• The Journal of the Korea Contents Association
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• v.9 no.3
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• pp.204-214
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• 2009

The main purpose of this study is to examine the effect of QUMR to job attitude and job performance from a industrial relations management point of view. Concretely, it is confirmed whether there are effects of QUMR to organizational commitment, turnover intention and job performance of employee and whether there is a moderating effect of union membership status between QUMR and organizational commitment, QUMR and turnover intention, QUMR and job performance of employee. As a result of this study, firstly, there is a positive effect of QUMR to organizational commitment. Secondly, QUMR effects to turnover intention negatively. Thirdly, QUMR effects to job performance positively. Lastly, there is no moderating effect according to union membership status. On the basis of these study results, I suggested alternatives of business strategy for effective industrial relations management.

• Management & Information Systems Review
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• v.32 no.5
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• pp.119-134
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• 2013

The purpose of this study was to explore the labor relations and job attitudes on KORAIL's employees. The subject of the study was the members of the Gyeongbuk Headquarters of Korea Railroad Corporation(KORAIL). For the purpose of analysis, a survey was conducted for 155 members of KORAIL Gyeongbuk Headquarters, and 119 questionnaires were used for the final analysis. The results of the analysis are as follows: First, there are 3 powerful parties in the KORAIL system of labor relations as Union, Management and Goverment. The KORAIL system of labor relations is very unstable and rigid. The labor union of KORAIL engaged in a desperate struggle against the management. Second, there are significant differences in job satisfaction, communication, organizational commitment, job attitudes between union members and non-union members. These results indicate that establish a labor-management community culture, communication need to be more activated. The activation of communication can contribute to building confidence in labor-management relationship.