The Labor Relations Commission(LRC) is contributing to stabilizing as resolving labor disputes at industrial field in the mediation process. Today’s changes in the industrial structure and qualitative changes in employment relations have led to new forms of labor disputes. Also dispute issues are becoming more complex and diversified, and mediation cases are increasing. In order to increase the success rate of mediation in labor disputes, the LRC needs to find out factors that affect the mediation success and use them in the mediation process.
This study analyzed the factors influencing the mediation success by utilizing the data in the LRC''s DB to seek ways to improve the efficiency of the labor dispute mediation. The main analysis targets were 9,639 mediation cases handled by the LRC from 2007 to 2018.
As a result of analysis, it was investigated that the number of union members, the type of umbrella organization of labor unions, the participation of union-management representatives, the number of mediation meetings and the public services had a significant effect on the success of mediation. In other words, if the number of union members is less than 100 or if representatives of union-management participate, there were a higher possibility of mediation success than if other that groups. Public services was higher the possibility of mediation success than general businesses. The Korean Confederation of Trade Unions, possibility of mediation success is lower than that the Federation of Korean Trade Unions or no umbrella organization. However, the number of labor-management negotiations, the type of issue and the both parties'' applications are not statistically significant.
Prior the implementation of multiple unions, the number of union members, the type of umbrella organization, the number of mediation meetings, and public services had a significant effect on the success of mediation, but after the implementation of multiple unions, the number of mediation meetings was not statistically significant. Comparing before and after the implementation of multiple unions, if less than 100 union members or the participation of union-management representative, the possibility of mediation success were higher than that of other groups, and the negative effect was decreased KCTU. The National Labor Relations Commission does the type of umbrella organization, participation of representatives of union-management, and the number of mediation meetings effect the success of mediation. However, the number of union members and public services were not statistically significant.
In order to improve the efficiency of labor dispute mediation, the LRC needs to utilize the success factors of labor dispute mediation based on the analysis results. Furthermore, the labor dispute mediation system should be converted into a service system that supports autonomous labor dispute resolution. The labor dispute mediation system still remains a policy tool for stabilizing labor relations, and it remains in temporary and post-mediation centered on non-executive members.
Therefore, it is necessary to establish a regular and systematic mediation service system according to the occurrence and resolution of labor disputes, and provide continuous management and on-site customized mediation services. To this end, it is necessary to secure enough manpower and create an organization, personnel system, and education program in which they can concentrate on mediation. In addition, it is necessary to improve laws and systems to suit labor-management autonomy and industrial sites. Application for mediation is decided by labor-management, and mediation services is provided on mediation services for overall labor disputes. The LRC''s discretionary scope of personnel and budget be expanded, labor-management recommend members with expertise, and mediators handle the case fairly in a neutral position.