• Title, Summary, Keyword: Wage Structure

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Wage Structure in Hospitals (병원의 임금체계 실태 - 부산시내 병원을 중심으로 -)

  • Kim, Jung-Hwa;Park, Jun-Han;Lee, Key-Hyo
    • Korea Journal of Hospital Management
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    • v.2 no.1
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    • pp.162-182
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    • 1997
  • This study was carried out to assess the current status of hospital wage structure and to find out the characteristics and problems in the current hospital wage structure. so as to provide empirical data for establishing a rational wage structure. The data were collected from administrative personnels in charge of wage management in 31 hospitals by using a structured questionnaire through direct visiting and mailing in Pusan Metropolitan City. The major findings in this study were as follows: First, the hospital wage structure applied differently to the basic wages between doctors and the other employees. The wage structure for doctors included performance rate of 51.6%, followed by a synthesis rate of 29.0%, while the wage for the other employees had the synthesis rate of 74.2%, followed by the seniority rate of 12.9%. Second, the wage consisted of a basic wage for 57.5%. the allowance for 21.1% and monthly installed bonus for 21.4%, and the basic wage comprised 68.3% of the total wage for doctors, as compared to 51.9% for nurses and medical technicians and 52.4% for administrative and managerial personnel. The annual rate of the bonus was average 460%, and 96.8% of the hospital did not consider personnel preformance appraisal when paying the bonus. Third, 80.6% of the hospitals applied the legal rate to the retirement allowance while 19.4% applying cumulative rates more than the legal rate, and all of university hospitals applied cumulative rates. Retirement reserves were practiced only in 54.9% of the hospitals. Forth, many hospitals seemed to be interested in applying graded wage system according to performance, by showing that 42.9% of the hospitals were planning to apply it in the future, despite only 9.7% practicing it. Fifth, the wage structure appeared to be complicated due to various kinds of allowances. The kind of the allowances varied among hospitals, ranging from 2 to 26 kinds, and increased as the size of hospital was larger. Sixth, the opinions leading to improve the basic wage structure favored the seniority rate for 51.6% either to maintain the present seniority rate(16.1%) or to apply the incentive pay in addition to the senior rate(35.5%). and also favored the performance rate for 35.5%, followed by the job rate for 12.9%. In conclusion, the current hospital wage structure seemed to be too complicated to reflect personal ability, contribution and performance and to become a big barrier to inducing worker's motivation and to strengthening in competitveness. Therefore it is suggested that the current wage structure should be revised to the one emphasizing on job and ability base with considering characteristics and situation of the hospital, rather than seniority factors.

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Regional Structure of Wage Inequality in Post-reform China (중국의 경제개혁 후 임금격차의 지역구조)

  • 이원호
    • Journal of the Korean Geographical Society
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    • v.35 no.5
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    • pp.701-716
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    • 2000
  • This study examines patterms of wage inequality across ownership types and its regional structure in post-reform China in order to understand an emerging process of inequality. Using industrial wage data, I explored historical changes of cross-ownership wage inequality and its spatial differentiation during the reform period. This stuy found that pattems of wage inequality need to be understood in the context of changing redistributive economy which shapes state-enterprise relation in china's industrial sector. This relationship in turn determines labor market outcomes during the reform period including wage inequality. Regional structure of cross-ownership wage inequality also needs to be understood in terms of the differentiated process in which reqional wage levels are related to different wage factors. The findings have significant implications for understanding new patterns of soical and spatial inequalities in post-reform China.

