외식기업 종사원의 근무환경 및 감정노동이이직의도에 미치는 영향

이상정,최성기 한국호텔관광학회 2018 호텔관광연구 Vol.20 No.1

This study , the overall trend of food service companies, the definition of the working environment of the restaurant staff, explanation of the theoretical background, investigation on the relationship between leaving through the theoretical foundation of emotional labor, to predict work environment and emotional labor It is necessary for effective personnel managers and administrators of effective food resources management of food service enterprises through effective conclusion about what kind of influence relationship is given to variable to set as variable for efficient workforce management There is a purpose to provide materials. As a result of these analyzes, it was analyzed that all external and internal factors of emotional labor showed a significant influence relationship in the influence of work environment and emotional labor. Interpretation of these analysis results shows that the work environment has been analyzed as having much influence on emotional labor. Especially food service companies and surrounding human resources are positioned as the most influential factors and are derived as a result of various previous research and this research is also applied to external and internal emotional labor, human environment Has an influence on the result. As these results show, we often derived the result that the job separation often needs to recruit personnel selected from the first recruitment stage due to the characteristics of the restaurant. Analysis results show that the physical environment is also an important variable for emotional labor, and these results also indicate that it is an important influential factor for the management of eating out company. By adopting the compensation system which is the ultimate factor of the working environment, it was analyzed as a result that influences both the external behavior and internal behavior of hypothesis emotional labor on the working environment. The relationship between the influence of the hypothesis working environment and the turnover of the two workers was analyzed as having an influential relationship and the results that all the influences of the hypothesis emotional labor on the turnover were also analyzed.

