우리나라 合理的인 經營參加制度 定着에 關한 硏究

김창수 光州大學校 經商大學院 1991 국내석사

Labour relatins between employees and emplyers is so serious with confrontations and conflicts that it is no more a company or industry problem ; it is a serious political issue as well. One of the major reasons for this old problem is that employers and employees have not take steps to imporve cooperation and harmony in industry. Worker's participation plan is proposed as an institutionalized solution to the problem or an alternative to stimulate more cooperation and harmony in industry. In this study, the following hypothetical steps for the worker's participation precess is proposed ; (Figure 1) Step (A) requires both employers and employees to recognize the need for new labour relations - that is, they should form the option that both employees and employers have a same destiny(I + You). In step (B), these recognition and option should lead to the net labour realations in which unity, social responsibility and fair distribution of profit are emphasized. (Figure 1) ◁표 삽입(원문을 참조하세요)▷ Step (C) requires employers, employees and goverment to understand other's roles and to fulfill one's role. Then, in step(D), workers' participation process can instiutionalized. Finally, in step (E), which is implementation and further research step, management, capital and profit participation can be implemented after experiments and careful Planning of the process (implementation 1) These implementation steps could differ from firms to firms due to different organizational cultures or other situational factors. The proposed conditons <step(A) to (D)> might not be accomplished completely at a given point. But it is very important to satisfy these conditions as much as possible for the successful implementation of the process.

韓國 經營參加制度의 運營現況에 관한 硏究

유상근 崇實大學校 勞使關係大學院 1993 국내석사

우리나라 經營參加制度에 관한 考察 : 勞使協議制를 中心으로

김갑중 淸州大學校 大學院 1982 국내석사

I. Introduction Workers' participation in management has been extending in various forms during the third quarter of the twentieth centry. Also, in Korea it has epxerienced new labor-relations since the late of 1980. That is, labor-relations in Korea had depended on collective bargaining system before then, but after experiencing sequent labor disputes, it's mainstay turned to the joint consultation system. Therefore, this aticle aims on studying many kinds of workers' participation, especially in Korea-joint consultation system. II. Theorectical Background Workers' participation in management is classified three types according to the participating depth to determine managerial functions. The one is joint consultation, the second co-determination, and the third self management. 1. Joint Consultation This system means usually in many countries that workers (or their representatives) represent in determination of managerial problems but they only consult with management counterparts instead of having determination power. In Europe it is established usually as a works councils. Works councils are committees, ordinally involving management and employee representatives that have certain functions in the governance of a workplace. Employee representatives are generally elected by the employees in a particular plant. Also works councils generally have one of four types of power, right to be informed, right to be counsulted, right to investigate, and the right of codetermination. 2. Codetermination The essence of codetermination is a partnership of ownership and labor in the operation of an enterprise. In 1947, after World War II, The British occupation forces in the Ruhr Valley of Germany introduced codetermination in the German steel industry. In 1951, it was extended to coal also. In practice codetermination means that workers have representatives on the boards (generally supervisory board and management board) that have responsibility for the enterprise. The supervisory boards of large companies in the steel and coal industry consist of five representatives of stockholders, five representatives of the firms employees, and one neutral person nominated by majority vote of the other then members of the board. The employee members of the board, or the "worker directors" are two nominees of the works councils and three nominees of the unions. Especially one member of management board of the companies must be a labor relations manager, who cannot be chosen against the majority vote of the employee members of the company. 3. Self-management Self-management has been developed in Yugoslavia, where government owns all but smallest businesses. Under the Yogoslav constitution, managerial authority is legally vested in the workers of the enterprise, instead of with government-appointed managers. The workers elect a council that has responsibility for hiring managers and that participates in business decisions. III. The Joint-Consultation System in Korea This system was introduced in Korea 1974 as a voluntary organization. But after having experienced many large labor dis putes, the government learned that labor-management cooperation is emergent and decreed Joint Consultation Act in Dec. 31, 1981. The purpose of introducing joint consultation is to improve the interest of both the labor and the management through the bilateral interest and cooperation of labor and management, then to raise industrial peace, and to contribute to the development of national economy. Joint consultation organization in Korea consists of three members to ten members according to principle of parity. And it's functions are to consult about as follows: 1. to improve productivity and workers' welfare. 2. to prevent labor disputes previously. 3. to educate and train workers 4. to deal with workers' grievances. 5. to improve security, working conditions and workers' health. IV. Conclusion In Korea labor management cooperation through joint consultation system being successful, it is necessary to be functioned as follows: 1. Legally both the labor an the management have equal power to determine managerial problems, and each side of the two has it's own responsibility and ability. 2. Instead of introducing foreign labor-relations system directly, we should discreetly choose most possible alternatives.

