• 노동경제논집
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• 제24권3호
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• pp.1-12
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• 2001

지방 출신은 서울/경기 출신에 비해 임금이 낮다. 이 차이가 기호적 차별에 기인하는지 또는 통계적 차별에 기인하는지를 판별하기 위해 임금격차에 대한 계량경제학적 모형을 제시했으며 그것을 이용하여 검정하였다. 이에 따르면 출신지역간 임금격차가 온전히 기호적 차별에 기인한다는 가설은 한계적으로 기각되었다. 즉 이 격차의 일부는 통계적 차별에 기인한다. 본고의 통계적 차별은 임금이 생산성에 따라 결정되는 과정에서 나오는 것으로 문제가 되지 않으므로 정부가 개입할 필요가 없다.

• 기술사
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• 제14권2호
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• pp.5-11
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• 1981

This analysis has been conducted for 8 chemical plants built in Korea during 1975-1976 and the results have been compared with those in U.S.A. observed by Kenneth M. Guthrie. Equipment and materials supplied by domestic makers are limited in activity field and occupy only 12% of all equipment and material cost. However, unit costs of most materials supplied by home such as cement, steel, cables and carbon steel pipes, etc. being relatively cheaper than those of abroad, their effects on material-to-equipment ratios are apparent. There is a deep difference in labor wage rates between Korea and U.S.A. as much as 16 times. However, the labor productivity observed in these model projects is in the range of 1.1-1.4 to the Gulf Coast, U.S.A. during the same period. And this low wage rate and relatively high productivity have the greatest influence on deviation of Korean cost structure from that of U.S.A. In these model projects, engineering and construction management was conducted by foreign contractors (mostly U.S.A.), and the resulting project indirect cost amounts to 7.5 times as high as most cases executed by Korean contractors alone. Weighted percentage of each component and L/M-ratio by activities of direct field cost derived from this analysis are shown in detail in Tables 2 and 5 to provide a basis for futher study and comparison.

• Human Ecology Research
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• 제55권1호
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• pp.13-26
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• 2017

This study investigated the latent groups depending on married working women's work-family spillover. The effects of factors that determine mental health subgroups and differences were also analyzed. Mixture modeling was applied to the Korean Longitudinal Survey of Women & Families to achieve the research objectives. The major findings of this study were as follows. First, there were four subgroups that could be defined according to the work-family spillover: mid-level spillover group (mid-positive and mid-negative spillover group), high-level spillover group (high-positive and high-negative spillover group), low-level spillover group (low-positive and low-negative spillover group), and high-negative and low-positive spillover group. Second, the results of mixture regression analysis to test the effect of eco-system variables showed that age, academic background, non-traditional family value, number of children, work hours, wage income, and availability of the maternity leave were significant determinants of the latent groups. The probability of classifying in the high-negative and low-positive spillover group increased when women showed a lower academic background and wage income, higher number of children and older age, and longer work hours than others. Third, the high-level spillover group, and the high-level spillover group showed the lowest stress and the lowest depression; however, the low-level spillover group reported the highest stress and the highest depression. Implications, limitations, and future directions were discussed based on the results.

• 가정과삶의질연구
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• 제33권5호
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• pp.25-35
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• 2015

The purpose of this study was to investigate how work-family spillover differed by employment status of married women and to identify factors related to the differences. This study drew a sample of 332 self-employers, 181 unpaid family workers, and 1,053 wage workers from the 2014 Korean Longitudinal Survey of Women and Families. It was found that negative work-family spillover did not differ by employment status of married women. However, positive work-family spillover was found the lowest in family workers. The regression analysis showed that the difference remained after controlling socio-demographic characteristics, average working hours, and the number of days off per week. The factors related to negative spillover were age, the presence of young children, working hours, and the number of days off. Findings from this study suggest that family workers are most disadvantaged in terms of work-family spillover. Yet there is no policy developed for them. Family policy needs to take them into account in planning and implementing services.