중국 노동환경의 변화와 한국 외자기업의 노무관리

김범성 동중앙아시아경상학회 2014 한몽경상연구 Vol.25 No.2

본 논문에서는 2010년 중국 노동자들의 연쇄파업 이후의 중국 노동환경의 변화와 이러한 환경변화 에 대응하는 한국 외자기업들의 노무관리 방안을 분석하였다. 이러한 연구목적을 달성하기 위하여 본 논문에서는 시스템이론과 전략적 선택이론을 중국 노사관계의 분석틀로 삼고, 문헌연구방법에 의하여 2010년 연쇄파업, 중국의 노동환경, 그리고 한국 외자기업의 노무관리를 분석하였다. 분석결과는 다음 과 같다. 첫째, 중국 노동자들의 요구사항은 다양화하고 있으며, 연쇄파업의 결과 다수의 기업에서 요 구사항을 관철하였다. 그리고 노사관계의 패러다임이 몇몇 노동자들의 개별적 노사관계로부터 집단적 노사관계로 전환되고 있다. 둘째, 중국 노사관계의 거시환경변화는 외자기업에 점점 더 큰 비용을 요구 하고 있으며, 미시환경변화는 외자기업에 점점 더 노동자의 권익을 존중할 것을 요구하고 있다. 셋째, 행위주체로서 농민공은 노동시장의 주역이 되었으며 꾸준히 증가하고 있다. 그러나 이들은 열악한 거 주환경, 최저임금, 사회보험의 미비로 도시의 빈민층을 형성하고 있다. 공회는 근로자의 불신을 받고 있지만, 중국 유일의 합법적 노동자 조직으로서 제 역할을 다 하려고 자체 개혁에 노력하고 있다. 중국 정부 및 지방정부는 노동보호정책을 강화하고 있지만, 노동운동이 반체제활동으로 나아가지 않도록 주 시하고 있다. 넷째, 한국 외자기업의 노무관리 방안은 다음과 같다. 한국기업들은 공장의 해외이전보다 는 내수확대를 위한 생산성 향상으로 방향을 잡고 노무관리를 강화하고 있다. 노무관리방안으로서 장 기근속과 성과급을 유도하는 적정임금, 적정 노동강도와 동기부여를 통한 이직률 감소 및 생산성향상 등 다양한 인력관리 방안이 제시되었다. 또한 공회가 노사관계의 신뢰받는 파트너가 될 수 있도록 지 원하고, 임금단체협상을 준수하고, 노동법규를 위반하지 않으며, 노무관리 시스템을 체계적으로 실행하 고, 다양한 방법으로 노사간 의사소통을 강화해야 함을 제시하였다. 그리고 현실 관행과 법률 규정의 격차가 큰 경우에는 노동자들의 의견도 참작하여 선도적으로 위법적인 사항들을 줄여나갈 필요가 있음 을 제시하였다. 마지막으로 본 연구의 한계와 기업별 노무관리 방안 모색시의 유의할 점을 제시하였다. This study aims to explore the change of labor environment in china after the serial strikes of peasant workers in 2010, and the labor management of korean foreign investment enterprises to cope this environmental changes. To achive this objectives, The analytical tools such as system theory and strategic choice theory are used to analyze the industrial relations in china. With literature survey, the serial strikes in 2010, labor environment in china, and the labor management of korean foreign investment enterprises are analyzed. The results are as follows; First, the chinese laborer’s request have been varied and accepted in the many companies after the serial strikes. The paradigm of industrial relations are changing from individual to collective industrial relations. Second, the change of macro environment in chinese industrial relations requires more costs and the change of micro environment requires more respecting the laborer’s human rights. Third, peasant workers became the main actors in labor market and have been increasing. The peasant workers have become the urban poor with poor residence, minimum wages, no social security. The trade union of china with very little trust from workers tries to innovate itself to perform its roles as the only legal workers organization in china. The chinese government and local government fortifies the protection of worker’s rights, but also examines the labor movement not to be changed into anti-communist activities. Forth, The labor management of foreign investment enterprises are as followes; korean companies try to fortify the labor management towards maximizing the efficiency for increasing the domistic demands rather than the foreign transfer of factory. Various methods of labor management are suggested like appropriate wage system to enhance longer seniority and piece-rate wage, like appropriate labor intensity and motivation to decrease exit rate and to increase efficiency etc. Other methods are suggested like supporting the trade unions to become a trusted partner in industrial relations, complying with wage collective negotiation institutions, not violating the labor laws, executing the labor management systemically, and increasing the communications between labor and employer with various ways. And if there are big gaps between the general practices and regulations of law, employers should decrease voluntarily the illegal practices after reflecting the laborer’s opinions. Lastly, the limitations of this study and the tips in finding the appropriate labor management to the individual companies are suggeted.

중국 노동환경 변화와 외자기업의 노무관리 연구: 신노동자의 노동문화 형성과 대응전략

이원경 중국지역학회 2022 중국지역연구 Vol.9 No.4

Since China's labor problem is extensive issues covering the entire ruling power, labor should be discussed under the socialist market economy, it suggests the necessity of changing the labor management strategy of foreign-invested companies according to changes in the labor environment. New workers arose from a new generation of peasant workers who were alienated despite being the main player of economic growth. They are classified, organised and actively seeking rights, and the labor culture they formed is a factor that induces changes in the social system. The management strategy to improve the performance of foreign-invested companies results in the localization, and establishing labor management localization strategy in response to the labor culture of new workers enable them to overcome the limitations of foreign-invested companies and eventually it will be a strategy to integrate into society as a local settlement company. 본 연구는 중국의 노동문제는 통치 전력 전반을 포괄하는 광범위한 문제이므로 사회주의 시장경제체제 환경 하에서 노동을 논해야 하며, 노동환경 변화에 따른 외자기업의 노무관리 전략 변화의 필요성을 시사하고 있다. 경제성장의 주역이면서도 소외되었던 신세대 농민공에서 태동한 신노동자는 계급화, 조직화되며 적극적인 권리쟁취 행동에 나서고 있으며 이들이 형성한 노동문화는 사회체제의 변화를 추인하는 요소이다. 외자기업의 경영성과 제고를 위한 경영전략은 현지화로 귀결되는데 신노동자의 노동문화에 대응한 노무관리 현지화 전략의 수립은 외자기업의 한계를 극복하고 궁극적으로 현지 정착기업으로 사회에 융화되는 전략이 될 것이다.

