• 한국인터넷방송통신학회논문지
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• 제17권1호
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• pp.269-279
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• 2017

오늘날 IT산업의 발전에 따라 대형 IT 기업들이 등장하기 시작하면서 IT산업 내 노동조합의 중요성이 보다 커지기 시작했다. 노조는 조직 내 근로생활의 질을 향상시킴으로써 구성원을 만족시키며 역할을 수행해 나가야 한다. 노조가 역할을 충실히 수행하게 되면 구성원은 노조에 대한 긍정적 태도를 지니게 될 것이다. 이에 따라 구성원은 보다 만족하게 될 것이고 조직에서 보다 긍정적 결과들을 만들게 될 것이다. 또한 근로자가 노조에 긍정적 태도를 지녀도 노사가 협력하지 않거나(강성노조), 노사는 협력하지만 근로자가 부정적 태도를 지니면(어용노조) 구성원들의 성과도 저해될 것이다. 따라서 노조에 대한 긍정적 태도와 노사의 협력적 관계는 동시에 수반되어야 할 것이다. 이러한 관계를 노조에 대한 태도(만족, 몰입 신뢰)가 조직몰입과 조직시민행동에 미치는 영향과 협력적 노사관계의 조절효과를 통해 설명한다. 이 연구는 IT 산업에서 노조가 나아가야 할 방향으로 조합원들에게 인정을 받기 위해 노력하며 동시에 사용자와의 긍정적 관계를 유지해야 함을 설명한다.

• 대한안전경영과학회지
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• 제16권4호
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• pp.257-262
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• 2014

Risk information may be one of the most important factor for worker's safe behavior because that safe behavior can be oriented by attitude based on risk information. Traditionally KAP(knowledge, attitude and practice) model was useful frame for the change of human behavior. Knowledge is formed by information through experience and education. Worker's health may be prevented by his or her own active safe behavior based on risk information. This paper is to investigate the effect of labor union on the provirion of risk information by labor union. Data for analysis is the third Korean Working Conditions Survey done by Occupational Safety and Health Research Institute in 2011. The sample size is 50,032 economic active person surveyed by household interview survey with structure questionnaire by trained interviewer. The difference of risk information provision among employees was tested by mean difference test. The level of risk information of employees of companies with labor union is higher than that with non labour union. This paper has some implication for the promotion of safe behavior of employees through risk information provision mediated by labor union. Some limitation of this study may be considered because of using the cross sectional survey data.

• 한국병원경영학회지
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• 제12권1호
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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.

• 보건의료산업학회지
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• 제2권1호
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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.

• 노동경제논집
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• 제29권3호
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• pp.113-150
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• 2006

본 연구는 환경 변화에 따라 21 세기 노동조합의 기능이 어떻게 변화하고 있는지 분석하고 이에 바탕하여 한국노조의 전환과제를 연구한다. 산업의 탈제조업화 및 지식노동 직업의 발전 등 구조 변화는 노조 조직률을 저하시키고 있다. 또한 IT의 등장으로 고용관계의 성격이 변화하고 단체교섭 범위가 축소되고 있다. 그리고 노동조합을 대체하는 제도들로 인하여 청원기능이 약화되고, 근로자의 의식 변화로 말미암아 대표기능이 약화되고 있다. 이에 따라 21 세기 노조는 3가지 형태로 발전하는데 우선 노조의 주요 기능이 조합원의 직업과 관련된 각종 서비스를 제공하는 서비스노조 모형이 있다. 둘째로 집단적 노사관계가 약해지고 대신 경쟁시장 원칙 및 개별주의 원칙에 따라 근로자와 고용주 간에 의사소통 및 임금, 근로조건이 결정되는 개별대표 모형이 있다. 마지막으로 근로자참여 모형에서는 생산성과 조직 효율성을 제고하기 위하여 각종 의사결정에 근로자가 참여하도록 한다. 현재 한국노조의 모습은 노조를 제외한 환경적 측면에서 번성기에서 쇠퇴기로 넘어가는 상태에 있으나, 의식 측면에서는 성장기 초기에 머물러 있음으로써 정상 궤도에서 이탈되어 있다고 판단한다. 이런 인식에서 한국노조의 전환 모형은 환경에서의 개선, 그리고 의식에서의 전환을 위한 대책을 모색한다. 전환 모형은 환경에서의 개선책으로 '경쟁촉진'을 제시한다. 그리고 의식의 전환을 위한 대안으로 가족노조주의 (family unionism)를 제안한다.

