초기업단위 교섭의 고용효과

This study undertakes an empirical investigation on the employment effects of the multi-employer bargaining in Korea, utilizing Workplace Panel Survey Data(2005-2013) by Korea Labor Institute. I draw the following three hypotheses on the employment effect of centralized bargaining structure from the hump-shaped hypothesis: (1) the multi-employer bargaining has a negative effect on employment, (2) the time period after 2008 acts as a positive moderator on the employment effect of the multi-employer bargaining, and (3) the service sector acts as a positive moderator on the employment effect of the multi-employer bargaining. I use fixed effects model as the main statistical model for this study, and additionally random effects model. The dependent variable is employment growth rate and the main independent variable is a dummy variable of multi-employer bargaining. Besides, IR characteristics, organizational characteristics, employment relations, and product market situations are also controlled for. The results of this study indicate that the multi-employer bargaining has an insignificantly negative effect on employment in the fixed effect model, while it has a significantly negative effect on employment in the random effect model. The service sector has a positive moderating effect on the employment effect of the multi-employer bargaining. On the other hand, the time period after 2008 does not have a significant moderating effect. Finally the results of this study are outlined and their implications are discussed.