Medium Enterprises

본 연구에서는 이러한 고용의 문제를 기업의 교육훈련 문제와 대·중소기업 간 관계의 문제로 환원하여 천착하고자 한다. 대·중소기업 간 고용의 질 격차를 야기하는 생산성 격차의 근본 원인에 중소기업의 저숙련 문제가 존재하기 때문이다. 또한 교육훈련을 통해 향상되는 숙련은 기업의 생산성향상으로 이어져 고용 창출 역량을 제고시킬 수 있다. 이때 기업의 기술수준과 경영전략에 따라 숙련향상의 고용창출 정도는 달라질 수 있다. 한편 중소기업 숙련의 증대가 기업 간 관계를 통해 중소기업 고용의 증대뿐만 아니라 양질의 대기업 고용의 증대에도 영향을 미칠 수 있다. 반면 대기업의 숙련향상은 중소기업 고용 파급효과를 일으키지 않거나 오히려 부정적인 방식으로 작동할 수도 있다. 이때 기업생태계 최상위층에 있는 재벌대기업이 일반대기업과 다른 양태를 보이는지도 확인해 볼 필요가 있다. 본 연구는 이러한 문제의식들을 바탕으로 실증분석과 사례연구를 통해 제기된 문제들을 보다 엄밀하게 확인해 보는 작업이 될 것이다.This paper analyzes relationships between employee training and employment at the firm level acknowledging that firms are a main agent of job creation. It aims to identify if firms can create jobs by investing in manpower, not in machines or facilities. It also tries to consider spillover effect between firms. In this paper, a spillover effect between firms is defined as the effect of one firm’s advanced employee skill level on another firm’s increase of employment. It especially separates the conglomerates (aka chaebols in Korea) from the other large enterprises and explores spillover effect from the conglomerates. Then, this research analyzes the effect of employee training by the conglomerates, which are at the topmost layer in business ecosystem, on employment of large, medium, or small businesses, and vice versa. This paper explains the effect of employee training on employment through examining theories in diverse fields because there is a dearth of studies on this topic. It includes different perspectives such as ‘production effect’, ‘substitution effect’, ‘interaction with technology’, ‘employee commitment effect’, and ‘coordination with business strategy’. Furthermore, it includes theoretical examination on spillover effect of employee training on employment between firms. It borrows theories from ‘knowledge sharing’ and ‘transaction relationships’ studies because again there are only limited studies done in this topic. This paper particularly adds ‘trickle-down effect’ and ‘dual structure theories’ to explain spillover effect from large to small and medium enterprises. From empirical research and case studies this paper proves that, although results vary by industries, employee training positively affects job creation. Empirical analysis also confirms that employee training has a larger effect on job creation through ‘interaction with technology’. Though empirical analysis verifies that advanced employee skill level of small and medium enterprises has ripple effect on employment increase of large enterprises, case studies illustrate a more complicated pathway of ripple effect. A difference between industries is also noted. In business ecosystem, advanced employee skill level of smaller enterprise has a positive effect on employment increase of larger enterprise. On the other hand, advanced employee skill level of larger enterprise has no or negative effect on employment increase of smaller enterprise. In other words, the trickle down effects from the conglomerates to other enterprises, from large to small and medium enterprises are not observable or have negative effects. This phenomenon appears more clearly in the conglomerate case. Case studies do not find any evidence of the trickle-down effects, either. Moreover, increase in market share of larger enterprises does not guarantee gradual and steady increase in supply of subcontractors, which are small and medium enterprises. Only small and medium enterprises that possess independent technologies experience increase in investment of facilities and equipment and employment increase in response to supply expansion. Rather, customer diversification is a crucial factor in employment increase of small and medium enterprises. Analytical results of this paper arrive at policy implications that improvements in employee skill level of small and medium enterprises and in business relations between firms play critical roles in job creation throughout the economy. This also has an important implication with regard to achieving 70% of employment rate and economic democratization, both of which are keystones of administrative priorities of the current government.제1장 서 론_1 제1절 연구의 필요성 및 목적3 제2절 연구의 내용 및 방법6 제2장 기업의 교육훈련과 고용성과에 관한 이론적 논의_11 제1절 교육훈련이 고용에 미치는 영향13 제2절 교육훈련과 고용의 기업 간 파급효과18 제3장 기업 간 파급효과와 교육훈련의 고용성과_31 제1절 도입33 제2절 실증분석을 위한 변수 구축 방법론36 제3절 실증분석 모형 및 분석결과58 제4절 소결77 제4장 기업의 경영전략과 교육훈련의 고용성과_79 제1절 도입81 제2절 선행 연구 및 연구 가설85 제3절 자료 및 변수화92 제4절 분석 결과 및 논의 97 제5장 대·중소기업 간 교육훈련의 고용성과 사례분석_107 제1절 도입109 제2절 방법론113 제3절 전자산업117 제4절 조선산업145 제5절 소결181 제6장 결 론_189 제1절 분석결과 종합191 제2절 정책적 함의 및 정책제언195 SUMMARY_205 참고문헌_209 부 록_21