전공의들의 장시간 근무와 우울증상의 연관성에 관한 연구

김지환 ( Ji Hwan Kim ),윤재홍 ( Jae Hong Yoon ),김승섭 ( Seung Sup Kim ) 한국산업보건학회 2015 한국산업보건학회지 Vol.25 No.2

Objectives: This study sought to examine the association between long working hours and depressive symptoms among interns and residents in South Korea. Methods: We analyzed a cross-sectional survey of 1,661 interns and residents from the 2014 Korean Interns & Residents Survey. Total working hours during the preceding week was assessed and classified into five categories(i.e. less than 60 hours, 60-79 hours, 80-99 hours, 100-119 hours, and 120-168 hours). Depressive symptoms during the previous week were measured by using ten items from the Center for Epidemiologic Studies Depression Scale questionnaire. Multivariate negative binomial regression was applied to examine the association between long working hours and depressive symptoms after adjusting for potential confounders, including medical specialty and training year. All analyses were performed using STATA/SE version 13.0. Results: 86%(N=1,429) of interns and residents worked 60 hours or more per week. Compared to the “less than 60 hours” group, long working hours for interns and residents were significantly associated with depressive symptoms: “60-79 hours”(PR: 1.56, 95% CI: 1.05, 2.32), “80-99 hours”(PR: 2.27, 95% CI: 1.54, 3.33), “100-119 hours”(PR: 2.62, 95% CI: 1.76, 3.89), and “120-168 hours”(PR: 3.28, 95% CI: 2.21, 4.86). Conclusions: This study found that long working hours were prevalent among interns and residents in South Korea, and it was associated with depressive symptoms.

勤勞時間短縮의 法理

李光澤(Lee Kwang-Taek) 국민대학교 법학연구소 2002 법학논총 Vol.14 No.-

According to the ILO Report of 2001, the average working hours of the Korean workers in 2000 are 2,474, the longest in the world. In October 2000 the Presidential Advisory Tripartite Commission reached an agreement to reduce the working hours up to 40 hours a week and 2000 hours a year. Although the National Assembly in 1989 revised the labour Standard Act to reduce the maximum weekly working hours from 4S up to 44, the real working hours including overtime are far from the statutory limit. The proposed revision of the LSA for the second time in terms of working hours is considered as an effective effort to reduce the real working hours up to the level of the international standards. One of the aims of the reduction of the maximum working hours is to realize the social solidarity through job or work sharing in the era of high unemployment. The reduction of working hours will also give us a chance to develop such new industries as leisure and sport business in new markets which will be widened through prolonged holidays. In the basic agreement of the Tripartite Commission in October 2001 the parties agreed to reduce working hours in such a manner that the standard of living is not reduced in consequence, as is stipulated in the ILO Convention No. 47 of 1935. However, it is hardly to secure through legal provision the concrete manner to compensate the wage, which might be reduced by the reduction of working hours. Therefore, it is suggested that the lost wage should be compensated by collective agreements and administrative directive. Until now in Korea, the monthly and annual paid holidays have used not to be enjoyed in terms of their genuine purposes. Instead, the workmen used to be working also on those days in order to be paid extra. These practices make it difficult to realize the purpose of the LSA, which was designed to secure humanity in working society. The second point of the reduction of working hours, therefore, is to be concentrated in the realization of monthly and annual paid holidays without reduction of the living standard. Regarding the argument of extension of flexible working hours from the employers, it is to be reminded that the flexible working hours have been extended in the most European countries in the way of reduction of real working hours to less than 40-hour-week. Concerning the schedule of the working hour reduction, it is understandable to begin with the public sector including civil servants. However, it should be considered that the public sector is not the very working place worked over the statutory limit. The hardest working places are the small and medium business in manufacturing sector, where the workers have to endure 50-hour-week.

