정대용 이상현 2013-08 15192 https://aurora.ajou.ac.kr/handle/2018.oak/18266 학위논문(석사)아주대학교 일반대학원 :경영학과,2013. 8 국문초록 1945년까지의 일제강점기와 한국전쟁으로 폐허가 되었던 한국은 1950년 이후 한강의 기적을 이루어냈다. 뿐만 아니라 한국은 1997년 외환위기를 극복해냈다. 이러한 한국의 경제발전과 회복과정 때문에 많은 학자들이 한국 기업들의 인력 관리에 관심을 가졌고 한국의 인사·고용 관행의 특성에 관해서 다양한 주장을 펼쳤다. 한국 기업들은 일본 기업들과 마찬가지로 장기고용과 연공서열제를 특성으로 하는 내부노동시장을 운영하고 있다고 알려져 있다. 학자들에 따라 이 내부노동시장이 전통적으로 존재하였는가와 1997년 외환위기를 겪은 이후에 기존에 존재하던 내부노동시장이 변화하였는가에 대한 상반된 주장을 펼쳤다. 또한 학자들에 따라 한국 기업들이 내부노동시장을 운영하게 된 이유를 한국의 문화, 일제 강점기의 역사, 내부노동시장론, 그리고 노동조합의 효과 등으로 주장한다. 한편 일제강점기의 역사와 한국과 일본 모두 유교 문화권에 속해있고 내부노동시장을 운영하고 있다는 특성 때문에 한국의 인사·고용관행은 많은 학자들에게 일본의 인사·고용관행과 비슷한 속성을 지니고 있다고 간주된다. 한국과 일본 모두 장기고용과 연공서열제를 중심으로 한 내부노동시장을 가지고 있다고 알려져 있다. 하지만 내부노동시장 형성에 기여했던 양국의 노조는 그 구성 방식은 물론 형성된 이유와 기간이 다르다. 이러한 차이는 기업의 세부적인 인사·고용 관행의 차이를 만들었다. 따라서 한국의 인사·고용관행의 특성을 명확히 분석하기 위해서는 역사를 고려한 노조, 사회적 흐름 등을 포함한 다양한 관점의 연구가 포함된 분석이 필요하다. 따라서 본 연구는 인사·조직 분야뿐 아니라 노사, 법, 정치학 분야의 기존 연구들을 포함한 문헌연구를 통해 한국의 인사·고용관행을 분석한다. 본 연구의 목적은 한국의 인사·고용 관행이 어떤 이유로 생성되고 변화되어왔는지, 한국의 인사·고용 관행은 일본의 인사·고용 관행과 어떻게 같고 다른지를 밝히는 것이다. 이를 위해 한국이 공업화되기 시작한 시점부터 현재에 이르기까지를 인사·고용 관행의 발달에 중요한 영향을 준 사건을 기준으로 크게 세 부분으로 나누어 분석한다. 첫 번째 기간은 내부노동시장이 형성되기 이전이다. 이 기간에 사무직 직원들에 대한 내부노동시장은 일부 나타나고 있으나 생산직을 대상으로 한 내부노동 시장은 형성되지 않았다. 두 번째 기간은 생산직에 대한 내부노동시장이 형성된 기간이다. 마지막은 외환위기 이후부터 현재이며 내부노동시장의 훼손에 대한 논란이 있는 기간이다. 또 일본의 역사 역시 한국과 비슷한 방식으로 생산직 직원들에 대한 내부노동시장의 형성 이전, 형성 이후 그리고 경제침체 기간 이후로 나누어 분석한다. 한국의 내부노동시장은 사무직 직원과 생산직 직원들에게 다르게 적용되어왔다. 먼저 사무직 직원들에 대한 노동시장은 공업화 초기부터 형성되었으며 1997년 외환위기 이후로 일부 훼손되었다. 하지만 연공에 따른 보상과 승진의 관행은 여전히 남아있는 것으로 관찰된다. 생산직 직원들에 대한 내부노동시장은 사무직 직원들과 다르게 1987년 이전까지 생성되지 않았다. 대부분의 생산직 직원들은 높은 이직률을 보였으며 시급제, 일급제 형태의 보상을 받았다. 1987년 노동자대투쟁 이후 이들에 대한 고용안정과 임금인상이 이루어졌으며 강한 기업별 노조의 지지에 힘입어 1997년 외환위기 이후에도 이들에 대한 내부노동시장은 종전과 비교해 크게 훼손되지 않았다. 생산직 직원들에 대한 내부노동시장이 형성되기 시작하면서 직원들에 대한 인건비는 높아졌고 경영진은 이를 충당하기 위해 비정규직 고용을 늘렸다. 또 중소기업과의 하청관계도 늘어났다. 일본과 비교했을 때 한국의 인사·고용 관행은 장기고용에 대한 보장이 상대적으로 약하다. 또 생산직과 사무직의 명확한 구분이 존재한다. 한국의 노조는 대기업 생산직 직원들을 중심으로 구성되어있다. 반면 일본의 노조는 사무직과 생산직 직원 모두가 소속되어 있다. 따라서 한국에서는 경제위기가 닥친 이후 노조의 지원을 제대로 받지 못한 사무직 직원에 대한 내부노동시장이 훼손된 반면 일본에서는 사무직과 생산직 직원들 모두에 대한 내부노동시장이 유지되고 있다. 마지막으로 한국 기업들은 일본 기업에 비해 더 빠른 속도로 비정규직 비율을 높이고 있다. 본 연구는 한국과 일본의 기업 모두 노동자들의 요구에 의해 내부노동시장을 운영하게 되었음을 주장한다. 비록 시점은 다르나 양국의 노조는 정치·사회적 흐름에 의해 대규모 항쟁을 벌이게 되었고 이는 경영진을 압박하여 내부노동시장을 형성하게 되었다. 하지만 기업별 노조를 중심으로 하는 노조의 구조 때문에 내부노동시장을 형성하는데 결정적인 노조원들의 힘은 기업별로 다르게 작용하였다. 그 결과 한국과 일본의 내부노동시장은 실제적으로 극소수의 대기업과 정부기관의 직원들에게만 적용된다. 본 연구는 다음과 같은 의의를 지닌다. 첫째, 한국 인사·고용 관행이 생성하고 변화하는 흐름을 추적하여 종합함으로써 앞으로의 변화를 예측하는 것이 가능하다. 둘째, 한국과 일본의 인사·고용 관행을 비교·대조함으로써 일본과 구분되는 한국의 인사·고용 관행을 발견할 수 있다. 셋째, 인사·고용 관행에 영향을 주는 국가와 노조를 포함한 노사관계를 고려하여 인사·고용 관행을 분석하였다. <목차> 제 1 장 서론 ·····················································································1 제 1 절 문제 제기 및 연구 목적 ························································1 제 2 절 연구방법 및 논문의 구성 ·······················································6 1. 연구방법 ····················································································6 2. 논문의 구성 ················································································9 제 2 장 이론적 배경 ·········································································10 제 1 절 한국과 일본의 후발 공업국가 모형 ·······································10 1. 국가 ·························································································13 2. 노조 ·························································································15 3. 경영진 ······················································································16 제 2 절 내부노동시장 ······································································20 1. 정의 ·························································································20 2. 내부노동시장의 발달 이유 ··························································23 1) 문화적 접근 ·············································································24 2) 내부노동시장론 ········································································25 3) 이중노동시장론 ········································································27 4) 대안적 가설: 기업별 노조와 내부자-외부자 가설 ·························30 제 3장 인사·고용 관행의 발달 ····························································33 제 1 절 1987년 이전 ·······································································36 1. 기업 환경 ·················································································36 2. 인사·고용 관행 ··········································································39 1) 사무직 ····················································································42 2) 생산직 ····················································································43 3. 