• Korean Security Journal
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• no.57
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• pp.9-26
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• 2018

In order to reflect the Changes in this government's policy of making Temporary Position employees into the Public sector permanent, special security guards from Private Security firms in the National Critical Facilities protection Position are moving forward transformation to Permanent Position. Especially, the organization of the protection personnel of the National Government Buildings designated as the National Critical Facilities is comprised of various types of security personnels, protective officer, special security guards from Private Security firms, Private police guards, police officers and these types of security personnels protect for the Government Buildings. Recently, The Government Security planning division is discussing various types of transformation, Special Security guards are employed directly by the Government in order to convert them into Permanent position, Special Security guards are employed directly through a establishment of Public Security corporation, protective officers are hired by the Government, Self-guards are hired directly by the Government, Private police guards are employed directly by the Government. In order to reflect the Changes the Government policy of making Temporary position employees into the Permanent, the Special Security Guards from Private Security Firms in the National Critical Facility's protection environment, protective personnels operation characteristic under various circumstances. Especially, in the process of making Special Security Guards to Permanent position, it is necessary to take precedence over the various opinions of Special Security Guards and stakeholder.

• Korean Journal of Labor Studies
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• v.23 no.1
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• pp.1-45
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• 2017

The aim of this study is to analyze the process of the struggle and bargaining for the change of the employment position of the irregular (in-house subcontracted) workers being at work in the Hyundai Motor Company (HMC) plants into the status of the regular employee of the company, and evaluate the results and limitation of the irregular workers' movement. Since the unionization of irregular workers in 2003, they have carried on the struggle against and the bargaining with the HMC, over the past 10 years and more, making claims for abolishing 'illegal temporary agency work' and for converting their positions into the regular ones. The HMC have gradually altered a confrontational stance against the workers' claim at the early stage, into the bargaining relationship with irregular workers' union. Eventually, the collective agreement on the 'special hiring' of about six thousands irregular workers by the HMC was reached in 2016. We attempt to analyze in depth the overall process by dividing three phases of the movement, according to the criteria of the relationship between the alliance and conflict system, and the cycle of protests of irregular workers. Furthermore, we try to trace the long and winding path of the movement, focusing on the cooperation/conflict relationship within the movement's alliance system, the confrontation/bargaining relationship between the movement and the conflict system, and the critical roles played by mediators (or third parties) between two systems. In the conclusion of the paper, we evaluate the results and limitation of the irregular workers' movement upon the basis of the following points; the convergence of the workers' demands into the prime goal of 'becoming HMC's regular employee,' the breakaway of regular workers' union from the movement's alliance system, and a virtual extinction of irregular workers' union after the final labor-management agreement of 2016.

• Journal of Labour Economics
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• v.37 no.4
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• pp.143-157
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• 2014

The purpose of this study is twofold. First, it shows how to calculate the size of nonregular workers in Korea using the supplemental surveys to the Economically Active Population Surveys. Second, it decomposes the difference in the share of nonregular workers between 2005 and 2013 by a Oaxaca-type method.. The obtained results indicate that the differences in coefficients rather than the differences in characteristics are mainly responsible for the decline in the share of nonregular workers. This implies that a worker with the same characteristics is more likely to be a regular worker in 2013 than in 2005. This tendency may come from the changes in workers's as well as firms' employment practices. Also, it is suspected that the Nonregular Worker Act enacted in 2007 may have contributed to the decrease in the share of nonregular workers.

• Journal of Navigation and Port Research
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• v.44 no.6
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• pp.534-540
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• 2020

Like most developed countries, South Korea is experiencing a severe lack of seafarers. Because young people's demands for a high quality of life has led them to seek shore-based careers. The wage difference between seafaring and shore-based careers has been decreasing gradually, however South Korea's unique Boarding Service Reserve System Policy has helped recruit and retain young sailors and, since 2017, the government has focused on creating new jobs and stabilizing the status of irregular workers in both private and public sectors. It specifically established the Economic, Social & Labor Council to carefully analyze seafarers' employment stability, which previously had been overlooked in the country. This research used the Binary Logit Model (BLM) to analyze the determinants of seafarers' employment stability in both permanent and non-permanent positions. We found that seafarers' employment stability correlated highly with their education level. This means that seafarers who graduated from the above mentioned two maritime universities would have more job stablity than those who graduated from maritime high schools or general universities. Other independent variables, such as the shipping company, vessel, hip management companies, work assignment, rank, and license had no significant impact on employment stability.

• Korea journal of population studies
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• v.25 no.2
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• pp.41-68
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• 2002

This study explores school to work transition of female youth. Particularly, the analyses focus on a transition to the first job from the graduation, and exits of irregular employees from their first occupational status. Data used for the analysis are “The 4th Survey on Women's Employment”, collected by KWDI in 2001. The results show that it takes 1.54 years on average for transition. Significant factors that influence the probability of transition to the first job include economic situation and satisfaction level of major at college education. The general high school educated are less likely to move into the labor market. Only a half percent of irregular employees at their first jobs exits to regular employees or non-economically active status, and education levels and age cohorts have clear impacts of those exits. Majors in college education and holding irregular jobs before the graduation significantly affect the probability of being regular employees, while industry influences the exits to be non-economically active status.