• 보건의료산업학회지
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• 제5권2호
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• pp.63-76
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• 2011

It is necessary to access managing human resources of hospitals with diversity in order to operate hospital organization successfully and efficiently. The research tries to analyze affecting factors of organizational effectiveness of hospital workers according to their positions. The research has been performed on the 836 hospital workers of 8 different positions in the Busan & Gyeong-nam area, utilizing SPSS version 19.0 for processing and analyzing the data. The major results of the research are as following. First, among such factors of organizational effectiveness as sense of belonging to work, pride, work settlement, wage satisfaction, job satisfaction, colleague perception, and unstable consciousness of their job, there is a meaningful difference according to the kinds of working institution and positions. Second, there was higher organizational effectiveness(a sense of belonging and pride) as to higher work settlement and wage satisfaction within all kinds of positions. In addition, there was higher organizational effectiveness(a sense of belonging and pride) as to higher job satisfaction and colleague perception within all kinds of positions except for physical therapist, general adminstration, facilities, nutrition, and etc. There was higher organizational effectiveness(a sense of belonging and pride) within all kinds of positions except for general adminstration, facilities, nutrition, and etc, as to lower job or work complaint.

• 한국유기농업학회지
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• 제29권2호
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• pp.187-207
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• 2021

This study examined the perception of farmers who employ foreign workers. A survey was conducted on 110 farms, and the main research results are as follows. First, as many farmers hire foreign workers in informal ways other than the employment permit system or seasonal worker programs, it is important to increase the number of registered foreign workers through the employment permit system or seasonal worker programs. Second, it is important to improve farmers' perception of compliance with the minimum wage, as some farmers pay wages below the legal minimum wage. Third, the subjective productivity evaluation results of farmers showed that the difference in labor productivity between foreigners and foreigners was not significant. This means that hiring foreign workers is due to other factors such as ease of management and cost rather than productivity. Fourth, many farmers were willing to hire existing foreign workers even if they paid extra wages after the expiration of the employment permit system. Finally, promotion and improvement of the additional system for foreign workers' workplaces are needed to solve problems caused by foreign employment during off-farming season.

• The Journal of Asian Finance, Economics and Business
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• 제9권6호
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• pp.151-158
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• 2022

Even after three decades of economic reforms, India's labor market is characterized by stark inter-gender differences in terms of both participation rate and working time. Identification of the causes is necessary to remove the disparity and unequal sharing of economic opportunities to make way for women's empowerment. This research attempts in that direction, examining the prevalence of these inequities in rural areas of North-East Indian states using unit-level data from the 2017-18 Periodic Labour Force Survey (PLFS). The methodology for the estimation here is based on Blinder- Oaxaca decomposition method after correcting for sample bias forwarded by Heckman. The analysis shows that in both labor force participation and the wage gap, the females in the region lag behind their male counterparts by a huge margin. Further, the analysis shows that one of the main factors leading to the difference is the disparities in human capital assets. On top of female educational enrollment being low, there is also a huge lack of higher educational attainment, while males have accomplished much better in both the parameters. Moreover, the presence of social stigma against women working and discrimination put the female labor outcomes in a gloomy state.

• 한국항해학회지
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• 제19권2호
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• pp.23-75
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• 1995

