중소기업 근로자의 노사갈등에 대한 인식이 결과행위에 미치는 영향에 관한 연구

The Analysis of Workers’ Behavior Effect by Perceptions about Industrial Relations Conflicts in Small and Medium Businesses

&nbsp;&nbsp;본 연구는 중소기업 생산 현장에 근로자들의 노사갈등에 대한 인식이 노사관계에 대한 결과행위(태도)에 미치는 영향을 분석하는 것에 목적을 두고 진행되었다. 노사갈등과 근로자들의 노사관계에 대한 결과행위에 관한 관련성을 검토하기 위하여 이론연구와 상관관계분석, 회귀분석 등 실증분석을 병행 실시하였다. 연구 결과 근로자들이 인식하는 노사갈등의 요인들은 그들의 노사관계에 대한 이해와 정(+)의 관계를 갖고 있으며, 적정성 만족도가 높을수록 적대적인 노사관계에서 협력적인 노사관계로 이동하는 것으로 파악되었다. 또한 이러한 노사관계에 대한 이해는 그들의 결과행위와 관련이 있는 것으로 나타났다.<BR>&nbsp;&nbsp;따라서 중소기업에서의 노사관계관리는 노사갈등 요인들만이 아니라 근로자들의 노사관계에 대한 인식을 정(+)의 방향으로 유도하는 것이 효과적이라는 점을 확인할 수 있었다. 결과적으로 노사관계관리는 생산 현장에서 발생하는 인적자원관리적 요인을 효과적으로 통제하면서 교육, 홍보 등을 통하여 근로자들의 인식을 전환시킬 필요가 있다는 점을 발견하였다. 이것은 향후 노사관계관리의 전략 방향을 시사하는 것으로 생각한다.

&nbsp;&nbsp;The purpose of this study is to theoretically and empirically analyze small and medium business workers’ perceptions of industrial conflicts. For the purpose, this researcher reviewed basic theories about labor-management relations, analyzed the current status of industrial conflicts from a macroscopic view and further made a research model and hypotheses. Then the researcher made an empirical survey of workers from small and medium manufacturing businesses located in Busan and Kyeongnam.<BR>&nbsp;&nbsp;Microscopic and macroscopic researches made here showed that the biggest part of industrial conflicts perceived by workers of local small and medium businesses was economic issues such as wage increase ratio and profit distribution, followed by legal and institutional issues such as collective bargaining and fair efficiency-rating and work environment issues such as work condition and welfare and well-being.<BR>&nbsp;&nbsp;Based on results of the study, the researcher would make the following suggestions for resolving industrial conflicts at small and medium businesses.<BR>&nbsp;&nbsp;First, managers should make efforts of securing fair distribution. Distribution is an issue to which workers are most sensitive. This suggests the need of establishing distribution policies which are persuasive to all workers.<BR>&nbsp;&nbsp;Second, managers should make efforts to ensure justice and objectivity in legal aspects of labor-management relations, for example, in collective bargaining. Now in this nation, industrial relations are seeking towards being reasonably systematized, avoiding emotional confrontations. Under this circumstance, managers should take appropriate legal measures.<BR>&nbsp;&nbsp;Third, managers should pay a close attention to work environment issues such as work condition and welfare and well-being. Concerning such issues, workers were found still much satisfied. This should not be ignored by managers.<BR>&nbsp;&nbsp;Industrial peace can never be accomplished even if either labor or management realizes its own interests. Only cooperative relations between labor and management under mutual concession and understanding can lead to industrial peace in the level of business from a microscopic view and in the level of national economy as a whole from a macroscopic one. Labor, management and government should work together to develop the logic of co-existence based on dialogue and compromise while fulfilling to their respective roles.<BR>&nbsp;&nbsp;In local businesses most of which are small or medium in size, managers need to take the initiative in clarifying causes of industrial conflicts and then take appropriate actions. This would stabilize and develop labor-management relations and further surely contribute to improving business accomplishments and competitive power.