• Journal of Labour Economics
• /
• v.39 no.1
• /
• pp.33-55
• /
• 2016

This paper examines the role of adverse working environments in the determination of workers' compensation in South Korean. I use the Third Korean Working Conditions Survey(2011), Occupational Safety and Health Research Institute that provide relevant variables in objective and subjective compensation and workers of diverse working environment. I find that risk factors in adverse working environments have a very minor role in the determination of individual wages. In contrast, adverse working environments have significant relationship with the level of compensation satisfaction. In addition, the results show that workers are more likely to receive compensation from psychological risk than physical risk. And women receive much more compensation in the psychological risk. These results provide useful information for improvement of working environments.

• Journal of Labour Economics
• /
• v.37 no.4
• /
• pp.113-141
• /
• 2014

This paper examines the occupational gender wage gap in the Korea labor market. This paper classifies occupations into three(the blue-collar profession, white-collar profession and female-dominated profession) according to job characteristics and female worker's ratio. To analyze occupational gender wage gap, this paper uses Mincer's wage equation(1974) and Oaxaca model(1973). The results are listed below. First, the gender wage gap is growing in all occupations. Second, the cause of increasing gender wage gap varies in different occupations.

• Journal of the Korean Regional Science Association
• /
• v.38 no.2
• /
• pp.3-20
• /
• 2022

The purpose of this study is to explore the heterogeneity of compensating wage differentials for outdoor workers, under the threat of climate change and heatwave, by region and by wage quantile. This study conducted Oaxaca-Blinder decomposition, multiple regression analysis by region, and unconditional quantile regression analysis using the Korean Working Conditions Survey, which provides individual-level information on the working environment and worker's characteristics. The implications derived from the results of the study are as follows: For most variables, the endowment effect and the price effect were greater for indoor workers, while experience and gender played a role in narrowing the wage gap; The compensating wage differentials for outdoor workers were confirmed to be 2.4% nationwide, depending on the region however, the compensating wage differentials varied from 5 times of national average to nothing statistically significant; The higher the wage quantile, the greater the compensating wage differentials for outdoor workers, and statistically significant monetary compensation was not identified for some low-level outdoor workers. This study is meaningful as an early study that revealed the heterogeneity of compensating wage differentials for outdoor workers and suggested further research on the topic.

• Journal of Labour Economics
• /
• v.29 no.2
• /
• pp.29-66
• /
• 2006

This study investigates the structural change of wage determination within internal labor market that have occurred around the financial crisis in 1997 by using the personnel data(1996~2000) of a Korean large firm. We take the effect of performance-based pay system to apply on wage determination of workers using Mincerian earnings function estimation. After introducing the annual salary system in the firm, we did not find the fact that the wage effect of seniority decreases, but we found the wage effect of relative evaluation ratings increases. Then, this study identifies the importance of the reward strategy of firm in Korean internal labor market. Finally, we have concluded that although the firm acknowledged the positive effects of performance-based HRM practices, we have not obtained enough evidence on the transformation into such practices because the seniority-based HRM has been traditionally prevalent in the Korean internal labor market.

• The Journal of the Korea Contents Association
• /
• v.6 no.9
• /
• pp.185-191
• /
• 2006

The purpose of this study is to examine the effects of the perception of compensation equity on the organizational commitment, and the potential mediating roles of trust in that process. The results were as follows; First, the perception of compensation equity(pay and promotion equity) has a positive influence on organizational commitment. Second, hierarchical regression showed that promotion equity added to pay equity in expanding the variance of the organizational commitment. Third, according to results of regression analysis was found for mediating role of trust in their leaders in the relationships between compensation equity and organizational commitment. The result of the study implies that trust is a crucial factor in the explanation of organizational commitment and hotel managers are able to motivate organizational commitment by paying more attentions to trust in their leaders.

• Journal of Labour Economics
• /
• v.30 no.1
• /
• pp.31-53
• /
• 2007

This paper, using the sample of male workers in manufacturing industry from the HCCP (Human Capital Corporate Panel) data, analyzes the effects of trade union on the level and dispersion of wages. One of the advantages of the HCCP data is that it enables a researcher to control the effect of individual firm's 'ability to pay' on wage. All relevant variables controlled, the union effect is estimated to be 5-8%. Yet this figure seriously underestimates the wage advantage enjoyed by union workers, because union sets the "price" for experience low and the price for tenure high and at the same time extends tenure of workers by adopting strong employment protection policy. The paper also analyzes the effects of union on the wage inequality. The results are mixed: overall wage inequality is smaller in union sector while standard deviation is larger when all the personal characteristics are controlled.

• Journal of Labour Economics
• /
• v.40 no.3
• /
• pp.29-55
• /
• 2017

We examine the effects of the self-reported subjective and the objective health indexes on work compensations. The compensations consist of monetary factors, such as wages, and non-monetary factors reflecting job risks such as the workplace accidence. The wages and workplace injuries are clearly affected by gender and age differences as the subjective and objective health factors of elderly workers are combined with physical and systematic work environments. Mental health problems such as work depression are more serious especially for high income elderly groups. The elderly workers experienced with physical problems and chronic illnesses are led to the decrease in wages and the increase in safety accident risks at work sharply. Therefore, we need to provide supporting services, retirement planning designed by companies, supported by the government enhanced risk working conditions and the weakness on protecting jobs.

• Journal of Labour Economics
• /
• v.28 no.1
• /
• pp.135-156
• /
• 2005

This paper analyzes the distribution and determinants of income of the self-employed, in comparison with salaried workers. Relative to salaried workers, in general, the self-employed tend to have a larger dispersion of income and larger heterogeneity. In this regard, the quantile regression analysis was used, along with a typical OLS regression analysis. According to the empirical findings, the income of the self-employed is larger than that of salaried workers, and this difference is larger for higher income group. The marginal effect of education is larger for higher income groups for both the self-employed and salaried workers, implying the return on education is larger for higher income groups. In contrast, for self-employed women, the marginal effect of education is smaller for higher income groups. Put differently, the return on education in the labor market is larger for salaried workers and self-employed men of high income groups as compared to those of low income groups, whereas the opposite holds for self-employed women.

• The Journal of the Korea Contents Association
• /
• v.16 no.2
• /
• pp.45-56
• /
• 2016

This study explains about a phenomenon where the structure of the compensation plan for a single salesperson may vary as he/she gains experience. Unlike past studies that implicitly assume the limited effect on salesperson's experience, our result predicts that a salesperson will make an effort at every period early in his/her career without any commissions in order to gain experience. However, if one cannot expect any marginal returns of accumulated efforts, the sales manager must provide commissions on the high volume of sales at each period, to facilitate a high effort of a salesforce at earlier periods. Our paper provides important implications about dynamics in the compensation plan, which has not been addressed in the past studies but has frequently been witnessed in practice.

• Journal of Labour Economics
• /
• v.17 no.2
• /
• pp.289-318
• /
• 1995