기후위기와 노동운동: ‘노동자 환경주의’의 탐색

김상현 한국환경사회학회 2023 환경사회학연구 ECO Vol.27 No.2

일반적으로 노동운동은 생산 성과의 분배에 천착하는 전통적 사회운동으로서 자연에 대한 인간의 지배와 개입을 당연시하며 생태 이슈에는 관심이 부족한 것으로간주 되어왔다. 기후위기 시대에 노동운동에 주어진 과제는 노동자의 시각에 매몰되지 않고 인류의 일원으로서, 시민으로서 생태 파괴의 심각성을 깨닫는 것으로 여겨졌다. 최근 들어 급진적 기후정의운동과 체제전환 정치의 대두에 관한 국내 학계의 관심이 높아지고 있음에도 그 과정에서의 노동운동의 위치와 역할에 대한 논의가 많지 않은 배경에는 이처럼 노동운동이 생태 정치에 소극적일 수밖에 없다는 인식이 자리하고 있는 것으로 보인다. 그러나 자연에 대한 인간의 지배는 인간에 의한 인간의 지배와 긴밀히 연결되어 있으며, 인간과 자연을 매개하는 노동의 역할은 그러한 사회-생태적(socio-ecological) 관계에 의해 규정된다. 즉 노동은 필연적으로 자연과 대척점에 놓일 수밖에 없는 것이 아니라 착취적이고 추출주의적(extractivist)인 사회-생태적 관계에서 양자가 대립되고 또 억압되는 것이다. 따라서 노동운동은 노동자의 관점에서 벗어나기보다 오히려 이를 중심으로 생태 이슈를 보다 통합적으로 접근하고 노동과 자연의 해방을 동시에 추구하는 ‘노동자 환경주의’(labor environ-mentalism)의 가능성을 담지한다고 할 수 있다. 본 연구는 체제변화를 지향하는 담론과 실천을 통해 기후위기에 맞서고 있는 노동운동 그룹 그리고 급진적 기후정의 운동의 등장과 전개 과정을 노동자 환경주의의 가능성이라는 차원에서 재검토하고자 한다. It has generally been considered that the labor movement, traditionally focused on the equitable distribution of production outcomes, often takes human domination and intervention in nature for granted and lacks interest in ecological issues. The challenge for the labor movement in the climate crisis era, it is perceived, is to recognize the seriousness of ecological disruption as members of humanity and as citizens, without being buried in their labor perspectives. Recently, the emergence of radical climate justice movements and the politics of system change have attracted increasing attention within Korean academia. On the other hands, the place and role of the labor movement in these processes have not been adequately discussed, likely due to the perception that the labor movement may not be proactive in ecological politics. Human domination over nature, however, is inextricably linked with human domination by humans, and the role of labor in mediating between humans and nature is shaped by such socio-ecological relations. That is, labor is not necessarily pitted against nature; rather, it is the exploitative and extractivist socio-ecological relations that subordinate both labor and nature and antagonize them against each other. Therefore, the labor movement could potentially develop ‘labor environmentalism’—an approach that provides a more compre- hensive understanding of ecological issues and pursues the liberation of both labor and nature—precisely because of their labor perspectives. This paper aims to reevaluate the emergence and unfolding of radical climate politics pushed by climate justice movements, as well as labor activist groups, in light of the potential of labor environmentalism.

