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공공기관 인사관리가 노사관계에 미치는 영향

The Effect of Human Resource Management on Industrial Relations in Public Sector

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한국노동연구원 (Korea Labor Institute)|2009.03|노동정책연구 (Quarterly Journal of Labor Policy)|제9권 제1호|pp. 99-130|DOI 10.22914/jlp.2009.9.1.004

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인사관리노사관계industrial relations공공부문public sectorhuman resource managementOaxaca decompositionOaxaca분해
주제분류사회과학일반

초록

본 연구는 2005년 사업체패널 자료를 이용하여 공공부문에서의 인사관리가 노사관계에 미치는 영향을 분석하였으며, 연구 결과는 다음과 같다. 첫째, 공공부문의 노사관계는 노조조직률이 높고, 이를 기반으로 구성원의 의사가 경영에 적극적으로 반영되어 경영참가 역시 매우 높았다. 반면, 호의적 노사관계의 정도는 민간부문과 큰 차이가 없었다. 둘째, 인사관리의 각 관행의 특징은 안정된 고용관리, 낮은 경쟁의 경력관리, 구성원 욕구 반영의 복지후생 등 공공부문 전통의 특징이 나타났다. 다른 한편, 다면평가, 평가에 의한 임금차등, 연봉제, 변동상여, 구성원 지향적 인사철학, 다기능교육, 자율성 등 몰입 중심의 새로운 인사관리 특징도 동시에 나타나고 있다. 셋째, 공공부문의 노조조직률과 관련이 있는 인사관리변수로는 인원감축(계획), 노무별도조직, 혁신참가, 비정규직 비율(-), 탄력적 근로시간제 등이, 또 경영참가에 대해서는 작업조직 관련 자율성과 로테이션이 의미있게 나타났다. 넷째, Oaxaca 분해분석 결과, 공공부문과 민간부문의 인사관리 차이는 노조조직률의 전체 차이 7.4567 중 3.6757(49.29%), 경영참가에서의 0.5266 중 0.2191(41.62%)의 기여도를 보여주고 있다. 또 구체적 인사관리변수로는 노조조직률의 경우 비정규직 비율(-), 인원감축(계획)(-), 연봉제 도입, 변동상여, 노무별도조직, 로테이션, 자율성 등이, 경영참가에서는 다면평가, 변동상여, 로테이션, 자율성 등이 주요 설명변수로 추출되었다.

Abstract

This research, different from traditional perspective on industrial relations that had focused on unions and collective bargaining, mainly examines the effect of human resource management on industrial relations in public sector. The results of this study are as follows; First, compared to private sector, public one have three characteristics in industrial relations; higher level in union density and employees's participation, and a little lower in general climate of industrial relations. Second, there are mixing characteristics of old and new forms of human resource management; old ones contain the stability in employment contract, less competition in promotion, and high welfare; new ones do performance based wage, incentive system, involvement oriented philosophy on HRM, multi-skilling, and employee autonomy. Third, the Oaxaca decomposition of OLS results reveals that 49.29% of difference in union density and 41.62% in employees's participation between public and private sector are explained by human resource management. So this research shows that firms' practices of human resource management in public sector are very associated with those in industrial relations.

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