• Journal of Labour Economics
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• v.37 no.3
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• pp.101-122
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• 2014

This paper empirically estimates the decision of aged workers related to the retirement decision. Using the supplemental survey for aged people of the Korean panel data set, the paper analyses the correlation between the retirement decision of middle-aged people (aged 50 years or older) and personal characteristics and job characteristics of main jobs that aged people had worked, particularly focusing on the mandatory job retirement regulation and its regulation of retirement ages. The empirical results show that the regulated retirement age is more important than the existence of mandatory retirement system in related to the workers' retirement decision.

• Journal of Labour Economics
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• v.44 no.2
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• pp.1-31
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• 2021

This paper estimates the employment effects among 55~59 years old men of delayed mandatory retirement act between 2016 and 2019. Although the positive employment effects appear to have reclined during the period, they have remained non-trivial and may have encroached youth employment. The results suggest that wages should be flexibly adjusted in the market so that labor demand can sufficiently expand to accommodate the increased labor supply among the old without hurting the young.

• The Journal of the Korea Contents Association
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• v.15 no.11
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• pp.93-103
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• 2015

In this study, it has an intention of arranging an implication based on an effective introduction of a wage peak system in Japan to settle a mandatory retirement at sixty according to a legalization of retirement age at sixty smoothly. Institutionally, retirement age guaranteed type that reduces wage from certain period before retirement is of great importance. In Japan, mainly features the extension of retirement age that focus on keeping aged employment after retirement. In the introduction of the wage peak system, Korea attaches importance to the wage cost savings, but Japan puts emphasis on using aging workforce. Korea wants to promote the aged employment for retirement age at 60, whereas Japan actively push ahead with retirement age 65 and after that time. South Korea needs to reinforce the pensionable age and the connection though the extension of retirement age via the manpower utilization, employment promotion and the stability. It is necessary to prepare a institutional plan to try not to make a gap of the pensions by guaranteeing or extending the retirement age connect to the age of pensioners though the wage peak system. To activate the wage peak system, it is necessary to acknowledge a legal improvement that concedes rational changes such as the rule of employment. An active interpretation is needed currently though, it is more necessary to review the stipulation and the rational changes of the rule of employment that is established by a precedent like the Japanese legislation case. When a disadvantageous change of works rules is made, it is able to consider establishing the provision in the Act on age Discrimination Prohibition in Employment and Aged Employment Promotion, therefore it won't be able to apply the regulation in the rational criterion that satisfies the standards, rather than amending a Article 94 of the Labor Standards Act that makes accepting the approval of the majority of workers.

• Korean Journal of Social Welfare
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• v.57 no.2
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• pp.277-295
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• 2005

The purpose of this study was to bring together evidence of the operation and impact of legislation to prohibit age discrimination in those countries that have such laws. We identified 5 countries with extensive age discrimination legislation: the US, Canada, Australia, Finland and Republic of Ireland. The objectives and cultural context of age discrimination lesgislation, which plays a large part in each country determining what type of lesgislation is deemed to be appropriate. The effeciveness or impact of the legislation, in terms of progress towards these objectives. Some key issues where choices of emphasis will need to be made in the introduction of new legislation to reduce age discrimination.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2014.10a
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• pp.131-133
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• 2014

본 연구는 도선사의 근무 연한이 도선의 안전성에 미치는 영향을 살펴보고, 도선사의 근무 연한에 영향을 주는 요인에 대해 분석하는데 목적이 있다. 우선, 지난 10년간 도선사의 진입연령 추이를 통해 해마다 약 0.3년씩 신규 도선사의 고령화가 진행되고 근무 연한 또한 줄어들고 있음을 확인하였다. 둘째, 도선사의 근무 연한이 짧아져서 전문 인력의 활용도가 떨어지고 도선의 안전성에도 악영향을 미치는 것으로 나타났다. 셋째, 도선사의 근무 연한에 직접적인 영향을 미치는 요인인 도선사 면허시험 응시요건과 승무경력가산점 그리고 도선사의 정년에 대하여 상세히 분석하였다. 따라서 도선사의 근무 연한에 영향을 미치는 이러한 요인들에 대하여 정책적으로 개선한다면 도선의 안전성을 향상시키고 나아가 아름다운 우리나라의 항만을 깨끗하고 안전하게 지킬 수 있을 것으로 기대된다.

• Korea journal of population studies
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• v.23 no.1
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• pp.147-180
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• 2000