간호대학생의 의사소통능력, 회복탄력성, 임상실습교육환경이 감정노동에 미치는 영향

강서영(Kang, Seo-Young) 학습자중심교과교육학회 2019 학습자중심교과교육연구 Vol.19 No.8

본 연구는 임상실습을 경험한 간호대학생을 대상으로 의사소통능력, 회복탄력성, 임상실습교육환경, 감정노동의 정도를 파악하고 감정노동에 미치는 영향요인을 규명하고자 하였다. 연구 대상은 G시 소재 3개 대학 간호학과에서 2학기 이상의 임상 실습을 경험한 간호대학생 252명이었다. 자료수집기간은 2018년 12월 3일부터 12월 10일까지였으며, 수집된 자료는 SPSS WIN 19.0 프로그램을 이용하여 통계처리 하였다. 연구 결과 의사소통능력은 3.77점, 회복탄력성은 3.62점, 임상실습교육환경은 2.96점, 감정노동은 3.22점으로 확인되었다. 의사소통능력, 회복탄력성, 임상실습교육 환경, 감정노동은 모두 유의한 상관관계를 가지고 있었으며, 의사소통능력, 회복탄력성, 임상실습교육환경은 감정노동의 17.1%를 설명하였다. 본 연구에서 감정노동에 영향을 주는 변수는 회복탄력성과 임상실습교육환경이었다. 본 연구 결과는 간호대 학생의 감정노동 관리 프로그램 개발을 위한 기초자료를 제공하는데 활용될 수 있을 것으로 생각한다. The purpose of this study was to investigate communication competence, resilience and clinical learning environment in relation to emotional labor and to identify factors influencing emotional labor in nursing student. The subjects were 252 nursing students who have experienced the clinical practice from 3 nursing colleges in G city. Data were collected from December 3 to 10, 2018 and analyzed using SPSS statistics 19.0 program. The average score for communication competence was 3.77 points, resilience was 3.62 points, clinical learning environment was 2.96 points and emotional labor was 3.22 points. Communication competence, resilience and clinical learning environment had significant correlations with emotional labor. Emotional labor explained 17.1% of the variance in communication competence, resilience and clinical learning environment. Factors influencing emotional labor were resilience and clinical learning environment. The results may help develop systemic educational programs to manage the emotional labor of nursing students.

청소년 근로환경 개선을 위한 지원방안 연구

김형주,이종원 한국청소년정책연구원 2019 한국청소년정책연구원 연구보고서 Vol.- No.-

본 연구의 목적은 우리나라 청소년들의 근로환경을 개선하기 위해 그 실태를 파악하고 지원방안을 제언하는데 있다. 이에 따라 본 연구는 청소년들의 근로환경에 대한 인식, 실태, 요구 등을 살펴보고 이를 토대로 청소년들의 근로환경을 개선하기 위한 제반환경, 정책대안 등을 중심으로 시사점 및 지원방안을 제시하였다. 우선 문헌연구로서 청소년 근로환경에 관한 선행연구와 청소년 근로보호에 대한 정책 동향을 고찰하였다. 본 연구의 설문조사는 만 15세부터 24세까지의 500명 내외의 청소년을 대상으로 진행하였는데, 주요내용은 근로환경 보호를 위한 관련 법령에 대한 이해정도, 근로 경험과 관련한 인식 및 경험, 청소년 근로환경 관련 정부정책에 대한 이해와 도움정도, 청소년 근로환경 개선을 위한 정부정책에 대한 요구 등에 대한 청소년들의 의견조사가 이루어졌다. 본 연구에서는 이와 같은 설문조사 결과를 토대로 본 연구에서 제시하는 정책과제는 ‘청소년 근로환경 개선’이란 비전 하에 총 5개 분야 10개 과제로서 다음과 같다. 첫째, 청소년 노동시장 분야에서 공공부문에서의 고졸 청소년 일자리 제공, 청소년에 대한 취업정보서비스 체제 구축, 둘째, 청소년 고용사업장 근로감독 분야에서 근로청소년에 대한 부당임금지급에 대한 감독 강화, 청소년 전담 근로감독관 확대, 셋째, 근로청소년건강권 분야에서 근로청소년의 건강검진 의무화 시행, 근로청소년에 대한 정신건강 서비스 도입, 넷째, 노동인권 교육 분야에서 노동인권 교육수혜 청소년 확대, 고용주 및 교사 대상 노동인권 교육 강화, 다섯째, 노동인권 상담서비스 기반조성 분야에서 청소년근로보호센터의 허브 기능강화를 위한 지역거점 센터 확충, 부처 간 근로청소년 대상 연계·통합서비스체계 구축 등을 제안하였다. 우리나라에서 청소년의 노동문제는 학교교육과 대학입시라는 교육문제에 밀려 상대적으로 적은 관심과 지원을 받아온 것이 사실이다. 본 연구의 조사결과와 정책제언을 통해 청소년 근로환경 개선을 위한 정부와 지자체의 정책 수립에 기여할 수 있기를 기대한다. The purpose of this study is to understand the current work environment of Korean youth and to suggest support measures for its improvement. Accordingly, this study examined the perceptions, actual conditions and needs of Korean youth with regard to their work environment, and presented implications and support measures based on overall surroundings and policy alternatives to better youth work environment. To begin with, the study conducted a literature review on preceding works on youth work environment and policy trends in youth labor protection. This study surveyed around 500 people aged 15-24 years, which primarily explored Korean youth over: 1) their levels of understanding of applicable laws and regulations for work environment protection, 2) their perceptions and experiences related to work, 3) their knowledge of government policies for youth work environment and the levels of assistance they receive, and 4) their needs for government policies to improve youth work environment. Based on the survey results, this study suggested ten policy tasks in five areas under the vision of ’Youth Work Environment Improvement’ as follows: Youth labor market: Provide high school graduates with jobs in the public sector, and establish a job information service system for youth Supervision of workplaces hiring youth: Strengthen supervision of paying unfair wages for youth workers, and increase the number of labor inspectors dedicated to youth Youth workers’ right to health: Implement mandatory medical check-up for youth workers, and introduce mental health care services for youth workers Education of labor rights: Increase the number of youth eligible for labor rights education, and reinforce labor rights education for employers and teachers Foundation for labor rights counseling services: Expand regional centers to strengthen the role of youth workers protection centers as a hub, and establish a linked and integrated system across ministries serving youth workers In Korea, the issue of youth labor has been pushed aside by school education and college entrance examination, thereby receiving less attention and support. Authors hope that the findings and policy suggestions in this study can help both central and local governments make policies to improve the work environment for Korean youth.

