• Journal of Digital Convergence
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• v.14 no.8
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• pp.137-150
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• 2016

Labor-management relations are essential to corporation to secure competitiveness and a continuous development. However it is difficult to establish labor-management relations. This study focuses on the effect of cooperative industrial relations in trust and commitment of organization and labor union through 300people of 12 companies who belong to the Korean Confederation of Trade Unions. As a result of the study, cooperative industrial relations have a positive effect on the trust in organization and labor-management. Furthermore, the trusts of both organization and labor-management relations have a positive effect toward its commitment. This research result is an important factor to change a strategy of the labor union which cannot break out original roles. The cooperative industrial relations are also necessary for organization.

• Journal of Digital Convergence
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• v.14 no.7
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• pp.135-144
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• 2016

This study attempted to verify the relationship among Job Attitude, Personality and Demographic Characteristics according to Dual Commitment Type. The groups were named 'very high dual commitment group(both highly committed to the organization and union)', 'normal dual commitment group(average level of commitment to both of them)', 'resisting dual commitment group(no commitment to both of them)', 'organization commitment group(only committed to organization)', 'union commitment group(only committed to union)'. This research was analyzed by 388 Hyundai and Kia motor company members and 'very high dual commitment group' and 'organizational commitment group' showed the highest Job Satisfaction and Job Involvement. Through group segmentations considering sub-concepts could contribute to design a strategy to increase the company's competitiveness in aspects of the direction to the HR policy.

• Management & Information Systems Review
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• v.34 no.2
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• pp.131-149
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• 2015

Recently many organizations have engaged in widespread restructuring as well as more flexible usage of labor in an attempt to cut costs and to increase profit. As a result of lays offs resulting from frequent restructuring, many people no longer consider their jobs as permanent positions. many employees have an increased feeling of job insecurity. There structuring and following downsizing have created an uncertain environment within creased fear offer ther job losses. therefore the study of job insecurity is significant. especially To understand the relationship between job security and union-relation behaviors on the industrial relations. The purpose of this study suggested the strategies to company and union. The purpose of this study is to examine how the union-relation behaviors are influenced by the job security. This study built a exploratory model that there is causal relationship of job security to union commitment, dual commitment, and labor related behaviors. For the verification of this study model, the regression analysis was applied to the surveys of 236 members of union that are located in Busan, Gyeongnam, Ulsan, and Pohang. The result of this research shows that the job insecurity is strongly related to the union commitment and union related behaviors. According to the research, the effect that the job security affects union commitment and union related behaviors are positive. With the research outputs, we have discussed about the academic and pragmatic viewpoint. We proposed comprehensive model to verify how the job insecurity affects the union-related behaviors, and objectively analyzed the model. The research result was opposite to what the existing theories have said that high job insecurity derives high union-related behaviors. This result is meaningful because it is concerned with the social issues-present situation of Korean company, low-employment, unstable employment and so on. Moreover, this research may contribute to expand the aspect of academic research on job insecurity as there are few research conducted in korea. This research also suggests the realistic alternative of union-related behaviors because it is proved that job security can contribute to innovation activities. Also, this research implies that the matter of job insecurity is the basic need of organizational individual and presents that job security is not a notion but the alternative by using of the positional stability and situational control power. The limitation of this research is that it is only utilized the cross-sectional study. To remedy the cross-sectional study, vertical, and serial method of research is needed. And there is no enough sample to secure more comprehensive data as the targets of the research is limited to Busan and Gyeongnam regions. Finally, the measurement tool for job security is needed to be suitably modified to by the South Korea's economic, linguistic, and cultural situation.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.4
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• pp.374-382
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• 2012

Purpose: This study was done to investigate the effects of university hospital nurses' organizational conflict between organizational commitment and labor union commitment, so as to provide data on prevention of conflict with the hospital and to improve work achievement with commitment of two different groups: hospital and labor union commitment. Methods: Data collection was conducted from May 15 to 31, 2011 for nurses registered in the labor union of a university hospital. The collected data were analyzed using t-test, ANOVA, Scheffe test and multiple regression. Results: Organizational commitment of the nurses showed significant differences according to age, position and work experience, and degree of labor union commitment according to academic achievement. The factors affecting labor union commitment were organizational conflict and recognition of need for labor union, which accounted for 19% of the variance. Factors affecting organizational commitment were organizational conflict, recognition of need for labor union, participation in organizational events, and renewal of membership in the union, which accounted for 33% of the variance. Conclusion: The results of this study indicate that there is a need to improve work achievement by minimizing conflict and preventing labor disputes for better organizational commitment and labor union commitment of nurses.

