기간제 고용의 영향요인에 대한 연구

Determinants of Fixed-term Employment: Internal Factors versus External Factors

본 연구는 기간제 고용에 영향을 미치는 요인들을 기업내부요인과 기업외부요인으로 구분하여 도출하고, 패널분석을 통하여 검증하려는 목적을 지닌다. 기간제 고용은 기간제 고용여부 및 기간제 활용강도로 구분하였으며, 기간제 고용에 영향을 미치는 요인들은 자원기반관점, 거래비용이론, 자원의존이론, 실물옵션관점, 제도화이론 등을 통해서 도출하였다. 분석을 위하여 한국노동연구원에서 2005년부터 2009년까지 진행한 사업체 패널조사 1차년도에서 3차년도까지의 자료를 연결한 자료를 활용하였으며, 패널분석의 확률효과모형을 통하여 분석한 결과는 다음과 같다. 첫째, 통제변수로 설정한 변수들 중 기업규모, 기업연령, 노동조합 존재, 제조업 준거 업종은 기간제 고용여부에 정(+)에 유의한 영향을 나타냈고, 조직규모, 방어형 전략, 제조업 준거 업종은 기간제 활용강도에 정(+)의 유의한 영향을 나타냈다. 둘째, 기업내부요인 중 자원기반관점에 근거하여 변수로 도출하였던 몰입형 인사관리 정책은 기간제 고용 여부 및 기간제 활용 강도에 모두 부(-)의 유의한 영향을 나타냈다. 셋째, 자원의존이론에 근거하여 변수로 설정하였던 전반적인 노사관계는 기간제 고용에 유의한 영향을 나타내지 않았다. 넷째, 거래비용이론에 근거하여 변수로 설정하였던 임금 및 정년제도 변수들 중 정규직 임금수준은 기간제 고용여부에 정(+)에 유의한 영향을 나타냈고, 정년제도의 존재는 기간제 고용여부 및 기간제 활용 강도 모두에 정(+)의 유의한 영향을 나타냈다. 다섯째, 기업외부요인 중 실물옵션관점에 기반을 두고 도출한 기술적 상황요인들은 기간제 고용에 유의한 영향을 나타내지 않았다. 마지막으로 기업외부요인 중 제도화이론에 기반을 두고 도출한 제도적 상황요인 중 외부컨설팅은 기간제 고용여부 및 기간제 고용강도에 정(+)의 유의한 영향을 나타냈다. 이상의 결과에 대한 시사점 및 한계점, 추후연구과제도 논의하였다.

This study examined the determinants of fixed-term employment in Korean firms by panel analysis. We classified the determinants of fixed-term employment into two dimensions, namely, firm internal factors and firm external factors, to elaborate the theoretical framework. The internal factors of firms were examined on the basis of the resource-based view, resourcedependence theory, and transaction cost theory. Specifically, the variables of high-commitment human resources (HR) policy, strategic human resource management, labor relations, the pay level of permanent employment, a seniority-based pay system, and mandatory retirement system were drawn from the theories. The external factors of firms were classified into real option perspective and institutional theory. From these theoretical perspectives, we proposed the following hypotheses. H 1-1 : The higher the level of high-commitment HR policy in a firm, the less likely the firm is to use fixed-term employment. H 1-2 : The higher the level of strategic HRM in a firm, the less likely the firm is to use fixed-term employment. H 2 : The more severely strained the management-labor relations, the more likely the firm is to use fixed-term employment. H 3-1 : The higher the pay level of permanent employment in a firm, the more likely the firm is to use fixed-term employment. H 3-2 : Firms with a seniority-based pay system are more likely to use fixed-term employment than firms without. H 3-3 : Firms with a mandatory retirement system are more likely to use fixed-term employment than firms without. H 4-1 : The more competitive the market, the more likely the firm is to use fixed-term employment. H 4-2 : The faster the change in market demand, the more likely the firm is to use fixed-term employment. H 5-1a : Firms with benchmarking are more likely to use fixed-term employment than firms without. H 5-1b : Firms that get outsider consulting are more likely to use fixed-term employment than firms that do not. H 5-2a : Firms that attend HR professional conferences are more likely to use fixed-term employment than firms that do not. H 5-2b : Firms that seek consultation on business from professional management associations are more likely to use fixed-term employment than firms that do not. To test these hypotheses, the use of fixed-term workers and the strength of fixed-term employment were used as measures of fixed-term employment. We used the panel survey data collected by the Korea Labor Institute from 2005 to 2009. Panel analysis with a random-effects model was used to analyze the data. The results of the panel analysis were as follows. First, high-commitment HR policy (firm internal factor) was negatively related to both measures of fixed-term employment. Second, the pay level of permanent workers (firm internal factor) was positively related to the use of fixed-term workers, and the existence of a mandatory retirement system was positively related to both measures of fixed-term employment. Third, outsider consulting was also positively related to both measures of fixed-term employment. This study attempted to complement theoretical and methodological issues on literature on the determinants of temporary employment. Specifically, we focused on the attributes of fixed-term employment to examine more diverse firm internal factors. Moreover, we considered institutional variables in addition to the technical variables of the firm external factors. As a result of the integrated model, the firm internal factors were more critical than the firm external factors in the use and strength of fixed-term employment. In addition, the control variables of firm size, age, existence of union, and industry significantly affected fixed-term employment. Research directions and limitations are also discussed. We suggest that future research integrate more diverse variables, including labor union and industrial relations. Future research also needs to elaborate theoretical p