• 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.

• Journal of Labour Economics
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• v.44 no.2
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• pp.71-90
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• 2021

This paper examines the effects of COVID-19 on the working hours and wages by employment types of wage workers. Using the Economically Active Population Survey-Supplementary Survey by Employment Types(2017-2020), I found that due to COVID-19, non-regular workers reduced their working hours more than regular workers, shrinking their opportunities to generate wage income. During the same period, the working hours and wage gap between new regular and non-regular workers widened, this was largely in part-time and short-term workers. As the working conditions change based on the initial level, these results show that efforts to improve their(new and short term workers) working conditions can contribute to mitigating labor market inequality.

• The Journal of the Korea Contents Association
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• v.21 no.3
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• pp.796-808
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• 2021

This study examines the relationship of disability acceptance, interpersonal skill with job satisfaction to improve the job satifaction of the disabled in wage work. The study also examines the moderated effect of employment type and the mediated effect of interpersonal skill. the research used data from the 2nd wave of the Panel Survey of Employment for the Disabled(PSED) in Years 1-4(2016-2019), AMOS 22 was to analyze the paths between variables. The result of the study are as follows. First, The job satisfaction of the disabled in wage work differed significantly in educational background, age group, and working period. But, there was no significant difference in gender. Second, disability acceptance has been shown to have a significant positive effect on job satisfaction. Third, interpersonal skill have been shown to have a positive mediated effect in the relation between disability acceptance and job satisfaction. Fourth, the relation between disability acceptance and job satisfaction revealed that employment type have a negative significant moderating effect. Based on the result, Welfare practices for disability acceptance, interpersonal skill, and employment were proposed in order to promote job satisfaction for the disabled.

• Journal of the Korean Geographical Society
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• v.35 no.5
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• pp.701-716
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• 2000

This study examines patterms of wage inequality across ownership types and its regional structure in post-reform China in order to understand an emerging process of inequality. Using industrial wage data, I explored historical changes of cross-ownership wage inequality and its spatial differentiation during the reform period. This stuy found that pattems of wage inequality need to be understood in the context of changing redistributive economy which shapes state-enterprise relation in china's industrial sector. This relationship in turn determines labor market outcomes during the reform period including wage inequality. Regional structure of cross-ownership wage inequality also needs to be understood in terms of the differentiated process in which reqional wage levels are related to different wage factors. The findings have significant implications for understanding new patterns of soical and spatial inequalities in post-reform China.

• Journal of Labour Economics
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• v.32 no.3
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• pp.1-26
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• 2009

Using panel data from the Korean Labor and Income Panel Study(KLlPS), we examine the wage differentials between standard and Don-standard workers. To control for unobserved individual heterogeneities, we estimate the fixed effect models. Our results show that the OLS estimates are upwardly biased. We also find that labor unions and firm size are important determinants of the wage differentials.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.4
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• pp.521-531
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• 2006

Purpose: The purpose of this study were to examine the pay system and pay form of hospital nurses. Methods: This study performed secondary analysis on the existing data and employed a case study design. Data were collected from May 1, 2005 to September 30, 2005. Analysis of the results was carried out using SPSS win 12.0 for frequency, percentage, mean and standard deviation. Results: All hospitals did have pay steps considering the seniority rule. Each hospital had a variety types of an allowances, the criteria of the payment, and the bonus. The majority of payment form was a monthly pay. Several suggestions could be drawn from this study. The pay system of the hospital nurses should reflect market pay and pay system should be set up according to the value of duty, performance, and expertness of hospital nurses and should be clear and lucid. Conclusion: Pay is a major function of human resource management and is a motive to nurses. Each hospital's pay system is different outwardly but it is the same as internally. Therefore pay system and form should reflect a value of the duty and the expertness and performance of nurses.

• Journal of Labour Economics
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• v.34 no.2
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• pp.53-77
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• 2011

The last decade has witnessed a surge of research interest in differences between regular and irregular workers in employment forms. Recent studies on estimating wage differentials between the two types of workers in employment forms have typically used the linear regression analysis. Our study utilizes a new methodology to estimate wage differentials between the two types of workers: data matching. Our method can perform better than the ordinary regression analysis because it carefully addresses the selection bias problem. Our results indicate that there is no significant difference in wage between regular and irregular workers.

• Journal of Labour Economics
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• v.40 no.1
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• pp.69-97
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• 2017

This paper estimates the public and private sector wage gap trend from 2000 to 2014 using 'Korean Labor and Income Panel Study.' We account for unobserved fixed effect by using 1st differencing log wage in order to allow the gap to vary over time. Standard OLS estimates present the public sector wage is 10% higher than private sector on average. Moreover, the public sector wage premium displays the inverted V shape: sharply increasing up to 2006 and decreasing from 2007 to 2014. However, after controlling unobserved fixed effect, the public sector wage premium disappears and does not display the inverted V shape any more.

• Korean Journal of Labor Studies
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• v.23 no.2
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• pp.47-77
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• 2017

This paper analyzes the changes in wage inequality and its contributing factors since the mid-2000s. Although trends vary by data and wage indices, the Gini coefficient of the total wage of all workers shows an increasing trend due to the part-time increase of less than 35 hours per week, while the wage Gini coefficient of hourly wages and the total wage Gini coefficient of full-time workers showed a declining trend. Part-time increases have increased inequality based on total wages, but part-time hourly wage increases can be considered to have reduced hourly wage inequality. Therefore, as a result of decomposing the factor of Gini coefficient reduction only for full-time workers, factors that contributed absolutely to inequality reduction were variables such as job tenure, career, and occupation, and employment type variable has little effects, and the establishment size variable deepens inequality. The variables such as industry, age, and education did not contribute significantly to the inequality change. This is attributed to the decline in wage premiums for job tenure and management and professional jobs and the increase in wage premiums for large-scale businesses.

• 월간 기계설비
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• s.257
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• pp.64-68
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• 2011

현행 건설일용근로자의 포괄임금 계약에 대한 대법원의 판결과 고용노동부의 지침이 변경되어 혼란이 야기되고 있다. 고용노동부는 지난 8월 8일 건설 일용근로자의 포괄임금제 업무처리 지침을 변경하고 일선 사업장에 시정 지시 공문을 발송하고 있다. 새로 변경된 건설 일용근로자의 포괄임금제 업무처리 지침은 일당제 일용근로자의 고용형태를 두 가지로 구분하여 일급에 포함되었다고 볼 수 있는 수당과 그렇지 않은 수당을 명시하고 있다. 일급에 포함되었다고 볼 수 없는 수당의 경우 해당 근로수당을 포함하여 체결된 근로계약이 부적정하다는 입장이며, 이에 따라 일당제 일용근로자를 사용하고 있는 사업장에 시정지시를 하고 있다는 것이다. 그러나 현행 판례 및 행정해석, 기존 고용노동부의 지침은 제수당을 미리 합산한 일정금액을 지급하기로 하는 포괄임금 계약을 인정하고 있다. 이처럼 판례와 고용노동부의 지침이 서로 다르고, 새로 변경된 고용노동부의 지침을 반영하는 새로운 판례가 아직까지 나오지 않았기 때문에 사업장에서는 사례별로 유연한 대응이 필요하다.