우리나라 勤勞者의 經營參加制度에 관한 硏究

이재인 全北大學校 經營大學院 1988 국내석사

I. Our country has promoted industrialization ceaselessly and has continued economic growth under the difficult circumstances during the past two decades. Now, in order to achieve the second leap in Korean economy for the advanced economy, it is very important to enhance the productivity of labour and labour's life level by means of maximizing cooperative attitude between the employee and the employer. And then, in mordern society, the workers are not satisfied with their wages paid in compensation for their labour, but seek out the way to enhance the their status and to satisfy their desire for participation in management. In this viewpoint, the purpose of this study is to indicate the right direction of the employee's participation in management contributing the stability of relationship between the employee and the employer and the development of industrial democracy in our country. II. The employee's participation in management means to prepare the systematical mechanism which makes the close relationship between the employee and the employer, and makes the employee be able to cooperate in management. Generally, the relationship between the employee and the employer has the duality; the cooperative side based on collaborative relation and the opponent side based on competitive relation. Thus, collective bargaining is the system developed from the viewpoint of the competitive relation for maintaining order in labour-management bargaining and industrial peace. Employee's participation in management are various. That is employee's participation system, employee stock ownership plans, and the management-employee joint consultation system etc. III. In our country, the employee stock ownership plans and the labour-management joint cooperation system are executed of the employee's participation in management. With the thought of soluing the problems by analysis of the real state of our country, this study presents the following ways to improve for operating fully the functions of the systems. First, the improvement points about the employee stock ownership plans are follow. It is quite necessary to educate that the effective operation of this system is very beneficial to the employee, firms and the general public. And, It is desirable to iport a fair performance distribution plan for the employee and to expand the firm's finantial support for the fund to purchase his own company's stock. And, the device to reduce the loss occured to the employee stockholder owing to descent of the stock price must be developed. From the viewpoint of supply of long-term stable fund for firm, it must be necessary to increase the employee's holding rate of his own company's stock. Second, The improvement points of the labour-management joint cooperation system are follow. The fundamental labour rights should be guaranteed gradually for establishment of equal labour-management relationship and sound labour-management joint cooperation system. Two functions should be separated apparantly by avoiding overlap of the representatives of collective bargaining and labour-management joint cooperation. Both the employees and the management should fully understand the necessity and productive function of this system through education. And, both the employee and the management should participate voluntarily, showing the positive attitude of democratic consciousness about the employee-management relation with the mental posture of mutual respect.

한국의 경영참가제도에 관한 연구

박종섭 목포대학교 대학원 1991 국내석사

Industrial relation in Korea has been formed as a wage workers`appearance in the early 19th century in the first step of capitalism. During sixties to eighties, By the preference of economics and unbalance of industrial relations has brought labors change of consciouness. In the age of transformation, general people and labors themselves has risen to the great concern of the Industrial relations. In the charge of labors`consciousness. The major concern of then has wanted participate in the working and managements. This system has induced to many contries gor the benefit of innovation of engineering. In 1984, form the symposium of I.L.O. the participation of worker`s in managements has been announced positively. Form then, many countries has studied this system in various kinds of types. By making laws of labor committee in 1980. The participation of managements, has discussed eagerly worker`s participation in managements has devided into three great participation in capital, interest, managements In true meaning the participation of managements means to work in making decision accordingly, this paper has been studied on the making decision. By being dissolved many troubles caused by the relations between labors and managements. In order to fix the demoeracy of industrial world and the recovery of humanity and the peace of industry. This paper shows Several case of working system in this field. In comparison with many major countries models should be come to which are adapt to our customs and rules. For them, We should reform the following systems and Consciousness should be changed. Firstly, in the management cultural side. The mutual understanding based on the harmony among partner should precede confrontation and disagreement. The motive induction by way of participation improves productiviy increase. Secondly, in the systematical side, the establishment of labour and management association should be expanded in every field and the participation range. The degree and so forth should be considered. Thirdly, in the labour administrative side, the professional staff about labour management should be established. The self-regulation and the neutlallty provided, and the systematical reformation and economical support continued. Fourthly, in the national consciousness side, the contempt about the labour of blue color should be overcome and the labour-management problems should be settled in better condition with social stability.

