• Korean Journal of Social Welfare
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• v.58 no.2
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• pp.143-166
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• 2006

The purpose of this study was to empirically test whether occupational welfare in Korea would have grown since the mid 1990s. The result of this study showed that after the IMF fiscal crisis, the policies of labor flexibility in labor market initiated flexible forms of employer-provided benefits, including cafeteria plan or profit-based funds, which finally led to a decline of occupational welfare rather than a growth. Existing studies haven't agreed on trade-off of statutory and voluntary social provisions since the crisis of welfare state. However, based on the case of Korea, this study suggested archetypal development of welfare system experiencing a decline of occupational welfare paralleled with a growth of state welfare provision.

• Journal of the Korean Geographical Society
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• v.35 no.2
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• pp.207-225
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• 2000

본 연구는 대구 섬유기업들이 재구조화 과정에서 생산기술, 노동력 이용, 기업간 관계에서 어떤 유연성 전략들을 추구하였으며, 이것이 공간을 통하여 어떻게 표출되었는가를 고찰하였다. 대구 섬유업체는 모든 생산 공정을 통합.운영하고 있는 기업에서부터 단일공정 기업에 이르기까지 다양하고, 이러한 섬유기업들이 서로 밀접하게 연관을 맺고 있는 네트워크 생산체계로 특정지워질 수 있다. 모든 생산공정을 통합한 기업들조차도 외주생산방식을 이용하고 있는데 과거 설비하청중심에서 전문하청의 비중이 점차 커지고 있다. 이러한 네트워크 생산체계는 무역기능을 가진 기업들이 가장 저비용의 생산체계로 조직화한 결과이다. 생산체계상의 공간분화의 정도는 기업규모와 외부화의 정도에 의하여 결정되는 경향이 강하였다.

• Journal of the Korean Society for Precision Engineering
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• v.2 no.1
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• pp.6-20
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• 1985

(1)성에너지, 성자원 : 앞으로 반세기 이내에 에너지, 자원 등 산업의 동력과 자원부족 문제가 산업발전에 큰 장애요인 으로 간주되고 있읍니다. 선진공업국들이 이들 문제를 해결하고자 혈안이 되어 개발하고 있는 생산기술을 확립 토착화하려는 것임. (2) 국제경쟁력 : 경제적측면에서 날로 격화되어가는 구제경댕을 극복하기 위하여 국산제품들의 제조생산성을 향상시키 는 생산기술을 확립, 제품의 부가가치를 높여 국제경쟁에 대응하려는 것임. (3) 양질의 노동력과 높은 노력의 지적 노동력을 충분 활용하는 즉 노동의 생산성을 최대화한 기능 지식접약적인 기술체계를 확립하려는 것임. (4) 제품(또는 상품)이 개성화 다양화 하여가는 세계적인 가치관이행에 순응하여 유연성 있는 현대 미래지향적인 제품생산기술을 하루 빨리 도입정착 시켜야 할 것임. 이상 네가지 시대적인 조류에 호응 우리의 기술을 편승시키기 위한 진흥책이 시급한 과제이므로 종합적인 지원대책을 수립하고 관계부처 및 관계간에 유기적인 협동체제를 구축, 호율적인 추진방법을 제안하는 바임.

• Journal of Venture Innovation
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• v.4 no.2
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• pp.97-108
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• 2021

Labor contracts appear in form as an exchange relationship between labor products and wages, but since they transcend the level of simple barter, they can be economically identified as "trading" and can be identified as "rental." From a legal point of view, a legal device that legally supports and imposes binding force on commodity exchange relations is a contract. Such a labor contract led to a relationship in which wages were received and a certain amount of time was placed under the direction and supervision of the employer as a counter benefit to the receipt of wages. Since working hours are subordinate hours with one's labor under the disposition authority of the employer, long hours of work can be done for the health and safety of workers and furthermore, it can be an act that violates the value to enjoy as a human being. The reduction of working hours needs to be shortened in terms of productivity and enjoyment of workers' culture so that they can expand and reproduce, but users' corporate management labor and production activities should also be compatible compared to those pursued by capitalist countries. Working hours can be seen as individual time and time in society as a whole, and long hours of work at the individual level are reduced, which is undesirable at the individual level, but an increase in products due to an increase in production time at the social level can help social development. It is necessary to consider working hours in terms of finding the balance between these individual and social levels. If the regulation method of working hours was to regulate the total amount of working hours, flexibility and elasticity of working hours are a qualitative regulation method that allows companies to flexibly allocate and organize working hours within a certain range of up to 52 hours per week. Accordingly, it is necessary to shorten working hours, but expand and implement the flexible working hours system according to the situation of the company. To this end, it is necessary to flexibly operate the flexible working hours system, which is currently limited to six months, handle the selective working hours by agreement between employers and workers, and expand the target work of discretionary working hours according to the development of information and communication technology and new types based on the 4th industrial revolution.

• Journal of the Korean Geographical Society
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• v.11
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• pp.17-26
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• 1975

This study examined the flexibility strategies and the spatial division of labour on production system in the industrial restructuring process of textile and apparel industry in Daegu. Textile and apparel firms in Daegu have come to have power after holding trade function. In the context of existing variant production units across all the sectors of the textile and apparel industry, individual firms that hold trade function can organize the lowest cost production system. Daegu's Textile and apparel industry in Daegu shows the complicated and closely realted production system through individual firm's flexibility strategies. Although the textile and apparel firms produce the same item or have the same size, they pursue different flexibility strategies and form different networked production system and different spatial division of labour.

• Korean Journal of Labor Studies
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• v.24 no.1
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• pp.107-156
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• 2018

This article examines the history of the in - house subcontracting and the stabilization of labor - management relations in the steel industry in Japan. The ratio of in-house subcontract workers among steel workers has increased steadily until the mid-2000s, and about 70% in case of the largest company. In-house subcontracting was used as a strategy of the company to increase the quantity flexibility of employment and to save labor costs. The in-house subcontracting company needed company-specialized skills, and the internal labor market was formed because the rate of full-time workers was high and the turnover rate was low. The in-house subcontractor introduced long-term business relationship with the steel factory by introducing the equipment and materials necessary for the performance of the work, and the factory implemented the productivity improvement policy of the in-house subcontractor, and the win-win relationship between the factory and in-house subcontractor was developed. The trade union did not oppose the idea that the expansion of in-house subcontracting contributed to corporate profits, the stability of employment of the members and maintenance of their working conditions. Since 2000, the steel factory has pursued the transformation of in - house subcontractors into subsidiaries, which has been supported by capital relations. By the way, since the mid-2000s, there has been an increase in the number of regular workers' employment. The major factors are as follows: more strengthened compliance with laws and regulations, the higher quality request of customers, stricter keeping of deadlines, and problem in recruiting of workers at in-house subcontract companies. The wage gap between the factory and in - house subcontracting was less at company B than at company S, and the wage level of in - house subcontracting was about 90% of the factory at company B. The relatively small gap at company B seems to be due to the union's movement of narrowing the gap, low market dominance and unfavorable labor market. The internal labor market has been formed in the in-house subcontracting, and the wage gap is not large, and the possibility of labor disputes is low. Industrial relations are stable in the in-house subcontract company as well as the factory. The stabilization of labor-management relations in the steel industry in Korea is required to reduce the wage gap between the factory and in-house subcontract enterprises by raising productivity and expanding the internal labor market at in-house subcontract enterprises.