• Korean Journal of Labor Studies
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• v.24 no.2
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• pp.29-59
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• 2018

This paper examines the achievements and limitations of the Moon Jae-In administration's first-year policies on non-standard employment in the public sector of Korea. The most remarkable achievement was that the transition rate of non-standard to standard positions reached the highest historical level of 42.1 percent, mainly by including for the first time temporary agency workers as a target of those policies. There also have been many steps taken to relax the qualification for transition, reduce the number of exception clauses, and expand union participation. In contrast, policy measures to address problems of low wages and inequality were very limited and not significantly different from those of previous administrations. As a result, the success of the policy paradigm shift pursued by Moon's administration will be determined by how aggressive measures are being taken in the next policy steps to improve such problems of low wages and inequality.

• Korean Journal of Labor Studies
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• v.23 no.2
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• pp.1-45
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• 2017

This study aims at explaining organizational mechanisms of inequality that has been rising rapidly alongside the proliferation of irregular employment in the post-crisis Korean labor market. It argues that inequality is not sufficiently explained by individual gap in human capital or widespread marketization as such. Social categories into which each individual worker falls seems more important as a source of labor market inequality. Employment types that are composed of regular and irregular employment do not simply indicate the different economic meanings of employment contracts but have rather been institutionalized as a social category of status in the context of inequality over the past two decades. They are also often matched with other social categories such as gender that have created and reproduced greater labor market inequality. We pay attention to the organizational practice of dominant incumbents who make claims for advantages of return based on their exclusive accessibility to limited organizational resources and explain how that particular practice plays a role to increase relational inequality between those insiders who achieve advantageous returns and outsiders mostly irregular workers who are excluded from those resources because of the social categories that they belong to. In this study, we identify seniority based pay as the key organizational practice that justifies categorical differences within the workplace and examine how that particular practice contributes to organizational level segmentation and income ineqaulity.

• Korea journal of population studies
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• v.35 no.1
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• pp.181-209
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• 2012

Employment form and gender as stratification factors may generate health disparities in Korea. Previous studies have examined the existence of health disparities by employment form and gender. However, few studies examined how the health disparities can be reduced effectively. This study intends to confirm the existence of health disparities between employment-gender groups and explore the effective health resources which can reduce the possible disparities. Using a national probability sample of Korean adults collected in 2011, we attempts to test the interaction effects between employment-gender groups and health resources on self-rated health. For health resources, 24 variables of five dimensions(social relationship, psychological resource, activity factor, health behavior, and usage of medical service) are taken into account. In results, first, the health levels of the other three employment-gender groups are worse than that of male-regular workers. Second, the effective health resources which can reduce the health disparities are different across the employment-gender groups. An effective health resource for female-nonregular workers is a peaceful relationship with her children. Effective health resources for male-nonregular workers are peaceful relationships with his parents and siblings, low stress, religious activity, and exercise. An effective health resource for female-regular workers is interpersonal trust. These results imply that personal or social interventions for health of specific disadvantaged groups need to focus on specific resources which are more effective for the groups.

• Journal of Digital Convergence
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• v.8 no.4
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• pp.83-95
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• 2010

This study is to investigate the relationship between job characteristics and job satisfaction in manufacturing company and difference of perceived job satisfaction from employment type(employees and temporary employees). The result of this study are as follows: (1) job characteristics such as skill variety, job identity, autonomy are related to job satisfaction, (2) the perceived job satisfaction is made a no difference between employees and temporary employees. The results above indicate that the job satisfaction difference from employment type can be used for organization to improve the organizational effectiveness including organizational competitiveness and employee's job satisfaction.

• Proceedings of the Korean Association for Survey Research Conference
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• 2007.06a
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• pp.109-122
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• 2007

o 비정규직근로에 영향을 미치는 요인 - 남성의 경우 낮은 사회계급(육체노동근로자, 낮은 소득수준, 낮은 교육수준, 낮은 주관적인 생활수준) - 여자의 경우 낮은 사회계급(육체노동근로자, 낮은 소득수준), 특히 연령이 높을수록, 교육수준이 높을수록 비정규직화 될 가능성이 남성보다 월등하게 높음. o 비정규근로가 건강지표에 미치는 영향 - 남자 : 자가건강수준, 근골격계질환, 간질환 - 여자 : 자가건강수준, 호흡기 질환, 정신질환, 사회, 심리적 건강(우울증, 자살사고) o 고용불평등 추이(1995년${\sim}$2003년) IMF 이후 - 남자육체직에서 유의하게 증가 - 여자비육체직에서 증가 양상