1990년대 후반 기업복지에 대한 노동조합의 영향

• 영문명: The Effects of Trade Unions on Enterprise Fringe Benefits in the Mid-to-Late 1990s in Korea
• 발행기관: 한국인사조직학회
• 저자명: 이정현(Lee Jeonghyun)
• 간행물 정보: 『인사조직연구』인사·조직연구 제15권 제3호, 53~90쪽, 전체 38쪽
• 주제분류: 경제경영 > 경영학
• 파일형태: PDF
• 발행일자: 2007.09.30

국문 초록

  본 연구는 기엽의 노동131용 중 임금이 아닌 부가급여적 노동비용인 기업복지(비법정복지)에 대한 노동조합과 그 관련 변수인 상급단체 및 조직율의 영향을 살피고자 한다. 세부적으로는 노조 유무와 관련하여 임금을 통제하더라도 비노조부문에 비해 노동조합의 존재가 기업복지의 수준을 증가시키는가 하는 점과 노조 부운에서 조직율과 상급단체의 차이가 기업복지에 대한 기업의 지출 규모에 영향을 미치는가를 초점으로 한다.
  이를 위하여 1995년부터 1999년의 기간 동안 노동부에서 실시하는 「기업체 노동비용조사」의 자료에 포함된 7,460개의 사업체가 표본으로 분석되었다. 연구 결과는 임금을 통제하여 단순최소자승법에 따라 추정할 경우 비노조부문에 비해 노조 부문의 기업복지가 16.2% 정도 증가하는 것으로 나타났다. 또한 이러한 노조의 효과는 경제위기 이전에도 10% 수준으로 존재하여 경제위기의 외부 효과만은 아님을 알 수 있다. 노조의 기업복지에 대한 효과는 대규모 사업체에서보다 중소 규모 사업체에서 확연하게 나타난다. 조직률과 상급단체의 효과 중에서 조직률은 전체 시기에 걸쳐 기업복지를 향상시키는 역할을 하는 것으로 보인다. 종합적으로 볼 때, 이 연구의 실증 결과는 노조의 기업복지 효과와 연판된 논리 중에서 보상적 임금 이론이나 연대주의적 임금 정책론 등과는 상반되며, 교섭력을 강조하는 독점적 노조이론을 보다 지지하는 것으로 판단된다.

영문 초록

  Some previous studies have noted that union effects on wages and benefits cannot be generalized. Assuming that the two effects are the same may underestimate the effect of unions on fringe benefits. In fact, many empirical studies from Western countries show the existence of union effects on fringe benefits and the considerable effect size. Explanations on the union benefit effect vary, depending on the theories that inform them the traditional bargaining power theory, the compensating wage theory, the theory based on union leader"s personal goals, and the union solidarity theory, to name a few. Traditional bargaining power theory seems to fail to explain how union effects on fringe benefits can be larger than on wage in size, while the theory emphasizes the importance of bargaining power adequately. Median voter model regards union effects on fringe benefits as the results of difference between unionized and non-unionized sector with regard to employees" characteristics. Some researchers view union benefit effect as the results of union leaders" choice pursuing their private goals such as win in union election. According to union solidarity theory, unions are likely to increase fringe benefits rather than wage because increasing benefits can contribute to maintain solidarity across employees and unions. Opposite to the theories supportive to existence of union benefit effect, compensating wage theory predicts that union benefit effects, if any, will be disappear after considering level of wage in total compensation.
  This study investigates the effects of trade unions and two union-related variables (union density and peak organization) on the voluntary fringe benefits provided by firms in the mid-to-late 1990s in Korea. Two research questions in are raised: 1) whether unions increase the level of voluntary benefits from firms, other things including wages being equal, and 2) whether union density and peak organization with which an individual union is affiliated may affect the level of benefits in the unionized sector. Regarding the first research question, a few studies in Korea do not confirm the existence of union benefit effects so far. Regarding the second research question, no studies in Korea have tried to examine whether the union density and peak organization may affect the level of fringe benefits. This study may aims to contribute to explaining the reasons both theoretically and empirically. In this study, enterprise benefits are defined by voluntary fringe benefits, which are not wage or salary in total compensation, and are provided by employers voluntarily.
  Data from the 『Survey on Labor Cost of Enterprise』 published by the Ministry of Labour (1995-1999) are utilized in this study. While they are not new, these data contain rich information on benefits expenditure and characteristics of establishments. Over 7,000 cases and 2,654 unionized cases are analyzed here. Admittedly, the data have some limitations. First, they have no information regarding trade unions. Pertaining information on trade unions such as union density and types of peak organization was added. Second, there is no information on employee profile tenure, educated years, social experience, and sex. To offset the limitation, I used average values for the variable in 3-digit industry as proxy variables. This study is the first in analyzing the data in order to examine union benefit effects in Korea.
  Both the ordinary least squares (OLS) and the two stage least squares (2SLS) are used to analyze the data. In adopting the two stage least squares (2SLS), the squared value of experience in the 3-digit industry is used as instrumental variable. When analyzing the data empirically, various equations are considered.
  It is shown that the level of enterprise benefits is higher in the unionized sector than in the non-unionized sector by 16.2%, when estimated by

목차

〈초록〉
Ⅰ. 머리말
Ⅱ. 이론적 배경
Ⅲ. 모델, 자료 및 변수
Ⅳ. 결과 및 토론
Ⅴ. 맺음말
참고문헌
ABSTRACT

키워드

기업복지 부가급여 노동조합 경제위기 Voluntary Fringe Benefits Trade Unions Korean Economic Crisis Bargaining Power Theory Compensating Wage Theory Union Wage Premium