勤勞時間短縮의 法理

李光澤 國民大學校 法學硏究所 2002 법학논총 Vol.14 No.-

According to the ILO Report of 2001, the average working hours of the Korean workers in 2000 are 2,474, the longest in the world. In October 2000 the Presidential Advisory Tripartite Commission reached an agreement to reduce the working hours up to 40 hours a week and 2000 hours a year. Although the National Assembly in 1989 revised the Labour Standard Act to reduce the maximum weekly working hours from 48 up to 44, the real working hours including overtime are far from the statutory limit. The proposed revision of the ISA for the second time in terms of working hours is considered as an effective effort to reduce the real working hours up to the level of the international standards. One of the aims of the reduction of the maximum working hours is to realize the social solidarity through job or work sharing in the era of high unemployment. The reduction of working hours will also give us a chance to develop such new industries as leisure and sport business in new markets which will be widened through prolonged holidays. In the basic agreement of the Tripartite Commission in October 2001 the parties agreed to reduce working hours in such a manner that the standard of living is not reduced in consequence, as is stipulated in the ILO Convention No. 47 of 1935. However, it is hardly to secure through legal provision the concrete manner to compensate the wage, which might be reduced by the reduction of working hours. Therefore, it is suggested that the lost wage should be compensated by collective agreements and administrative directive. Until now in Korea, the monthly and annual paid holidays have used not to be enjoyed in terms of their genuine purposes. Instead, the workmen used to be working also on those days in order to be paid extra. These practices make it difficult to realize the purpose of the LSA, which was designed to secure humanity in working society. The second point of the reduction of working hours, therefore, is to be concentrated in the realization of monthly and annual paid holidays without reduction of the living standard. Regarding the argument of extension of flexible working hours from the employers, it is to be reminded that the flexible working hours have been extended in the most European countries in the way of reduction of real working hours to less than 40-hour-week Concerning the schedule of the working hour reduction, it is understandable to begin with the public sector induding civil servants. However, it should be considered that the public sector is not the very working place worked over the statutory limit. The hardest working places are the small and medium business in manufacturing sector, where the workers have to endure 50-hour-week

장시간 근로와 인식된 조직성과: 업무강도와 일가족갈등의 매개효과를 중심으로

이수연,전병준,김효선 대한경영학회 2019 大韓經營學會誌 Vol.32 No.11

우리나라의 근로시간은 세계적으로 매년 최고 수준을 기록하고 있고, 지속되어온 장시간 근로는 조직 그리고근로자에게 상당한 영향을 미치고 있다. 장시간 근로의 부정적 영향에 대응하기 위해 2018년 2월 주 52시간근로기준법이 개정되어 사업장 규모와 특성에 따라 순차적으로 시행되고 있다. 이에 따라 정부, 조직, 근로자모두가 근로시간 변화를 시작하는 시점에서 장시간 근로가 근로자와 조직에 미치는 영향에 있어서의 역동적관계를 살펴보고자 하였다. 구체적으로 근로시간과 업무강도가 일가족갈등에 미치는 영향을 살펴보고, 이러한관계가 부서성과와 조직성과에 어떠한 영향을 미치는지 검증하는 것을 목적으로 한다. 이를 위해 설문조사는국내 7개 기업의 총 533명을 대상으로 진행되었고, 결측값을 제외하여 최종분석에 443명의 자료를 활용하여구조방정식 모형을 통해 매개효과를 검증하였다. 연구결과, 우선 근로시간이 길어질수록 부서성과와 조직성과가 증가하는 것으로 나타났다. 반면에 근로시간이 업무강도와 일가족갈등을 통해서 부서성과와 조직성과에 부정적 영향을 미치는 것으로 확인되었다. 또한가설화하진 않았지만 일가족갈등은 부서성과와 조직성과에 부정적 영향을 미치는 것으로 확인되었다. 즉, 근로시간과 부서성과, 조직성과 간의 관계에서 업무강도와 일가족갈등 매개효과가 유의하게 검증되었다. 이러한 분석결과는 근로자가 장시간근로와 높은 업무강도를 경험함에 따라 소진, 스트레스, 피로 등이 유발되어일과 가족영역의 갈등이 심화되고, 이러한 갈등은 조직효과성에 부정적 영향을 미치는 것을 보여주고 있다. 조직내 장시간 근로에 대한 매커니즘을 살펴본 결과, 경쟁을 심화시키고 업무 과부화를 요구하는 조직환경에서 조직효율성을 향상시키기 위해서는 근무시간과 업무강도를 조절해야 한다는 것을 밝혀냈다. 장시간 근로를요구하여 성장을 높이는 것은 단기적으로 효과를 나타내는 것처럼 보일 수 있으나 높은 업무강도는 오히려일가족갈등을 유발하여 조직성과에 부정적 영향을 주는 것으로 나타났다. 인간은 로봇이 아니기 때문에 산술적으로 노동 투입 시간과 양을 늘린다고 결과적으로 높은 조직성과를 유발하는 것이 아니라, 오히려 일가족갈등, 조직성과에 부정적 영향을 미친다는 점을 간과해서는 안 될 것이다. Working hours in South Korea are the highest in the world. As such, long working hours have a significant impact on both the organization and its employees. In this context, to reduce the negative effects of long working hours, the pertinent law to reduce the working week to 52 hours has been introduced and implemented sequentially according to the size of the organization. Now is the time for governments, organizations and employees themselves to bring about change with regards to the working hours. Thus, we seek to examine the dynamic relationship between long working hours and the organization and employees. Specifically, we examine how long working hours affects work intensification, work-family conflict and organizational performance. In addition to this, we investigate how the three variables (working hours, work intensification, work-family conflict) jointly affect the perceived organizational performance of the employees. To empirically test the relationship, data were collected from 443 respondents who worked in 7 South Korea organizations. Hierarchical regression analysis was applied for this matter. As a result of the study, it was found that departmental and organization performance increased as the amount of working hours increased. On the other hand, it was confirmed that working hours negatively affect departmental and organizational performance due to the mediating effect of work intensification and work-family conflict. To sum up, work intensification and work-family conflict mediated the relationship between working hours and organizational performance. Both managerial implications and limitations are presented in the discussion.

