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

• Journal of Korean Society for Quality Management
• /
• v.38 no.3
• /
• pp.425-438
• /
• 2010

This study investigates what effects employment flexibility have on the business performance in the computer programming, system consultancy and related services. An analysis of the effects of employment flexibility on outcomes of human resource management revealed that companies which had a higher proportion of temporary agency workers and adjusted employment more frequently had higher turnover rates. The study also showed that the higher the proportion of non-regular workers, outsourcing and the easier it was to adjust working hours, the higher the absence rate. Meanwhile, companies that made employment adjustments more often showed higher defect rates and lower customer satisfaction. It was also found that in companies with a higher proportion of outsourcing and higher possibility of employment adjustments, workers were less interested in new technologies.

• Journal of Labour Economics
• /
• v.36 no.1
• /
• pp.63-91
• /
• 2013

This paper analysed the training effects on wage and employment security by the non-standard worker types by using Economically Active Population Additional Survey data. Through propensity score matching method, we found that the regular workers' training effect on wage was 4.2%, that was very higher than 2.7% of fixed-term workers. Logistic regression analysis showed that the training participation itself did not affect on the regular workers' regular position continuance, but training duration affected. Just in fixed-term workers among non-standard workers, both of training participation and training duration affected the transition from non-standard position to regular position. The result that both training effects on wage and on employment were positive just in the fixed-term workers might be interpreted owing to the clear employment contract relation between employer and employees.

• Journal of Labour Economics
• /
• v.30 no.2
• /
• pp.1-31
• /
• 2007

The purpose of this paper is to analyse wage differentials between non-regular and regular works. Data from EAPS(Economically Active Population Survey) 2005 show that the monthly wage level of non-regular worker is only 63% of regular worker and thus there exist 37% wage differentials. However, these wage differentials do not control for hours of work, the amount of human capital, job characteristics, and other individual characteristics affecting wages. If these variables are added to the hourly wage regression equation, the wage gap between non-regular and regular workers drastically decreases to 2.2%. Furthermore, decomposition of the wage differentials by Oaxaca method shows that productivity difference between non-regular and regular workers explains up to 91% of the wage gap. This implies that the magnitude of wage discrimination against non-regular workers is at most 0.2% of hourly wage of regular workers. To control for unobserved individual heterogeneities more accurately, we also construct panel data and estimate wage differentials. The results from the panel data approach show that there is no difference in the hourly wages between non-regular and regular workers. In some specifications, the wage rate of non-regular worker is rather higher than that of regular worker. These results are consistent with economic theory. Other things being equal, workers with unstable employment may require higher wages to compensate their unstability. Firms are willing to pay higher wages if they can get more flexibility from non-regular employment. Empirical results in this paper cast doubt on the view that there is wage discrimination against non-regular workers in the labor market. Public policies should be targeted for disadvantaged groups among non-regular workers, not for non-regular workers in general.

• Journal of the Korean Society of Safety
• /
• v.35 no.2
• /
• pp.17-27
• /
• 2020

To identify the relationship between types of employment(regular and non-regular group) and departments classification (administration, product and research group) and the levels of recognition of chemical substances, a total of 117 workers in cosmetics workplaces. Mainly, regular group and research group showed higher recognition of chemical substances (PPE, ventilation, chemical management, hazards in handling chemicals, skin contact) than non-regular group and administration, product group, but In some cases, production and administrative groups were high. Descriptive statistics(SAS ver9.2)was performed. the results of recognition of chemical substances were analyzed the mean and standard deviation by t-test, and anova, (P=0.05). These results cosmetics manufacturing workplaces have normal level of the perception of chemical substances. In most of the employment types, the regular workers showed high recognition, and the working departments showed high recognition in the research and production groups. Therefore, OEM and ODM cosmetics manufacturers regularly identify characteristics and needs of workplaces and workers, and suggest the development of experience and practiced education programs and risk assessment tools that can raise worker awareness.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.18 no.2
• /
• pp.85-94
• /
• 2017

This study examined the factors influencing the health status according to class and socioeconomic class recognition by the employment type. To take advantage of the 18 original sources of the Korea Labor panel materials carried out in the South Korea Labor Institute, 5,158 adults over 20 years old were included in the final analysis. The research results revealed that the incomes of regular workers and non-regular workers between the hierarchy and socioeconomic hierarchy recognition showed a statistically significant difference between the cage; it was consistent between the hierarchy in only the "heavy" category. Regular workers of society, and regardless of non-regular workers, were analyzed to be relatively low compared to the actual income. Regression analysis showed that regular jobs had higher socioeconomic hierarchy recognition. Non-regular workers had a lower income bracket and lower socioeconomic hierarchy recognition. In particular, in the case of non-regular workers, the pension was not subscribed and they had a poorer state of health. Therefore, the pension insurance payment for non-regular workers needs to compensate for the lost income during non-employment periods. In addition, the government should improve public relations through education, management fields, and cooperation with labor.

