韓國勞使協議制의 發展方向에 관한 硏究

김영신 漢陽大學校 1991 국내석사

韓國勞史關係의 展開方向에 관한 硏究

김탁 東亞大學校 大學院 1988 국내석사

The normolization and modernization of industrial relations is an essential fact in the promotion of national economy growth and social development, and it is a urgent task to prevent labor disputes from arising. Serveral conditions that have a deep effection industrial relations for a longtime are changing today gradually. As a matter of fact, the number of employee have been increased, but the absolute suplus of the labor supply is dieing away day by day. The necessity of the amicable communication between employer and employee have come to be claimed according as enterprise become large scale. A great many of labourer who seem to get high earning level and educational level were a lot of change in their conciousness structure. Therefore, these changes ask for the formation of the new industrial relations, the revision of the authoritarianism in industrial relations. It is inevitable phenomena that is accured by the switching of industrialization step. Judging from fore going these, labor problems almost depend on attitude how the person concerned accept. namely employer have to drive nomalzation by the principal of equality between employer-employee. The way how to bring a matter to a peaceful settlement in the labor problems is to practice collective bargaining. They can't help difficulting when they are going to solve labor pro-blems because of shortage of conversation between employer-employee. Therefore we have to bring up labor unions, secure the function of labor unionism, the direction of labor movement should be developed in the democratic and independent way. It is essential that we have to correct abnormal contradictions and premodern elements in order to achive the modernization of industrial relations. The government have to guarantee substantial the right of organization, collective bargaining right, collective action right through revision of Labor Law. It is indispensible to establish collective bargaining system, to revise the labor dispute mediation system, to induce activation of joint labor-management conference gradually. Labor Union and employee not only give generous cooperation to employer, but employer practice philosophy that he take a serious view of human relation. I cannot be too emphasize the fact that industrial relations are based on independence.

韓國勞使關係의 構造的 特性에 관한 硏究

우판수 東亞大學校 經營大學院 1988 국내석사

The labor-management dispute in Korea tends to come about by the long-restrained material desires and chronical dissatisfaction of the laborers, rather than by the transient and unexpected external factors. Therefore, this study aims at analyzing the factors which have turned the labor-management dispute worsened, and suggesting desirable remedies for the development of national economy and the maintenance of national security as well as social stability. Chapter Ⅱ investigates the environmental factors causing the labor-management disputes, describing the present situation of its changes. Chapter Ⅲ deals with the structural characteristics of the labor-management relationship, such as labor union system, labor policy, labor administration, and the labor movement. Chapter Ⅳ suggests the ways to reform the institutions connected with the labor and management. Chpater Ⅴ summarizes the body of the study. The best ways to solve the problems of the labor and management are that the laborer and the enterpriser take up the interest accomodation approach rather than class conflict approach. In addition, they regard each other as cooperative partner rather than hostile antithesis. The laborer and the businessman should establish democratic and self-initiated relationship, on the principles of autonomy, communication, equality, and cooperation. Furthermore, the roles among the laborer, the enterpriser, and the government are assigned as follows. First, the government should provide solutions and rules, keeping neutral attitude. In case self-solution between the union and the executive be impossible, government should regulate and guarantee the basic Labor Acts at the same time. Secondly, the enterpriser, as the faithful and liberal businessman, must contrive to perform his social responsibility and to achieve long-range improvement of the labor-management relationship. Thirdly, the laborer has to solve the inner conflict of the union by self-purification. He also carries out union movement affecitively, while stabilizing its movement with solidarity, based on people's confidence. In the end, by the time the laborer as well as the executive becomes a man of character, who tries to undertake his own social responsibility, and setting up ethics of enterprise and morals of work respectively, the self-reliant roles of each other shall be successfully accomplished.

韓國勞使協議制度에 관한 硏究

김엘림 梨花女子大學校 1983 국내석사

韓國勞使關係의 問題點과 改善方案에 관한 硏究

최진우 崇實大學校 勞使關係大學院 1994 국내석사

韓國勞使關係의 定着化 方向에 관한 硏究

김종재 東亞大學校 大學院 1987 국내석사

It is said that industrial relations in Korea are patriarchal authority style. Under that industrial relations, goverment that restricts trade union laws, has acted as a factor which disturb to constitute and develope industrial relations system. After 6.29 Mr. Rho statement, workers' pent-up discontent and dissatisfaction found their vent and spread to the country But the workers' desire and dissatisfaction are still exist. The purpose of this study is to investigate what is the best plan for fitting and developing industrial relations in Korea and what is the reason why these labor-management dispute is sweeping all our country. The reason why labor-management dispute is sweeping our country is that labor's way of thinking and consciousness of protecting their rights and interests have developed but the management side would not change their attitude, and is still habitual to labor union. I think that our industrial reiations should be induced to cooperate between management and labor union. So I think the best desired orientations to improve relationships between management an labor union in Korea is as follows. 1. necessity for labor-management existence 2. fair division for rights and interests 3. maturation of self-regulation to settle labor-management problems 4. revision and mitigation of trade union laws I think that it is very hard to expect that dispute between the labor and the management will be settled in the short period of tine by an amendment of the constitution and labor laws. As we know the example of western Europe society, the desirable industrial relations will be settle down by the long experience and accumulated habitual conditions.

韓國勞使協議制의 役割에 關한 硏究

왕창준 漢陽大學校 1992 국내석사

韓國勞使關係 改善方案에 關한 硏究 : 勞使協議制 活用을 中心으로

이영규 漢陽大學校 行政大學院 1990 국내석사

韓國勞使關係의 構造와 發展模型에 관한 實證的 硏究

韓昌洙 慶熙大學校 經營大學院 1994 국내석사

韓國勞史關係의 改善方案에 관한 硏究

정현웅 東亞大學校 經營大學院 1988 국내석사

So far, economic miracle in Korea has achieved through export oriented policy which assist by government benefit and low pay. Most enterprise depend on extra-company factor like a government assistance, market monopolization and tax barrier than technology development and rationalization of labor management. User need not to consider efficient labor management because man power supply exceeding in labor market. And then, labor union is not organized well so the employer cannot protect themselves completely. But, after 6.29 declaration in 1987,there were 3,400 labor conflict which controlled by government till recently, in two July, August. Especially, labor conflict is so serious and show destructively and struggled aspect in these days. So this study analyze labor-management relation from Japanese colony period to recent it is controlled by government and suggest to improve method in labor-management relation like this. First, we must reveal the labor conflict factor like a dissatisfaction and solve the problem with democratic process. Then it is the basic structure of labor-management co-existence. Second, there must be establish consensus to improve labor - management relation and have a concedid attitude to each other. Third, work ing conditions have to improve well and chand the thought to help each other laborer and manager. Fourth, labor activity is normalized under the labor three severeigrity law which is democratic.