일본 변형근로시간제도에 관한 연구

이승욱 한국고용노사관계학회 2019 産業關係硏究 Vol.29 No.2

With the passage of the Amendment of Labor Standards Act(‘LSA’) on January 15th 2019, there has been made significant changes in calculating working hours. Before the amendment, although LSA provided that maximum number of working hours is 40 hours in a week, and 8 hours in a day, the courts and the Ministry of Labor have had arguably interpreted the ceiling of working hours did not cover holiday work, and as a result, in practice the actual maximum number of working hours in a week amounted to 68 hours. However, as the Amendment of LSA clearly states that holiday working hours are included in overtime working hours, the actual total working hours in a week is now reduced from 68 hours to 52 hours. As the employers have shown strong opposition to these changes, the tripartite commission made a compromise regarding the reform of working-hours averaging system. The main issue here is to extend the unit period of averaging working hours. They have succeeded in settlement to extend the unit period from 3 month to 6 month despite of the fierce opposition from the labor movement. Their compromise can be appraised as a limited success as I believe they did not carefully consider the various legal issues to be raised when it implemented. In this paper I have tried to examine the potential legal issues arising from the possible extension of unit period of working-hours averaging system in terms of the experiences in Japan which adopted the similar system in 1993. In doing so, I believe we can get some implications for the issues that have not been considered in detail during the social dialogue process. 2019년 1월 근로기준법 개정에 의해 현장의 일반적인 관행과 달리 휴일근로를 시간외근로에 포함시키는 방법을 통해 근로시간의 실질적인 단축 조치가 이루어졌다. 이에 경영계와 정치권을 중심으로 탄력적 근로시간제의 단위기간을 연장하여야 한다는 요구가 제기되었다. 경제사회노동위원회 ‘노동시간제도개선위원회’는 탄력적 근로시간제의 단위기간을 현행 3개월에서 6개월로 연장하는 데 합의하고, 이에 따라 근로기준법개정안이 국회에 발의되어 있는 상태이다. 탄력적 근로시간제에서 단위기간의 길이가 길어지면 근로자의 생활과 건강에 미치는 불리한 영향은 커질 수밖에 없고 근로시간규제 원칙에 대한 예외의 범위가 넓어지기 때문에 제도변화에 수반하여 복잡하고 다양한 법적 쟁점이 수반될 수밖에 없다. 그러나 지금까지의 논의는 단위기간의 연장에 국한되어, 그밖에 수반되는 세부적인 쟁점에 대해서는 상대적으로 심도 깊은 논의가 이루어지지 않은 것이 사실이다. 이 논문은 1993년 1년 단위의 탄력적 근로시간제를 도입하여 20년 이상 운용하여 온 일본의 제도 내용과 그 과정에서 제기된 법적 쟁점, 그리고 최근에 이루어진 일본 노동기준법의 개정 사항까지 포함한 관련 내용에 대하여 분석함으로써 우리나라의 관련 제도변화에 대한 시사점을 모색하고 있다.