A major change occuring in the workplace is the willingness of union leaders, managers, and workers to experiment with various work schedules and to work toward the improvement in the QWL(quality of work life). In this study, the writer measures the level of QWL, embodies components of QWL, testifies the difference of QWL according to the demographical traits, and develops some scales to measure QWL in merchant ships. To achieve objectives of the paper, 11 hypotheses were established and a questionnaire was used, 894 proper data was obtained from 2, 910 Korean seamen working in merchant ships. Results of analyses are as follows : 1) The components of QWL in merchant ships are job, employee satisfaction, wage, welfare, working condition, supervise, colleague relations, initiative, and organization management. 2) Seamen of merchant ships are satisfied with job, supervise, colleague relations, and organization management. They are dissatisfied employee satisfaction, wage, welfare, and working condition. 3) According to demographical traits, the number of the factors significant difference(P<0.05) among components of QWL are 9 for type of ships, 8 ages of seamen, 7 for married or single, nationality of ships, and education level respectively, 5 for seamen career, for 4 rank on board and trading route of ships respectively, 2 for whether union or not and whether union involvement or not respectively, and 1 for department on board. 4) Results which tested hypotheses are as follows : For the components of QWL, married men are more satisfactory than an unmarried men, officers are more dissatisfactory than ratings, old men are more satisfactory than young men, men in high education level are more dissatisfactory than men in low education level, those who are much careers as a seaman are more satisfactory than those who are little careers as a seaman. There are significant differences in the components of QWL according to nationality and type of ships. There are insignificant differences in the components of QWL according to the shipboard department, whether union is or not, whether union involvement is or not, and trading route of ships.

• 가족자원경영과 정책
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• 제24권2호
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• pp.1-21
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• 2020

The purpose of this research was, first, to classify work-life satisfaction among married wage workers aged 20-59 years into several distinct types based on two dimensions of work and life, using data from the 20th(2017) wave of the Korean Labor & Income Panel Study. Second, the study aimed to assess the differences in socio-demographic characteristics (sex, age, educational level, average monthly income), and workplace-related variables (weekly working hours, full-time employment, job stability, business type, family-friendly leave policies) by work-life satisfaction type. Accordingly, four types of work-life satisfaction were identified: work-life satisfaction, work-life dissatisfaction, work satisfaction, and life satisfaction. There was a significant difference in the type of work-life satisfaction among married waged workers based on sex, age, educational level, and average monthly income. Additionally, there was a significant difference in the type of work-life satisfaction for all workplace-related variables, namely, weekly working hours, full-time employment, job stability, business type, and family-friendly leave policies. In particular, proportionally higher values of work-life satisfaction were evident among the workers in companies with family-friendly leave policies such as paid leave, menstrual leave, maternity leave, childcare leave, and family events leave, whereas there was a high rate of work-life dissatisfaction among the workers in companies without family-friendly leave policies.

• KDI Journal of Economic Policy
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• 제14권4호
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• pp.3-26
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• 1992

본고(本稿)에서는 물가변동(物價變動)의 구조(構造), 주요거시정책변수(主要巨視政策變數)의 변동이 물가에 미치는 영향 및 파급구조(波及構造) 등을 파악하고 물가안정을 위한 적절한 정책대응방안을 제시하기 위하여 물가모형(物價模型)을 작성하였다. Keynesian 거시경제모형(巨視經濟模型) 형태로 작성하되, 임금(賃金), 이자율(利子率), 물가(物價)와 같은 주요가격변수(主要價格變數)를 내생화(內生化)하고 잠재(潛在)GNP의 추정 역시 내생화(內生化)함으로써 가격 및 실물변수의 장기적(長期的) 상호변동관계(相互變動關係)를 파악하였다. 어떠한 충격에 의해 초과수요(超過需要)(실질GNP-잠재GNP)가 변화하면 이는 임금(賃金), 금리(金利), 물가(物價), 실질실효환율(實質實效換率) 등과 같은 가격변수에 영향을 미치고 이는 다시 초과수요(超過需要)를 변동시키는 실물(實物)-가격(價格)-실물(實物)의 순환변동관계(循環變動關係)에 의해 물가가 변동되는 것으로 나타났다. 본 모형(模型)은 Keynesian모형(模型)이나, 장기(長期)에는 고전파적(古典派的)(Classical) 정책함의를 가지는바, 통화공급증가(通貨供給增加), 재정지출증가(財政支出增加), 환율절하(換率切下) 등은 단기(短期)에는 경기부양효과를 가지나 장기(長期)에는 이러한 경기부양효과가 소멸되는 반면 물가(物價)는 높은 수준을 유지하는 결과를 초래하는 것으로 나타났다.