• Korean Journal of Labor Studies
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• v.14 no.2
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• pp.23-58
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• 2008

본 연구는 한국노동연구원에서 실시한 "일과 가족 양립 지원제도 운영실태조사" 원자료를 활용하여 우리나라 기업의 유연근로제도에 대한 수용성 정도를 실증분석한 것이다. 유연근로제도를 포함한 가족친화 경영의 기업수용성은 출산과 양육친화단계에서는 높지만, 가족친화적 경영수준으로는 확장되지 않고 있음을 발견할 수 있었다. 기존의 연구와 달리 기업 특성을 성(gender)과 시장(market) 가치에 따라 구분하여 유연근로제도의 수용성이 어떤 영역에서 높게 나타나는지를 분석한 결과 여성친화적-고시장성 기업일수록 보다 높은 수용성을 가지는 것으로 나타났다. 또한 다변량분석을 활용하여 유연근로제도에 대한 기업의 수용성 결정요인을 도출하였는데 여기에서는 비정규직 활용과 유연근로제도가 대체관계에 있는 것으로 분석되었다. 따라서 현재 우리나라 노동시장에서 큰 이슈가 되고 있는 비정규직의 무분별한 활용과 증가를 억제할 수 있는 대안 중의 하나로 유연근로제도를 활성화하는 방안을 제안할 수 있으며, 이는 기업의 효율적인 인력운영과 함께 일자리의 질도 제고시킬 수 있어 기업과 근로자가 모두 윈윈(win-win)하는 전략이 될 수 있음을 시사한다고 하겠다.

• Korean Journal of Labor Studies
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• v.17 no.1
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• pp.325-350
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• 2011

This article examines part-time work in the UK in terms of its characteristics and institutional contexts. Part-time jobs developed early due to the UK's liberal market institution and low level of public support for female employment. A large proportion of the employed women (about 40 percent) work part-time. Part-time work has been largely for married women. The expansion of part-time work in the UK was primarily market-driven and led by employers. Married women have worked part-time work primarily to accommodate their family responsibilities. There have been significant changes in labor market regulation in the UK since 1997. The Labor government legislated the Part-time Workers Regluations in 2000 to protect part-time workers. The government has also changed and newly implemented various laws and policies for work-life balance. There has been a real progress in improving the quality of part-time work overall. Nevertheless, we have not seen qualitatively different results in terms of female employment patterns and the qualify of part-time work so far. It has been largely constrained by the government's liberal orienation and voluntarism of labor relations in the UK.

• 월간 기계설비
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• s.322
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• pp.112-115
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• 2017

근로기준법상 법정근로간은 1일 8시간, 주40시간입니다. 정부는 4월 14일부터 인사혁신처를 시작으로 금요일 조기퇴근제를 실시할 예정이라고 하는데요. 주40시간 범위내에서 월~목까지 매일 30분씩 연장 근로하는 대신 한달 중 금 1회 오후 4시에 조기퇴근하는 방식으로 운용될 예정이라고 합니다. 공공기관에서는 이미 유연근로시간제가 실시되고 있는 사업장도 있고 별도 연장 근무 없이 Family day 또는 culture day 등으로 명명하고 월 1회 조기 퇴근하는 제도를 운용하고 있기도 합니다. 기존에 자율적으로 기업형편에 따라 실시되었던 유언근로시간제와 더불어 금 조기퇴근제도는 공기업을 중심으로 좀 더 확대될 것으로 보입니다. 다만 국가공무원법이 적용되는 공무원과 달리 민간부문에서 유연근로시간제도를 도입하고자 할 경우에는 근로기준법을 준수하여야 하므로 법률에서 정한 유연근로시간제도의 유형에 따라 취업규칙의 변경 또는 근로자대표와의 서면합의 등의 절차를 거쳐야 합니다. 금요일 4시 조기퇴근제도는 탄력적 근로시간제도의 일 유형이라고 볼 수 있기에 이번 호에서는 탄력적 근로시간제도에 대해 알아보고자 합니다.

• Journal of Digital Convergence
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• v.11 no.11
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• pp.169-175
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• 2013

Smart flexible work has been a topic of considerable interest to researchers, practitioners, and public policy advocates as a tool to help individuals manage work and family roles. In this study, we investigated the types of smart flexible work arrangement and analyzed the organizational units associated with it. We found that the critical success factors of smart flexible work and the specific types of flexibility make a difference in the effects found. And we proposed on the direction of policy promotion that can contribute to the introduction of smart flexible work.

• 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.

• KDI Journal of Economic Policy
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• v.16 no.4
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• pp.141-167
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• 1994