감사투입시간과 감사품질 및 이익투명성

이명곤,인창열,최지환 한국회계정보학회 2019 회계정보연구 Vol.37 No.3

Auditors determine the amount of time to be put into audit work based on audit risks. If audit risks are high, auditors will make additional efforts in to reduce the audit risks. On the other hand, if audit risks are low, audit hours may be reduced. Based on the results of previous studies indicating that there are positive(+) relationships between audit hours and audit quality, and between audit quality and accounting transparency, it can be inferred that the decrease in audit hours will lead to a drop in audit quality. The decline in audit quality will lead to a decline in accounting transparency. Namely, higher accounting transparency may reduce audit hours, resulting in lower audit quality and accounting transparency. This study examines whether audit quality improves as audit hours increase, and analyzes whether earnings transparency improves as audit quality improves. In addition, this study tests whether audit hours decrease as accounting transparency increases. This study uses earnings transparency as a proxy for accounting transparency. We find that audit quality is improved as audit hours increase, and that earnings transparency is improved as audit quality increases. Also, we find a significant negative relation between earnings transparency and audit hours. It indicates that audit quality and earnings transparency are improved by increased audit hours. However, the audit quality and earnings transparency may be reduced again due to the subsequent reduction in audit hours. Namely, this study shows that accounting transparency can be improved or deteriorated depending on audit hours. While prior studies focused on testing the effects of audit hours on audit quality and accounting transparency, this study differs from prior studies in that it tests the effects of accounting transparency on audit hours. Also, this study will provide implications for companies, auditors, and supervisory agencies. According to the findings of this study, decreases in audit hours are highly likely to act as a factor that deteriorates accounting transparency. Therefore, auditors should put at least a certain amount of audit hours in order to maintain a certain level of accounting transparency. In addition, the results of this study provide implications for the validity of the introduction of the standard audit hours, which requires sufficient and consistent input of audit hours. 감사인은 감사위험에 따라 감사업무에 투입하는 시간을 결정한다. 감사위험이 높을 경우 감사위험을 낮추기 위해 추가적인 노력을 기울일 것이다. 반면 회계투명성이 높을 경우 감사위험이 낮다고 인식하여 감사업무에 투입하는 시간을 감소시킬 수도 있다. 감사시간과 감사품질, 감사품질과 회계투명성 간에 양(+)의 관련성이 있다는 선행연구의 결과를 비추어보면 감사시간의 감소는 감사품질의 하락으로 이어질 것이다. 또한 감사품질의 하락으로 인해 회계투명성이 감소할 가능성이 높다. 즉, 회계투명성이 높을 경우 감사시간이 감소하여 오히려 감사품질 및 회계투명성이 하락하게 되는 현상이 발생할 수 있다. 본 연구는 감사시간이 증가할수록 감사품질이 향상되는지, 감사품질이 높을수록 회계투명성이 향상되는지를 분석한다. 또한 회계투명성이 높을수록 감사시간이 감소하는지를 분석하고자 한다. 본 연구는 회계투명성에 대한 대용치로 이익투명성을 사용한다. 분석결과는 감사시간이 증가할수록 감사품질이 향상되고, 감사품질이 높을수록 이익투명성이 향상되는 것으로 나타났다. 또한 이익투명성이 높을수록 감사시간은 감소하는 것으로 나타났다. 즉, 감사시간이 증가하여 감사품질이 향상되고 이익투명성이 향상되지만, 이후 감사시간의 감소로 인해 다시금 감사품질 및 이익투명성이 낮아질 수 있다는 것을 시사한다. 즉, 본 연구는 감사투입시간에 따라 이익투명성이 향상되거나 하락할 수 있다는 것을 보여준다. 선행연구들은 감사시간이 감사품질 및 이익투명성에 미치는 영향을 분석하는 데 초점을 두고 있으나, 본 연구는 이익투명성이 감사시간에 미치는 영향을 분석한다는 점에서 선행연구들과 차이점이 있다. 또한 본 연구는 감사대상기업, 감사인, 감독기관 등에 중요한 시사점을 제공할 것이다. 본 연구의 결과에 의하면 감사시간의 감소는 회계투명성을 하락시키는 요인으로 작용할 가능성이 높다. 따라서 감사인은 일정한 회계투명성을 유지하기 위해서 일정 시간 이상을 감사업무에 지속적으로 투입해야 할 것으로 사료된다. 더불어 본 연구는 적정한 감사시간의 지속적 투입을 요구하는 표준감사시간제 도입의 타당성에 대한 시사점을 제공한다.

