• 가정과삶의질연구
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• 제7권1호
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• pp.119-138
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• 1989

This study attempts to apply its result to decision whether housewives are in the labor market or not by investigating the level of reservation wage of them and the influencing factors on it. The purpose of this study is to analyse the effects by identifying , on the basis of theoretical models, the factors that influence reservation wage, and to predict future state of female employment. 1) The level of reservation wage of housewives showed significant differences by husband's income, household asset, housewife's education level, housewife's age, number of children division of husband in household labor, and by three marketization of housework. 2) The variables which affected reservation wage of housewife independently had influence on it in the following order: Husband's income, education level, age affect positively reservation wage of housewife, and a negative relation has been found between division of husband, level of commodity substitution and reservation wage of housewife. 3) Husband's income, housewife's education level, housewife's age, division of husband in household labor, level of commodity substitution give direct effects on reservation wage of housewife. Education level, age, number of children and family type influenced reservation wage of housewife through level of commodity substitution indirectly.

• 패션비즈니스
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• 제19권3호
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• pp.73-87
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• 2015

The purpose of this study is 1) to compare the employment status and wage level of "Clothing and Fashion" major (CF major) graduates with those from other majors and 2) to examine factors affecting the employment status and wage level of CF major university graduates. The data were pooled from the 2009-2012 Graduates Occupational Mobility Survey Data, conducted by Korea Employment Information Service. First, when graduates of CF major were compared with other majors in the same academic area-natural science and arts-, the rate of employment was higher for CF majors than that of other majors; on the other hand, there is no difference in the wage levels between those with graduates in CF majors and those with other majors. Second, we examined factors affecting CF major graduates' employment and wage level based on graduates' individual factors, university factor, and job preparation factors. Employment status of graduates in CF major was predicted by respondent's gender and university type, and work experience. The wage level of CF major graduates was significantly predicted by individual factors (e.g., gender and age, university factors (e.g., university type, university program, location), and job preparation factors (e.g., certificates, overseas experience of foreign language training, English test scores). The results of this study would provide a guide to direct university educational program in order to assess the current capabilities in the field of clothing and fashion.

• 노동경제논집
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• 제41권4호
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• pp.107-131
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• 2018

본고는 최저임금위원회의 최저임금 결정구조에 관한 모델을 제시하고, 최저임금위원회 참여 주체들의 행동, 결정 과정 및 결과를 분석한다. 최저임금위원회는 지금까지 노사안을 놓고 표결하는 방식과 공익위원안을 놓고 표결하는 두 가지 방식을 사용하여 왔다. 모델에 따르면 어느 방식에 의하건 최저임금은 공익위원 중위투표자가 선호하는 최저임금 수준이나 그에 근접한 수준에서 결정되지만, 노측안과 사측안이 채택될 확률은 동일하다. 최저임금결정 과정에 관한 실증적 증거들은 모형의 예측과 부합되는 것으로 나타난다. 최저임금위원회에서 노측안이 채택된 확률은 50%에서 크게 벗어나지 않으며, 최저임금 인상률은 정부의 성격으로 측정된 공익위원 중위투표자의 선호에 따라 통계적으로 유의하게 달라진다. 따라서 현행 결정구조에서는 정부의 공익위원의 구성이 사실상 최저임금 수준을 결정한다고 볼 수 있다.

• 아태비즈니스연구
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• 제10권4호
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• pp.137-151
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• 2019

Using Korean Labor and Income Panel Study data, this paper estimates nominal wage rigidity in Korea by industry from 2005 to 2017 and evaluates the level of inefficiency of Korean labor market. And, after estimating employment volatility by industry using the Labor Force Survey at Establishments data for Korea, we combine the nominal wage rigidity and the employment volatility estimates and analyze the effect of nominal wage rigidity on employment volatility in Korea from 2011 to 2017. If the level of wage rigidity is high, it may be hard for the labor market to be in the equilibrium, and therefore, the market may have inefficiency. We find that the inefficiency of the labor market in Korea have increased from 2005 to 2017 and the industry of accommodation and food service activities has the highest level of inefficiency over the period. We also find that one-percent-point increase in wage rigidity increases employment volatility by 2.3-2.9 percent and the positive effect is bigger for workers with part-time and temporary jobs. The result implies that firms may adjust their labor costs by changing the number of casual workers, rather than permanent workers, when the labor market suffers from a high level of wage rigidity.

