後進國勞使關係의 形成과 그 分析(其2) : 韓國的事例의 硏究領域을 中心으로 A Case Study of Korea = An Analytical Framework of Industrial Relations in Underdeveloped Countries(PartⅡ)

다국어 초록 (Multilingual Abstract)

Ⅰ
The analysis of industrial relations problem in underdeveloped countries needs the frame of analysis that can explain the real aspects of the empirical industrial relations problems. For this purpose we have overviewed the developing aspect of industrial relations system in underdeveloped countries in Part Ⅰ (Vol.Ⅲ, No.1 of this Journal).
At present, we can utilize the factors, which have been given definite meaning on the formulation of industrial relations system in underdeveloped countries, for the analysis of a given system of industrial relations of a country. For industrial relations study, we have to deal with the broad range of effecting circumstances, because we are often confronted with the unexpected facts that have never been explained fully before.
Such a case can be seen more often in underdeveloped countries than advanced Western nations. If we want to know about the background of the superficial fact, we have to relate the fact with the relevant circumstances of the nation. The circumstances that are relevant to distinctive aspect of industrial relations of a nation dwell not only in economic foundation but also in social and political power.
Ⅱ
For the analysis of the characteristics of industrial relations system, we can choose the subject in every part of industrial relations phenomena. The subject may be the governmental rules or labor customs. The issues arising as industrial relations problem are so various that we cannot confine our attention to some specific field. But the most important part of our attention may be directed to the rules that regulate the industrial relations of a nation. The range of the rules is not limited in the area formally legislated by the government, management or labor, but the range of the rules with which we deal extends to informal or natural formulation of custom or behavior pattern. We include all the fields of industrial relations such as labor relations, social security, and personnel management, as the subject of our analysis. Without broad frame of analysis, we cannot give a full meaning to the cause of an industrial relations fact. Adopting interdisciplinary approach to the industrial relations problem we can connect the economic, social and political effects with the decision making context of industrial relations factors, i.e., management, labor and its organization and government agency. As the result we established a tentative system of analysis that relates the industrial relations phenomena not only with economic field but also with the non-economic social origin. With the frame of the system, we can find out more original causes of the present characteristics of Korean industrial relations.
For the present, the shortness of available data in this field prevents us from the systematic analysis of Korean industrial relations. As the result, we cannot help retaining ourselves by overviewing the most distinctive characters of Korean industrial relations system and her economic and non-economic circumstances which have distinctive and relevant meaning in effecting some characteristics of Korean industrial relations system.
In the first place we classified the basic circumstances of industrial relations of Korea as follows, and defined the most distinctive original aspects that have the relevant meanings in formulating distinctive character of Korean industrial relations system.
Economic groundwork
(ⅰ) Capital market situation,
(ⅱ) Material market situation,
(ⅲ) Man-power and Technical market situation,
(ⅳ) Commodity market situation.
These include the capital condition, labor supply and demand condition and commodity market condition as well as non-economic cultural characteristics that give significant influences on the nature of industrial relations of Korea.
Then we relate those basic conditions with concrete phenomena of labor union, collective bargaining in the field of industrial relations.
(1) Labor organization:
Just after the World War Ⅱ, Korean Federation of Trade Unions was established under the direction of the Occupied Government to abolish the Union Federation of left wing. With a political origin, Korean Trade Union has an extensive number of organized membership. However the present state of union leadership is not so influencial because of some fundamental causes.
We can conceive some factual causes of the failure of the union influence. They are government ignorance on labor movement, short fund of labor organization and the need of member identification. But the fundamental cause results from the labor overflow and paternalistic management of Korean industry and labor identification to paternalism.
(2) Collective bargaining:
Most of the organized unions have some written labor agreements. But the influence of labor over-supply and the paternalistic relation is so overwhelming that the agreements cannot be important regulation because the regulation expresses paternalistic way of management in a written form. Only when the management is out of the paternalistic way, there can be some issues on labor agreement.
(3) Strike:
Most demands of labor for strike is on the wage problem (wage increase) and labor security (against to forced separtation). These reveal distinctive condition of industrial relations of Korea, i.e., labor over-supply. The significant motive of strike is that labor agreement is too poor to justify paternalism and unparternalistic rejection of labor demand of moderate kind.
Surveying the personnel relations fields of industrial relation, the conclusions are as follows:
(1) Man-power planning:
Without any definite way of man-power planning, most of Korean management follows the historical data of the company which have no reasonable ground. The result is that management cannot help enlarging organizational frame under the great pressure of the labor surplus and the related solicitation for new employment.
(2) Recruitment:
The most prevalent way of recruitment is executed through personal relation or solicitation. The point on which the management gives a significant weight in selection is personal obedience and the second is the factors related to the ability of a person. Most management considers the scholastic history as the important factor of selection and most of formal testing contents coincide with the contents of school curriculum which has usually no direct relation with the every-day execution of company work.
(3) Development:
Apprenticeship for the new-comer and on the job self-training without formal planning is dominant way of training. Promotion is performed according to the seniority system.
(4) Compensation:
Wage level is under or at the edge of the living cost. Wage incentive has no direct relation with the productivity of worker but with the living cost. Wage adjustment to t e living cost is performed by the increase in new items of payments resulting in various components of wage. But the items have no direct relations with the productivity. The scales of wage difference by firm size, region, industry and sex are great. The causes of such great differences are the labor immobility which in turn is the result of labor over-supply and paternalistic nature of management and labor.

목차 (Table of Contents)

• Ⅰ. 分析의 焦點
• Ⅱ. 分析體系
• Ⅲ. 分析要因(韓國勞使關係의 事例)
• Ⅳ. 結 言