• The Journal of the Institute of Internet, Broadcasting and Communication
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• v.17 no.1
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• pp.269-279
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• 2017

Today, labor unions have become more serious and have more critical roles in the IT industry. Labor union should enhance the quality of working life in an organization. It is the most important role of the union to satisfy employees. When a labor union enriches its roles, members have a positive attitude to the union. Hence, workers will be more satisfied and make more positive results. Moreover, although members have positive attitudes to the union, when labor and capital have a negative relationship, workers do not make the best performance. Furthermore, although unions and the companies work in close cooperation, when members have a negative attitude to the labor union, workers' performance will also decline. Hence, a positive attitude to labor unions and union-management relations has a mutual benefit for performance. This study explains these relationships with the effect of attitudes to labor unions (satisfaction, trust, and commitment) on organizational commitment and organizational citizenship behavior, and the moderate effect of union- management cooperation. The purpose of this study is to suggest that labor unions should have a positive relationship with management and win members' recognition in the IT field.

• Management & Information Systems Review
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• v.32 no.5
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• pp.119-134
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• 2013

The purpose of this study was to explore the labor relations and job attitudes on KORAIL's employees. The subject of the study was the members of the Gyeongbuk Headquarters of Korea Railroad Corporation(KORAIL). For the purpose of analysis, a survey was conducted for 155 members of KORAIL Gyeongbuk Headquarters, and 119 questionnaires were used for the final analysis. The results of the analysis are as follows: First, there are 3 powerful parties in the KORAIL system of labor relations as Union, Management and Goverment. The KORAIL system of labor relations is very unstable and rigid. The labor union of KORAIL engaged in a desperate struggle against the management. Second, there are significant differences in job satisfaction, communication, organizational commitment, job attitudes between union members and non-union members. These results indicate that establish a labor-management community culture, communication need to be more activated. The activation of communication can contribute to building confidence in labor-management relationship.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.31 no.3
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• pp.61-73
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• 2008

The purpose of this study is to examine the determinants of union commitment and union participation intention based on the social exchange perspective and apply implications to union setting to improve union management. The results are as follows : Firstly, union commitment is the most direct predictors of union participation intention and mediates the relation both perceived union support and union instrumentality and union participation intention. Secondly, both perceived union support and union instrumentality are direct predictors of union commitment but perceived union support has more effect than union instrumentality on union commitment. Lastly, process related justices affect on perceived union support but interactional justice is a more Important antecedent of perceived union support than procedural justice. Unexpected finding is that union instrumentality has direct relationship with not only union commitment but also perceived union support. This finding is needed further research in the future.

• Korea Journal of Hospital Management
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• v.13 no.3
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• pp.17-43
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• 2008

The purpose of this study was to analyze affecting factors on labor union commitment among nurses in two general hospitals. The subjects of this study were 282 nurses in one university hospital in Seoul and one general hospital in Gyeong-Gi province from April 20 to May 9, 2008 through survey questionnaires. The main results of this study were as follow: First, labor union commitment level among nurses was increased as 30 years old and lower job position. Second, organization conflict level among nurses did not statistical differ significantly regarding age, education level, wedding, job year, job position, and labor manager. Third, correlation between labor union commitment level and other variables as follow. It was increased as age, education level, job year, job position, organization conflict level but not statistical difference significantly. Finally, from the results of multiple regression analysis to identify major affecting factors of labor union commitment level, it depends on low education level, high conflict between individual and group but not significantly. Therefore, new research was required regarding organization culture and commitment.

• Korea Journal of Hospital Management
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• v.15 no.3
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• pp.69-96
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• 2010

The aims of this study were to analyze affecting factors on labor union commitment among university hospital employees and provide basic data in two general hospitals. The subjects of this study were 357 hospital employees in one university hospital in Seoul and the other university hospital in Gyeong-Gi province from May 21 to June 10, 2010 through survey questionnaires. The main results of this study were as follow : First, labor union commitment level among subjects was increased as 40 years old, lower educational level, lower job position and union leader. Second, organization conflict level among subjects did not statistical differ significantly regarding age, education level, wedding, and job position, but job year. Third, correlation between labor union commitment level and organizational conflict increased. Finally, from the results of multiple regression analysis to identify major affecting factors of labor union commitment level, it depends on lower educational level, high conflict, and union leader between individual and group but not significantly. Therefore, it was necessary to continued to be supported for labor union. New research was required regarding organization culture and commitment.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.2
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• pp.356-373
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• 2017

The purpose of this study is to empirically analyze whether performance-oriented remuneration systems in public thermal power generation companies substantially induces organizational commitment of employees, and contributes to organizational performance. According to the study, adequacy of salary and individual work evaluation have significant effects on organizational commitment, whereas external and internal evaluations for pay-for-performance remuneration systems do not have a significant effect. Annual salary for performance and pay-for-performance systems have a significant influence on organizational performance. In addition, because annual salary and individual work evaluation of the performance-oriented remuneration system have significant effects on both the indirect effect, through organizational commitment, as well as the direct effect on organizational performance, there exists a partially mediated effect on organizational commitment. Conversely, because external and internal evaluations do not significantly affect organizational commitment, there is no means of verifying the mediating effect. Studies suggest that a fair annual salary system for performance employed in conjunction with a pay-for-performance system will provide positive impacts on organizational performance and employee loyalty.