• 정보학연구
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• 제1권2호
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• pp.1-14
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• 1998

본고에서는 노동조합운동과 임금, 그리고 임금분산도가 동시에 결정되는 분석모형을 이용하여 임금분산도에 대한 노동조합의 효과뿐만 아니라 노조 조직결성에 대한 임금분산도의 효과를 실증 분석한 것이다. 노조의 산업내 임금평준화효과는 통계적으로 유의미하였고, 노조 조직률이 1% 상승함에 따라 임금분산이 0.05%-0.11% 축소되는 것으로 나타났다. 임금분산이 노조의 조직결성에 미치는 효과는 통계적 유의성이 없어 노조 조직률에 대한 임금분산의 효과는 발견할 수 없었다.

• Journal of the Korean Data and Information Science Society
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• 제26권1호
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• pp.65-75
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• 2015

본 논문에서는 전문대 및 4년제 대졸 신규취업자의 임금을 결정하는 요인을 분석하기 위해 개인수준의 인적특성 변수들과 업종수준의 특성변수들을 사용하였다. 본 논문은 개인수준의 임금이 개인수준의 인적특성 (1-수준)과 업종 수준의 산업특성 (2-수준)에 의해 영향을 받는 다층구조 (multi-level)를 가지게 된다는 점을 주목하였다. 이와 같이 위계적 자료 특성을 가지는 복수의 분석단위 구조가 되면, 전통적인 회귀분석에서와 같이 개인수준의 임금이 독립이라는 가정을 할 수 없게 된다. 따라서 본 논문에서는 개인수준의 임금에 영향을 미치는 다층구조의 특성을 가진 변수들의 영향력을 보다 타당하게 분석하기 위한 방법으로 위계선형모형 (HLM; hierarchical linear model)을 이용하였다. 주요 결과는 다음과 같다. 첫째, 개인수준과 업종수준 변수들 모두를 포함한 다중대응분석의 결과에 의하면, 개인수준의 임금이 서로 다른 그룹에 대응되는 개인 특성 변수값과 업종 특성 변수값이 그룹별로 서로 상이하여 개인특성 변수만이 아니라 업종특성 변수도 개인수준의 임금에 영향을 미치고 있다는 점이 발견되었다. 둘째, 개인수준과 업종수준 변수들 모두를 포함한 의사결정나무분석의 결과에 의하면, 개인수준의 임금에 가장 많은 영향을 미치는 변수가 업종별 임금이고, 그 다음으로는 업종별 근로시간, 연령, 성별 등의 순으로 나타났다. 이와 같이 개인수준의 임금을 결정하는 데 있어서 업종의 특성이 매우 중요한 것으로 나타났다는 점은 위계적 선형모형의 활용이 타당하다는 것을 시사하는 것이다. 셋째, 개인수준의 인적특성과 업종 수준의 산업특성 변수들을 모두 포함한 모형이 다른 모형들에 비해서 모형 적합도가 가장 개선되어 위계적 선형모형이 적합한 것으로 나타났다.

• 한국콘텐츠학회논문지
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• 제19권1호
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• pp.174-186
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• 2019

본 연구는 고령인력 증가가 다른 영역보다 빨리 진행되며, 인적자원관리가 쉽지 않은 공기업 임금피크 근로자의 인구 경제 조직적 특성과 임금피크제 및 퇴직 간 관계에 대해 살펴보고자 하였다. 연구대상은 임금피크제 실시 공기업 19개사에 종사하는 임금피크 근로자 211명이었다. 연구결과에 따르면 인구 경제적 특성에 있어서, 교육수준, 가계총수입, 퇴직 후 생활비, 퇴직대비저축과 투자금액은 임금피크만족도, 임금피크수용도, 퇴직준비와 퇴직태도에 영향을 미치는 것으로 나타났다. 조직적 특성에서는 직급과 직군, 근무기간과 정년퇴직잔여기간, 퇴직준비프로그램 참여 그리고 임금피크 적용 여부에 따라 각각 차이가 나타났다. 연구 결과를 바탕으로 고령사회를 위한 실효성 있는 임금피크제 시행을 위해서는 복지지원, 교육훈련, 전직지원과 같은 고령친화인사제도의 직군, 직급, 경제수준 및 교육수준 별 시행의 필요성을 시사함과 동시에 후속 연구를 위한 제언을 논의하였다.