• Korea Journal of Hospital Management
• /
• v.23 no.3
• /
• pp.16-27
• /
• 2018

Purposes: The purpose of this study was to analyze the association between discrimination experience and quality of life among non-regular workers in hospitals. Methodology: The data was collected from 292 employees of 7 university hospitals using a standardized questionnaire. In research methodology, the data was analyzed with descriptive statistics, t-test, ANOVA, pearson's correlation, multiple regression analysis. Findings: In case of non-regular workers, inequality of distribution, position unfairness, employment instability, number of discrimination experiences were found to have a negative(-) effect on quality of life. Religion, income in general characteristics had a significant positive(+) effect on quality of life. And the discrimination of non-regular woman workers was higher and the quality of life was lower than that of men. Practical Implications: These results showed that hospitals needed active efforts to create non-regular woman-friendly work environment. In addition, active religious activities gave emotional stability and positive effect to no-regular workers.

• Journal of Digital Convergence
• /
• v.17 no.10
• /
• pp.293-300
• /
• 2019

The purpose of this study was to analyze turnover intention among non-regular workers in university hospitals. The data was 292 non-regular workers in 7 university hospitals from December 1 to December 31, 2017. ANOVA, t-test were used for analysis of difference by general characteristics, and multiple regression analysis was performed to analyze the effect on turnover intention. The results of the study are as follows. Unjust working environment, employment instability, discrimination experience were found to have a positive(+) effect on turnover intention. Job satisfaction, age, employment type had a significant negative(-) effect on turnover intention. In particular, high discrimination experience of non-regular workers, who occupy a large part of the hospitals in the increasingly competitive medical market, and high turnover intention can be a negative impact on good medical service and hospital management. The government should establish policies for non-regular workers and hospitals need practical changes in welfare, wages and working environment for non-regular workers.

• Korean Journal of Occupational Health Nursing
• /
• v.32 no.4
• /
• pp.215-224
• /
• 2023

Purpose: This study uses data from the 12th~17th Korea Welfare Panel (2017~2022) to analyze changes in depression scores due to the COVID-19 outbreak and the factors that influenced depression scores according to employment type. Methods: The difference in depression scores according to employment types before COVID-19 (12th~14th) and after COVID-19 (15th~17th) was analyzed. A fixed-effect model analysis was conducted before and after the occurrence of COVID-19. Results: After the outbreak of COVID-19, job satisfaction and family life satisfaction influenced the depression scores of regular wage workers. After the outbreak of COVID-19, annual income, health status, and satisfaction with family life affected the depression scores of non-regular wage workers. After the outbreak of COVID-19, leisure life satisfaction and family relationship satisfaction influenced the depression scores of self-employed. Self-esteem played a role as a control variable in lowering the depression scores of regular and non-regular workers, but did not play a role as a control variable for self-employed. Conclusion: Rather than the direct impact of infectious diseases such as COVID-19, social and economic changes resulting from policies implemented to prevent the spread affect workers' depression, and the impact varies depending on the type of employment. When implementing policies to prevent the spread of infectious diseases in the future, policies that take employment type into consideration rather than uniform policies should be prepared, and measures for mental health also need to be prepared.

• The Korean Journal of Applied Statistics
• /
• v.25 no.1
• /
• pp.163-181
• /
• 2012

This paper studies the effect of job training for non-regular employees in the Korea labor market. Using an economically active population data set of statistics Korea, we apply a non-parametric matching and sensitivity analysis method to measure the effect of the training for non-regular employees and to look for the impact of an unobservable variable or confounding factor in regards to the selection effect and outcome effect. In the our empirical results, we conclude that the effect of the training for non-regular employees has a better employment effect for getting a regular job rather than a wage effect; in addition, the impact of unobservable variables or confounding factors do not exercise a statistically strong influence on the baseline ATT.