비정규직 여비서의 고용실태 및 개선방향 = Employment Situation and Its Improvement of Temporary Secretary Employment - Focused on Secretaries Graduating from Colleges -

국문 초록 (Abstract)

IMF관리체제에 돌입하면서 국가위기 관리차원에서 노동의 유연성 확보를 위해 정리해고제 실시, 1998년 근로자파견법 등으로 고용구조가 정규직과 비정규직으로 양분화 되었다. 2004년에는 임금근로자의 55.9%가 비정규직으로 전체 노동자의 절반 이상이 되었다.
비서직의 경우도 26개 파견업종으로 규정됨에 따라 여비서의 취업행태가 대기업의 경우에는 정규직과 파견직이라는 이원화된 고용구조를 나타내고 있다. 전문대졸 비서는 파견직으로 고용되고 그 인원이 정규직 비서의 5배가 넘는 사업체도 있으며, 그 수는 급증하고 있다. 중소기업의 정규직도 계약직 또는 파견직으로 전환되고 있는 추세이다.
비서직은 업무성격상 파견직으로는 부적합하므로 비서 관련학과, 비서학회, 비서협회 차원에서의 대책이 요망된다.
임금수준은 대기업 파견비서직과 중소기업 정규비서직이 비슷한 것으로 나타나며, 사회보험, 노동 조건 등에서는 계약비서직보다 파견직 비서직이 취약하다. 파견기간이 만기된 경우에는 정규직으로 전환하거나, 장기 계약직으로 고용하는 것이 기업의 생산성을 높이는데 기여할 것이다.
무엇보다도 비정규직 근로자의 문제는 법 제도적인 측면에서의 개정 없이는 해결될 수 없는 문제이다. 정책당국은 법 개정이 노동자 보호 중심차원에서 이루어지도록 해야 할 것이다.

다국어 초록 (Multilingual Abstract)

When the system of IMF's administration started. the structure of employment has been divided into two areas, permanent employment and temporary employment by the discharge for management reasons and the enforcement of the Worker Dispatching Act, to overcome economic crises in Korea and to maintain the flexibility of labor supply. In 2004. the ratio of temporary employees in the whole employees was 55.9%. The secretary employment has also been divided permanent and temporary employment in the large enterprises because it is treated as one of 26 dispatching employments. Secretaries graduating from colleges have been hired as a dispatching employee. There are some large enterprises in which the number of temporary employees is more than five times more than that of permanent employees. The number of such large enterprises is increasing in addition, small and medium-sized enterprises intend to change permanent employees into temporary employees or dispatching employees. too.
First. secretary employment can not be categorized as a dispatching employment because of its characteristics. It just results from the ignorance of lawmakers and the self-interested mind of enterprises. Therefore the Korea Association of Secretarial Studies is required to take steps for solving the problem as soon as possible.
Second, to lengthen the contract period in the fixed-term secretary employment helps heighten the productivity of enterprises.
Third, the administrative department should strive to make secretary employment as permanent employment by establishing the section of secretary.
The issue of temporary employment causes the problems of labors' lives as well as that of employment. So the consensus that the Act should be revised was formed and the revision of the Temporary Employment Act was proposed may in 2005. The labor field insisted on the abrogation of the Act because it included illegal dispatching, middle extraction and the non -validity of dispatching period limit and objected to the extension of three years' contract period. On the contrary, the enterprise field insisted on adopting the negative way of dispatching employment and supported the extension of three years' contract period. Owing to the conflict between the labor and the enterprise field, the proposal of revising the Act became effectless.
The flexibility of labor in Korea is higher than any other member country in the OECD. Therefore. the government should make efforts to revise the temporary employment Act in respect of protecting labors.

목차 (Table of Contents)

• 국문초록
• Ⅰ. 서론
• Ⅱ. 이론적 배경
• Ⅲ. 비정규직 규모 및 고용조건 실태
• Ⅳ. 비정규직 여비서의 고용실태 분석
• Ⅴ. 결론
• 참고문헌
• Abstract