우리나라 勤勞者의 經營參加制度에 관한 硏究

허중오 漢陽大學校 經營大學院 1984 국내석사

경영참가제도가 구성원 태도와 성과에 미치는 영향에 관한 연구 : H기업 사례를 중심으로

권오인 울산대학교 경영대학원 2004 국내석사

현재 기업은 정보화, 기술화, 지식화, 세계화의 급변한 환경 속에서 생존하고 발전하기 위하여 노사관계에서 전근대적인 대립적인 관계에서 상호 협력체제인 노사문화의 정착을 위하여 근로자 경영참가제도에 대한 관심이 고조되고, 근로자 또한 의식수준의 향상, 생활의 질 향상을 위하여 경영참가에 대한 관심이 증대되고 있다. 이러한 관점에서 근로자 경영참가제도가 구성원 태도와 성과에 미치는 영향은 대단히 중요하다 할 수 있겠다. 본 연구에서는 경영참가제도가 구성원 태도와 성과에 미치는 영향에 관하여 실증적 연구를 실시하였다. 더불어 경영참가제도 만족으로 성과에 영향을 주는지에 대해서도 탐색적으로 연구하였다. 실증적 연구조사는 경영참가 제도 ① 성과배분 ② 종업원지주제 ③ 직무재설계 ④ 품질분임조 ⑤ 제안 ⑥ 노사협의회 제도, 만족도(제도의 취지, 운영, 효과)가 구성원태도변수 직무만족, 조직몰입, 이직의도에 어떠한 영향을 미치는지에 대하여 연구가설을 설정하고 그 가설들을 검증함으로써 이루어졌다. 참가만족 종속변수로는 직무성과와 고용불안정을 선정하여 구성원 태도에 따라 참가효과에 어떠한 영향을 미치는지에 대하여 가설을 설정하여 검증하였다. 본 실증연구의 결과에서 발견된 바는 경영참가제도 중에서 품질관리 분임조와 노사협의회 제도가 구성원 태도에 가장 많은 영향을 주는 것으로 나타났다. 참가효과에는 구성원 태도, 직무만족, 조직몰입, 이직의도 모두 유의한 결과로 나타났다. 직무만족, 조직몰입은 높을 때 이직의도는 낮을 때 직무성과와 고용불안정에 정(正)으로 나타내고 있다. 탐색적으로 검증한 경영참가제도 만족도가 참가효과에 미치는 영향은 관계가 없는 것으로 나타나 경영참가제도 만족으로는 직무성과나 고용불안정에 영향을 미치지 않은 것으로 발견되었다. 이는 경영참가 만족도가 구성원태도에 영향을 주고 구성원이 인지를 하고 변화를 하여야만 성과를 얻을 수 있다는 결과이다. 이상의 연구결과와 같이 경영참가제도는 구성원 태도와 성과에 미치는 영향은 기업의 생산성 향상, 이윤증가, 품질향상, 고용안정, 이직율감소, 노사관계 개선 각 분야에 걸쳐 중요한 사항이라 할 수 있겠다. 하지만 다른 기업에서 실시하고 있다고 하여 무작정 도입 할 것이 아니라 각 기업실정, 조직 특성에 따라 실시하되 구성원의 태도를 긍정적인 방향으로 이끌어 갈 수 있는 방안이 선행되어야 할 것이다. This study performed an empirical study on the effects of employees' management participation on their attitudes and performances. In addition, this study explored empirically satisfaction of management participation on performances. This study focused employees' management participation including ① gain sharing ② employee stock ownership plan(ESOP) ③ job redesign ④ quality circle(QC) ⑤ suggestion system ⑥ joint labor-management conference system. It developed research hypotheses on the relationship between employees' satisfaction of management participation (with respect to orientation, operation, and effects of the participation programs) and employees' attitudes(job satisfaction, organization commitment, turnover intention) and empirically tested the hypotheses. Dependent variables of employees' satisfaction of management participation program included job performance and job insecurity. These hypotheses were tested with 264 questionnaires which were completed by employees of H corporation. The H corporation was an automobile manufacturing company which was located in Ulsan Metropolitan City. This study found that among afore-mentioned management participation programs, employees' satisfactions of QC and joint labor-management conference system influenced statistically significant their attitudes respectively. The influences were found significant on the relationship with job satisfaction, organization commitment, turnover intention. It was found from results that job satisfaction and organization commitment were positively related with job performance and negatively with job insecurity. On the other hand, it was found that turnover intention was negatively related with job performance and positively with job insecurity. There were no significant relationship between employee's satisfaction of management participation and job performance and job insecurity.