본 연구는 현행 우리나라 노사관계(勞使關係)의 특정을 분석한 후, 미(美) 일(日) 등 선진국가의 노사관계(勞使關係) 경험으로부터 시사점을 도출하여 경제적(經濟的) 합리성(合理性)에 기초한 합리적(合理的) 노사관계(勞使關係)를 정립하기 위한 기본방향(基本方向)과 제도개선방안(制度改善方案)을 제시하였다. 첫째, 파업비용(罷業費用)이 작아 노동조합의 힘이 과도하게 커졌던 교섭력(交涉力)의 부균형(不均衡) 구조(構造)를 개선해야 한다. 반면에 한계근로자(限界勤勞者)는 주로 근로기준법(勤勞基準法)에 의해 보호를 받고 있으므로 법정근로기준(法定勤勞基準)을 일률적(一律的)으로 하향조정(下向調整)하는 것은 바람직하지 않다. 둘째, '종업원만족(從業員滿足)을 통한 고객만족(顧客滿足)', '정보공유(情報共有)를 통한 파업예방(罷業豫防)'을 위해 노사협의회(勞使協議會)의 기능을 강화(强化)하여 근로자(勤勞者) 경영참여(經營參與)를 확대(擴大)해야 한다. 셋째 유연(柔軟)한 인력관리(人力管理)를 위해 고용관계(雇傭關係)의 경직성을 초래하는 법 제도를 개선해야 한다. 유연한 고용조정을 위한 정리해고규제(整理解雇規制) 완화(緩和), 다양한 근로관계의 형성에 유연하게 대응하기 위한 고용결약(雇傭契約)의 자유화(自由化) 확대(擴大)등이 이루어져야 할 것이다. 넷째, 노사분쟁(勞使紛爭)의 소지가 많아지고 파업(罷業)의 경제적(經濟的) 비용(費用)이 크게 증대될 것이므로 노사분쟁처리의 공정성(公正性)을 제고하기 위해 중재위원(仲裁委員) 선정방법(選定方法) 개선(改善) 등의 제도개선이 있어야 한다.

• The Journal of the Korea Contents Association
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• v.13 no.12
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• pp.966-973
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• 2013

It has been frequently asked the question not only by academicians but also by practitioners whether employment flexibility can be compatible with employment stability. This study tries to find the answer by investigating the German model of employment flexibility practices and job stability policies. The German model of employment flexibility is mainly based on working-time accounts and short-time work programs. It is found that social partnership and government support have played a crucial role to stabilize German labour market. Workers, employers, and government have harmoniously interplayed in order for overcoming the economic hardship. Adapting the German experience of overcoming economic turbulence by introducing employment flexibilization can help Korean firms. However, it is important to recognize that there are some differences in practices of labour relations, cultural and social background while applying the German practices.

• Korean Journal of Labor Studies
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• v.17 no.1
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• pp.297-323
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• 2011

Part-time jobs in Sweden are highly feminized yet are in fair conditions in terms of job security, earnings, and collective representation. Three points are considered to be important to understand why part-time work in Sweden carries such positive characteristics. First, the part-time work in Sweden is widely spread not as a result of employers' need for labor flexibilization but as means to enhance the work-life balance, a value pursued within a broader social policy package to change the breadwinner model. Second, discrimination against part-time workers is restrained in Sweden because the boundary between part-time and full-time is not conspicuous. Most of part-time jobs are occupied by regular workers who exert the right to part-time work, hence may go back to the full-time status any time. Third, the regulation on overtime work of part-time workers as well as full-time workers is strong. It is largely agreed among researchers that part-time work contributed greatly to an increase of female employment rate in Sweden. Since the 1970s, the increased availability of part-time jobs induced married women who used to be economically inactive to the labor market and maintained them to be economically active throughout the child rearing period. From the gender perspective, one may still raise issues regarding part-time work in Sweden such as persistent feminization and strong occupational sex segregation. However, the observed trend shows that the part-time work in Sweden has functioned more as a stepping stone to the full-time work for women than as a women's trap.

• 월간 기계설비
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• s.257
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• pp.64-68
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• 2011

현행 건설일용근로자의 포괄임금 계약에 대한 대법원의 판결과 고용노동부의 지침이 변경되어 혼란이 야기되고 있다. 고용노동부는 지난 8월 8일 건설 일용근로자의 포괄임금제 업무처리 지침을 변경하고 일선 사업장에 시정 지시 공문을 발송하고 있다. 새로 변경된 건설 일용근로자의 포괄임금제 업무처리 지침은 일당제 일용근로자의 고용형태를 두 가지로 구분하여 일급에 포함되었다고 볼 수 있는 수당과 그렇지 않은 수당을 명시하고 있다. 일급에 포함되었다고 볼 수 없는 수당의 경우 해당 근로수당을 포함하여 체결된 근로계약이 부적정하다는 입장이며, 이에 따라 일당제 일용근로자를 사용하고 있는 사업장에 시정지시를 하고 있다는 것이다. 그러나 현행 판례 및 행정해석, 기존 고용노동부의 지침은 제수당을 미리 합산한 일정금액을 지급하기로 하는 포괄임금 계약을 인정하고 있다. 이처럼 판례와 고용노동부의 지침이 서로 다르고, 새로 변경된 고용노동부의 지침을 반영하는 새로운 판례가 아직까지 나오지 않았기 때문에 사업장에서는 사례별로 유연한 대응이 필요하다.

• Journal of Family Resource Management and Policy Review
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• v.26 no.2
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• pp.37-51
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• 2022

This study examines the relationship between flexible work and workers' work-life balance using data from the 23rd Korean Labor and Income Panel Study, with a focus on the impact of working from home (WFH) during the COVID-19 pandemic. As a result of the analysis, WFH was found to have a positive effect on the happiness of workers, satisfaction with family relationships, job satisfaction, organizational commitment, and job satisfaction related to job security for women. In addition, we looked at the changes in time use of WFH workers and non-WFH workers before and after COVID-19, with a particular focus on aspects such as time spent sleeping and on self-development, childcare, housework, exercise, and social gatherings. Compared to non-WFH workers, WFH workers increased the time spent on housework and childcare after COVID-19, with this trend more pronounced among women. The results of this study suggest that the effect of utilizing WFH may be halved for workers who have to take care of children and work at the same time, and that this effect may be greater for women. Therefore, it is necessary to strengthen social support measures so that WFH workers who face a work-life conflict due to childcare can maintain work productivity and realize a work-life balance, and to ensure that the flexible work arrangement should not be a medium that reinforces traditional gender roles. Active policy efforts will be required to make sure this happens.