감사인의 분・반기 검토시간 비중이 발생액 조정과 실제이익조정에 미치는 영향

김단비 대한경영학회 2023 大韓經營學會誌 Vol.36 No.9

본 연구는 분・반기 검토시간이 이익조정에 미치는 영향을 분석한다. 구체적으로, 총감사시간을 분・반기검토시간과 기말감사시간으로 구분한 다음, 기말감사시간 대비 분・반기 검토시간의 비중이 발생액 조정과 실제이익조정에 미치는 효과가 상이한지를 살펴본다. 유가증권 및 코스닥 시장에 상장되어 있는 기업 중 비금융산업을 영위하고 12월결산 기업에 대하여 2014년부터2020년까지의 기간을 대상으로 실증분석하였다. 분석 결과, 분・반기 검토시간 비중이 증가할수록 발생액 조정과실제 이익조정에서 유의한 음(-)의 관계가 나타났다. 이는 분・반기 검토시간의 비중을 늘릴수록 가 연간이익에대한 중간점검을 통해 감사인의 회사에 대한 이해도를 증가시킴으로써 재량적 발생액에 영향을 미치고, 기중에발생하는 실제 이익조정을 줄일 수 있음을 의미한다. 추가분석으로 이들 비중에 따라 이익의 지속성이 달라지는지를분석하였는데, 분・반기 검토시간 비중과 이익지속성과 유의한 양(+)의 관계가 나타났다. 이는 실제 이익조정이발생액 조정에 비해 기업에 부정적인 효과를 더 크게 미친다는 선행연구의 결과와 일관된 것으로 보이며, 기업과감사인이 총 감사시간 분배를 통하여 재무제표의 유용성을 높이고자 할 때 기말감사시간보다는 분・반기 검토시간을증가시키는 것이 보다 효과적일 가능성을 의미한다. This study analyzes the effect of audit hours on earnings management. Specifically, we categorize total audit hours into review hours and end-of-year audit hours, and then examine the effects of review hours relative to total audit hours on accrual management and real activities management. The empirical analysis covers the period from 2014 to 2020 for non-financial firms listed on the KOSDAQ market and ends their fiscal year in December. The analysis shows that accrual management and real activities management decreases with the increase in review hours. This suggests that increasing the proportion of review hours may increase the auditor's understanding of the company through interim reviews of annual earnings, thereby influencing the amount of discretionary accruals and reducing real activities management during the period. In addition, this study analyzes whether these hours have differential effects on earnings persistence and finds that the larger the review hours, the greater the earnings persistence. Our results suggest that an increase in the proportion of review hours to end-of-year audit hours has an impact on accrual management and real activities management, which is expected to play a positive role in the long-term performance of firms. The amended External Audit Act has increased the total audit hours, and our results suggest that increasing the quarterly and semi-annual review hours rather than the year-end audit hours may provide more useful information to financial statement users.