• 한국병원경영학회지
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• 제9권3호
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• pp.98-127
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• 2004

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. The subjects of this study were 510 employees in 1 University Hospital and 3 General Hospitals in Metro Capital including Seoul. Materials were collected from administrators, nurses and medical technicians in target hospitals from April 26 to May 7, 2004 through survey questionnaires. The main results of this study were as follows: First, From the results of multiple regression analysis to identify major influencing factors of labor union commitment level, In University hospitals, males than females, and those who had senior officer posts in labor union showed higher positive correlation with the attitude of their colleagues. In general hospitals, those who had served in Union for shorter period showed higher commitment in union. Second, When looking into the major influencing factors on the level of commitment in labor union according to their jobs, male administrators showed higher positive correlation in the level of commitment in labor union and the relationship with union. Among nurses, those who had lower education level, those who had higher job satisfaction, those who had higher emotional attachment to their job, those who had better relationship with union and better satisfaction in union showed higher commitment level. In medical technicians, those who had higher emotional attachment to their job showed higher commitment level. To summarize study results, the level of commitment in labor union depends on job satisfaction, managers' attitudes, emotional attachment to their jobs, union satisfaction factors, their colleagues attitudes toward union and thee atmosphere of employer-employee relationship. Therefore hospital managers should have democratic and flexible attitudes toward labor union. Additionally, as job satisfaction is important determinant in union commitment, hospital managers should have countermeasures to enhance the 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.

• 한국사회복지학
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• 제54권
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• pp.65-97
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• 2003

본 논문은 사회복지노동조합에 대한 사회복지종사자들의 인식상태를 파악해 보고, 노동조합참여에 중요한 영향을 미치는 요인을 분석해본 후, 노동조합의 성공적 조직화에 도움이 될 수 있는 대안들을 탐색해 보았다. 노동조합에 대한 인식상태 분석결과, 대다수의 사회복지종사자들은 사죄복지노동조합 결성과 참여에 대해 긍정적인 생각을 가지고 있었으며, 사회복지종사자들의 조직화에 대해서는 노동조합과 전문가조직을 함께 구성하는 것이 좋다는 의견이 절대다수였고, 노동조합 설립을 위한 전략에 대해서는 사회복지종사자들의 의식제고, 노동조합 결성추진을 위한 기초조직 구성, 복지대상자 및 시민의 지지를 이끌어낼 개혁대안 마련 순으로 나타났다. 참여요인 분석결과, 분석모델내 독립변인 중에서는 행동에 대한 태도(긍정), 주관적 규범(준거인), 주관적 규범(사회성원들), 지각된 행동통제가 높을수록, 일반적 특성에서는 남성, 낮은 직위, 낮은 악력, 이용시설 종사자일수록, 근무환경적 특성에서는 시설운영의 민주성 전문성이 낮을수록, 근무시간이 길수록 노동조합 참여의도가 높은 것으로 나타났다. 노동조합의 성공적 조직화를 위한 과제로, 첫째 사회복지종사자들로 하여금 노동조합 참여가 본인들에게 긍정적 결과를 가져다 준다는 것을 인식하도록 활동을 전개하고, 둘째 사회복지종사자들의 노동조합 참여에 중요한 영향을 미치는 주변사람들로 하여금 노동조합 참여를 지지하도록 전략을 추진하며, 셋째 사회복지노동의 윤리성 전문성 비생산적 특성이 노동조합 결성과 배타적인 것이 아니라는 인식을 사회성원들이 가질 수 있도록 활동을 전개하고, 넷째 사회복지종사자가 본인의 의지에 의해 노동조합 가입이 자유스러울 수 있도록 조직환경을 조성하며, 다섯째 사회복지종사자, 사회복지대상자 및 시민의 지지를 이끌어 낼 정책대안을 개발하여 활동을 전개하고, 여섯째 사회복지노동조합 업무를 능률적으로 추진하기 위한 기반조직을 구성할 필요가 있다.