勤勞者의 經營參加制度에 關한 比較 硏究

이윤희 崇實大學校 中小企業大學院 1988 국내석사

勞動者의 經營參加 制度에 관한 法的 硏究

강상정 광주대학교 경상대학원 1992 국내석사

The purposes of this study are to investigate the process and the actual condition of capital participation and decision-making participation systems of all developed countries in the aspects of legal systems, to understand the essence, function and principle of these systems, to analyze the actual situation of these systems in Korea and to find the direction for the development hereafter. This study, first of all, investigates the ideoligy, necessity, thought background and historical change of the managemant participation system in the developed countries as a basic study. The management participation of laborers means that the representative of laborers participate in the management of company and exercises his influence over the management by the right to a voice in order to increase their benefits and welfares. We know that the bases of thought backgrounds are labor-management equality participation thought, independent management participation thought though the participation for an important decision-making and behaviorial scientific participation which has a central task to realize an individual personality in the organization and regards human as the complex existence. The management participation system of laborers was started from the stage of intention exchanges in the early period and came to the consultation, conference and joint decision of an important management matter of enterprise since the management participation system in the western industrial societies has been developed according to the requirement from the laborers who wish to take part in the managrment in order to improve their positions, the change of recognition of users who wish to pursue to sevelop their enterproses by improving the labor-management relations and increasing productivity and the international political positions which consider the labor-management cooperation as an essential factor to the economic development and the maintenance of industrial peace. On the one hand, the types of the management participation of laborers are performance participation, capital participation and decision-making participation, and this study excludes the performance participation. Capital participation means that laborers participate in the profit distribution of enterprise. And capital participation systems are as following; stock-sharing plan for employees which offers the employees to the position of stockholder, labor stock system which recognizes the labor by laborers as an investment and gives the stock to them. Decision-making participation means that laborers participation in the whole management and exert their influence over the management policy decision. And there are joint labor-management conference system and joint decision-making system in the types of decision-making participation. The actual conditions of these systems in the chief developed countries are different according to the requests of thought and the time. For instance, joint labor-management conference system in America and Japan has been produced and maintained spontaneously without a legal device and the joint decision-making system in Germany is under the legal control absolutely. However, all systems have a common feature which is to realize an industrial democracy by providing the way that laborers can participation in the existing exclusive management of enterprise. The trends of legal systems in the developed countries related with management participation system are that the concept of capitalism and the basic principle of the modern civil law are gradually revised and commercial law is appeared. The management participation system in Korea is stock-sharing plan for the employees as the capital participation and joint labor-management conference system as decision-making participation. Both systems are legalized and secured legally, but they have problems to be improved. First, in the aspect of legal system, it is questioned that the management participation system is conflicted with the related law. After I examine that the security of private property right, the interests of stockholders on commercial law and the management right can be infringed, it was analyzed that there was no conflict with each other on the related law with the management participation system but there must be no a basic legal factor which has a basic on the positive law which has to be adequate to the public interests. Second, it was examined that the prevention of the disfranchised stock, the security of independence of company's stock union and the security of investment profit rate should be preceded in order to activate the stock-sharing plan for the employees. Third, it was suggested that the harmory with collective bargaining, the enlargement of conference function, the consolidation of labor administration, mental base extension in joint labor-management system should be emphasized in order to improve joint labor-management conference system. Finally, it was emphasized that the joint decision-making system in Germany should be introduced to our country. However, commercial law and labor union law on the current law systems will be conflicted with this system and it should be overcome in order that this system can be actualized in Korea. Accordingly, the improvement of legal system is necessary and in order to achieve this, the limitation of the current legal system should be overcome by innovation of recognition of the existing company's law.