일본과의 비교 ···········································································47 제 2 절 1987년-1996년 ···································································49 1. 기업 환경 ·················································································49 2. 인사·고용 관행 ··········································································54 1) 기업·산업별 임금 격차 ······························································54 2) 사무직 ····················································································62 3) 생산직 ····················································································63 (1) 보상 ·····················································································63 (2) 승진 ·····················································································68 4) 비정규직 ·················································································69 3. 일본과의 비교 ···········································································72 1) 정규직 ····················································································73 (1) 고용 ·····················································································73 (2) 보상 ·····················································································74 (3) 승진 ·····················································································75 2) 비정규직 ·················································································76 제 3 절 1996년 이후부터 현재 ·························································79 1. 기업 환경 ·················································································79 2. 인사·고용 관행 ··········································································81 1) 기업·산업별 임금격차와 보상체계의 변화 ····································81 (1) 기업 규모별 임금 격차와 근속 ················································81 (2) 보상체계 ···············································································85 2) 사무직 ····················································································86 (1) 고용 ·····················································································86 (2) 보상 ·····················································································88 3) 생산직 ····················································································91 4) 비정규직 ·················································································92 3. 일본과의 비교 ···········································································94 1) 정규직 ····················································································94 (1) 고용 ·····················································································95 (2) 보상 ·····················································································96 2) 비정규직 ·················································································97 제 4 절 한국과 일본의 비교·대조 ····················································100 1. 공통점 ····················································································101 2. 차이점 ····················································································102 1) 노조 ······················································································102 2) 내부노동시장의 적용 ·······························································103 제 4 장 결론 ··················································································105 제 1 절 연구 결과 ·········································································105 제 2 절 연구의 시사점과 한계점 ·····················································114 1. 시사점 ····················································································114 2. 한계점 ····················································································117 참고문헌 ························································································119 1. 국문 ··························································································117 2. 영문 ··························································································127 Abstract ························································································134 kor The Graduate School, Ajou University 아주대학교 논문은 저작권에 의해 보호받습니다. 한국 기업들의 인사·고용 관행 Human Resource Management Practices of Korean Firms Thesis 아주대학교 일반대학원 LEE, Sang Hyun 일반대학원 경영학과 2013. 8 Master http://dcoll.ajou.ac.kr:9080/dcollection/jsp/common/DcLoOrgPer.jsp?sItemId=000000015192 인사 고용 내부노동시장 내부노동시장의 발달을 중심으로