• Journal of Preventive Medicine and Public Health
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• 제24권3호
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• pp.339-355
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• 1991

The concept of workers' participation in occupational health was introduced to Korea recently in relation to primary health care in occupational health. But there is confusion and debate about workers' participation concept. The purpose of this study was to review the concepts of workers' participation and to conduct evaluation the workers' participation status in occupational health and safety, 394 workers and 54 employers (5.6%) in north area of Kyunggi-Do, were selected and interviewed with a questionnaire by a trained interviewer from August to September 1990. In general, the concept of workers' participation is based on industrial domocratisation and Declaration of Human Rights which had been powerful ideologies in labor movement. Contrary to workers' participation, community participation is rooted in the Health Rights. So, it is necessary to consider concept of workers' participation to improve participation. The results of survey were as follows. 1. Most of companies (71.75) carried out occupational health education to workers in study area. 2. The Occupational Safety and Health Committee (OSHC) were set up in 24.1% among the study companies, and 72.7% of workers among respondents thought that OSHC was helpful to workers health. 3. The workers signed his name to personal health report in 43.1% and the rate of participation in occupational environment examination was 54.9%. 4. The workers prefer the OSHC (39.3%), owner (35.1%) and union (25.8%) as a occupation health organisation, but owners prefer OSHC (54.5%), manager (43.2%) and union (2.3%). 5. Among the factors of the general characteristics, the existence of labor union was a major determinant of workers' attitude and level of workers' participation. As we have seen, most levels of workers' participation are low in occupational health. The variable of existence of labor union among the factors was a ma determinant of workers attitude and level of workers' participation. Therefore, in order to promote workers health, it is necessary to ponder long deeply on occupational health care system under the viewpoint of workers' participation.

• 간호행정학회지
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• 제3권2호
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• pp.5-15
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• 1997

In studies on the hospital labor-management relations, research about the attitudes of workers and management toward unions was relatively untouched in Korea. This study was investigated to identify the relation among ideal, actual attitudes toward unions, ideal, actual views on nursing profession and career commitment. Data was obtained from a convenience sample of 285 nurses of varying positions, education, career, join union or not. The results of this study were as follows. 1. There was significant differences between ideal attitude toward unions and actual (p < .001). 2. There was significant differences between ideal view on nursing profession and actual (p< .001). 3. There were no correlations between ideal and actual attitude toward unions and nursing career commitment. 4. There were correlation between ideal and actual views on nursing and nursing career commitment(r=.32, r=.46). As the results show, views on nursing profession are more important factor to inhance nursing career commitment than attitude toward union. So the findings of this study suggest that antecedents and moderating variables need to be explored for further theoretical specification and empirical evaluation.

• 산업경영시스템학회지
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• 제6권9호
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• pp.67-79
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• 1983

This study considered about an attitude and a role of a female banker. It is the purpose of this study to present problems and to suggest directions through empirical research because a female banker offers service directly for National welfare. The research findings are as follows : (1) A female banker They have to work with a pride and a sense of duty which they serve for society. (2) Bank's inside organization A strong leadership of a manager and a rational management of personnel system are needed. (3) A labor union It must lay stress on enlargement of welfare work and understand opinion of a union member.