1997-98년의 외환위기는 한국경제 전반에 걸쳐 커다란 변화를 초래하였다. 특히 노동시장에서도 200만 명의 전례 없는 대량실업을 경험하였다. 이전의 고학력 실업과 생산직 노동력 부족이라는 두 가지 큰 특징으로부터 성, 학력, 연령에 관계없는 전 노동력에서의 대량실업이라는 특징을 경험하게되었다. 불경기에서의 기업 구조조정은 많은 직장인들로 하여금 통상적인 정년을 채우지 못하고 조기 퇴직해야 하는 상황을 초래하였다. 특히 50세 이상의 중·고령자 조기퇴직은 그들이 가정경제를 책임지는 가장으로서의 가정적 불안 뿐 아니라, 사회적으로도 실업자 보호를 위한 비용지출이 증대될 수밖에 없다. 이러한 현상은 직장에 남아있는 근로자들의 고용불안으로 확대되어 근로자들의 의사가 제대로 반영되지 않는 채 그 동안 정착된 고용관행(60세 전후 정년퇴직, 연공서열형 보수체계, 등)이 쉽게 무너지고, 사용자 중심의 새로운 고용관행(계약직, 연봉제, 단시간 근로형태, 등)이 확대될 가능성이 높아지게 되었다. 본 연구는 중·고령자의 고용안정과 촉진을 위한 정책대안과 촉진을 위한 정책대안을 제시함으로써 개인에게는 적합한 직종에서 일할 기회를 부여하고, 사회적으로는 실업문제의 해결로 사회복지비용의 지출을 최소화한다는 차원에서 연구되었다. 일반적으로 채용 면에서는 퇴직된 중·고령자도 신구인력과 경쟁적일 수박에 없으므로 비록 경기가 회복되더라도 재취업의 어려움은 여전히 남을 수밖에 없다. 뿐만 아니라 이들은 오랫동안 피고용자로서 근무해 왔기 때문에 신규 자영업에 진출하기도 조심스러울 수밖에 없어 이들의 경제활동에 대한 정부차원의 지원정책이 필요할 것이다. 연구결과 다음과 같은 몇 가지 중요한 정책적 시사점을 제시할 수 있다. 의무고용률 의 조정, 퇴직 전 전직훈련의 의무화, 고령자 창업보육센타의 설립, 신규채용이나 퇴직에서 제한연령의 완화 및 철폐, 서비스 산업에서의 고령자 적합직종의 개발, 등이 그것이다.

• Korean Security Journal
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• no.15
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• pp.359-379
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• 2008

Police organization tries to recruit competent and young persons, but its concern for retiring persons is extremely little and it expels those who are not prepared to live in outside society. The studies on the management and support the retiring police officers who dedicated their lives to our society are very rare. The object of this study is to study the needs for reemployment in police officers and to develop retirement systems and vocational abilities. Finally, I suggest the establishment of the unit that fully takes charge of retirement management, the method of setting up the learning organization for self-development, the effective ways to get various licenses, the offer of informations on fields of reemployment, the development and management of preparing and support programs for retirement persons.

• The Journal of the Convergence on Culture Technology
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• v.9 no.1
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• pp.401-405
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• 2023

From a phenomenological perspective on military human resources to carry out the government's "Defense Vision 2050" project, this study presents the direction of revision of the military pension along with the age and continuous retirement age system under Article 8 of the Military Personnel Act and the promotion criteria under Article 33 of the Enforcement Decree of the Military Act. The Military Personnel Act and the Enforcement Decree of the Military Personnel Act, which was created 60 years ago, are contrary to the equity of the current situation in 2022, and the conflicts continue to be drawn in terms of internal and external aspects of military human resources carrying out the "Defense Vision 2050" project, which is the keynote of the government's policy. In addition, this is linked to the national financial burden of military pension finances. Therefore, this study began with the need to revise the Military Personnel Act so that excellent human resources can continue to be introduced into a military system and perform stable duties through retirement age guarantee systems rather than class retirement.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.27 no.4
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• pp.105-113
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• 2019

The commercial pilot retirement age has continued to 65 since the International Civil Aviation Organization(ICAO) amended the recommended age limit from 60. The target of this review is to analyse whether aged pilots have an increased age-dependent risk of medical incapacitation. Medical in-flight incapacitation is actually very rare event and the demonstrated annual incapacitation rate provides an acceptable risk within the criteria known as 1% safety rule for a pilot undertaking air transport operations while some controversies exist. There is a possibility that the accident rate has decreased due to the improved skill by increasing pilot's age. At the decision of flight or not for elderly airline pilot the interacting factors of personal health status, piloting experience and new flight environments should be considered to define job limit criteria than mere the age. Results of a survey led by airline pilot association in Korea shows 65% of airline pilots are willing to fly without any age limit and 87% agreed that age limit is worthy to extend beyond current standard on the basis of medical examinations. Only 11% agreed to maintain current age limit.

• Journal of dental hygiene science
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• v.15 no.6
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• pp.786-793
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• 2015

The purpose of this study to find out factors that affect intention of career discontinuity among dental hygienists. The data was collected from 300 dental hygienists working at dental clinics. The total of 281 copies were used for analysis. Statistical analysis was performed using PASW Statistics 18.0 at the 5% significance level. T-test, ANOVA, factor analysis, reliability analysis, correlation analysis, hierarchical regression analyses were applied in this analysis. The results were as follows: 1. As for intention of career discontinuity by general characteristics, there were statistically significant difference according to age, duration of employment, children, children age and monthly income (p<0.05). 2. As for intention of career discontinuity by job awareness, there were statistically significant difference according to turnover, work-life, retirement age of dental hygienist, duration of job maintenance and re-employment of dental hygienist (p<0.05). 3. As for hierarchical regression analysis of the factors affecting the intention of career discontinuity, the support from employer had most significant influence on intention of career discontinuity (p<0.05). In order to decrease the career discontinuity among dental hygienists, plans that can increase the work-environment should be implemented by improving support from employer.