비정규직 노동자의 정규직화 연구: 할인점 캐셔 사례

초록

Because regular workers are responsible for performing core jobs and contingent workers are performing secondary jobs, companies consider utilizing contingent worker as natural employment strategy for cost reduction. But this study focus on value and uniqueness which could be the important factors for transferring contingent workers to regular workers, besides firm-specific skill and knowledge based on the transaction cost theory and value, rareness, inimitableness, and non-substitutability based on resource-based theory. The main purpose of this study is the analysis on the causes of different employment strategies of two discount stores, Emart and Homever, for the job of cashier on the base of value and uniqueness, which is suggested by human capital architecture model. The focus of this study is the reason why Emart transferred contingent cashiers to regular workers, but Homever outsourced cashier jobs, facing the enforcement of the non-regular worker protection law. The value and uniqueness of the cashiers could be influenced by various factors on the organizational and job level. This study includes the management philosophy, feature of products and pricing, labor relation as the factors influencing value and uniqueness on the organizational level,and differ-handling and training, working environment, customer service as the factors influencing value and uniqueness on the job level. According to the case analysis on the cashiers in these two discount stores, the peripheral jobs of cashiers could be transferred to the core job of regular workers with regard to the value(customer service)and uniqueness(task of calculation, features of products and pricing) of the job. Therefore,many firms must have a correct understanding of a task of contingent worker and need to re-evaluate their job. Also, it is necessary for firms to expend a basis of judgement about job of part-time worker to change full-time worker.

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