• Journal of the Korea Institute of Building Construction
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• v.20 no.3
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• pp.223-233
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• 2020

Problems related to wages in the construction industry, which directly affect the livelihood of workers, have caused other problems in maintaining skilled workers, such as decreasing the inflow of new laborers and increasing the outflow of the existing labor force, which has weakened the foundation of industrial production. Against this backdrop, this study aimed to improve the current wage calculation system in order to increase the inflow of new laborers and maintain the existing skilled workers. It is necessary to differentiate the minimum wage in the construction industry, which requires a high intensity of labor, by industry and occupation type. It is also necessary to establish standards for specifically calculating wages, such as holiday work and overtime pay. The standard of the current retirement mutual aid fund needs to be upwardly adjusted at the same time.

• 한국사회정책
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• v.25 no.4
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• pp.125-161
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• 2018

This article aims to investigate the impact of Korean employment protection legislation that has implemented since 2007 on eliminating discrimination on non-regular worker's wage and social security. It is used the panel Tobit model reflecting the variation of implementation time according to the size of establishments. Although the employment protection laws for non-regular workers have implemented, the wage gap and discrimination in social security for non-regular workers have continued. Of course, the discrepancies on wage and social security were founded not only between regular and non-regular workers but also within non-regular workers. For reducing the discriminations, this study proposes to restrict the reason for justifying discrimination, and the introduction of a new approach to accessing the discrimination and complimentary credit system. Besides, this study suggests to actively review the strengthening of regulations on the use of non-regular workers.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.31 no.2
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• pp.119-127
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• 2021

Objectives: We aimed to find the relationships between employment status and hs-CRP level among Korean wage workers using the 2016 Korean National Health and Nutrition Examination (KNHANE, revised). Methods: This study was conducted on 1,937 daytime wage workers over the age of 19 and within a normal weight range (18.5≤BMI≺25). Regular workers were defined as those granted an employment guarantee until reaching retirement age, and non-regular workers were defined as temporary, non-typical, dispatched, short-term workers and contractors. For hs-CRP, three divisions were classified as recommended by the Centers for Disease Control and Prevention (CDC) and American Heart Association (AHA) with less than 1.0 mg/L indicating low risk of cardiovascular disease, above 1.0 mg/L and below 3.0 mg/L considered moderate risk, and more than 3.0 mg/L indicating high risk. To find the relationship between work type and hs-CRP level in Korean wage workers, multinominal logistic regression analysis was performed. Results: For non-regular workers, the odds ratio of the cardiovascular moderate-risk group and cardiovascular high-risk group was statistically significant compared to regular workers. After adjusting for factors such as gender, age, subjective health status, income, education, smoking, and physical labor, the odds ratio of the cardiovascular high-risk group was statistically significant. Conclusions: In this study, the relationship between non-regular workers and high hs-CRP level was examined. Based on this, institutional strategies should be pursued to prevent and manage cardiovascular disease among non-regular workers.

• 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.

• Safety and Health at Work
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• v.15 no.1
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• pp.73-79
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• 2024

Background: This study aimed to investigate the relationship between work-related communication devices use during work outside of regular working hours and depressive symptoms in wage workers. Methods: Data from 50,538 workers aged 15 years or older who had participated in the 6th Korean Working Condition Survey (KWCS) were used. The final sample was 32,994 wage workers. The questionnaire asked the respondents how often they used communication devices for work during work outside of regular working hours. Depressive symptoms were assessed using WHO-5 Well-Being Index. Multiple logistic regression analysis was used to analyze the association between work-related communication devices use during work outside of regular working hours and depressive symptoms. Results: The rate of depressive symptoms was highest among workers who did not use work-related communication devices during work outside of regular working hours. After adjusting for socio-demographic and work-related factors, the odds ratio of depressive symptoms among workers who used communication devices when working outside of regular working hours was 1.20 (95% CI: 1.09-1.32); the odds ratio of depressive symptoms in the group not using communication devices for free-time work was 1.66 (95% CI: 1.37-2.00), which was higher than that of the reference group, that is, workers who did not work outside of regular working hours, and was statistically significant. Conclusion: Regardless of whether work-related communication devices are used, working outside of regular working hours increases depressive symptoms. The use of work-related communication devices during work outside of regular working hours can reduce the rate of depressive symptoms.

• The Journal of the Korea Contents Association
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• v.21 no.10
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• pp.679-689
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• 2021

The objective of this study is to verify the moderated mediating effects according to the severity level of a disability as well as the mediating effects of job security in the relationship between difficulties in the workplace of the disabled wage workers caused by the COVID-19 pandemic and their life satisfaction. As a result of analysis using SPSS ver. 25 and PROCESS macro, the difficulties within the workplace caused by the COVID-19 pandemic had a negative influence on life satisfaction through the job security of the disabled wage worker. In other words, it was revealed that the level of difficulties being faced by the disabled wage workers, which were caused by the COVID-19 pandemic, hinders their life satisfaction through job security. In addition, no moderating effect according to the severity level of disability was identified in the relationship between these variables. This is translated that difficulties in the workplace caused by the COVID-19 pandemic reduce job security and life satisfaction of the disabled wage workers regardless of the severity level of the disability. Based on the results thus far, this study further discussed the institutional implications for promoting the job security and life satisfaction of the disabled wage workers under the COVID-19 pandemic situation.

