이동 정보통신기술의 발전과 고용관계 관리: 이론적 접근

This study develops a theoretical analysis on how Mobile ICT will affect procedural aspects of employment relations such as communication management, discipline management, and performance management. Its motivation emanates from the expectation that ‘anytime anywhere’ communication, extended social networks, wider information sharing, more privacy exposure, more diverse work patterns, and more ambiguity of work-life, which are created by the development of mobile ICT, will change employment relations. First, the development of mobile ICT will create cyber-spaces, which can function as channels of communicating workers’ individual complaints and grievances. In response, employers are more likely to increase communications with individual workers and online groups. Second, the development of mobile ICT will expose workers’ misbehavior more often, which will ask for disciplinary rules and code of conducts for online behaviors. Conversely, employers attempt to utilize online information for HR decisions more frequently, which requires a rule for ethical cyber-monitoring. Third, the development of mobile ICT will make it more difficult for managers to supervise their workers directly, which is more likely to increase e-monitoring practices and/or discretionary works with performance-based controls. While will contingent on the level of mutual trust between employees and employer which type of performance management to be employed, it is hypothesized that the performance management based on discretionary work and commitment is more likely to fit the development of mobile ICT, resulting in higher organizational performances. Finally the results are summarized, and their implications are discussed.