The Effect of Abnormal Audit Hours on Earnings Persistence and Discretionary Accruals: Using the Rank-Specific Audit Hours Data

박종일,나경아,이윤정 한국회계학회 2022 회계학연구 Vol.47 No.3

This study examines how abnormal total audit hours and rank-specific audit hours affect earnings quality, proxied by earnings persistence or discretionary accruals. The sample is collected from listed firms in Korea between 2014 and 2019. In particular, this study uses rank-specific audit hours which have been publicly disclosed under the External Audit Act Amendment in 2014 in order to estimate abnormal audit hours for five different ranks: audit quality reviewer, director, registered accountant, associate accountant, and expert in other areas such as tax, IT audit, and asset valuation. Our major findings are fourfold. Firstly, abnormal total audit hours as well as abnormal audit hours for audit quality reviewer, registered accountant and associate accountant are negatively associated with earnings persistence. Secondly, we do not observe any significant relations between discretionary accruals and abnormal audit hours, total or rank-specific. Thirdly, the results stay qualitatively similar when discretionary accruals are replaced with loss avoidance (i.e., reporting small positive earnings), while absolute discretionary accruals appear to be positively related to abnormal audit hours by two positions (audit reviewer and director) as well as abnormal total audit hours. Lastly, results based on log of audit hours (total or rank-specific) are sensitive to the inclusion of firm size as a control variable in the regression model whereas those based on abnormal audit hours are relatively stable regardless of the presence of firm size in the control. Our results suggest that audit hours may act as an indicator of audit risk rather than audit quality.

