공공기관 인사관리가 노사관계에 미치는 영향

This research, different from traditional perspective on industrial relations that had focused on unions and collective bargaining, mainly examines the effect of human resource management on industrial relations in public sector. The results of this study are as follows; First, compared to private sector, public one have three characteristics in industrial relations; higher level in union density and employees's participation, and a little lower in general climate of industrial relations. Second, there are mixing characteristics of old and new forms of human resource management; old ones contain the stability in employment contract, less competition in promotion, and high welfare; new ones do performance based wage, incentive system, involvement oriented philosophy on HRM, multi-skilling, and employee autonomy. Third, the Oaxaca decomposition of OLS results reveals that 49.29% of difference in union density and 41.62% in employees's participation between public and private sector are explained by human resource management. So this research shows that firms' practices of human resource management in public sector are very associated with those in industrial relations.