• Management & Information Systems Review
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• v.14
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• pp.117-132
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• 2004

The purpose of this study is to propose empirically the improvement measures of labor conditions of the contingent worker. Since early 1980s, the labour market in Korea has given rise to a rapid growth in contingent worker. Last year, the number has shot over 7 million mark, with the ratio standing above the 50%. This study analyses the improvement measures of labor conditions of the contingent worker. This study present five major improvement measures of labor conditions of the contingent worker. First, It's establish of the relations between organizational flexibility of the labour market and the contingent worker. Second, It's needs to realize wages level of the contingent worker. Third, the contingent worker convert standard workforce step by step. Fourth, it's make no discrimination of the between contingent worker and standard workforce. Fifthly, the government place restrictions of the contingent worker rates.

• Korea journal of population studies
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• v.8 no.1
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• pp.47-65
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• 1985

Three stages of population growth during last forty years affected differently to the labor force and employment in Korea. The first impact of rapid population growth on the labor force occured after the end of World War II. Sudden growth of population due to repartriation and refugees directly increased the labor force. Deteriorating labor market conditions were caused not only by the explosive labor supply but also by the shortage of employment opportunities due to a lack of productive facilities. This severe excess supply of labor continued until the early 196Os. Population growth in the second stage which caused by high fertility during the post Korean War baby boom period induced an eventual increase in the labor supply with time lag of more than fifteen years. Younger persons born during baby boom period were flooded the labor market. Fortunately, job opportunities were expanded more rapidly than the labor force supply because high rates of economic growth and speedy industrialization were continued until the later half of 1970s. Unemployment, therefore, decreased dramatically during this period. The effect of third stage which is characterized as mitigated population growth due to birth control has appeared in the labor market since late 1970s. The growth rate of labor force has been going down and the proportion of younger workers was also been decreasing. From the early 1980s, furthermore, partial disharmony between supply of and demand for the younger workers is closing up. Less educated younger workers who works at low wage are lacking while more educated youngers who want to work at high wage are being excess, because a lot of younger prefer higher education rather than productive job. It is expected that the structural inharmony will be diversified in the future in Korea. The labor force will be changed to middleaged, highly educated and womenized till year 2000, and, after then, to old-aged. On the demand side, industries and jobs will transferred to be labor-saving and soft. These structural changes of labor supply and demand will not matching in time. Aggregate supply of labor force will be steadily increasing more rapidly than aggregate demand for labor until year 2000, and this trend will continue to the first one or two decades of the 2lth century because the persons born dufing the baby boom pariod are being eligible couples in recent. Therefore, conclusion is that appropriate manpower development policy as well as sustained birth control policy is necessary for harmonizing the structural unbalance and the disequilibrium between aggregate labor supply and demand in the future.

• International conference on construction engineering and project management
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• 2005.10a
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• pp.389-396
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• 2005

Despite very good reputation that Korean construction industrial firms had enjoyed until early 1990's in overseas markets, their participation abroad drastically declined after the delivery of two(2) million unit-housing project in the early 1990's and the foreign currency crisis that took place in the late 1990's. The revival of booming construction industry in domestic market is far beyond the expectation due to the long recession of the construction economy and government's severe restriction against real estate development. Under such crucial circumstances, the construction industrial firms' strategy to survive is the more active business promotion in overseas markets. However, the Korean construction industrial firms have to abandon the labor intensive strategy, through that they have enjoyed until the early 1990's, and turn to management oriented strategy which may be a new prosperous horizon and a new challenge as well, because the labor cost of newly developing countries is much more competitive. The aim of this study is to suggest how to cope with current market situations through a chronological survey based on the cost data prevailed during four decades from the 1960's until the 1990's in overseas markets.

• Korean Journal of Social Welfare
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• v.42
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• pp.169-198
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• 2000

This paper attempts to analyze the early retirement in the OECD countries and discuss implication of that in the old age policy in Korea. The increase of the early retirement in the almost all OECD countries is a common fact. Especially the rate of early retirement rapidly increased in the 1980s, mostly reflecting the high rate of unemployment and states' policies to reduce it. However, it varies across countries: the unemployment compensation pathway in France, the mixture of social assistance and private insurance in England, VUT in Netherland, the privatization of the early retirement in the U. S., and partial retirement and labor market policy in Sweden. The early retirement in the advanced countries contributes to de-institutionalization and de-standardization in life course model. It resulted in the erosion of the ordinary conception that the retirement was the beginning of the old age. And the last phase of life course became blurred. With respect to the problem of the early retirement, there is a big difference between Korea and the OECD countries. Above all, the retirement age is 55 years in many companies and the public pension is not universalized in Korea. Accordingly the policy for income security of the old age in Korea should be connected with social security policy such as the gradual extension of the retirement age and the expansion of the public pension and labor market policy such as job training for the old age, transformation of the seniority wage system etc.

