• Proceedings of the Korea Contents Association Conference
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• 2017.05a
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• pp.295-296
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• 2017

본 연구는 대구 경북지역에 근무하는 치과위생사 238명을 대상으로 병원유형에 따른 물질안전보건자료(MSDS)의 인식정도를 조사하였다. 연구결과 병원급과 의원급에 대한 의식이 통계적으로 유의한 차이가 있는 것으로 나타났으며, 전체적으로도 MSDS인식정도가 높지 않았다. 치과근로자들의 근로환경 질의 향상을 위하여 소규모 치과의원에 대한 더욱 적극적인 홍보 및 교육이 필요하며, 구체적인 정책 및 제도가 마련되어야 할 것이라 사료되어 진다.

• Journal of Labour Economics
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• v.30 no.2
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• pp.1-31
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• 2007

The purpose of this paper is to analyse wage differentials between non-regular and regular works. Data from EAPS(Economically Active Population Survey) 2005 show that the monthly wage level of non-regular worker is only 63% of regular worker and thus there exist 37% wage differentials. However, these wage differentials do not control for hours of work, the amount of human capital, job characteristics, and other individual characteristics affecting wages. If these variables are added to the hourly wage regression equation, the wage gap between non-regular and regular workers drastically decreases to 2.2%. Furthermore, decomposition of the wage differentials by Oaxaca method shows that productivity difference between non-regular and regular workers explains up to 91% of the wage gap. This implies that the magnitude of wage discrimination against non-regular workers is at most 0.2% of hourly wage of regular workers. To control for unobserved individual heterogeneities more accurately, we also construct panel data and estimate wage differentials. The results from the panel data approach show that there is no difference in the hourly wages between non-regular and regular workers. In some specifications, the wage rate of non-regular worker is rather higher than that of regular worker. These results are consistent with economic theory. Other things being equal, workers with unstable employment may require higher wages to compensate their unstability. Firms are willing to pay higher wages if they can get more flexibility from non-regular employment. Empirical results in this paper cast doubt on the view that there is wage discrimination against non-regular workers in the labor market. Public policies should be targeted for disadvantaged groups among non-regular workers, not for non-regular workers in general.

• KDI Journal of Economic Policy
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• v.13 no.3
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• pp.75-88
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• 1991

성과급제도(成果給制度)란 개인(個人) 혹은 집단(集團)의 경제적(經濟的) 성과지표(成果指標)를 임금보상(賃金報償)의 추가적인 근거로 사용하는 제도(制度)를 말한다. 본고(本稿)에서는 성과급제도(成果給制度)의 한 종류인 이윤공유제도(利潤共有制度)의 경제적(經濟的) 의미(意味)를 검토하였다. 이윤공유제도(利潤共有制度)는 기업입장(企業立場)에서 보면 이윤(利潤)에 대해 일정률의 조세(租稅)를 납부한 후, 근로자(勤勞者)를 고용(雇傭)할 때마다 일정액의 보조금(補助金)을 받는 제도이다. 한편 근로자(勤勞者)의 입장에서 보면 최초에 고정급(固定給)을 낮게 유지해서 얻은 경영성과(經營成果)의 일부를 다른 근로자(勤勞者)들과 골고루 나누어 가지는 제도이다. 이런 본질적인 특성은 경제(經濟)에 긍정적인 효과와 부정적인 효과를 동시에 미친다. 우선 긍정적인 측면으로는 기업입장에서 노동(勞動)의 한계효용(限界效用)이 상대적으로 저렴해지므로 경제(經濟)의 물가수준(物價水準)은 하락하고 생산량(生産量)은 증가하게 된다. 그러나 이에 따르는 문제점도 과소평가할 수만은 없다. 우선 저렴한 한계노동비용(限界勞動費用) 때문에 이윤공유경제(利潤共有經濟)에서는 본질적으로 초과고용경향(超過雇傭傾向)이 내재하여 있으며, 또한 어느 한 개인의 노력에 의한 성과(成果)의 향상(向上)이 모두에게 분배되어 희석되므로 원래 의도되었던 동기유발효과(動機誘發效果)가 위축될 가능성이 있다. 또한 임금소득(賃金所得)이 변동(變動)하므로 위험기피적(危險忌避的)인 근로자(勤勞者)의 효용(效用)이 위협을 받게 된다. 이런 여러 문제점을 극복하고 성과급(成果給)의 원래 긍정적인 측면을 실현시키기 위해서는 근로자(勤勞者)의 경영참가(經營參加)가 보장되고, 이윤공유제(利潤共有制)의 채택에 대해 세제상(稅制上)의 유인(誘引)이 뒷받침되어야 하며, 정부(政府)의 경제안정화정책(經濟安定化政策)이 더욱 주의깊게 추구되어야 한다.

