단체협상과정을 통해서본 기업내 권력관계의 변화

Abstract

Labor union movement is evaluated as having achieved social power in the workplace since 'the Biggest Struggle for Labor' in July 1987. In 1990, when the nation's labor movement marked a turning point, trade unions generally saw the number of their members reducing, while the frequency of strike was on the decrease, At the same time, the inter-union solidarity is jeopardized. The existing studies about the weakening of labor movement have mostly focused on the control of labor by the state and the scareity of the union leadership itself, As a result of such a trend, the sucess and failure of union's political activities concerning union member's interest within a workplace have relatively been ignored. This study is interested in focus on activity of an unit union which is connected with management's control strategy, In other words, the purpose of this study is to examine the political mechanism in action within a workplace by making the management as a leading force in negotiation and the union as a challenging force in it, Consequently, the function of the management can be said to have been developed connected with establishmental authority and the duty of a union is impruving the unionized worker's interest. This study is an attempt to investigate the change of the union-management relationship in a workplace through the conceptualized power-powerlessness mechanism. In SMSC, the result of analysis is as following. Power capacity should operate the institutional rules, the media of communication as well as overt resource. For the influence of power mechanism, affect direct action as well as attitude or belief. The established power relation could have maintenanced in spite of the success or failure of overt outcome on negotiations, Therefore, if the union formalized the issue express conflict interest connested with management interest, mobilized the action based on specific issue, the union could challenge a discriminatory relation. Though the union organize the issue based on institutional rules and the action overun institutional bias, it subordinate the management value system. A union's resistance against management, therefore, can be disturbed or its challenge can't be realized on the following occasions dispute it's effort to search for the ways t o promote the union member's interests. They are when union members' interests are not clearly raise as an issue defining the complicated situation between a union and management and when activities are not followed through their interests are issued. Besides, if management mobilizes institutional regulations and socially generalized values with a, union adopting to negotiation frames and limited negociation issues, the result might be brougt out that a union is absorbed into values of management with no satisfactory developments. That is why the mentioned regulations and values govern negotiation frames and issues. This study, however, is confined to the case by studies over companies on interaction between a union and management except the macroeconomic conditions affecting on resource- use of management. and a union with the macropolitic conditions affecting on the frame of interact ion.