• Journal of the Economic Geographical Society of Korea
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• v.4 no.1
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• pp.19-35
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• 2001

This paper is concerned with the relationships between large firms with global reaches in their markets and subcontracting firms, mostly small and medium-sized firms. It then attempts to focus in more detail on the dynamic relational dimensions between the two. In doing so, we draw upon the secondary data and the results of interviewing survey with some senior managers. The empirical study shows that the localisation of subcontracting networks have been increasingly reinforced thanks to the increasing tendency of vertical disintegration by LC. However, it is identified that there is a tendency that local subcontractors are specialised in producing relatively low value-added and low technology-intensive electronic parts/components. Based on these results, the author suggests the implications of regional economic development in the context of innovation and learning.

• Korean Journal of Labor Studies
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• v.14 no.2
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• pp.309-346
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• 2008

이 논문에서는 호주에서 한국계 이주자가 다수 취업하고 있는 건설산업의 타일직종의 사례를 중심으로 한국계 이주노동자의 노동실태를 밝힌다. 건설현장의 사례조사를 통해 중층적 하청구조의 말단에 편성된 타일노동조직인 노무재하청업체의 작업방식 및 생산성관리, 숙련구분 및 임금결정, 임금수준 등 기타 노동조건을 구체적으로 규명한다. 그리고 이를 호주의 노사관계에서 제도화된 자영청부방식 및 자영청부공의 노동조건 등과 비교한다. 사례조사는 2006년도에 시드니지역 상업용 건축부문의 타일시공현장 두 곳을 대상으로 이뤄졌다. 두 곳의 건축현장 모두 노조가 활동하는 현장임에도 불구하고 한국계 이주 타일노동자는 공식적인 노사관계제도가 적용되지 않는 무협약상태에 있다. 건설산업의 최저 노동조건이라고 할 수 있는 전국재정 마저도 적용되고 있지 않다. 그들이 공식적인 노사관계제도의 적용으로부터 배제된 근본적인 이유는 타일회사로부터 타일시공을 다시 하수급하는 한국계의 노무재하청업체(오야까따)에 고용되어 있기 때문이다. 타일회사나 빌더는 1990년대 후반부터 다수 유입되기 시작한 한국계 타일공을 이와 같은 노무 재하청방식으로 사용하고 있는 것이다. 건설노조는 확대되는 노무재하청에 대해 한국계 타일노동자를 대상으로 한 여권조사, 임시고용비자 및 타일청부면허 취득 캠페인 등의 활동을 통해 불법취업자의 사용을 금지하는 한편 한국의 타일기능공을 자영타일공으로 전환시켜 노사관계 질서를 세우려 하였다. 그러나 이러한 노조의 활동에도 불구하고 기업협약에 의해서 명문으로 금지되고 있는 노무재하청의 관행이 전혀 개선되지 않고 있다. 노무재하청 관행에 대한 건설노조 정책의 가장 곤란한 문제점은 노무재하청을 행하는 당사자인 재하청업자를 한국계 타일노동자 조합조직의 중심으로 하고 있으며, 또 하지 않을 수 없는 점에 있음을 양국 간의 숙련구분 및 임금제도 비교분석을 통해 밝혔다.

• Journal of the Korean Geographical Society
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• v.39 no.1
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• pp.116-131
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• 2004

The purpose of this study is to inquiry spatial features of shipbuilding subcontract structures. These days, firms are trying to get their goals by wav of production system which is related to other firm. Shipbuilding subcontract structures which builds complex and grand plant show a different peculiarity according to spatial features having rules of business relations with contracting firms. First of all, internal subcontracting firms which takes part in the production process of contracting firm and shipbuilding cooperative complex firms which showing a peculiarity of spin-off firms are closely related with contracting firm. And firms in Changwon that have a specialized with machine industry and those of Busan that have made development in marine equipment industries traditionally are connected with subcontract relations because of a high level of specialization relatively. On the other hand, subcontracting firms which range from non-localized and provide standardized products are less connected with contracting firm. In order to develop of Korea' shipbuilding industry, first, close cooperative relation is important with subcontracting firms which concentrate internal and outside contacting firm. And, it is necessary to strengthen selective business relations with far distance firms which are specialized in technology.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.13 no.12
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• pp.5764-5769
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• 2012

Business relationships can be divided in vertical and horizontal relationships. Vertical relations, such as the relation to suppliers and contractors, are of great importance and often determine a firms success. In general, many scholars produced numerous models of business relationships covering with a wide array of variables. However, models with a focus on vertical relationship did not receive much attention. This paper deals with problems related to vertical relationships and a the business model paying special attention to vertical relationships is developed. Vertical relationships span over a wide range of industries, including industrial electronics and automotive firms. In Chapter 2, the theoretical approach needed to develop a process model to examine the vertical relationships is developed. Chapter 3 features core findings about business relationships. Chapter 4 deals with vertical relationships as developed between the core business process model. Finally, Chapter 5 of the study covers limitations and future research directions.

• The Journal of the Korea Contents Association
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• v.10 no.4
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• pp.386-396
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• 2010

The purpose of this study is to examine the non-regular labor dispute from beginning to the ends, thus, give guidance for future similar labor disputes. As a result of this study, firstly, subcontract company union negotiated with their companies, but after their companies was shut up, the union demanded negotiation with Hynix Co.(Hynix Co. contracted with union member's companies about cleaning job etc for every year). However, Hynix rejected the union's demand, because Hynix Co. do not have the legal obligation to negotiate with subcontract company union. Secondly, union members was to in unemployment and for the employment & negotiation with Hynix Co. they did illegal actions against Hynix Co. Thirdly, there was tried many efforts by NGO & government authorities etc to settle the disputes, and mediated, arbitrated by private expert(Certified Public Labor Attorney) Finally, both parties(that is Hynix Co. and subcontract company union) negotiated each other and settled the dispute without employment.

