine the awareness of the large corporations on necessity of win-win cooperation project and examination of the project execution program. In this study, the case of LG Electronics, which has promoted the win-win cooperation project for a relatively long time, is reviewed from this critical mind. LG Electronics is one of the representative companies in electronics industry of Korea which has continued steady development in digital industry area since its foundation in 1958. First, being a large corporation in electronic industry, it has many SM corporations as partners, so it has a relatively greater need to develop win-win cooperation projects. Second, LG Electronics has long been interested in win-win cooperation projects with the management ideology of Jeong-Do Management. Third, LG Electronics has received an external evaluation regarding win-win cooperation so that project verification can be possible. LG Electronics has established the ``sustainable management principle`` to systematically practice social responsibility, which includes mutual development with a partner with high relativity with win-win cooperation, and a collection of the opinions of related personnel. The major win-win cooperation projects of LG Electronics are as follows : First, LG Electronics operates the program for diverse communications with the partner, utilizing it as the path to strengthen mutual trust, to motivate the partners, and to listen to their difficulties. Second, LG Electronics has announced the conclusion of the first ``subcontract fair trade agreement`` in the country in October 2007, and renewed it in November 2008 and is known as the leader in this area. Third, LG Electronics has the objective of fulfilling the duty of a responsible business partner and operates the human resource support program as one of the partner support systems. Fourth, LG Electronics is operating the partner education support program. Fifth, LG Electronics is directly providing funds to the outstanding partners or the partners deemed to have potential by appropriating a budget of 9 million dollars every year, and they are paying 100% cash for subcontract partners. Sixth, LG Electronics is exercising management that utilizes internal/external consultants for innovations of quality, productivity, cost-reduction, and process of the partners, and supports 6Sigma consulting. The win-win cooperation project of LG Electronics has the following major characteristics : First, the win-win cooperation of LG Electronics is a project autonomously promoted with the economic necessity of joint growth to secure a competitive edge, and the management-ideological background of Jeong-Do Management. The fact that the win-win cooperation of LG Electronics was autonomously executed according to its own management principle and economic necessity implies the necessity that future win-win cooperation projects should be conducted according to the independent needs of the corporations. Second, the win-win cooperation projects of LG Electronics focuses on securing a competitive edge through developing the capacity of the partners. This is the extension of the economic necessity that joint growth with partners is necessary to be competitive in win-win cooperation projects. Third, the win-win cooperation program of LG Electronics utilizes various means and processes to draw the participation of the partners. The win-win cooperation is not a unilateral project execution of LG Electronics, but the opinions of others are incorporated through various communication processes with the partners. Such characteristics show that the major implications from the precedent studies and fact-findings on the win-win cooperation projects, that is, the necessity of autonomous promotion, necessity to secure competitiveness through development of capacity of SM corporations, and the necessity of participation of SM corporations are well present. The win-win cooperation of LG Electronics requires improvements in the following : First, it is necessary to find the role of the labor union and enhance it. Among the implications in the fact-finding and precedent studies, the necessity to enhance the role of labor unions is not well handled. In case of LG Electronics, the relationship of union and management is fair and the union actively participates in the management and assumes an important role, so it is possible for the union to take part in the win-win cooperation as well, yet in reality it does not have a clear role, which can be said to be the limitation of LG Electronics win-win cooperation project. Second, it is necessary to further strengthen the competitiveness of the partners. Currently, the win-win cooperation program conducted by LG Electronics has the characteristics that most are partner support programs. This is meaningful, yet in the mid and long-run, there is the concern that it may not reach the level of securing competitiveness through the self-supportive ability of the partners to propagate. To overcome this, it is necessary to develop in conjunction with the partners the programs to enhance the quality by raising the ability of the partner to propagate. Various forms of partner participation methods can