勞動市場 柔軟化와 非正規職의 人的資源管理에 관한 硏究

Abstract

Considerable Attention is currently being given to the growth of contingent workers and unemployment after IMF bail-out package program The aim of this paper is to review literatures on the contingent workers and flexible labor market and to develop the exploratory human resource management model of contingent workers. Most studies of labor economics and labor law have focused on the cost effectiveness and job securities based on the structural adjustment model. This paper identify that human resource management of contingent workers contribute to both firm' s competitiveness and 'quality of life' of workers under the social adjustment model. Based on the social adjustment model. the types of contingent workers consist of structural(flexibility of contracting term and indirect employment) and functional(variety of working hour and workplace) contingent worker. Four types of contingent workers require the different management style of human resources. Contingent workers with flexible contracting term need outplacement, and the indirect employed demand competence proof system. Flexible working hour and different workplace have a difficulty in integration with typical workers. and need individual and flexible management style. Organizational committment. job satisfaction and integration of contingent workers will be determined by job path. job characteristics, competence. contracting period. value system. And unemployment rate. labor union, voluntary choice of job will be considered as a moderator.