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The Wage Distribution Structure of Korean Manufacturing Industry (한국 제조업의 임금분포구조)

  • Chung, Kang-Soo;Kim, Bum-Sik;Lee, Cheol-Won
    • Journal of Labour Economics
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    • v.29 no.2
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    • pp.67-116
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    • 2006
  • This study directly analyzes the wage distributions rather than indirectly looking at a few of their moments. It also investigates wage distributions using various descriptive and semi-parametric methods. The wage distributions of Korean manufacturing industries can in general be represented by three distinct forms, underdeveloped, advanced and the medium of the two. The discrepancies in these distribution forms are explained by differences in the labor-type distributions and their weights in the composition of wage distribution forms, and further clarified through various descriptive statistics based on them. However, the descriptive statistical analysis has a limit in that it shows mixed outcomes of different categoric variables. Then, this problem is resolved by applying a semi-parametric estimation of hazard function and the marginal effect evaluations of variable changes on estimated distributions not on the function. As a result of this marginal analysis, the common features and differences of categoric variables and their intensities of effects on distributions are revealed.

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A Study on the Effects of Wage Standardization Strategy by the Trade Unions (임금표준화전략의 효과에 관한 연구)

  • 남상섭
    • The Journal of Information Technology
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    • v.3 no.2
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    • pp.23-37
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    • 2000
  • This study examines the effect of trade union on the structure of wage determining and the variance of wage in manufacturing and non-manufacturing, 1993, in Korea It finds that the wage determining mechanism is significantly different between union and nonunion establishments, and that the wage inequality is too significantly lower among workers in establishments that are unionized than among those that are not. However, it is not clear whether the union wage policies designed to standardize rates have the effects of reduction in wage variance. that is mostly because of smaller variance within unionized workers having the same wage determining characteristics.

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Wage Gap and Determinants of Large and Small Enterprises (대기업과 중소기업 임금격차 및 결정요인)

  • Moo, Young-man
    • Journal of Labour Economics
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    • v.42 no.1
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    • pp.43-72
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    • 2019
  • As a result of decomposing the wage gap between large enterprises and SMEs using Oaxaca's wage gap decomposition method, the total wage gap of supply side factors was 44.2%, and the service years and educational background were the biggest influences. and As a result of decomposing the wage gap by firm size based on demand side factors such as business performance, total wage gap was 44.9%, and the influence on wage gap was in the order of labor productivity, union and outsourcing ratio. The results of this analysis suggest that it is necessary to consider the demand side factors such as business performance and capital structure of supply side companies such as differences in human capital in order to solve wage gap by firm size.

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A Study on the Duty Hour Structure for Railway Crews (철도 동력차 승무원 사업시간 산정방법의 개선에 관한 연구)

  • 김지표;김동희;하태웅
    • Journal of the Korean Society for Railway
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    • v.7 no.4
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    • pp.350-355
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    • 2004
  • Because the wage of railway crews is based on the duty hour rather than the working hour, most researches have focused on the balance of duty hour for the crews. In this paper, the structure of duty hour and its relationship to the crew wage are analyzed and some issues are identified. The duty hour consists of several different jobs which are weighed equally in calculating the crew's wage. Also, the difference between the working hour and duty hour is inconsistent with the train routes; i.e., the difference of a long distance train is larger than that of a small or medium distance train. To solve the problems, possible ways to link the duty hour to the wage better are proposed and exemplified

Inter-Regional Wage Gap and Human Capital in Korea - An Unconditional Quantile Regression Decomposition Approach - (수도권과 비수도권의 임금격차와 인적자본 - 무조건 분위회귀 분해법의 적용 -)

  • Kim, Minyoung;Lim, Up
    • Journal of the Korean Regional Science Association
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    • v.33 no.2
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    • pp.3-23
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    • 2017
  • This study aims to understand how human capital is related to the inter-regional wage gap between the capital region and the non-capital region in Korea. We focus more specifically on whether the inter-regional wage gap is due to high levels of human capital in the capital region or due to high returns to human capital in the capital region. The decomposition method based on the unconditional quantile regression was used to examine how the relationship between human capital and the inter-regional wage gap varies along the wage distribution. When first estimating earnings functions from the two regions to apply this decomposition method, we included not only conventional indicators of human capital, such as education and on-the-job training, but also occupational skills including cognitive-interactive skills, technical skills, and physical skills. As a result, other things being equal, a large part of the inter-regional wage gap was explained by the human capital variables. Although the composition effect of the human capital variables existed in all the wage quantiles, the more important factor was the wage structure effect of the human capital variables. In addition, among the various human capital variables, the wage structure effect of years of education was a key factor in explaining the inter-regional wage gap. This study is meaningful in that it shows that the relationship between human capital and the inter-regional wage gap may vary depending on the wage quantiles.

