• International journal of advanced smart convergence
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• 제6권2호
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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.

• 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.

• 간호행정학회지
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• 제18권4호
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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.

• 산업경영시스템학회지
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• 제18권33호
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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.

• 경영과정보연구
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• 제25권
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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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• 제3권1호
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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.

• 한국병원경영학회지
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• 제15권3호
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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.

• 보건의료산업학회지
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• 제4권1호
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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.

• 디지털융복합연구
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• 제13권7호
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• pp.69-78
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• 2015

노사관계는 향후 융복합 글로벌환경에서 기업들이 지속적인 경쟁력을 확보하기 위해 반드시 풀고 가야할 핵심과제로 부각되고 있다. 본 연구는 융복합형 노사갈등이 이직의도에 미치는 영향에 있어서 노조참여행동의 매개효과 검증해 보고자 하는데 연구의 목적을 두었다. 자료의 수집은 대전시, 충청남 북도에 위치한 중소기업의 종업원 491명을 대상으로 조사하였다. 분석 결과는 다음과 같다. 첫째, 노사갈등이 노조참여행동에 정(+)에 영향을 미치는 것으로 나타났다. 둘째, 노조참여행동은 이직의도에 부(-)의 영향을 미치는 것으로 나타났다. 셋째, 노조참여행동은 노사갈등과 이직의도와의 관계에서 매개역할을 하는 것으로 나타났다. 따라서 노조지도부가 노조원들의 이익과 욕구에 민감히 반응하고 이를 통하여 노조의 필요성과 가치를 지속적으로 제고시키기 위한 노력이 필요하다.