| 내용 |
전략적 성과관리? 전략적 괴롭힘!
: 사무금융 노동자 직장 내 괴롭힘 실태조사 보고서
일시 : 2015년 11월 25일 오전 10시
장소 : 국회의사당 의원회관 제8간담회실
주최 – 이인영의원실, 사무금융노동자 직장 내 괴롭힘 조사연구팀
주관 – 전국사무금융서비스노동조합, 사무금융노동자 직장 내 괴롭힘 조사연구팀
사무금융노동자 직장 내 괴롭힘 조사·연구 프로젝트팀 참여단체 :
공익인권변호사모임 희망을만드는법, 노동환경건강연구소, 인권운동사랑방, 인도주의실천의사협의회, 한국비정규노동센터, KT새노조, 전국사무금융서비스노동조합
<일 정>
사회자 : 이해관 (KT새노조 대변인)
인사말
1부 증언대회
- 사무금융노조 현대라이프지부
- 사무금융노조 대신증권지부
2부 연구조사팀 발표
발제 1. 사무금융노동자 직장 내 괴롭힘 실태(양적 조사)
: 명숙(인권운동사랑방)
발제 2. 설문조사 결과 중 의학적 분석
: 이명준(노동환경건강연구소)
발제 3. 질적조사 결과
: 신경아(한국비정규노동센터, 한림대 사회학과)
발제 4. 전략적 성과관리와 직장 내 괴롭힘, 제언
: 서선영(공익인권변호사모임 희망을만드는법)
3부 토론
토론1. 인권적 측면에서 바라본 괴롭힘
: 류은숙(인권연구소 창)
토론2. 저성과자 해고와 직장 내 괴롭힘
: 차승현(전국사무금융서비스노동조합 법률원)
4부 종합 및 플로어 토론
<목 차>
Ⅰ. 들어가며 ··········································································································· 1
Ⅱ. 조사 배경 및 목적 ··························································································· 3
1. 조사 배경 ······················································································································ 3
2. 조사 목적 ···················································································································· 4
Ⅲ. 양적 조사 결과 (설문 조사) ········································································· 5
1. 조사 대상 ······················································································································ 5
2. 조사 방법 및 조사 기간 ···························································································· 6
3. 설문 조사지 구성 ········································································································ 7
4. 분석 방법 ······················································································································ 8
5. 빈도분석 결과 ·············································································································· 9
6. 교차 분석 결과 ········································································································ 27
7. 우울증/ 자살 분석 결과 ·························································································· 42
Ⅳ. 질적 조사 결과(심층 면접) ··········································································· 69
1. 질적 조사 개요 ········································································································ 69
2. 직장 내 괴롭힘의 구조적 원인 ············································································· 70
3. 직장 내 괴롭힘의 양상 ···························································································· 75
4. 직장 내 괴롭힘에 관한 노동자 인식의 문제 ······················································· 90
5. 직장 내 괴롭힘의 해결방안에 관한 노조의 견해 ············································· 93
Ⅴ. ‘전략적 성과 관리’와 괴롭힘 ····································································· 95
1. 구조조정과 성과주의의 심화, 괴롭힘의 상관관계 ·············································· 95
2. 성과관리 프로그램의 목적과 괴롭힘의 문제 ······················································· 95
3. 성과관리와 사직유도 과정에 대한 사용자의 과도한 재량, 괴롭힘의 조장 ··· 97
4. 정부의 저성과자 일반해고 도입 정책과 직장 내 괴롭힘의 문제 ···················· 98
5. 필요한 것은 쉬운 해고가 아니라 직장 내 괴롭힘 금지 ································· 101
Ⅵ. 직장 내 괴롭힘 해결을 위한 제언 ························································· 102
1. 직장내 괴롭힘의 문제를 어떻게 바라봐야 하는가 ··········································· 102
2. 직장내 괴롭힘에 대해 어떻게 접근해야 하는가 ··············································· 105
3. 정책 제언 ················································································································ 108
<첨부1> 설문조사 질문지 ······························································································· 115
|