• The Journal of the Korea Contents Association
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• v.15 no.6
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• pp.337-345
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• 2015

Korea worker is well known for its long work and amongst employees and to change un-healthy lifestyle. This study aims to investigate the association between health behaviors and sleep problems in employees. It employed data from the Third Korean Working Conditions Survey (KWCS). The total number of individuals included in the analysis was 34,788 employees, from the 2011 survey. The outcome was sleep problems, which had a prevalence rate of 2.5% in men and 2.3% in women. An adjusted odds ratios were as follows: 2.26(1.75-2.91) for hypertension, 2.21(1.60-3.06) for obesity, 26.82(21.51-33.45) for depression and 2.02(1.64-2.49) for high level of job stress. We need to invest to identify relevant and various health service promotion for sleep problem that un-healthy workers want will use.

• Journal of Labour Economics
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• v.24 no.1
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• pp.67-96
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• 2001

The recent economic crisis started at the end of 1997 has brought about changes in labor market practices. One of them is rapid increase in the ratio of workers with alternative employment arrangement, so-called contingent workers. This type of arrangement, unlike traditional employment arrangement, makes employers properly adjust employment to business cycles and it also makes it possible for employees to solve time and spatial constraints related to labor supply. However, recent experience has revealed its negative characteristics such as lower wage rate, deficient fringe benefits, insufficient job security. Using the data from the first and the second wave of the Korea Labor and Income Panel Survey, this study focuses on change in the tendency of being contingent workers and decomposition of the wage differentials among regular and contingent workers by estimating the switching regression model. Results show that the recent crisis significantly contributed to probabilities of being contingent workers, especially for women, the young, the older, and the lowly educated. Decomposition shows that one quarter or one third of 35% of wage differentials are due to the price effect that the same productive characteristics are differently paid by the types of employment arrangements.

• Management & Information Systems Review
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• v.32 no.1
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• pp.217-239
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• 2013

The purpose of this study is to analyze that employee's job satisfaction and organizational commitment affect turnover intention according to freight forwarders's characteristics and personal characteristics. In order to achieve the purpose of this study, literature survey related to personal characteristics, job characteristics, organizational characteristics, job satisfaction, organizational commitment, turnover intention on studying employee was carried out and took an empirical analysis by the use of questionnaire method for employees in freight forwarders. According to the final result and conclusions are as follows; First, job characteristics was positively related to job satisfaction but were negatively related to organizational commitment. Organizational characteristics was positively related to job characteristics and organizational characteristics. Second, personal characteristics was negatively related to job characteristics and organizational characteristics. Finally, job satisfaction, organizational commitment were negatively related to turnover intention.

• Journal of Labour Economics
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• v.33 no.2
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• pp.135-164
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• 2010

This paper compares the earnings effect of inter-industry technology differences between the self-employed and wage earners. It is assumed that primary skills utilized by the self-employed and paid workers differ in nature, and thus the earnings effect of technology differences and its skill-biasness also differ for each type of workers. For the empirical analysis. Heckman's two-stage method and quantile regressions are fitted to Korean panel data. The earnings effect of technology differences turns skill- biased for wage earners (job-specific skills), but prevails for all self-employed workers (entrepreneurial skills) regardless of their schooling level. This sectoral difference holds for each different quantile of earnings distribution.

