• KDI Journal of Economic Policy
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• v.15 no.3
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• pp.161-190
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• 1993

우리나라의 산재보험제도(産災保險制度)는 최초의 사회보장제도(社會保障制度)로서 1964년부터 실시되어 동로자(動勞者)들의 생활보호(生活保護)에 중요한 역할을 하여 왔다. 그러다 양적(量的)인 확대(擴大)에도 불구하고 현재와 우리나라 산재보험제도는 많은 문제점을 가지고 있는데, 예를 들어 동로자(動勞者)들은 급여수준(給與水準)에 대하여 큰 불만을 가지고 있는 반면 사용자(使用者)들은 보험제도를 통한 근로자들의 노동기피현상(勞動忌避現象)(shirking)을 정부측(政府測)에서 적절히 통제하지 못하고 있다고 주장한다. 본(本) 논문(論文)은 이러한 맥락에서 임금(賃金)과 산재휴업일수(産災休業日數)간의 관계를 고찰하고자 한다. 임금수준(賃金水準)은 휴업일수(休業日數)에 대하여 두가지 경로(經路)를 통하여 영향을 미친다. 첫째로, 임금(賃金)이 높을수록 휴업을 빨리 끝내고 재취업(再就業)하려는 유인(誘引)이 강해지는 반면, 둘째로 임금(賃金)이 높을수록 이의 일정비율(一定比率)로 정해지는 휴업급여(休業給與)도 높아져서 재취업(再就業)의 유인(誘引)이 감소한다. 본(本) 논문(論文)은 재해동로자(災害動勞者)들에 대한 횡단면(橫斷面) 분석(分析)을 통하여 이러한 두 영향의 상대적(相對的) 크기를 살펴보고, 이것이 임금계층(賃金階層)에 따라 어떻게 달라지는지를 실증분석(實證分析)하였다. 이를 위해서 여러가지 유형(類型)의 듀레이션(duration)유형(類型)을 추정하였는데, 분석 결과 임금(賃金)에 대한 휴업일수(休業日數)의 탄력성(彈力性)은 평균적으로 양(+)이며 또한 이 탄력성(彈力性)은 임금수준(賃金水準)이 높을수룩 높아지는 것을 발견하였다. 이러한 발견은 현재 모든 임금계층(賃金階層)에게 재해전(災害前) 평균임금(平均賃金)의 70%로 정해져 있는 휴업급여(休業給與) 산정방식(算定方式)을 조정하여 고임금동노자(高賃金動勞者)에게는 임금대체율(賃金代替率)을 하향조정(下向調整)할 필요가 있음을 의미한다.

• Convergence Security Journal
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• v.16 no.6_2
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• pp.3-22
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• 2016

The purpose of this paper is to study ways to improve the welfare of private security guards. For this reason, it was analyzed the actual situation of the private security guards' wage and welfare system. As a result of the analysis, the most important factors that affect the wages and welfare system of private security guards was such as contracting costs, the minimum wage level, professional duties. In particular, a private security guards have been recognized as the most low-level professionalism sorted by the simple laborers standard classification. Wages of guards in accordance with this recognition is only about 47% of major company on average, about 80% of the small business average. If the proposed future improvements include: First, we need to improve the professionalism of a private security. Second, It is established a mutual-aid project about private security guards. Third, It shall regulate the wage of private security guards on Private Security Industry Act. Fourth, we should adopt a selective welfare system.

• Journal of the Korea Institute of Building Construction
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• v.16 no.6
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• pp.553-560
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• 2016

Wage is a very important issue not only for the workers' current living but also for the future laboring landscape. As of 2014, it is reported that about 290,000 workers suffer from delay in payment of wage. The construction industry is particularly labor-intensive, which implies that delay in payment of wage is a serious problem. Despite this fact, in terms of the delayed payment of wage most studies have been conducted on the improvement of a system to resolve delayed payment in exclusion of labor workers' awareness and thinking. Thus, the purpose of this study is to understand construction labor' awareness and analyze the effectiveness of the resolution step of the delayed payment of wage based on construction labors' awareness. In the research result, more than 30 percent of all construction labors and managers are never aware of the settlement procedure of the delayed payment, and it appears that the resolution step system needs to be greatly improved. In conclusion, it is expected that this study will be utilized as fundamental data for the settlement procedure of the delayed payment, and the influence of delayed payment on construction labors' safety behavior and productivity should be further studied in the future.