다자통상제상 노동 ‧ 환경 이슈의 무역 규범화에 관한 연구: 수산분야를 중심으로

오서연,안지은 강원대학교 경영경제연구소 2023 Asia-Pacific Journal of Business Vol.14 No.1

Purpose - The purpose of this study was to analyze environmental and labor issues and related norms, which are new trade issues that are expanding in bilateral and multilateral trade agreements, and examine the possible impact of these norms on domestic fisheries policies. Design/methodology/approach - In this study, literature research was used as the main research methods. The comparative analysis of international norms and multilateral trade agreements texts related to the environment, labor and trade were conducted. Findings - The new trade norms in the fisheries sector can be represented by labor and environment issues. Since domestic environmental and labor standards do not fully meet the standards of the multilateral trade agreements, it is necessary to ensure that domestic norms are supplemented and relevant policies are newly established through a review of international law on environment and labor. Research implications or Originality - This study confirmed that international norms related to labor and environment in the fisheries sector are mixed with soft norms and binding norms, and each norm is linked in a multi-layered and mutual way. Such international norms are being strengthened in connection with trade agreements and issues.

간호근무환경, 조직문화유형, 업무의 양과 속도가 간호사의 감정노동에 미치는 영향

이지윤(Lee, Ji Yun),남혜리(Nam, Hye Ri) 한국간호행정학회 2016 간호행정학회지 Vol.22 No.2

Purpose: The purpose of this study was to investigate the relationship among work environment of nursing, nursing organizational culture, demands at work and the emotional labor in clinical nurses. Methods: A convenience sample of 241 registered nurses was obtained from two hospitals. Data were collected by a self-administered questionnaire during December, 2014. Data were analyzed using descriptive statistics, t-test, one-way ANOVA, Pearson correlations and multiple regression with SPSS/WIN 21.0. Results: The mean score for emotional labor was 3.36±0.48, for work environment of nursing, 2.44±0.36, and for innovational-orientation, 2.95±0.56: Relation-orientation, 3.34±0.62, Task-orientation, 2.95±0.53, and hierarchy-orientation, 3.41±0.49, The score for quantitative demands was 3.02±0.56, and for work pace, 3.76±0.76. In multivariate analysis, factors related to emotional labor were work environment of nursing, innovational-orientation and work pace. Conclusion: Findings from this study indicate the need to evaluate and improve the work environment for nurses to decrease emotional labor.