• Industry Promotion Research
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• v.3 no.2
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• pp.79-85
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• 2018

This study analyzed the effect of participation of in - company events on organizational commitment. A total of 52 questionnaires were analyzed for workers. The results of this study were as follows: First, there was no statistically significant correlation between employees' satisfaction with organizational life satisfaction and the correlation coefficient between MT / WS and Sports events was -.478, p <.01 Level negative correlation. Second, the group differences of the organizational life satisfaction according to the individual characteristics of the workers were analyzed according to the age and position, and the organizational life satisfaction was analyzed as being higher than that of 30 ~ 35 years of age More than the deputy director. Third, there was no statistically significant difference between groups of self-efficacy according to personal characteristics. The purpose of this study is to examine whether organizational commitment influences organizational commitment through organizational life satisfaction and self - efficacy.

• Korean Journal of Social Welfare
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• v.60 no.4
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• pp.55-77
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• 2008

After the economic crisis of Korea, the character of Korean Poverty has changed. Most notably, many people are working but poor. Therefore it is important to understand the characteristics of the working poor, especially the unstable work experiences of the working poor since one of the causes of poverty is that. Prior research about the working poor has not fully proven this issue. This study is to examine the job sequences of the working poor. Thus I utilized the KLIPS(Korea Labor and Income Study), and analyzed it by event sequence analysis and optimal matching methods. The job sequences are divided as follows: total years of working in the labor market, the number of gaps and the length of gaps in their careers, and the characteristics of experienced jobs since they have entered the labor market from age 15. As a result, there are no statistically significant in the total years of working in the labor market. And the number of gaps and the length of gaps in their careers, and the characteristics of experienced jobs show that working poor have been experiencing more unstable than non-poor. Thus, almost all of the male working poor has unstable jobs their whole lives, and the female working poor's job sequences show distinct features according to women's life course. These results can give political implications to the anti-poverty policy in Korea.

• Journal of Environmental Health Sciences
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• v.31 no.4 s.85
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• pp.316-321
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• 2005

4개 업종(축전지제조업, 광명단 제조업, 2차 제련업, 라디에타 제조업)에서 근무하는 총 100명의 근로자를 대상으로 8단계다단충돌기(eight stages personal cascade imparter)에 의한 입자 크기 별 납농도를 측정하였다 크기 별 납 농도는 총납(PbA), 흡입성납(IPM-PbA), 흉곽성납(TPM-PbA), 호흡성납(RPM-PbA), $1{\mu}m$ 미만의 납$(Pb_{1\mu})$ 그리고 $1{\mu}m$ 이상의 소화성납$(Pb_{ing})$이었다. 동일한 근로자(100명)를 대상으로 혈액에서 납농도를 측정하였다. 혈액 중 납은 원자흡광광도계(atomic absorption spectrometry)의 Zeeman effect graphite furnace를 이용하여 분석하였다. 총 납의 노출농도는 노출기준$(50\;ug/m^3)$을 크게 초과하였다. 평균 호흡성 납 노출농도$(115.7\;ug/m^3)$ 총 납의 노출기준을 훨씬 초과하였다. $1{\mu}m$미만의 납$(Pb_{1\mu})$ 노출농도의 범위는 0.7에서 $(492.2\;ug/m^3)$이나 되었다. 근로자의 $46\%$가 혈액 중 납 농도 40 ug/dL을 초과하였다. 60 ug/dL을 초과한 경우도 $13\%$나 되었다. 입자 크기가 큰 납인 총납, 흡입성 납 그리고 호흡성 납 농도는 혈액 중 납 농도와 유의한 상관을 보였다(p<0.0001). 그러나 가장 높은 상관은 $1{\mu}m$미만의 납$(Pb_{1\mu})$ 혈액 중 납과의 관계였다. T-test에서 $50ug/m^3$이상의 호흡성 납을 나타낸 근로자 그룹과 $50ug/m^3$ 이하의 근로자 그룹간에의 혈액 중 납 농도는 유의한 차이가 있는 것으로 나타났다(p=0.000). 이러한 연구결과는 입자크기 구분이 없는 현재의 총납에 의한 노출기준과 측정방법은 미세 납 먼지에 노출되는 근로자의 납흡수를 보호하는데 한계점이 있다는 것을 의미한다. 향후 납 입자크기는 물론 근로자의 개인적인 위생과 작업내용 등을 변수로 납 흡수에 영향을 미치는 종합적인 요인을 찾아내는 연구를 진행할 필요가 있다.