미국에서의 노사관계론의 쇠퇴 요인
The Declining Factors of the Industrial Relations in the United States
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본 논문에서는 어떠한 요인들이 미국에서의 노사관계론의 위상을 훼손시켰는가를 기존의 미국의 노동 및 노사관계 분야의 논문 및 저서를 통한 문헌연구를 통하여 해명하고자 하였다. 연구결과는 다음과 같이 나타났다. 20세기 후반기의 미국에서는 자본과 노동의 관계에서 어떤 중대한 갈등이나 분열을 경험하지 않았으며, 경제적으로는 1960년대 중반부터 시작된 법규제정으로의 전환과 1980년 레이건 대통령 취임 이후 신자유주의의 발흥으로 인해 미국의 노동운동은 지속적으로 약화되어 왔고, 노조조직률도 매우 낮은 수준에 머물고 있다. 한편 노사관계 분야 내의 인간관계로부터 파생되었으나, 정량적 및 이론적으로 타당성 있는 분석을 가능케 하는 행동과학으로 발전한 인적자원관리론이나 조직행동이론에 오히려 노사관계론이 흡수되기에 이르렀다. 그리고 노사관계론 자체는 뒤늦게 정밀한 사회과학으로서의 자신의 위치를 주장하고자 하는 그야말로 일종의 소학문(mini-discipline)으로 축소되었다. 노동문제를 인적자본에 대한 연구에 적용하고, 이후 연역적이고, 개별수준의 미시분석이 될 수 있는 모든 것에 적용하는 신고전학파적 분석방법이 등장함에 따라서 그 동안 노사관계론을 특징지어 왔던 역사적이고 학제간 성격을 띠는 제도학파 경제학이 구축되기 시작하면서 방법론적 절충주의는 사라져갔으며, 동시에 노사관계 분야는 자체의 독특한 정체성과 존재이유를 점점 상실해 갔다. 마지막으로 다원주의, 의지주의, 집단주의라는 미국노사관계의 기존의 규범적 가치와 이념이 노사관계의 장기적인 성장을 저해함에 따라 급기야 미국노사관계학회의 명칭을 바꾸면서까지 협소한 노동-경영관계의 분야에 갇히는 처지가 되었다. 본 논문의 공헌으로는 미국에서의 노사관계론의 쇠퇴 요인을 조망함으로써, 노사관계에 있어서 선진국을 지향해가고 있는 한국의 노사관계론의 재정립에 있어서 바람직한 발전방향을 예시해 주는데 있다고 할 수 있다.
Abstract
The purpose of this study is to examine the declining factors of the industrial relations in the United States. Just as the industrial relations field was spreading to the far corners of the world it entered into a long period of slow but cumulatively significant decline in the country of its birth, the United States of America. The causes of this phenomena are as follows: the rise of neoclassical economics and of the field of human resource management; the long term decline of the American labor movement; a narrowing conceptualization of the domain of industrial relations and a shift toward unidisciplinary area; and the field's normative tilt in favour of collectivist solutions to labour problems. There was a retreat from the interdisciplinary scope and the methodological eclecticism that had for so long characterized labor scholarship. Sociologists, political scientists, and anthropologists lost interest in labor topics, while labor economics took up neoclassical analysis with a vengeance, applying it first to the study of human capital, then to whatever else could be subjected to deductive, individual-level microanalysis. The academic high ground was meanwhile seized by the new discipline of organizational behavior, which had sprung from the human relations strain within the post-war industrial relations field and now pronounced itself a behavioral science capable of conducing rigorous quantitative and theoretically grounded analysis. Industrial relations itself shrank down into a kind of mini-discipline, confined as before to the union sector, but striving belatedly to assert its own credentials as a rigorous social science.
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