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노사관계사례연구(The case studies on labor-management relation _ the textile industry) : 섬유산업부문 I

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Title 노사관계사례연구(The case studies on labor-management relation _ the textile industry)
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Sub Title

섬유산업부문 I

Material Type Reports
Author(Korean)

박영기

Publisher

[서울]:한국개발연구원

Date 1981
Pages 102
Subject Country South Korea(Asia and Pacific)
Language Korean
File Type Documents
Original Format pdf
Subject Industry and Technology < General
Social Development < Employment
Holding KDI; KDI School

Abstract

This study aims to analyze the economic, social, and systemic characteristics of labor-management relations, highlighting the distinct characteristics of Korean labor-management relationships, to seek stable labor-management relations.
Korea’s textile industry operated through private capital, and has played a leading role in the process of industrialization as the nation’s largest export industry. The textile industry is the most rapidly growing industry, and contributes the most in terms of the national economy and the growth of the manufacturing industry. In particular, the cotton textile and sewing industries have recorded the highest growth rate among the textile industry, owing to the intensive nature of resources and energy, its labor-intensive nature, and the government’s active promotion. However, in the process of growth, the industry faces problems in terms of labor conditions regarding recruiting young female laborers, managing dormitories, low wages, and excessive working hours.
Korea’s textile industry is completely different from other industries in terms of resources, management, and the constitution of its employees. The cotton textile industry especially stands out. In terms of the employment supply and recruitment processes—the basis of employment—rapidly increased employment opportunities outside the cotton textile industry has decreased the number of low-education applicants for production positions.
The impetus to identify the characteristics of labor-management relations of the same employees with different identity as an employee and a labor union can be summarized in two statements: First, in the humane perspective of employment relations, the peculiarity of labor-management relations could be identified in systematic perspective, that is to say static as well as dynamic. There are a number of factors that determine labor-management relationships. Concentrating on the factors, we could approach to its peculiarity. Secondly, in analyzing the friendship of laborers, whether employees or unions, one could infer the progress of industrialization penetration.
Identifying the idiosyncrasies of Korea’s labor-management relationships means examining global industrialization. Investigating how the two qualifications are combined, we will be able to identify the root of peculiarity of Korean labor-management relations.