• Cement
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• s.30
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• pp.8-12
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• 1969

• 산림경영
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• s.46
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• pp.8-11
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• 1989

• The Journal of the Korea Contents Association
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• v.22 no.5
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• pp.214-222
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• 2022

It is important to realize employment equality to fulfill corporate social responsibility. The most suitable indicator for assessing its performance is the gender wage gap. Korea is considered the country with the most severe gender wage gap among OECD member countries, however, studies on the gender wage gap have been mainly attempted to explain in terms of the structure of the labor market, government policies, etc. This study focus on the characteristics of CEO and HR systems among the characteristics of organizations affecting the gender wage gap. The management philosophy sets the direction of organizational decision-making and activates the system. In addition, the HR system enables fair and objective organizational management for members through rules and procedures. However, even in organizations seeking rationalization, minority people may experience discrimination. Moreover, the rational HR system may act as a mechanism to justify discrimination, contrary to existing intentions. This study proposes that in order for the rational HR system to work positively, it must be based on the management philosophy. In other words, it is intended to derive a mechanism that can alleviate the gender wage gap from the integrated perspective of the characteristics of the CEO and the rational HR system. In particular, it aims to provide specific implications for how the organization should operate the HR system by examining the gender wage gap based on internal factors of companies that utilize manpower.

• Korean Journal of Social Welfare
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• v.59 no.4
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• pp.297-317
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• 2007

In this article, I want to demonstrate wage equality increases support for welfare expenditures while the wage equality depends on how labour market institutions are organized. In other words, this study tries to show that there can be institutional complementarity between inequality-reducing labour market institutions and generous social policy. In the first section, I develop a theoretical models which deal(1) how the inequality of income affects the political support for welfare expenditure(2) how the configurations of labour market institutions affect income inequality in the labour market. In the following section, this study tests the models with data on welfare spending, configurations of labour market institutions, and the inequality of wage and salaries in 14 welfare states from 1980 to 1995. Empirical analysis also provides support for key implications of the models. These models and empirical findings may show that the institutional complementarity stems from the interdependence of institutional influences on actors' decision-making. Moreover, this study suggests welfare policy are always considered with labour market institutions.

• Journal of Labour Economics
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• v.17 no.2
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• pp.237-254
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• 1995

• Cement
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• s.38
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• pp.16-21
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• 1970

시멘트공업경영은 자본집약산업으로 그 규모는 일정수준의 단위까지 팽창되지 않으면 안되는 시장경쟁적 여건을 포함하고 있는데 특히 시멘트제품의 수급비탄력성은 방대한 규모의 생산시설과 여기에 투입된 노동을 유휴화시키고 이로 인한 기업의 고정비부담을 가중시키므로 적자의 가장 큰 요인으로 작용하고 있다. 이와 같은 유휴비용중 특히 노무비부담이 큰 비중을 점하고 있는데 현세멘트공업계의 임금제도는 저생산저임금형태로 기업과 종업원에게 공히 유용한 요소가 되고 있다. 이러한 시멘트의 계절적인 수요변동에 따라 성수기에 있어서는 노동의 부족을 나타내고 비성수기에 있어서는 확대된 부분이 축소된 것만큼 인원을 감소시켜야하므로 노사간의 불화와 기업공신력의 상실등을 야기시키게 되어 기업측이나 종업원측으로 보아서도 서로의 손실임에는 틀림없다. 따라서 이와 같은 문제는 합리적인 임금제도 및 영리의 결여에서 오는 것인 만큼 기업과 종업원에 공히 이득을 가져와 줄 수 있는 성과급제도의 도입적용에 시급히 필요하다고 하겠다.

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