be useful in this process. Third, the unified integral win-win cooperation organization system is inadequate. LG Electronics win-win cooperation project has an inadequate company-wide organization system that integrates and controls the related tasks, so that redundancies are occurring due to different win-win strategies and support from different headquarters, and status monitoring is weak. It is necessary to establish a unified company-wide strategy in charge of the win-win cooperation and strengthen the integrated win-win cooperation organization in the purchase department. Also, the projects conducted in each department should be developed as strengths by training experts in each department, and it is necessary to construct a system that integrates and manages the system to aim for synergy effects. Through the case of LG Electronics, the following practical implications could be drawn : First, the LG Electronics case suggests the necessity to review in detail a win-win cooperation method that can actually help the SM corporations. Considering that the junior executive resources relocation system or education support system has received positive responses among win-win cooperation projects conducted by LG Electronics, it can be seen that the support to strengthen the capacity of SM corporations in the mid and long-run is necessary beyond the financial support that appears outward. Second, it is necessary to search for a method to have the SM corporations participate in the win-win cooperation projects. In case when the SM corporations which are the beneficiaries participate in the win-win cooperation projects, the actually needed projects can be promoted along with motivation, so there would be a great degree of effectiveness. How the win-win cooperation program of LG Electronics utilizes various means and processes to draw out the participation of partners and its effort to incorporate the opinions of not only the partners, but also various related personnel, can be good examples. Third, it is necessary to provide support and find methods so that labor unions can participate in win-win cooperation projects. LG Electronics is a business establishment with a good labor and management cooperation, but the role of the labor union is limited regarding win-win cooperation. This is because the means to have the labor union to participate in the win-win cooperation project has not been found. Not only should this be found, not only in that company and union, but also the government or government-affiliated organizations need to provide a detailed plan through searching for exemplary cases and researches. Also, it is necessary to review the institutional support for the operation of a consultative body with labor and management of both the large corporation and the partner. LG Electronics win-win cooperation case study has the following limitations : First, this study deals with an individual case so that it has the limitation that it is hard to compare to other corporate cases. It is impossible to find out what characteristics this outcome has compared to the win-win cooperation projects of other corporations or whether the performance is better or not, but it is limited to just the evaluation that it has improved compared to the past within LG Electronics itself, so it is difficult to actively interpret the performance evaluation. Secondly, this case study focuses on the large corporation of LG Electronics, and thus lacks the perspectives of SM corporations. The win-win cooperation project is promoted centering on the large corporations, so the necessity to preferentially examine large corporations is acknowledged, but the study is incomplete in that it does not reflect the positions and actual performance of SM corporations who are the beneficiaries of the win-win cooperation project. Third, this study fails to examine the influence of the environmental characteristics of electronic industry regarding the win-win cooperation project, and practical restraints or limitations for being at a disadvantage in terms of resources for win-win cooperation resources since LG Electronics has a strong competitor within the electronic industry. To overcome such limitations and achieve advancements in research, additional research for individual cases is necessary. Especially, it is necessary to compare and evaluate the win-win cooperation project viewed from the large corporation through studies on actual performances with the pros and cons of win-win cooperation projects from the perspectives of the SM corporations. Also, it is necessary to examine the interrelationship with government policies. LG Electronics has promoted win-win cooperation autonomously according to its own management principle before government policy has materialized, but may have been influenced by the win-win cooperation policy of the government. Also, considering that the promotion of win-win cooperation policy the government is preparing preferable conditions in promotion of win-win cooperation projects for individual corporations and the evaluations of win-win cooperation by SM corporations are changing, it is necessary to examine the interrelationship with government policies.

