History study of personnel management in South Korean public sector: Origin of living-expenses guarantee type compensation system and its modification during the later period of economic development

韩国公共部门人事管理的历史研究：生活费保障型补偿制度的起源及其在经济发展后期的变迁

基本信息

批准号：
12630076
负责人：
KIM Yongki
金额：
$ 1.34万
依托单位：
Otaru University of Commerce
依托单位国家：
日本
项目类别：
Grant-in-Aid for Scientific Research (C)
财政年份：
2000
资助国家：
日本
起止时间：
2000 至 2001
项目状态：
已结题

项目摘要

This study is examining positively the management labor relations, the actual conditions of personnel management in the company level, and the enactment circumstances of the 1953 labor standard act in South Korea for 1945-60 years. The results can be summarized to the following points. First, the most important outcome of this study is to contribute to filling the blank in labor and management history study in South Korea. Continuity and discontinuity before and after the independence in 1945 has become clearer. Secondly, differing from popular view, it was also shown clearly that the internal labor market type employment practices were already materialized as a system securing living expenses for their employees before the advent of the big business era by economic development. These findings suggest that the popular internal labor market theory that emphasizes the effect of firm-specific skills especially in big enterprises is not sufficient to explain the case of South Korea. Thirdly, some political approaches have focused on pressures from labor movement or other social groups. However, they don't answer to the question why workers had not searched for other alternatives but for such a system only. This study indicates, when we consider the historical background of a specific compensation system, it will be useful to regard it as a part of company welfare and position it into the whole social welfare system.

这项研究正在积极研究管理劳资关系，公司管理人员的实际条件以及1945 - 60年的1953年《韩国劳动标准法》的制定情况。结果可以汇总到以下几点。首先，这项研究的最重要结果是为填补韩国劳动和管理历史研究的空白做出贡献。 1945年独立之前和之后的连续性和不连续性变得更加清晰。其次，与流行观点不同，还清楚地表明，内部劳动力市场类型的就业实践已经被实现为在大企业时代出现之前通过经济发展来确保员工生活费用的系统。这些发现表明，强调公司特定技能尤其是在大型企业中的效果的流行内部劳动力市场理论不足以解释韩国的情况。第三，一些政治方法的重点是劳工运动或其他社会群体的压力。但是，他们没有回答为什么工人没有搜索其他替代方案，而只是为了这样的系统。这项研究表明，当我们考虑特定补偿系统的历史背景时，将其视为公司福利的一部分并将其定位在整个社会福利系统中将是有用的。