근로기준법상 근로시간 개념에 대한 정의 및 유연성 재고

김인식 노동법이론실무학회 2022 노동법포럼 Vol.- No.37

There are two main purposes for work-hours law: i) ensuring guaranteed protection of workers’ health and ii) ensuring workers’ work–life balance. work hours law in Korea consists primarily of the Labor Standards Act. After its enactment in 1953, discussions and changes related to the workhours law focused majorly on reducing standard work hours. In addition, flexible work hours and the protection of workers’ right to health have been reinforced recently. However, establishing such a legal system in a state wherein work hours are vaguely defined and expecting it to be effective is futile. The ineffectiveness of the system against this backdrop stems from the fact that although several revisions in the law—together with social discussions and research—take place with regard to the work hours law, there still exists considerable irrationality surrounding the develop- ment of the work hours law. An analysis of the theories and precedents contained in the current legislation is also fruitful in determining the implications of work hours; however, it is particularly imperative to review Article 50 Clause 3 of the law. Two conceptual constituents of this Clause are as follows: (1) the direction and supervision of the employer (right to dispose of work hours) and (2) labor relations and obligation of work. A diversification of the concept of work hours may be facilitated based on the effectiveness and significance of these factors. work hours may be classified into the following types: (1) ‘Real work hours’, the employer’s command and supervision skills as well as the worker’s workplace relevance and obligation are strong; (2) ‘Recognized work hours’, including waiting time of Article 50 Clause 3 of the law, although the workers’ workplace relevance and obligation toward work still exist, the employers’ command and supervision levels are somewhat lower; (3) ‘Quasi work hours’, wherein employers’ command and supervision levels are considerably low but workers’ time sovereignty is significantly impacted owing to their strong sense of work relevance and obligation; and (4) ‘Nonwork hours’ wherein the workers’ relevance and sense of obligation as well as the employers’ command and supervision levels are considerably low (but never nonexistent). In addition, the concept of comparison of work hours does not entail rest time (as in precedents and common views) but private time such as days off, holidays, and vacations excluded from the prescribed working days. work hours are the most significant core of working conditions. The work-hours law that restricts and regulates this has a strong public-law character and must be devoted to the protection of workers. However, it is necessary to ensure the time sovereignty of workers with judicial power and flexibility, and it is necessary to keep pace with the times. To enhance the rationality of work hours law, it is also important to consider the legislative theory. However, there is also a reason to secure proper timing through analysis of the interpretation of the current legal system. These efforts are expected to provide a stronger foundation for the legislative theory of the work hours law in the future. 공장 제조업을 기반으로 하는 산업구조에서 이제는 4차 산업혁명이 언급되는 시기에 이르렀고, 최근 코로나-19 상황을 거치며 노동 제공 방식의 변화가 더욱 가속화되고 있다. 재택근무처럼 사용자의 근로시간 관리권이 약화되는 근무 유형이 늘어나고 있으며, 근로시간수와 무관한 성과 위주의 근로 및 관련 계약이 늘어나고 있고, 심지어 택시업조차 과거의 순항식 근무가 아닌 호출대기형 근무(카카오등 승차 어플 이용)가 늘어가고 있는 추세이다. 그러나 그렇다고 하여근로시간에 대한 법적 규제와 규율의 필요성이 약화되거나 없어지지않는다. 오히려 무형적 정신 노동의 증가, 무제한의 근로 상태 가능성등 근로자의 근로 종속성으로 인한 위험이 증가하는 측면도 심각하다. 급변하는 노동의 형태와 임금 산정 방식에 부합하는 근로시간 규제와 규율이 필요하고, 그 출발점은 근로시간 개념에 대한 정립부터라고 할 수 있다. 현행법상 근로시간에 대한 개념 정의 조항이 없다고 하나, 근로기준법 제50조 제3항이 이미 근로시간의 개념 요소를 모두 명시하고 있으며, 그로부터 추출되는 ‘사용자의 지휘․감독’ 및 ‘근로의 관련성․ 의무성’이라는 핵심 요소를 통하여 근로시간에 대한 획일적인 하나의개념 정의 추구 및 휴게시간과의 양분법을 통한 흑백논리를 벗어나 개념적 차원에서 유연성을 부여할 필요가 있다. 본 고에서는 이를 실근로시간, 인정근로시간, 준근로시간, 비근로시간의 네 가지로 유형화해보았다. 각 근로시간 개념 정의와 경계가 완벽하게 분리된다고 볼수는 없으나, 근로시간 개념에 유연성을 부여하고 유형화함으로써 근로시간법제에 대한 해석과 접근에 있어서 체계성을 갖추고 각각의 유형에 따른 규제와 규율의 근거와 방향성을 찾아가고자 한다. 그리고 궁극적으로는 근로시간과 임금의 획일적 관계를 타개하여, 근로시간에 해당하면 임금을 지급해야 한다거나 모든 근로자의 임금을 시간급으로 환산해야 한다는 명제에서 합리적으로 벗어나되 근로자의 건강권과 시간주권이 침해되지 않는 방안을 적극적으로 모색해야 할 필요가 있고, 이는 추후의 연구 과제로써 지속적인 고찰을 경주하고자 한다.

Association between irregular working hours and work-related musculoskeletal pain: results from the 6th Korean Working Conditions Survey

Yang Munyoung,Myong Jun-Pyo,Lee Jongin,Park Min Young,Kang Mo-Yeol 대한직업환경의학회 2023 대한직업환경의학회지 Vol.35 No.1

Background: Recently, irregular working hours have become controversial issues in Korea. The health impact of irregular working hours on the work-related musculoskeletal pain (MSP) is scarcely researched before. We sought to investigate the association between irregular working hours and work-related MSP among South Korean workers. Methods: This study used data from the sixth Korean Working Conditions Survey in 2020. The prevalence of work-related MSP was analyzed using the χ2 test. A multiple logistic regression analysis was conducted to assess the association between irregular working hours and work-related MSP. We conducted stratified analysis by gender, weekly working hours, and workers’ control over their working hours. We calculated the adjusted odds ratios (ORs) of work-related MSP for irregular working hours combined with weekly working hours. Results: The OR for work-related MSP was significantly higher in the population with irregular working hours than in the population with regular working hours (OR: 1.43, 95% confidence interval [CI]: 1.29–1.58). Irregular and long (> 52 hours/week) working hours have the highest risk of work-related MSP in both genders (in men, OR: 3.48 [95% CI: 2.53–4.78]; in women, OR: 2.41 [95% CI: 1.46–4.00]). Conclusions: Irregular working hours were associated with work-related MSP in Korea. The association was magnified with long working hours. Reform of the Korean Labor Standards Act leading to increase irregular working hours may induce adverse health outcome.