산별노조 전환 연구 시론

유병홍(Yoo Byung-Hong) 고려대학교 노동문제연구소 2009 노동연구 Vol.17 No.-

한국노조들, 그 중에서도 민주노총 소속 노조들은 상황변화에 대한 대응으로 산별노조 전환을 주요한 조직목표로 삼았다. 현재 민주노총 산하노조에서 진행되고 산별노조 전환은 다음과 같은 특징을 갖고 있다. 첫째, 노조의 전략적 선택에 따라 비교적 단기간에 조직변화가 나타나고 있다. 둘째, 그러나 실제 진행은 연맹별로, 노조별로 차이를 보이고 있다. 셋째, 비교적 이른 시기에, 쉽게 이루어지고 있는 통합과 달리 산별노조 전환은 상대적으로 기간이 더 걸리고 많은 어려움을 겪고 있다. 이러한 특징을 보이고 있는 현재 한국 산별노조 전환은 다음과 같은 점에서 다른 사례와 비교된다. 첫째, 외국노조들이 위기에 대한 대응으로 통합을 하고 있는 것과 비교된다. 둘째, 함께 진행되고 있는 연맹통합이 비교적 쉽게, 이른 시기에 이루어지고 있는 것과 대비된다. 셋째, 산별노조 전환이 노조자체의 목적의식적 노력에 따라 이루어지고 있다는 점에서 과거 한국 노조 조직변화가 정책적ㆍ법적 강제에 따라 이루어진 것과 대비된다. 산별노조 전환 추세를 반영하여 산별노조 연구도 상당한 성과를 보이고 있다. 앞으로는 이를 토대로 연구지평을 좀 더 넓혀서 다음과 같은 연구가 필요하다. 첫째, 위기에 대한 대응으로서 다른 나라 노조들 통합과 비교연구가 필요하다. 둘째, 산별노조 전환과 연맹통합을 조직변화이론에 근거하여 비교 연구할 필요가 있다. 셋째, 산별노조 전환을 저해 또는 촉진하는 요인에 대한 연구가 필요하다. 이러한 연구지평 확대는 국제비교연구, 노조조직이론 연구, 노조조직특성별 비교연구로서 의미가 있을 것이다. Unions in Korea, especially those affiliated to the Korean Confederation of Trade Unions(hereafter the KCTU), pursued the transformations from enterprise level unionism to industrial level unionism. Currently those unions under the umbrella of the KCTU have the following features. Firstly, there are some organizational changes occurring relatively in a short period in accordance with the strategic choices taken by the unions. Secondly, there are, however, variations in the process of the transformation at the level of industrial federations and individual unions. Thirdly, the process of the transformation toward industrial unionism takes longer time than the merging process at the federation level. Also, unions experience difficulties in transformation process. The features of transformation to industrial unions in Korea is different from the other kinds of transformation process in that, firstly, the unions in other countries choose to merge together to cope with the crisis, but Korean unions choose to union organization transformation to cope with the crisis. Secondly, the process for industrial unionism took longer time and more difficult process than the merging process at the federation level. Thirdly, the unions choose transformation to industrial unionism voluntarily, however, the transformation in the past was forced by the government and the labor law. The course of the transformation to industrial unionism inspired the study on industrial unionism in Korea. Further study will enlarge the research areas by comparing the merging process taken by the unions in foreign countries. Also, comparative studies on the transformation to industrial union with the merging process at the federation level needs to be done based on the change of structure of organization theory. The enlargement of study areas will do contribute for the development of studies of international comparative studies, union organization theory, and comparative studies of union organizational characteristics.

사용자의 HR역량이 노조의 사용자 신뢰와 교섭효율성에 미치는 영향

유병홍(Byung-Hong Yoo),송민수(Min-Su Song) 고려대학교 노동문제연구소 2015 노동연구 Vol.29 No.-

본 연구의 목적은 사용자의 HR역량이 노조의 사용자 신뢰와 교섭효율성에 미치는 영향을 실증적으로 분석하는데 있다. 이를 위해 2009년과 2011년 사업체 패널 자료를 활용하여 가설을 검증하였다. 분석 결과는 다음과 같다. 첫째, 사용자의 HR 역량은 노조의 사용자 신뢰에 정(+)의 영향을 미친다. 둘째, 사용자의 HR 역량은 교섭효율성에 정(+)의 영향을 미친다. 셋째, 노조의 사용자 신뢰는 HR역량과 교섭효율성 간의 관계를 부분 매개한다. 넷째, 노조조직률은 HR역량과 교섭효율성 간의 정(+)의 관계를 약화시키는 방향으로 조절한다. 본 연구의 시사점은 다음과 같다. 첫째, 이 연구는 사용자의 역량, 보다 구체적으로 인적자원관리 부서 역량의 중요성을 일깨워준다. 둘째, 본 연구결과는 신뢰 개념의 구체화 필요성을 제기한다. 셋째, 본 연구결과는 인적자원관리와 노사관계 분야 연구의 소통 가능성을 보여준다. This study examines the effects of employer’s HR competency on trade union’s trust in management and efficient bargaining, using 2009 and 2011 Workplace Panel Survey data. We find that the positive association between employer’s HR competency and trade union’s trust in management, between employer’s HR competency and efficient bargaining as well. Trade union’s trust in management partially mediates the relation between HR competency and efficient bargaining in which union density negatively moderates the relation between HR competency and efficient bargaining. This study contributes to explanations of the relationship between HR competency and employment relation.