An Economic Analysis of the Minimum Wage Commission (최저임금 결정구조의 경제적 분석)

  • Lee, Injae
    • Journal of Labour Economics
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    • v.41 no.4
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    • pp.107-131
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    • 2018
  • This paper presents a model for the Minimum Wage Commission's decision process and analyzes the strategic actions of the participants in the process. The Minimum Wage Commission has used two ways of setting the minimum wage. The commission has voted either on the labor's against the management' final proposals or has voted on the public interest commissioners' proposal. According to the model, the minimum wage is determined at a level that is very close to or at a level preferred by the median voter among the public interest commissioners. But the probability of adopting labor or management proposal is ex-ante the same. Empirical evidence from the minimum wage decision process is consistent with the predictions of the model. The probability of adopting the labor's proposal in the minimum wage commission voting is not statistically significantly different from 50%. The model also suggests that the preference of the median voter among public interest commissioners determines the minimum wage level. Since the government appoints public interest commissioners and thus, in fact, the median voters, the government can decide the minimum wage level. This proposition is also consistent with data. The annual growth rate of the minimum wage under the progressive governments is higher than under conservative governments.

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The Study of Korean Manufacturing Industry Wage : Principal Components Regression Analysis (한국 제조업의 임금결정에 대한 연구 : 외환위기 전·후를 중심으로)

  • Oh, Yu-Jin;Park, Sung-Joon;Kim, Yu-Seop
    • Journal of Labour Economics
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    • v.28 no.1
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    • pp.61-82
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    • 2005
  • We investigate wage differentials in Korea in the manufacturing industry, as well as factors affecting structural change in wage determination for the pre- and post-financial crisis regimes. We use the 1995 and 1999 data from the Survey Report on the Wage Structure (SRWS) from the Ministry of Labor. Principal components regression analysis is used to tackle multicollinearity. We employ factor analysis to reduce a set of variables to a smaller number, which contain observed and latent variables. Our empirical investigation provide evidences for changes in wages structure between 1995 and 1999. In 1995, the job quality factor is the most critical in the determination of wages, while in 1999, the industry attributes factor impacts greatly on the wages.

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Nurse Wage Structure and Its Determinants in Hospital Industry (전국 병원간호사의 임금구조와 임금수준 결정요인 분석)

  • Kim, Jin Hyun;Ha, Sang Keun;Park, Young Woo;Kim, Yeon Hee;Yi, Sun Mi;Kwon, Hyun Jeong
    • Journal of Korean Clinical Nursing Research
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    • v.25 no.3
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    • pp.294-302
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    • 2019
  • Purpose: The purpose of this study was to investigate the wage structure of hospital nurses in Korea and to analyze the factors that determine the level of nurses' wages. Methods: First, a mobile survey on nurses' wages was conducted with a total of 3,742 nurses working in hospitals. A literature review was also done. Second, a regression model was applied to analyze the determinants of nurses' wages. Results: The average monthly wage of 3,742 nurses based on the survey was KRW 3,588,000 and the standardized monthly income of 3,742 nurses was estimated to be KRW 3,364,000 as of the end of 2018. The results of regression analysis(R2=61.7%) showed that gender, nursing experience, designated night duty, ownership, and number of beds were statistically significant variables for nurses' wages at 1% significance level. The monthly wage of nurses working in total nursing care wards was not significantly different from those working in other wards at 5% significance level. Conclusion: The substantial difference in nurses' wages according to job career, hospital size, region, etc may result in the low proportion of nurses with more than three to five years of service experience and the high turnover of less-experienced workers. Consideration should be given to adjust the gap in wage level and a standard nurse wage system could be effective measures.