Union Effect on the Use of Non-Regular Labor in the Republic of Korea

Lee, Byoung‐Hoon; Kim, Dong‐Bab; Cho, Joonmq

doi:10.1111/j.1746-1049.2005.tb00953.x

Cited by 3 publications

(1 citation statement)

References 19 publications

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“…The differences in the influence of unions are not taken into consideration in those studies. There exist some other studies that examine different approaches by management towards the use of non-regular workers, which are related to union variables, such as the attitude of unions, union–management conflicts and collective bargaining for non-regular workers (Lee et al, 2005; Lee and Lee, 2003). Olsen (2005) found that a company’s use of non-regular workers depends on union attitudes, and that union attitudes in turn depend on a company’s motives for employing non-regular workers.…”

Section: Literature Review Of the Unionization Of Part-time Workersmentioning

confidence: 99%

The Unionization of Part-time Workers in Japan

2012

Journal of Industrial Relations

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This article examines the two differing types of union strategy to organize part-time workers in Japan. One is a homogeneous strategy; the other, a heterogeneous strategy. Based on in-depth interviews with five enterprise labour unions, it was found that if both management and the union support part-time workers' up-skilling, active involvement and a sense of unity with regular workers for enhancing labour productivity, they tend to strategically choose the homogeneous strategy, which provides equal treatment to part-time workers in relation to human resource management practices and union participation. Under the homogeneous strategy, the company introduces a wage system that encourages part-time workers to work longer in order to obtain higher wages or to be promoted to a higher grade. Where management seeks to obtain a cost advantage from the use of part-time workers and the union puts priority on the protection of regular workers, they tend to choose the heterogeneous strategy, which discriminates against part-time workers in relation to both human resource management policy and union representation. The unionization of part-time workers, based on a homogeneous strategy, has positive effects, such as strengthening loyalty to the company and the union, part-time workers' up-skilling, and active involvement in workplace innovations. The unionization of non-regular workers can contribute to the revitalization of labour movements and the resolution of segmented labour market problems, as well as assisting in the recovery of corporate business and the national economy.

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Section: Literature Review Of the Unionization Of Part-time Workersmentioning

confidence: 99%

The Unionization of Part-time Workers in Japan

2012

Journal of Industrial Relations

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Employer Responses to Legislation Protecting Non-Regular Workers: Evidence from South Korea

Weaver

2021

J. Soc. Pol.

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Many countries have taken steps to address employment insecurity by enacting employment protection legislation (EPL) for non-regular workers. Although the aggregate impacts of EPL reforms have been examined in the literature, less attention has been paid to the heterogeneous ways that different types of employers respond to these reforms. In this paper, we seek to shed additional light on the impact of non-regular workforce protections by investigating the response of establishments to legal changes in Korea in 2007. We employ a difference-in-difference framework to explore which establishment characteristics predict that employers will convert non-regular workers to regular status. Results indicate that, in the short term, the Korean labor reforms led to increased conversions of fixed-term workers to permanent status. Establishments that have shifted risk onto workers via the use of performance pay are more likely to extend permanent status to non-regular workers. However, establishments that provide favorable employment conditions were less likely to convert. Unions play a double-edged role. Unions in large establishments with a wide range of occupational categories are associated with relatively greater conversion of outsiders to regular status, while unions in smaller, more resource-constrained establishments with a narrower occupational focus are associated with more exclusionary behavior.

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The impact of labor market reforms on firm training for nonregular and regular workers

Ko,

Weaver

2024

Int J Soc Welfare

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Nonstandard employment is typically associated with reduced opportunities for workers to accumulate human capital via job training. One policy response is to require equal access to training for nonstandard employees. In this study, we investigate the impact of a 2007 Korean labor‐market reform that required such access for nonstandard employees. Using a difference‐in‐difference methodology, we find that, overall, the reform reduced the incidence of employer‐provided training for both regular and nonregular workers. At the employer level, the negative effect for regular workers attenuates over time, implying some type of adaptation or evasion by employers that preserves differential rates of training. Although the main effects on training were negative, we find considerable heterogeneity in outcomes. Specifically, the presence of a union is associated with a significantly greater probability of postreform training for nonregular workers, while the presence of performance‐pay systems is associated with a significantly lower probability for nonregular workers and a higher probability for regular workers. Ultimately, these results imply that the success of labor‐market reforms that seek to improve nonstandard job quality depends upon employer and labor‐market characteristics. Such reforms may be most successful in situations where unions can help assure compliance with legislative intent.

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Union Effect on the Use of Non-Regular Labor in the Republic of Korea

Cited by 3 publications

References 19 publications

The Unionization of Part-time Workers in Japan

The Unionization of Part-time Workers in Japan

Employer Responses to Legislation Protecting Non-Regular Workers: Evidence from South Korea

The impact of labor market reforms on firm training for nonregular and regular workers

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