• International journal of advanced smart convergence
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• v.6 no.2
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• pp.34-50
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• 2017

This study delved into the effects of labor union members' social media utilization for the formation of labor union social capital. Specifically, this study aimed to identify the effects of labor union-related social media use and participation on the labor union's social capital formation through quantitative and qualitative research. It set up trust, network, and participation as social capital components and as dependent variables. Network, in particular, was divided into bonding and bridging aspect. There is the correlation between labor union-related social media use and the formation of labor union social capital. As participation in the group type social media operated by a labor union becomes more active, evaluation on labor union social capital throughout trust, network, and participation is higher. Especially, the correlation between bonding network and bridging network was high. This proves that a labor union's bond enhancement does not result in the labor union's selfishness, but it can build a cooperative system with an external network.

• Korea Journal of Hospital Management
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• v.12 no.1
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• pp.75-99
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• 2007

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subjects of this study were 428 employees in 8 Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from November 10 to November 30, 2006 through survey questionnaires. The main results of this study were as follows: 1. The commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the Job and role related variables were higher those who had higher satisfaction level to their job, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was statistically significant positive correlation. 4. The results of multiple regression analysis shows that formal and informal socialization, satisfaction with the labor union's were all found as important antecedents of labor union commitment. 5. The results of AMOS shows that structure characteristics of hospital, Job and manager satisfaction, socialization were statistically significant labor union satisfaction. The satisfaction level of labor union was statistically significant labor union commitment To summarize study results, the level of commitment in labor union depends on job satisfaction, managers' attitudes, union satisfaction factors, their colleagues attitudes toward union. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Moreover, as managerial factors of the principal of hospital influence union commitment directly, the attitudes of hospital managers toward union and transparency of hospital management should be improved.

• The Korean Journal of Health Service Management
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• v.2 no.1
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• pp.56-83
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• 2008

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of general hospital organization management. The subject of this study were 686 employees in 12 General Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from March 20 to May 10, 2005 through survey questionnaires. The main results of this study were as follows: 1. the commitment level of the subjects according to their characteristics was higher in older employees than the younger ones, large family to support than small family to support and those who had higher positions in labor union. 2. The commitment level of the subjects according to the job and role related variables were higher those who had higher satisfaction level to their job and manager, role conflict in all hospitals. 3. The commitment level of the subjects according to union related variables, variables jointly controlled by union and employer was satistically significant positive correlation. In other words, the commitment level of the subjects according to the subjects' labor union involvement was higher in those who had higher satisfaction in labor union and perceived their colleagues' attitudes more positively in all hospitals. Regarding the atmosphere of the relationship between union and employer and the level of commitment in labor union, the better the atmosphere of the relationship between union and employer was, the higher the level of commitment in labor union was in all hospitals. 4. The results of multiple regression analysis shows that formal and informal socialization, union participation to the union management cooperation program, job satisfaction, satisfaction with the labor union's were all found as important antecedents of labor union commitment. 5. Job and role-related variables, union-related variables, variables jointly controlled by union and employer, and labor union commitment level were all found significantly different in accordance with the characteristics of unions concerned. To summarize study results, the level of commitment in labor union depends on job satisfaction, manager's attitudes, satisfaction to their jobs, union satisfaction, their colleagues attitudes toward union and the atmosphere of employer-employee relationship. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as formal and informal socialization, union participation to the union-management cooperation program is important determinant in union commitment, hospital managers should have countermeasures to enhance the colleague attitude and job satisfaction level of hospital employees. Since this study deals with psychological nature of workers not a few drawbacks and shortcomings may be detected in the finding. Nevertheless, the finding of this study, to become a momentum that will stimulate further research to detect all the cues of labor union commitment and to provide valuable reference in forming logical union commitment and labor union-management cooperation.

• 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.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.18 no.33
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• pp.185-197
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• 1995

Labor union movements brought wage workers into being in the process of industrialization after the Industrial Revolution and they were started with efforts to solve a variety of special problems, brought up in the industrial society by systematic activities. Labor union shows us many differences in the direction of the movement according to its philosophical tendency. Objective of this study is as follows : To find out the problems of labor union movements for democratization of management to present the direction of labor movements based on the democracy of Industry. Accordingly chapter II examines on the Labor union literally for better understanding of the labor union movements Chapter III deals with the structure, characteristic and development process of our country's labor union chronologically. And on the basis of the development process chapter IV suggests the roles on the union, management and government for better union movements. Chapter V reaches a conclusion.

