Research on the Formation Mechanism and Realization Path of Harmonious Labor Relations in the New Employment Form

서지정보

· 발행기관 : 한국생산성학회
· 수록지 정보 : 생산성연구: 국제융합학술지 / 36권 / 5 ~ 50페이지
· 저자명 : 이장강, 셰무한

초록

In the context of the development of new employment patterns, emerging enterprises are rapidly developing following the footsteps of the Internet. In the process of enterprise development, labor-management conflicts between employees and employers may arise. Previous studies have found that five parties: employees, government, enterprises, trade unions and social organizations can improve employee job satisfaction or employer satisfaction in manufacturing enterprises. However, in the new form of employment with the rapid development of network, will labor relations also be affected by these five parties? Based on labor relations theory, this study investigates the effect of the five parties: employee self-control, enterprise management, trade union consultation, government guidance, and non-governmental organizations (NGOs) supervision on the establishment of harmonious labor relations in the context of new employment patterns.
In this study, a questionnaire was used and 361 employees were used as the data sample. The analysis of the results showed that employees’ self-control, enterprises management and government guidance had a significant positive effect on the establishment of harmonious labor relations, trade union consultation had no significant positive effect on harmonious labor relations, and NGOs supervision had no significant negative effect on harmonious labor relations.
The results of this study suggest management suggestions for the different effects of the five parties’ labor relations coordination power on harmonious labor relations. Firstly, the improvement of employees’ self-control has the greatest effect on harmonious labor relations.
In view of this, the main suggestions are: First, practitioners should have a clear understanding of themselves, make up for their own shortcomings, continue to learn to improve their professionalism, and better play the role of the master; second, practitioners should change their traditional fixed mindset, strengthen their knowledge of democratic management, and actively participate in the democratic management of the enterprise.
Secondly, the improvement of enterprise management and government guidance has a positive impact on the construction of harmonious labor relations. The following management recommendations are made: Enterprise managers need to guide employees to learn, increase professional quality and further study opportunities, create an atmosphere of learning organization and improve the working ability of practitioners. This can be applied not only to Chinese workers, but also to practitioners of Korean platform economy enterprises. The government should pay attention to the interests of enterprises and employees, and formulate appropriate policies that are conducive to labor-management relations.
Thirdly, the trade union consultation has no significant impact on harmonious labor relations. In order to further build a harmonious labor relationship between employees and employers, the following policy suggestions are put forward: establish a reasonable, legal and compliant trade union organization serving employees and management. Trade union organizations should improve their own visibility through corresponding measures, so that employees recognize the importance and convenience of trade unions, join the organization and development of trade unions, and gradually grow and expand trade union organizations for common development, interdependence, mutual benefit and win-win; Third, improve the professional and theoretical education of relevant staff of trade unions, increase the participation of professionals, and ensure that they play a correct and positive role.
Fourthly, the following recommendations are made to address the point that the impact of NGOs supervision on harmonious labor relations shows a non-significant negative effect. The focus of NGOs should not only be on the direction of practitioners, but also on monitoring the market behavior of enterprises to avoid monopolistic behavior and create a level playing field.
Finally, the conclusions and management suggestions of this study have certain reference value for the construction of harmonious labor relations in the new employment pattern enterprises in Korea.

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