• Korean Journal of Social Welfare
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• v.57 no.3
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• pp.277-304
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• 2005

The review of the literature shows that analysts tend to follow two approaches in their investigation of the differences in terms of the development of welfare state. The first approach focused on the logic of industrialization. In this account, technological and structural changes rather than political choices of ideological preferences and culture create the conditions for the emergence of welfare state. The second approach emphasizes the importance of the growth of unionization for the development of welfare state. However, this study analyses the development of welfare state by using cultural theory developed by Mary Douglas. Culture theory has a specific point of departure : the grid-group typology proposed by Mary Douglas. Group refers to the extent to which an individual is incorporated into bounded units. Grid denotes the degree to which an individual's life is circumscribed by externally imposed prescriptions. Hierarchical culture (high grid-high group) favors social conservatism, giving government the right to intervene in matters of social institutions. Germany and Japan belong to this culture. Individualistic culture (low grid-low group) reluctant to develop social insurance programs. Individuals who are bound by neither group incorporation nor prescribed roles inhabit an individualistic social context. Great Britain and the United Sates of America belong to this culture. Egalitarian culture (low grid-high group) prefer to develop social insurance program. Strong group boundaries couples with minimal prescriptions produce social relations that are egalitarian. Sweden belong to this culture.

• Journal of the military operations research society of Korea
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• v.32 no.1
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• pp.13-35
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• 2006

This study aims to propose alternative suggestions for practical and efficient implementation of Dual Use Technology Programs(CUTP) in Korea which can strengthen both national security and industrial competitiveness. DUTP of Korea has suffered from inefficiency and inactivity. This study analyzes the Inefficiency and negative factors of DUTP of Korea by examining the previous cases of the advanced countries. It also examines individual problems of DUTP carefully and attempts to derive alternative solutions to improve the current situation. First, a global government plan should be made considering Korea's weapon system and Korea's industrial characteristics. Second, DUTP should begin to develop core technology in connection with technology level evaluation and technology exchange project should establish a comprehensive information network system which links any civilian and military technology data. Third, technology transfer project should be promoted by utilizing cyber technology exchange market and military defense venture center. Fourth, standardization project should be expanded by establishing a national standard information system.

• Korean Journal of Labor Studies
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• v.24 no.2
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• pp.61-94
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• 2018

While the unionization of contingent workers is at a standstill, the newly emerging peripheral workers' representation mechanism is CSO(Civil Society Organization). Unlike trade union's representation based on coercive collective bargaining and agreements CSO represents the interests of marginal workers through counseling, advocacy, public relations, and education. In the case of Korea, since the 2000s, labor CSOs, called "contingent centers", have started to spread. As a result of the survey, contingent centers which are contracted out by local governments show the possibility that the representation activities are restricted, because most of their resources are covered from the local government. This is because CSOs have limitations due to a dilemma in the process of representing funders and the represented. Nevertheless, the contingent workers' CSO in Korea shows the possibility of supplementing and supporting the role of trade unions' representation. In this regard, through the solidarity of trade unions and CSOs, it will be possible to expand the representation of unorganized and contingent workers in Korean society.

• 한국사회정책
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• v.25 no.2
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• pp.429-446
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• 2018

The $4^{th}$ Industrial Revolution, symbolizing the explosive innovation of digital technologies, is expected to have a great impact on labor relations and produce a lot of contested issues. The labor-management issues, created by the $4^{th}$ Industrial Revolution, are as follows: (1) employment restructuring, job re-allocation, and skill-reformation, driven by the technological displacement, resetting of worker-machine relationship, and negotiation on labor intensity and autonomy, (2) the legislation of institutional protection for the digital dependent self-employed, derived from the proliferation of platform-mediated labor, and the statutory recognition of their 'workerness', (3) unemployment safety net, income guarantee, and skill formation assistance for precarious workeforce, (4) the protection of worker privacy from workplace surveillance, (5) protecting labor rights of the digital dependent self-employed and prcarious workers and guaranteeing their unionization and collective bargaining. In comparing how labor unions in Western countries have responded to the $4^{th}$ Industrial Revolution, German unions have showed a strategic approach of policy formation toward digital technological innovations by effectively building and utilizing diverse channel of social dialogue and collective bargaining, while those in the US and UK have adopted the traditional approach of organizing and protesting in attempting to protect the interest of platform-mediated workers (i.e. Uber drivers). In light of the best practice demonstrated by German unions, it is necessary to build the process of productive policy consultation among three parties- the government, employers, and labor unions - at multi levels (i.e. workplace, sectoral and national levels), in order to prevent the destructive damage as well as labor-management confrotation, caused by digital technological innovations. In such policy consultation procesess, moreover, the inclusive and integrated approach is required to tackle with diverse problems, derived from the $4^{th}$ Industrial Revolution, in a holistic manner.

• Korean Journal of Labor Studies
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• v.23 no.1
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• pp.1-45
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• 2017

The aim of this study is to analyze the process of the struggle and bargaining for the change of the employment position of the irregular (in-house subcontracted) workers being at work in the Hyundai Motor Company (HMC) plants into the status of the regular employee of the company, and evaluate the results and limitation of the irregular workers' movement. Since the unionization of irregular workers in 2003, they have carried on the struggle against and the bargaining with the HMC, over the past 10 years and more, making claims for abolishing 'illegal temporary agency work' and for converting their positions into the regular ones. The HMC have gradually altered a confrontational stance against the workers' claim at the early stage, into the bargaining relationship with irregular workers' union. Eventually, the collective agreement on the 'special hiring' of about six thousands irregular workers by the HMC was reached in 2016. We attempt to analyze in depth the overall process by dividing three phases of the movement, according to the criteria of the relationship between the alliance and conflict system, and the cycle of protests of irregular workers. Furthermore, we try to trace the long and winding path of the movement, focusing on the cooperation/conflict relationship within the movement's alliance system, the confrontation/bargaining relationship between the movement and the conflict system, and the critical roles played by mediators (or third parties) between two systems. In the conclusion of the paper, we evaluate the results and limitation of the irregular workers' movement upon the basis of the following points; the convergence of the workers' demands into the prime goal of 'becoming HMC's regular employee,' the breakaway of regular workers' union from the movement's alliance system, and a virtual extinction of irregular workers' union after the final labor-management agreement of 2016.