• Korean Journal of Labor Studies
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• v.24 no.1
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• pp.107-156
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• 2018

This article examines the history of the in - house subcontracting and the stabilization of labor - management relations in the steel industry in Japan. The ratio of in-house subcontract workers among steel workers has increased steadily until the mid-2000s, and about 70% in case of the largest company. In-house subcontracting was used as a strategy of the company to increase the quantity flexibility of employment and to save labor costs. The in-house subcontracting company needed company-specialized skills, and the internal labor market was formed because the rate of full-time workers was high and the turnover rate was low. The in-house subcontractor introduced long-term business relationship with the steel factory by introducing the equipment and materials necessary for the performance of the work, and the factory implemented the productivity improvement policy of the in-house subcontractor, and the win-win relationship between the factory and in-house subcontractor was developed. The trade union did not oppose the idea that the expansion of in-house subcontracting contributed to corporate profits, the stability of employment of the members and maintenance of their working conditions. Since 2000, the steel factory has pursued the transformation of in - house subcontractors into subsidiaries, which has been supported by capital relations. By the way, since the mid-2000s, there has been an increase in the number of regular workers' employment. The major factors are as follows: more strengthened compliance with laws and regulations, the higher quality request of customers, stricter keeping of deadlines, and problem in recruiting of workers at in-house subcontract companies. The wage gap between the factory and in - house subcontracting was less at company B than at company S, and the wage level of in - house subcontracting was about 90% of the factory at company B. The relatively small gap at company B seems to be due to the union's movement of narrowing the gap, low market dominance and unfavorable labor market. The internal labor market has been formed in the in-house subcontracting, and the wage gap is not large, and the possibility of labor disputes is low. Industrial relations are stable in the in-house subcontract company as well as the factory. The stabilization of labor-management relations in the steel industry in Korea is required to reduce the wage gap between the factory and in-house subcontract enterprises by raising productivity and expanding the internal labor market at in-house subcontract enterprises.

• 사회경제평론
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• v.31 no.3
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• pp.239-270
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• 2018

This study empirically analyzed the labor income share of primary and subcontractors. The results are as follows. First, panel regression analysis showed that the variables of transaction concentration, outsourcing cost, capital intensity, and market share had a significant negative effect, while union organization rate and R & D investment had positive effects. In particular, the R & D variable had a negative effect on the share of labor income in the year of investment (t), but had a positive impact on the long-term (t-1, t-2). Second, the share of labor income during the last 11 years (2006~2016) was higher in subcontractors with lower wage levels. This analysis implies that the wage inequality between the primary and subcontracting enterprises can not be eliminated without improving the solvency of subcontractors.

• Korean Journal of Labor Studies
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• v.17 no.1
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• pp.209-242
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• 2011

본 연구는 현대하이스코 순천공장과 포스코 광양제철소에서의 비정규직 조직화 비교를 통해 사내하청 노동조합의 조직화에 영향을 미치는 작업장 요인과 지역사회 요인들을 살펴보고자 하였다. 기존의 비정규직 노동자 조직화를 비롯한 노동운동, 노동조합 관련 연구들은 대부분 '생산의 정치'의 영역에서 비롯된 '작업장' 요인들에 초점을 맞추고 있다. 그러나 비정규직 노동자 조직화에 대한 보다 분석을 보다 발전시키기 위해서는 작업장뿐만 아니라 '스케일의 정치'가 작동하는 공간인 '지역사회' 또한 분석의 단위로 통합되어야 한다. 따라서 본 연구는 작업장에서의 정규직 및 비정규직 노동자들에 대한 관리통제와 실천뿐만 아니라, 지역사회의 다양한 요인들이 비정규직 노동자들의 조직화 시도에 어떠한 영향을 미치는지를 검토하고자 한다. 두 사례에서 사내하청 노동자들은 철강산업이라는 산업부문과 사내하청 고용형태에 속한다는 공통점 외에도 낮은 수준의 임금과 노동조건하에서 강한 불만을 지니고 있었으며, 원청 및 사내하청 업체의 강한 통제하에 놓여 있었다는 공통점을 지닌다. 그럼에도 포스코의 경우와 달리 현대하이스코 비정규직 노동자들은 격렬한 대중투쟁과 지역사회의 지원 속에서 성공적인 조직화를 이룰 수 있었다. 사내하청 노동조합 결성 과정 또한 상이하였다. 현대하이스코의 경우 누적된 사내하청노동자들의 불만이 계약해지를 계기로 일순간 터져 나오면서 작업장 점거농성을 비롯한 대중투쟁과 결합하였다. 나아가 현대하이스코 비정규직지회는 지역사회운동과의 연대를 통해 작업장의 문제를 전체 비정규직 노동문제로 확대해 나갔다. 반면, 포스코의 경우 초기 조직화의 범위가 제한적이었고 대중투쟁 또한 강하게 나타나지 않았으며 지역사회의 관심과 지원 또한 약하게 나타났다. 이상과 같이 두 사례를 비교 검토함으로써 비정규직의 조직화에 있어 비정규직 자체 동원기제와 정규직의 지원은 여전히 중요하게 작용하지만, 이것이 확보되지 않을 경우 지역사회를 비롯한 외부의 지원이 일정하게 작용함을 살펴볼 수 있었다. 그러나 이 역시 지역사회구조 및 지역사회운동의 성격에 영향을 받는 것으로 나타났다.

• Journal of Labour Economics
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• v.14
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• pp.211-226
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• 1991

• Journal of Labour Economics
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• v.14
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• pp.227-250
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• 1991