勤勞者의 經營參加 制度에 관한 比較法的 硏究

김판곤 東亞大學校 大學院 2003 국내석사

지금 우리사회와 세계경제는 지식과 정보의 유통에 의해 급속도로 변화하고 있다. 이와 함께 세계시장의 경쟁은 한층 더 심화되고 다변화 되어가고 있다. 이러한 상황에서 우리기업과 경제가 생존하고 경쟁력을 유지하며, 발전을 지속하기 위해서는 무엇보다도 투쟁적이고 파괴적인 노사관계를 지양하고 대화와 협력의 노사관계가 정립되어야 할 것이다. 말하자면 노사관계의 안정이 필요하다. 노사간의 상호존중과 안정이 정착될 때 협력하고 대화하며 함께 고민하는 분위기가 조성될 수 있는 것이다. 근로자의 경영참가는 노사가 기업의 경영정보를 공유하고 상호 협력하는 방식이다. 경영참가를 토대로 하여 근로자의 자발적이고 진지한 헌신을 이끌어 낼 수 있다면 노사관계의 안정을 이루어서 노사가 함께 발전할 수 있는 것이다. 근로자의 경영참가는 민감하면서도 중요한 이슈이다. 경영참가가 부정적으로 인식되기도 하지만, 이 문제가 경영계와 노동계 안팎에서 꾸준히 논의되고 있다. 근로자는 경영참가를 통해서 기업의 경영에 발언권을 행사한다. 기업경영에 능동적이고 주체적으로 활동함으로써 동기를 부여받고 책임 있는 역할을 수행하고 고민할 기회를 가지게된다. 이에 의하여 인간소외를 극복하고 직장에서의 보람과 긍지를 가지게되며, 대외적으로는 생산성과 기업의 경쟁력이 향상될 수 있는 긍정적인 효과도 있는 것이다. 근로자의 경영참가제도로서 소유참가·의사결정참가 그리고 여러 방식이 있다. 주로 종업원지주제도와 노사협의제도, 스톡옵션제도 등을 고찰하였다. 이들 제도는 지금 많은 기업에서 실시되어 왔으며 앞으로도 그 기능과 역할이 확대될 것으로 보여지므로 서로 비교법적인 연구를 통하여 이들 제도의 역할과 문제점을 검토하여 우리의 실정에 맞도록 법적·제도적 보완을 하여 개선해 나가야 한다. 근로자의 경영참가가 어느 수준까지 정착되는 기업문화가 형성될 때 노사관계는 안정적인 방향으로 나아갈 수 있을 것이다. 근로자가 경영참가를 하여 의미 있는 역할을 하고 자아를 실현하기 위해서는 나름대로의 책임감과 자질을 갖추어 나가야 하므로 끝없는 자기개발과 역할을 찾아야 할 것이다. 기업은 자본의 집중이 가져오는 폐해를 해소하고 인적자원을 효율적으로 활용할 수 있는 기회가 될 수 있도록 경영참가를 검토하여야 할 것이다. 근로자는 물질적 욕구뿐만 아니라 정신적, 사회적 욕구도 충족함으로써 노사가 대등한 동반자로 인식될 때 인간관계의 개선과 더불어 기업문화가 번창하는 계기로 삼아야 한다. 근로자의 경영참가는 생산성향상과 부의 공정한 분배, 책임을 같이 부담하는 정신이 요구되기도 한다. 이러한 면에서 경영참가에 대한 전반적인 내용을 어느 정도 살펴보는 것이 필요하여 그 내용을 검토하였다. 근로자의 경영참가를 통한 산업민주주의가 실현되고 노사가 공존하기 위하여 노·사·정이 합심하여 장기적인 관점에서 진지하면서도 유연한 자세를 가지고 실현 가능한 논의가 계속 되도록 노력해야 할 것이다. At present our society and world economy are rapidly changing with currency of intelligence and information. With this condition world market is very competitive. Therefore it is important that our enterprise and economy survive. For it we must prevent labor trouble from spreading and we must reinforce labor-management cooperation. And it is necessary that the relations between labor-management are stable. The relations between labor-management are the basic factor of economy under the modern capitalistic economic system. The means for their relations to be progressive and cooperative and stable is worker's participation in management. The idea of worker's participation in management is to achieve the realization of more perfect worker's personality. This is very sensitive and important issue. Worker presents his demand and view point about management through participation in management. Worker plays a meaningful role and thinks solemnly about managing through it. And he has quality of working life and surmounts alienation. With it the enterprise can reinforce the power of competition and enhance productivity of labor. The system of participation in management is various in method. For instance property participation, decision-making participation and profits-sharing participation are, etc. Especially, employee stock ownership plan and labor-management consultation and stock option system are meaningful. These systems are being discussed constantly and adopted in reality within management. Employee and employer are hierarchical relations. But the participation model means equality in human relation, that is to say, they are regarded equal partners in managing enterprise. This system is to eliminate the exclusive control of employer over employees to actualize the idea that the employee and employer are the social partners and to establish the relation between employee and employer with the spirit of cooperation and common responsibility. Participation management contains industrial democracy and peace. For it is not confrontation but compromise between labor-management. In future legal and institutional approach for the activation of worker's participation and cooperation should be studied endlessly.