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영어

In this study, we took a close look at the priorities in labor unions’ activities of public sector by establishing a more concrete definition of general labor union activities. Because clear definition for the labor union activities and a discussion were lacking in existing study. Therefore, this study tried to discussed it for labor union activity through the set AHP(Analytic Hierarchy Process) model It aims at laying a foundation for the future studies on labor union activities and provide a guideline for building strategies to establish appropriate Labor-Management relationships by using the priorities found from the study, and fundamentally seek for directions to productive Labor-Management relationships. A total of 62 participants completed the survey. Those who participated in the survey were researchers in labor-management research centers, and union leaders, its rank and file and the management in public sector organizations. Delphi and AHP were employed for analysis. The AHP is decision making methodology to use by one alternative plan after considering knowledge, intuition, and experience of the experts. The union activities were divided, in consultation with experts, into three categories - wage and collective agreement, participation in politics and management. Each category was further broken into several sub-activities and all combined were 13 activities. Wage and collective agreement are divided into two incomes such as mutual relationship and realistic income. For realistic income, it is divided into four items such as wage, benefits, rights of labor-management, and bargaining costs. Political Activity is divided into four activities such as strike, legislation support through a political party, bargaining with government through an upper federation, and holding a public hearing. And for the last participation in management is divided into four items such as sharing information, participate in decision making, autonomy of work, and joint labor-management conference. The priorities were classified by group-union leaders, its rank and file, and the management. The findings of the study are as follows: First, all the groups put wages and collective agreement on the top priority. Each group showed the importance of wage and collective agreement-labor union with 48.6% of labor union activities, management with 52.5% of labor union activities, and union member with 53.6% of labor union activities, then, it is confirmed the wage and collective agreement is crucial in public sector’s labor management relationships. Second, it was confirmed that there is a significant importance in mutual trust and friendly setting for constructive Labor-Management relationships. In particular, negotiator group showed high level of importance of labor union activities. Therefore, it is confirmed that the mutual relationship income is playing more important role compare to realistic income. ; Because of Public sector’s work conditions were decided by government, public sector’s union is prefer to expand their share rather than insist to improve their work conditions. Third, the problems which owned by the public sector’s bargaining system were confirmed. Public sector’s union bargain with employer, but substantial employer is the government itself. Because of almost work conditions were decided by government. However, there are many limits to show a function because bargaining with government is broken off. Fourth, it was confirmed that there is a significant importance in political activity. Unlike the private sector, public sector’s political activity has many function such as legislation support through a political party, Get together with speciality of the public sector, the representative of the company has a limit to decline a meaning of the government. However, labor union has the ability that can solve the things through a political activity. And it was also found that there is no problem regarding information asymmetry but there is a disagreement for participation in management in the public sector. The management side is low for participation in management in comparison with labor union and the member, because appeared in what placed more weight on, and the management had the sight that was negative for participation in management of the labor union as ever, was confirmed. Most labor-management dispute takes it like this in a point to begin with participation in management exclusion of the labor union, this trouble company relations of the public sector can be said to have potential problems. This study has several limitation of concerns relates to sampling issues. The sample size of 62 was relatively small considering the social science area. In addition, the sample was limited to Federation of Korean Trade Unions. Therefore, it would be valuable to replicate the present study with a larger and more representative sample. This study considered an literature review for labor union’s activity through the investigation of the expert in a base, and it was proof analysis in the part which the interest people concerned of company put a focus for such an activity substantially. And this study is to have made a searching examination for activity of the labor union which can utilize substantially on the labor-management relationships. It was going to grope for activity and a base for the related study with organizational effectiveness. Therefore, we suggest some future research by the result of this study in a base causation between each activity, negotiation strategy, satisfaction by it. And the effect of labor union’s activity on organizational performance with adds various variables such as objective index. Such a study is useful in not only the labor-management study but also in the organization, and it may be inflected.

한국어

본 연구는 노동조합활동에 대한 보다 구체적인 개념적 구성을 통해 각 활동에 대한 우선순위에 대하여 공공부문을 중심으로 분석하였다. 이로서 향후 노동조합활동에 대한 연구의 기반을 마련하고, 분석을 통해 확인된 우선순위를 활용하여 노사관계 전략 수립과 발전적 노사관계 구축을 위한 연구기반 형성에 일조하고자 하였다. 연구 분석은 노사관련 연구소의 연구원 및 공공부문 기업 내 이해당사자인 노동조합, 사용자측, 조합원을 대상으로 델파이기법과 AHP기법을 적용하여 실시하였다. 본 연구는 전문가 조사를 통해 노동조합 활동을 임금 및 단체협약, 정치참여, 경영참여 세 가지 대분류로 구성하였으며, 각 분류의 하위활동을 포함하여 총 13개 활동으로 분류하였다. 전문가 조사를 통해 구성된 13개 활동에 대해 노동조합, 사용자측, 조합원 각 그룹별로 우선순위를 확립하였으며 연구결과의 요약은 다음과 같다. 첫째, 공공부문의 노사관계는 임금 및 단체협약에 가장 많은 우선순위를 두고 있는 것으로 확인되었다. 둘째, 노사관계에서 신뢰형성 및 우호적 관계가 차지하는 중요성이 확인되었다. 셋째, 현재 교섭방식의 문제점 및 경영참여에 대한 노사 간의 인식차이를 확인하였다. 넷째, 공공부문에서는 정보비대칭으로 인한 문제는 없으나 경영참여에 대해서는 노사간 이견이 있는 것으로 확인되었다.