중국 제조 기업의 조화로운 노동 조정 및 고용 목표관계 연구

셰무한,이장강 대한경영학회 2022 大韓經營學會誌 Vol.35 No.2

Extent literatures primarily examined how “three party” and “four party” coordination of labor relations affects employment relation objective in terms of maintaining employee rights. However, achieving the balance between employee rights and enterprise efficiency appears to be the ultimate objective for employment. This paper investigates the effects of employees’ self-control, enterprise management, government guidance, trade union consultation and Non-governmental Organizations (NGOs) supervision on three employment relation objectives (namely, employee fairness, enterprise efficiency and employee voice), in order to delineate how the novel “five party” coordination of labor relations influence employment objectives among Chinese manufacturing enterprises. The sample survey data of this paper was obtained from surveys and interviews of manufacturing enterprises in the eastern coastal areas of China, and a valid sample size of 1169 was collected. Since the data for the sample of the study was conducted in the eastern coastal areas of China, further research is necessary to explore the impact of five coordination factors on employment relationship objectives in a general context. The current work complements the traditional “three/four party” coordination of labor relations by uncovering the role NGOs supervision as the fifth factor, and further test its down-stream effect on three important employment relationship objectives. The findings suggest that the effect of labor relation coordination factors on employment relationship objective among Chinese manufacturing enterprises is diverse, depending on the specific objective of employment. Achieving satisfactory employment objective, especially in terms of maintaining employee voice, requires the joint effects of all five coordination factors (namely, employees’ self-control, enterprise management, government guidance, trade union consultation and Non-governmental organizations supervision). This study enriches the theories of labor relations coordination mechanisms at home and abroad, breaks through the limitations of the traditional “three/four party” coordination of labor relations, and proposes a theoretical framework of a five-party coordination mechanism; another contribution is to provide useful management suggestions for Chinese manufacturing enterprises to build harmonious labor relations. The conclusions and management suggestions of this study are also of reference value to Korean manufacturing enterprises, especially those enterprises with production plants in China. 이 연구는 “삼자”조정 메커니즘 및 “사중주”조정 메커니즘과 관련된 문헌을 참조하여 “다섯 가지”조정메커니즘의 이론적 프레임워크를 제시했습니다. 공정성, 효율성, 발언권에 대한 직원의 자제력, 기업 경영능력, 정부지도력, 노동조합의 협상력, 비정부 감독능력의 구조 방정식 모델이 구축되었으며 고용 관계 목표에 대한직원의 자제력, 기업 경영능력, 정부지도력, 노동조합의 협상력 및 비정부 감독능력의 역할을 논의하고분석하여 중국 제조업체의 새로운 노사관계 조정 메커니즘을 발견했습니다. 설문 조사 데이터는 중국 동부 해안 지역의 제조 기업을 대상으로 한 설문조사와 인터뷰를 기반으로얻어냈으며 유효한 샘플수는 1169개입니다. 이 연구는 15개의 연구 가설을 제시하여 그 중 13개는 확인되었고2개는 위증인것으로 나타났습니다. 이 연구는 중국 제조업체의 노사관계 조정 메커니즘이 다양하며 노동관계의 조화는 직원의 자제력, 기업경영능력, 정부지도력, 노동조합의 협상력 및 비정부 감독능력의 상호 작용에 달려있으며 특히 발언권에서더 분명하다고 생각합니다. 이 연구의 샘플 데이터는 중국 동부 해안 지역의 일부 제조업체의 조사 및 인터뷰에서 파생되기 때문에직원 자제력, 기업 관리 능력, 정부 지도, 노동 조합 협상력 및 고용 관계 목표에 대한 비정부 감독의 힘을탐구하기 위해 지역 추가 연구가 필요합니다. 이 연구는 국내외 노동관계 조정 메커니즘의 이론을 풍부하게 하고, 전통적인 이론의 삼자 조정 및 사중주조정의 한계를 돌파하고, 5자 조정 메커니즘의 이론적 틀을 제시하며, 또 다른 기여는 중국 제조업체 간의조화로운 노사 관계 구축에 유용한 관리 조언을 제공하고, 이 연구의 결론과 관리 제안은 한국 제조업체, 특히 중국에 생산 공장을 건설하는 기업에 대한 참조 값을 갖는다.

Research on the Formation Mechanism and Realization Path of Harmonious Labor Relations in the New Employment Form

이장강,셰무한 한국생산성학회 2022 生産性論集 Vol.36 No.-

In the context of the development of new employment patterns, emerging enterprises are rapidly developing following the footsteps of the Internet. In the process of enterprise development, labor-management conflicts between employees and employers may arise. Previous studies have found that five parties: employees, government, enterprises, trade unions and social organizations can improve employee job satisfaction or employer satisfaction in manufacturing enterprises. However, in the new form of employment with the rapid development of network, will labor relations also be affected by these five parties? Based on labor relations theory, this study investigates the effect of the five parties: employee self-control, enterprise management, trade union consultation, government guidance, and non-governmental organizations (NGOs) supervision on the establishment of harmonious labor relations in the context of new employment patterns. In this study, a questionnaire was used and 361 employees were used as the data sample. The analysis of the results showed that employees’ self-control, enterprises management and government guidance had a significant positive effect on the establishment of harmonious labor relations, trade union consultation had no significant positive effect on harmonious labor relations, and NGOs supervision had no significant negative effect on harmonious labor relations. The results of this study suggest management suggestions for the different effects of the five parties’ labor relations coordination power on harmonious labor relations. Firstly, the improvement of employees’ self-control has the greatest effect on harmonious labor relations. In view of this, the main suggestions are: First, practitioners should have a clear understanding of themselves, make up for their own shortcomings, continue to learn to improve their professionalism, and better play the role of the master; second, practitioners should change their traditional fixed mindset, strengthen their knowledge of democratic management, and actively participate in the democratic management of the enterprise. Secondly, the improvement of enterprise management and government guidance has a positive impact on the construction of harmonious labor relations. The following management recommendations are made: Enterprise managers need to guide employees to learn, increase professional quality and further study opportunities, create an atmosphere of learning organization and improve the working ability of practitioners. This can be applied not only to Chinese workers, but also to practitioners of Korean platform economy enterprises. The government should pay attention to the interests of enterprises and employees, and formulate appropriate policies that are conducive to labor-management relations. Thirdly, the trade union consultation has no significant impact on harmonious labor relations. In order to further build a harmonious labor relationship between employees and employers, the following policy suggestions are put forward: establish a reasonable, legal and compliant trade union organization serving employees and management. Trade union organizations should improve their own visibility through corresponding measures, so that employees recognize the importance and convenience of trade unions, join the organization and development of trade unions, and gradually grow and expand trade union organizations for common development, interdependence, mutual benefit and win-win; Third, improve the professional and theoretical education of relevant staff of trade unions, increase the participation of professionals, and ensure that they play a correct and positive role. Fourthly, the following recommendations are made to address the point that the impact of NGOs supervision on harmonious labor relations shows a non-significant negative effect. The focus of NGOs should not only be on the direction of practitioners, but also on monitoring the market behav...