• Environmental and Resource Economics Review
• /
• v.6 no.1
• /
• pp.45-57
• /
• 1996

공기업(公企業)이 정부의 수익성사업이나 국가기간사업을 독점적으로 수행함에 있어 야기되는 X-비효율성 및 기술혁신의 결여, 사기업(私企業)의 경우와 달리 이윤극대화라는 단일 목적만을 추구할 수 없는 공기업(公企業)의 경영여건, 노사분규로 인한 요소사용비율의 변화, 그리고 각종 정부규제등 여러 제약된 여건하에서 생산요소의 비효율적 배분으로 인하여 생산비용의 최소화가 이루어지고 있다고는 볼 수 없다. 본 연구에서는 공기업(公企業)을 대상으로 실증적으로 시장가격의 함수인 암묵가격(暗默價格)(shadow price)을 설명변수로 사용하는 일반비용함수(一般費用函數)(generalized cost function)를 추정한 후, 효율성검정을 실시하여 생산비용의 최소화여부를 알아본다. 한국 전기업의 '88년 '93년의 2년간 10개 시 도별 자료를 사용하여 효율성검정을 실시한 결과, 생산비용의 최소화는 이루어지고 있지 않음을 알 수 있었다. 생산의 비효율성으로 인하여 비용은 평균 27.4% 증가되었으며 자본과 노동은 각각 적정수준보다 평균 10.6%, 2.1% 만큼 적게 사용된 반면, 연료는 255% 만큼 필요 이상으로 사용되었다.

• Journal of Preventive Medicine and Public Health
• /
• v.43 no.3
• /
• pp.265-273
• /
• 2010

Objectives: Due to the economic crisis and globalization, many workers have been suffering from severe occupational stress due to job insecurity and struggles related to downsizing and restructuring. This study aims to assess the stress levels among workers involved in fierce labor disputes and massive layoffs and to evaluate their specific needs and satisfaction with counseling services set up to help workers cope with severely stressful situations? Methods: The authors provided crisis intervention to workers in traumatic situations to compare the differential level of stress responses and needs among the workers remaining employed in a large auto factory, those laid off by it, and those laid off by other companies in the same region (Pyeongtaek, Gyeonggi Province). We measured stress levels using the worker's stress response inventory (WSRI) and heart rate variability (HRV), and assessed workers' satisfaction with the counseling services. Results: 502 workers participated in the program. Fifty-seven percent of them consulted with occupational problems. The mean WSRI score of the workers remaining employed in the automobile factory was higher than that of the unemployed (employed: $39.8{\pm}19.9$ unemployed: $29.3{\pm}18.8$). Ninety-five percent of workers responded that they were satisfied or very satisfied with the counseling services. Conclusions: This study suggests the urgent need for the establishment of a national crisis intervention program dedicated to supporting workers in severely stressful situations.

• Journal of Digital Convergence
• /
• v.17 no.9
• /
• pp.31-37
• /
• 2019

The results of this study showed that victim's job motivation, organizational distrust, nervousness, turnover intention, frustration, stress and resistance, powerlessness and alienation were similar to previous studies. I was overwhelmed by the negative force of the collective union and experienced anger in the reality that one individual could not resist or find a solution. In addition, psychological factors such as union members' fear of union bullying were found to have a positive effect on the union members who did not join the strike and those who did not join the strike. It is necessary to consider the question of whether the group bullying behavior is valid in that the union bullying behavior of the union is effective in achieving the purpose of the group.

• Korea Journal of Hospital Management
• /
• v.14 no.1
• /
• pp.123-144
• /
• 2009

Recently, a long strike by hospital labor union emerged as a serious social issue. During the Worldcup Games in June, 2002, labor strikes broke up at 'C', 'K' and other hospitals, and in 2007, 'Y' hospital suffered much from a strike. Such series of extreme labor disputes have awakened people of importance of a more stable labor-management relationship for the medical institutions responsible for people's health than any other business organization. The purpose of this study was to examine the labor-management disputes at 'Y' hospital in 2007 and 'C' and 'K' hospitals in 2002. The results of this study can be summarized as follows; First, requests of the labor union such as pay raise, reemployment of the irregular workers as regular employees and participation of the labor union in personnel affairs are the long-held or core issues suffered by the medical institutions. Such issues are not independent from each other but complicated with each other surrounding the pay raise. Accordingly, it is not easy to determine the genuine bone of issue for labor-management disputes. Second, the model type of disputes between labor and management at medical institutions may be strike. However, it is conceived that the type of disputes would be subject to change as the essential medical service area system began to be operated since 2008. Third, the common characteristic of the labor strike among the 3 sample hospitals was occupation of the hospital lobby for a sit-in strike to maximize the negative effects of strike. Article 42 (Prohibition of Violence) of Labor Union and Labor Relation Coordination Act prohibits occupation of production or other important business facilities. In addition, since Ministry of Labor interprets that the hospital lobby belongs to the important business facilities enumerated by Article 42 of the above act, occupation of the hospital lobby for a sit-in strike may be too controversial to be admitted as a fair act of labor dispute when its legitimacy should be judged. Fourth, the counter-measures taken by the hospitals against the strike were observance of the principle 'no labor no pay,' closure, legal action, accusation, claim for recovery of damage, provisional seizure, disciplinary punishment, etc., but the principle of 'no labor, no pay' was not applied in a fair manner by 'C' and 'K' hospitals. However, 'Y' hospital applied this principle thoroughly to the strike; the hospital conduced to correction of the wrong labor-management relationship by refusing inclusion in the labor collective agreement of a provision about payment of wage during the period of strike or labor union's request to that effect during a strike. In addition, 'Y' hospital took an effective measure to end the strike earlier by notifying the labor union of cancellation of the collective agreement and banning the unionists from entering the hospital.