You are looking at 1 - 6 of 6 items

  • Author or Editor: Young-Myon Lee x
Clear All Modify Search
You do not have access to this content

Young-Myon Lee

You do not have access to this content

Bruce E. Kaufman and Young-Myon Lee

This chapter explains the history, performance, and assessment of works councils in Korea. Works councils were mandated by law in 1963 as an instrument of the government to evade militant unions. Currently, all private-sector business organizations with at least 30 workers must operate a works council. The consequences of works councils in Korea is yet undetermined. Labor unions in Korea have consistently criticized works councils as being puppets of employers. But survey-based analysis demonstrates that works councils play a pseudo wage bargaining role similar to the role played by unions in collective bargaining, despite not having the legal right to do so. Researchers have shown that works councils are a complement, not substitute for labor unions. Considering the decades-old downward trend in union density and a negative shift in workers’ attitudes towards collective representation, works councils may work to represent workers’ interests in the increasing number of non-union workplaces in Korea.

You do not have access to this content

Edited by Young-Myon Lee and Bruce E. Kaufman

The Evolution of Korean Industrial and Employment Relations explores current employment and workplace relations practice in South Korea, tracing their origins to key historical events and giving cultural, politico-economic and global context to the inevitable cultural adaptation in one of Asia’s ‘miraculous’ democracies.
This content is available to you

Edited by Young-Myon Lee and Bruce E. Kaufman

This content is available to you

Young-Myon Lee and Bruce E. Kaufman

This content is available to you

Young-Myon Lee and Bruce E. Kaufman

In order to contextualize Korean employment and industrial relations (EIR) in the field of EIR thought, a field largely dominated by Western ideas and experience, this chapter breaks down Korean EIR into its component parts using two particular frameworks: a union/labor management model and an employment relationship model. This structured approach brings to the fore often overlooked facts regarding Korean institutions, collective actors, socio-economic and political forces that have shaped its employment relations and industrial environment – namely, the preponderance of small to medium-sized enterprises, the highly politicized evolution of unions and employer associations and their connection to the besieged and suffering ‘haan’ mentality, the movement away from Confucian-system paternal relations and the preference for strong, centralized leadership. The chapter highlights key events that have driven a narrow labor/management bias in Korean EIR, especially the Great Labor Offensive, and examines the whole through Kaufman’s employment relations model.