• Management & Information Systems Review
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• v.25
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• pp.407-428
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• 2008

The purpose of the study is to examine a new paradigm of Korea labor movement so that Korea labor union may adapt itself to change of labor environment and raise its organizing rate. Examining assignments to have to practice for a new paradigm of a labor union in the 21st century. First, common industrial relations should be constructed. To achieve it, it is necessary that labor and management have a strong partnership as a group sharing common destiny on the basis of mutual confidence. Second, unionism in the side of social reform should be settled down. Labor and capital should grope coexistence and co-prosperity through conversation and negotiation, escaping from opposition and fighting. Third, service function of a labor union should be strengthened. A labor union should offer service as pursuit of diversity, self-management and autonomy in work for laborers. Fourth, labor and management should try to stabilize industrial relations followed by industrial-level negotiations. Fifth, labor and management should try to develop human resources in cooperation between the two. Labor and management should participate in developing human resources on the basis of cooperation. If a labor union has a positive practice for a new paradigm of labor movement as above and recognition about a labor union is changed, industrial relations will realize more developmental relation.

• Journal of East Asia Management
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• v.3 no.1
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• pp.25-40
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• 2022

This study investigates the effect of labor union and its power on information opacity. Given that the information opacity ultimately leads to the stock price crash, this study examines the relationship between labor unions and future stock price crash risk. Further, by assuming a strike by labor union as the actual power of the unionization in firms, whether labor union's power subrogated by the activity (i.e., a strike) makes a significant difference in the likelihood of future stock price crash between unionized firms is also examined. The work place survey data provided by Korea Labor Institute is used to test the hypotheses. The data is for the periods of 2004 - 2012 on firms listed on Korea Stock Exchange and KOSDAQ. The results show that while labor unionization has a positive impact on future stock price crash risk, on which labor union's power has a negative impact. This means that the existence of labor union itself might facilitate firm's information to be opaque by tolerating manager opportunism, while its power mitigates the managerial opportunism, which leads to lower future stock price crash risk. This study adds to the literature on the role of labor unions as nonfinancial stakeholders and its power in accounting environment, and also on the determinants of stock price crash. It is also valuable to examine the unions' role in terms of the economic consequences of both presence and power of the labor unions.

• 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.

• The Korean Journal of Health Service Management
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• v.4 no.1
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• pp.23-41
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• 2010

The purpose of this study was to provide basic materials needed to enhance quality of organizational life by identifying the improvements of labor union management in the perspective of hospital organization management. Materials were collected from administrators, nurses and medical technicians in target hospitals from March 3 to March 3 to March 30, 2010 through survey questionnaires. The main results of this study were as follows: 1. The commitment level of the subjects according to their satisfaction was higher when the administrators both in Private hospitals and Public hospitals were not satisfied in their works. 2. The commitment level of the subjects according to the subjects' job dedication level was higher those who had higher emotional attachment to their job in all vocations in both Private hospitals and Public hospitals. 3. The commitment level of the subjects according to the subjects' labor union involvement was higher in those who had higher satisfaction in labor union and perceived their colleagues' attitudes more positively in all vocations in both Private Hospitals and Public Hospitals. 4. From the results of multiple regression analysis to identify major influencing factors of labor union commitment level, In Private hospital employees, those who had senior officer posts in labor union and higher normative commitment showed higher commitment union. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as colleagues attitudes is important determinant in union commitment, hospital managers should have countermeasures to enhance the work atmosphere of hospital employees.

• Journal of Digital Convergence
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• v.13 no.7
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• pp.69-78
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• 2015

Labor and management relation rises as a key task to solve in order to ensure corporate's sustainable competitiveness in a convergence global environment. The aim of this study is to examine the mediation effect of labor union participation behavior in the effect of convergence-type labor-management conflict on the turnover intention. Data was collected from 491 employees who were employed in medium and small enterprises in Daejeon, Chungcheongnam-do and Chungcheongbuk-do. The results are as follows. Firstly, labor-management conflict had positive (+) effect on labor union participation behavior. Secondly, labor union participation behavior had negative (-) effect on turnover intention. Thirdly, labor union participation behavior had mediating role in the relation between labor-management conflict and turnover intention. Therefore, it is necessary to respond profit and desire of the labor union members by union leaders and to enhance necessity and value of the labor union continually.