• Journal of the Korean Home Economics Association
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• v.11 no.1
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• pp.75-91
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• 1973

It is a general trend in the world that female workers are drastically increasing due to the facts that highly developed capitalism requires women's job, women are inspired to work, housewives can shorten their working hours for house-keeping and save their energy from their routine works, educational expenses of their children become larger, large among of modities has stimulated purchasing desire. Since the International Treaty on Prohibition of Female's Night Labor was agreed at the Bern's Conference in 1906, the International Labor Organization (I.L.O.) established after the World War II, has adopted innumerable international labor treaties. According to the laws of the advanced countries, the first priority of their protection has been placed on juvenile and female workers. The legal protection of female workers and equal treatments such as wage and promotion between men and women have become important world problems. In this thesis, the great principle of the Labor Standard Law, protection regarding working house, risk and harm in performance of jobs, protection of mother-workers, protection of women workers in advanced countries and the present status of welfare facilities for women workers in our country will be studied. The most important points this thesis has placed stress and appealed, are as follows : 1. The scope and variety of women workers' jobs should be broadened. 2. Opportunity for promotion should be guaranteed for women workers based upon the ability and capacity of individual woman worker. 3. Equal wage principle between men and women workers, should be established based upon the idea that men and women should be equal. 4. The age limit or marriage limit of employment applied only to female workers, should be abrogated. 5. The ability of middle and old aged women workers should be developed and utilized to the maximum extent. 6. Welfare facilities for women workers, should be urgently secured and guaranteed.

• Annals of Occupational and Environmental Medicine
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• v.34
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• pp.2.1-2.14
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• 2022

Background: Because income and working hours are closely related, the health impact of working hours can vary according to economic status. This study aimed to investigate the relationship between working hours and the risk of poor self-rated health according to household income level. Methods: We used the data from the Korea National Health and Nutrition Examination Survey VI and VII. The information on working hours and self-rated health was obtained from the questionnaire. After stratifying by household income level, the risk of poor self-rated health for long working hour group (≥ 52 hours a week), compared to the 35-51 working hour group as a reference, were calculated using multiple logistic regression. Results: Long working hours increased the risk of poor self-rated health in the group with the highest income, but not in the group with the lowest income. On the other hand, the overall weighted prevalence of poor self-rated health was higher in the low-income group. Conclusions: The relationship between long working hours and the risk of poor self-rated health varied by household income level. This phenomenon, in which the health effects of long working hours appear to diminish in low-income households can be referred to as the 'poor worker's long working hours paradox'. Our findings suggest that the recent working hour restriction policy implemented by the Korean government should be promoted, together with a basic wage preservation to improve workers' general health and well-being.

• Journal of the Korea Convergence Society
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• v.11 no.7
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• pp.207-216
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• 2020

The purpose of this study is to analyze the factors contributing to the wage inequality between employment of persons with disabilities. Among the raw data provided by the Korea Employment Development institute for persons with disabilities, 3,546 cases were studied, excluding cases in which major variables were missing, in the 『2018 survey on the employment status of the disabled in business』. Data analysis was conducted using SPSS 25 and STATA 14 to analyze wage inequality among employment companies for persons with disabilities. Data analysis was conducted using SPSS 25 and STATA 14 to analyze wage inequality in employment companies for persons with disabilities. The study found that factors contributing to the wage inequality in employment companies for the disabled include 'minimum level of education'12.63%, 'asset level'6.37%, 'level of work required'4.87%, 'ratio of female employment'3.30%, 'sales profit'2.33%, 'education training for employees'1.19%, 'labor union membership rate'0.67%, 'work type'0.42%, 'average working hours'0.41%, 'recognition of work level of disabled people'0.34%, 'recognition that employment of disabled people is helpful to companies'0.23%, 'positive recognition of work cost of disabled people'0.17%. Based on these results, this study proposed access at the level of employment business for the disabled, social level, and worker level for the disabled.

• Health Policy and Management
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• v.8 no.1
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• pp.15-51
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• 1998

compensation is a major function of human resources management. The hospital industry is characterized by its remarkable labor intensity and human resource input by unit. That is why the hospital industry has a higher level of wage/cost ration. The issues of how much the hospital personnel's direct financial compensation amounts to and how the organizational and other factors generate compensation differentiation, are central problems for research in hospitals. But there have been few approaches to study staff compensation in hospitals, its magnitude and inter-hospital relative compensation amounts for the same personnel. A worker who moves from low-wage to a high-wage employer can usually increase his or her pay without change in job description. This means in the cases of same jobs, relative importance is different for each hospitals. The purpse of this study were to find the compensation levels of hospital personnel and to determine the factors affecting compensation levels of hospital personnel. The unit of analysis is the hospital and 145 hospitals were studied for nurse(RN), medical technoloist(MT), managerial personnel(MP) and 100 hospitals for medical doctor(MD). In this study the definitions of direct financial compensation are before tax, excluding employer's contriution and total annual remuneration received by the employee. Main findings of the research can be summarized as follows. 1. Direct financial compensation of hospital personnel are MD 45,056,000 won, RN 9,222,000 won, MT 9,513,000 won and MP 9,185,000 won in the starting year's employment in hospital. 2. According to determinants of hospital personnel compensations, there are no statistical significant variables to determine the level of MD's compensation. Wlith RN and MT's compensation level, the greater the patient revenue per 100 hospital beds, the higher the RN compensation and the tertiary hospital's compensation is much more than other types of hospitals. The location of hospital is another determinant factor for the MT's compensation level. Hospitals that are in the uban area have lower compensation level than rural area. There are the same results in MP with MT. Conclusions can be drawn from the results of the study. First, the wage differentiation of MD and other health personnel still remains and the differentiation existed in inter and intra job personnel of hospitals. Second, determinants of hospital personnel personnel compensation level are patient revenue, location, and type of hospital level.