병원 간호사의 감정노동과 간호업무환경이 재직의도에 미치는 영향

박점현,김정아 한국피부과학연구원 2016 아시안뷰티화장품학술지 Vol.14 No.4

Purpose: This study was conducted to identify the influence of emotional labor and hospital environment on the retention intention among hospital nurses and to provide basic data for developing the organization management strategy in the nursing field. Methods: Data were collected from 220 general hospital nurses working in H university hospital in located in Gyeonggi-do and analyzed using x² test, independent t-test, one-way analysis of variance (ANOVA), Pearson correlation coefficient, and multiple regression performed using SPSS/WIN 17.0. Results: Mean scores for emotional labor, work environment, and retention intention were 3.55, 2.23, and 4.47, respectively, on the scale of 5. Retention intention showed a significant negative correlation with the emotional disharmony index (r=−0.263) in the emotional labor category and a substantial positive correlation with the based nursing area index in the work environment. This indicates that a higher level of emotional labor demand could decrease the retention intention but a better work environment could increase the retention intention. Conclusion: A better work environment and reduced emotional labor could increase the retention intention among hospital nurses, and this finding can help enhance basic data for developing the nursing organization management strategy. 목적: 본 연구는 병원 간호사들이 지각한 감정노동과 업무환경이 재직의도에 미치는 영향을 파악하여 간호사 조직 관리 전략에 필요한 기초 자료를 제공하기 위해서 시행되었다. 방법: 경기지역 H 대학병원 220명을 대상으로 자료를 수집하였고 x², Independent t-test, One-way ANOVA, 상관관계, 다중회귀분석, SPSS WIN 17.0 프로그램을 이용하였다. 결과: 감정노동은 평균 3.55, 업무환경이 2.23, 재직의도는 4.47점이었다. 재직의도는 감정노동 하위 영역 중 감정의 부조화(r=-0.263)와 가장 큰 음의 상관관계를 가지고 있어 감정의 부조화인 경우 재직의도가 가장 낮았다. 업무환경 하위 영역 중 간호 기반 영역과는 가장 큰 양의 상관관계를 가지고 있었다. 즉, 감정노동이 높을수록 재직의도는 감소하고, 업무환경이 좋을수록 재직의도는 증가하였다. 결론: 본 연구결과를 간호 관리 전략의 기초자료로 이용함으로써, 간호사들의 업무환경을 개선하고 감정노동을 조절하여 간호사의 재직의도를 높일 수 있을 것으로 생각된다.

베트남 노동환경의 변화에 따른 우리기업의 대응진출전략에 관한 연구

전외술 ( Oi Sul Jeon ) 한국생산성학회 2010 生産性論集 Vol.24 No.1

After Vietnam took the Doi Moi measure in 1986, it has had an active effect on the economic growth and in consequence there has been a high degree of growth. Nowadays, with the recent WTO accession and American PNTR qualification endowment, it is expected that there is more active foreign direct investment because of the quick economic growth. Nowadays, our corporations have confronted the dynamic environment changes which they haven`t experienced until now. It has started from the technical innovation, and experienced the development of high-tech, and soft, globalization which may be called the change of environment. These changes of environment have required our corporations` paradigm shift, ie. the change of corporations` conduct pattern and strategic development. It is necessary that our corporations confront the change of industry environment of entry countries, and settle the suitable strategy in the field actively. Before 2006, there were only one labor law. Until 2006, the law of social insurance, the law of professional training, have been made, and the labor market, the labor-management relations, and relative strategies have met the elementary standard. However, it is necessary that we should know about the labor problems of Vietnam, and their differences with our country. The Vietnam government had determined its intention that is to supply the most excellent labor power, minimize the conflict between labor and management, keep the balance of city and countryside. It is necessary for our corporations to set the international strategy of social responsibility, and local strategy of human resource management in order to change it from crisis to chance.