• Safety and Health at Work
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• v.11 no.3
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• pp.291-300
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• 2020

Background: The study aimed to determine the association of individual cognitive ability in late midlife with labor market participation among older workers. Methods: This prospective cohort study estimates the risk of long-term sickness absence, disability pension, early retirement, and unemployment from scores on the Intelligenz-Struktur-Test 2000R by combining data from 5076 workers from the Copenhagen Aging and Midlife Biobank with a register on social transfer payments. Analyses were stepwise adjusted for age, gender, physical and psychosocial work environment, health behaviors, occupational social class, education, and chronic diseases. Results: In the fully adjusted model, low cognitive ability (≥1 standard deviation below the mean for each gender) and high cognitive ability (≥1 standard deviation above the mean for each gender) were not associated with risk of any of the four labor market outcomes. Conclusion: Individual cognitive ability in late midlife was not associated with risk of long-term sickness absence, disability pension, early retirement, and unemployment in the fully adjusted model. Thus, no direct effect of individual cognitive ability in late midlife was observed on the risk of permanently or temporarily leaving the labor market.

• Journal of Labour Economics
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• v.39 no.3
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• pp.33-73
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• 2016

We examine the relationship between individual's personality trait and wage performance using administrative data collected by Korea Employment Information Service. We use Aptitude Test Battery and Five Factor Personality Inventory for individual's cognitive and noncognitive skill respectively. The results show that there are robust relationships between wages and conscientiousness, extraversion. The relationships between personality traits vary across gender. Additionally, this results imply that the return to schooling is higher for those with higher cognitive ability in early labor market.

• Korean Journal of Social Welfare
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• v.52
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• pp.33-61
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• 2003

This study aims to identify early retirement and the subsequent career ending patterns and explain the phenomena in terms of social security policies and labor market perspectives. Although many older workers retire early, there are very few studies to examine how the retirees end their careers after quitting the long-time jobs. The paper investigates individual work experiences 55 through 61, identifies the career ending patterns, constitutes the micro and macro analytical models to estimate the impacts of labor market and work-related variables. The findings show that many older workers have diverse career ending patterns after long-time career jobs, that is, still working at age-55 job, exiting and reentering, sporadic work, retired permanently from age-55 job, a repeat of labor force entry. Also the estimation results indicate that pension, social security, labor market condition, work structure variables better explain the career ending behaviors than social psychological factors of health, education, attitudes toward retirement and job, ethnicity. Finally, this paper discusses theoretical importances of labor market perspectives and policy implications at the end of thesis.

• Korean Journal of Labor Studies
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• v.17 no.1
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• pp.325-350
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• 2011

This article examines part-time work in the UK in terms of its characteristics and institutional contexts. Part-time jobs developed early due to the UK's liberal market institution and low level of public support for female employment. A large proportion of the employed women (about 40 percent) work part-time. Part-time work has been largely for married women. The expansion of part-time work in the UK was primarily market-driven and led by employers. Married women have worked part-time work primarily to accommodate their family responsibilities. There have been significant changes in labor market regulation in the UK since 1997. The Labor government legislated the Part-time Workers Regluations in 2000 to protect part-time workers. The government has also changed and newly implemented various laws and policies for work-life balance. There has been a real progress in improving the quality of part-time work overall. Nevertheless, we have not seen qualitatively different results in terms of female employment patterns and the qualify of part-time work so far. It has been largely constrained by the government's liberal orienation and voluntarism of labor relations in the UK.

• Economic Analysis
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• v.25 no.4
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• pp.1-24
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• 2019

This study examines the labor market performance of graduates who had student loans. Compared to earlier studies, we extended analyses to all jobs that were experienced for more than 18 months after graduation. First, we found that students who had student loans earned 2.81% less at their first job compared to their counterparts without student loans. Second, the wage gap decreased over time, a reduction of 0.66%p due to labor market turnovers. Third, when we compared cumulated labor income, however, the amount for borrowers were continuously higher. This is because the job searching period of a borrower was shorter, despite relatively lower wages at the first job, and borrowers also made more frequent job turnovers, accompanying relatively more wage increases. These results suggest that the negative effects of college loans on earnings, reported in previous studies, may have exaggerated the negative impact to some extent of having loans. However, when we look at the quality of jobs beyond simply wages, the proportion of borrowers working at large companies as regular workers was consistently low. Given that job conditions at the earlier stages of one's career may lead to gaps over time, our findings call for more systematic investigations into the effects that student loans have on long-term labor performance.

• Journal of Labour Economics
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• v.34 no.2
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• pp.1-27
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• 2011

This paper analyzes the demand and supply structure of the market for college professors, and then characterizes the changes in the economic status of them for the last three decades. On the supply side, the number of Korean recipients of doctorate degrees from the U.S. institutions, relative to the number of newly hired professors, has declined dramatically since early 1990s. The relative remuneration of professors, which is found to be closely related to the 'number of students per professor', has also declined steadily. These suggest that the decline in the relative wage of professors has been a driving force for the decline in the relative size of new PhD's in the U.S.