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Diversification of Employment Relations and Representation of Workers’ Interests
Diversification of Employment Relations and Representation of Workers’ Interests
  • Table of Contents

    Chapter 1. Introduction

     

    Chapter 2. Literature Review and Data Analysis

     

    Chapter 3. Analysis of Union Demand and Supply

     

    Chapter 4. Analysis of the Mechanism of Organizing Special Employment and Platform Workers

     

    Chapter 5. Evolution of Employment Relations and Representation of Government-Outsourced Workers: with Focus on Social Welfare Workers

     

    Chapter 6. Evolution of Employment Relations and Representation of Special Employment Professionals: with Focus on the Broadcasting Industry

     

    Chapter 7. Evaluation of Employment Relations and Representation of Platform Workers

     

    Chapter 8. Organization of Industrial Parks through Municipalities' Irregular Workers Centers

     

    Chapter 9. Representing Workers through Workers' Platform: the Case of Workplace Harassment 119

     

    Chapter 10. Overseas Case Studies of Worker Representation

     

    Chapter 11. Conclusion 

  • SUMMARY

    The competitive order that took shape in Korea In the 1980s has weakened the labor union and increased labor flexibility. On top of that, the rapid technological development and oversupply of labor have accelerated the fragmentation of employment relations. Changes in employment relations are affecting not only the labor market but also how workers’ interests are represented. The conventional employment model centered on regular workers is breaking down, giving way to more diversified and differentiated employment relations, and giving rise to new types of workers whose rights cannot be represented by unions.

     

    Given that the growing crisis in worker representation is a major challenge that can also affect the duality and inequality in the labor market, this study will focus on this question and conduct an in-depth analysis on the changes in labor movement strategy. This study emphasizes that the way workers are organized must also change in line with the diversifying employment relations, to be able to better represent workers’ interests. For example, fixed-term workers who, unlike regular workers, are contracted for a pre-determined period, would be less motivated to join a union. For agency workers or contractor’s workers, they might lose more than they gain from union participation because there is no guarantee that they can bargain with the principal employer. Special employment workers only have limited rights to engage in union activities according to the Trade Union Act, which means that the employer can avoid engaging in collective bargaining even if they were to organize themselves in a union. And for platform workers, there is not even sufficient discussion on their status as an employee. Due to these reasons, more creative solutions must be ideated that take into consideration the different circumstances specific to the diversifying employment types. (For the full text of the English summary, please download the “Download 2 English_Abstract”.) 

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