This paper attempts to discover the possibility of keeping union members from losing interest in enterprise union activity, as a function of the enterprise union in its relationship with management. There is fateful limit to the function of the enterprise union in its relationship with management. Since maintaining and improving the employment and working conditions of the union members depends on the survival and prosperity of the corporation, this limit is embodied in the difficulty of denying the implementation of rationalized management even if it means increasing union members' burden. Also, the members have been losing their expectations for the union, due to the fact that the limit is clear against the background of the present management environment, and the fact that the members can' t get benefit from the union. Therefore, the limit causes losing interest in the enterprise union activity for union members. Taking into consideration these limits of this enterprise union, this paper will discover the possibility of overcoming the limits through the example of Union A' s response to corporate division in the three functional points of the union. This is because it “responds to the feeling of dependency among members,” “provides them with a voice vis-à-vis management,” and “allows members to get conducive results.” In other words, it demonstrates leadership as an expert as pertains to the wellbeing of union members. And these are the basic functions of a union, and also even more important functions in current management-labor relations, under the dimensions of the advantages of management, with the corporation' s ability to survive as the greatest challenge.
抄録全体を表示