• 한국건축시공학회:학술대회논문집
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• 한국건축시공학회 2018년도 춘계 학술논문 발표대회
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• pp.70-71
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• 2018

The labor cost on construction project of Korea is calculated based on the Wage Rate in Construction of Korea which is published by Construction Association of Korea. The Wage Rate in Construction of Korea does not have any variation on the wage following skill level of labor although it has 123 work categories. In addition, the classification on skill level and career of construction labor in Korea does not defined. Therefore, to establish the concept of the classification on skill level and career of construction labor, this study aim to compare the difference between Wage Rate in Construction of Korea with Award system which present grade on skilled labor.

• 한국병원경영학회지
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• 제5권2호
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• pp.40-58
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• 2000

Nurses are medical personnel, who play a key role in supporting patient care, so it is important to supply them adequately in balance with ever increasing medical demand. But there appears severe shortage of nurses in some hospitals because of their uneven distribution, especially in small sized-hospitals and rural-hospitals. As nationwide distorted distribution of nurses in Korea is just like what monopsony model(a kind of market structure model) tells us, it is attempted to explain this situation of nurse labor market in Korea on the basis of monopsony model and presented in this paper. Specifically, determinants of nurse wage and the level of their relative employment were examined, and monopsony impact on their wage and the level of relative employment controlling those determinants were studied. Major results of this study arc as follows. The most important determinant of nurse wage level in this study was the wage level of a local community where each hospital located Hospital owner's characteristics an educational function of each hospital were also important factors. With these factor controlled, it was found that monopsony power of each hospital was negativel associated with nurse wage level as expected. 1% increase in monopsony power of hospital(measured by Herfindah-Hirschman Index) reduced nurse wage by $5,674{\sim}19,19$ won(in Korean currency). With regard to the level of relative employment, the most important determinant wa the capacity for supplying nurses of the local community. Again, hospital owner characteristics and educational function of each hospital were also important. With these factors controlled, it was found that monopsony power of each hospital was negative associated with the number of nurses per bed, as expected. 1% increase in monopsony power of each hospital(again measured by Herfindah-Hirschman Index) reduced the number of nurses per 100 bed as much as $0.46{\sim}0.67$. In conclusion. structural factors of nurse labor market influence the instability of nurse labor supply in Korea. Further consideration for these market structural characteristics needed for policy making related to nurse resource allocation.

• 경영과정보연구
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• 제8권
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• pp.103-127
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• 2002

In this study, satisfaction with salary of the clerical saff in health care organization was analyzed with a view to provide data contributive to efficient wage management for the clerical staff of hospitals. For the analysis, it was investigated if there is any difference in satisfaction with wage depending on the individual and environmental characters as well as comparative factors perceived by self or by others in-and outside the working place. The findings of the analysis may be summed up as follows: First, in support of the hypothesis that the satisfaction with wage of the clerical staff in hospitals will individual factors, statistically significant difference were found in the satisfaction with wage depending on age and career, but there was little significant difference depending on gender and education. Thus, the hypothesis I in this study can be partly adopted. Second, with regard to the hypothesis that the satisfaction with wage of the clerical staff in hospitals will vary with environmental variables, significant differences were found in terms of comparative factors perceived by self or by others inside the working place and those perceived by others outside the working place, and significant difference was also shown in the comparative factors perceived by others outside the working place. Whereas, however, there was no significant difference in the satisfaction with wage depending on the position, which led to the partial adoption of the hypothesis II. This study has following limits in search of difference in satisfaction with wage of clerical staff in hospital depending on individual and environmental variables: the sample is too small to represent the general wage level satisfaction of the whole health care organizations, since the survey hasn't covered the wage level and management of the employees in all hospitals; the professional attitude and rate of fluctuation that are closely connected with the wage level are not considered.