• Health Policy and Management
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• v.30 no.1
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• pp.92-99
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• 2020

Background: The purpose of this study is to analyze the effect of the income support allowance policy for the care workers on wage level. Methods: The analysis data was constructed using database (DB) of long-term care institution, DB of long-term care personnel status, and DB of health insurance qualification and contribution possessed by National Health Insurance Services. We analyzed the wage status of care workers 2009 to 2016 through basic analysis. We used the difference-in-difference analysis method for the workers who worked in the same institution from 2012 to 2013, The effects of the income allowance policy on wage increase were analyzed. Results: As a result of the net effect of the income support allowance policy, the monthly average wage of the care worker increased by 25,676 won and the hourly wage increased by 478 won. As a result of the analysis, it can be confirmed that the income support allowance policy has achieved some of the goals of raising the wage level of the care workers, and the effect of raising wages for other occupations in the long-term care business can be confirmed. Conclusion: The low wage problem of long-term care workers such as care workers is not the only problem in Korea. In other countries, there are various wage support policies for employees. In particular, it is necessary to refer to the improvement in the treatment of care workers in Japan and wage pass-through in the United States. In addition to wages, there is a need to promote policies to provide employment motivation through efforts to improve their social status and improve their job status and career development for employees in long-term care facilities.

• Journal of Labour Economics
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• v.34 no.3
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• pp.119-139
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• 2011

Using a establishment-worker matched data, this paper estimates wage differentials between standard and non-standard workers. Unlike previous studies, we estimate a fixed-effect model for the tree-way error-components that control for both unobserved individual heterogeneities and unobserved firm heterogeneities. The estimation results show that standard workers earn 6.5~8.4% mire than non-standard workers. This wage premium is 30~40% of the wage differential estimated from the OLS model. The results implies that a large proportion of the wage differentials between standard and non standard workers can be explained by unobserved firm and individual characteristics.

• Journal of Labour Economics
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• v.35 no.3
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• pp.1-28
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• 2012

We measure a worker's analyzability by how correctly he grasps its causes when a problem occurs, comprehensiveness by how much he understand the overall process of his firm, and flexibility by how frequently unusual situations occur at his job. After controling firm-specific fixed of fandom effects, his age, tenure, position, and rank, the characteristics increase a worker's wage. A worker who grasps correctly the causes of problem is paid more by 5.2% than a worker who scarcely does. A worker who understands the overall process of his firm is paid more by 2.52% than a worker who understands roughly the process of his team or department. A worker whose job is mew one by one is paid more by 2.98% than a worker whose job is routine and repetitive.

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

• KDI Journal of Economic Policy
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• v.44 no.2
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• pp.29-44
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• 2022

This study compares the wage equation in Korea to those in other countries, focusing on the wage returns to adult education and training (AET) participation. It is found that the wage compensation structure in Korea is associated mainly with job characteristics such as tenure and workplace size rather than with worker characteristics such as AET participation and cognitive abilities. It is also found that Korea's AET participation is skewed toward non-job-related AET, relative to the situations in other countries. These findings imply that the link between a worker's productivity and wage should be strengthened in order to incentivize workers to invest in AET relevant to the labor market.

• Journal of Labour Economics
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• v.33 no.3
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• pp.129-149
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• 2010

We find that there is the height premium in the Korean labor market. The wage increases by 1.5% with a centimeter increase of height among male workers of ages 30-49. This estimate is barely affected by family backgrounds such as a worker's father's education or occupation. It is rejected that a worker's height is a proxy variable for his health, which increases his wage. The height premium is unrelated with obesity. It is not also supported that a worker's height affects his wage through his occupational choice. We partly confirm that a worker's height affects his wage through his educational choice. The estimated height premium of 30's in Korea is comparable to that of age 33 in Great Britain.

• East Asian Economic Review
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• v.18 no.1
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• pp.29-54
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• 2014

The purpose of this research is to identify the relation between OFDI (Outward Foreign Direct Investment) and wage inequality. In order to analyze various effects of OFDI on wages depending on the types of workers, the research classified laborers into four categories: permanent/skilled worker, permanent/unskilled worker, temporary/skilled worker, and temporary/unskilled worker. With controlling wage-determining factors such as education, labor union, individual fixed-effect, and industry-level effect, this paper examines whether OFDI attributes to the wage inequality among each type of workers. Moreover, this study also analyzes possible effects on wages that could vary according to the different characteristics of investments by classifying OFDI into two groups: OECD and non-OECD. The results reveal that OFDI makes certain differences according to skill-intensity and contract type in terms of influences on wages. It also shows that the effect of OFDI on wages is more subject to contract type than to skill-intensity. The classification of OFDI into OECD and non-OECD proves that effects on wages can vary by characteristics of the subject of investment.

• Journal of Korean Society of Forest Science
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• v.104 no.4
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• pp.632-639
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• 2015

Working in the forest would require a wide range of skills and experience for specific tasks which involve with a high level of risks to worker's safety. However, there has been a concern on the current standard wage system for forest workers because it does not effectively reflect the characteristics of typical working conditions in the forest. In addition, the current standard wages for forestry workers was estimated based on the construction industry's wage system. Therefore, the purpose of this study is to assess a current wage system through the mail survey method and to develop a new wage system for forest worker which effectively reflects skill sets and experience required for successful completion of the work in the forest. We mailed the survey questionnaire consisting of 19 questions to 659 forest workers and received 188 responses resulting in a 28.5% response rate. The results showed that the current average optimal wages of forest worker, special worker and feller were 97,680won/day, 127,559won/day and 152,403won/day, respectively though there were variations depending on the regions. In developing the new standard wage system, this study suggest the current work types(worker, special worker and feller) could be divided into 5 work types (forest-environment workers, forest operations in beginner, forest operations in intermediate, forest operations in advanced and forest equipment operator) reflecting specialty of forest operation thereby stabilizing the new wage system for forest workers.

• Journal of Labour Economics
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• v.41 no.4
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• pp.63-105
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• 2018

This paper analyzes the effects of three factors on the firm-size wage premium which have not been considered in previous studies: the worker compositions within firms, the wage differentials between contractors and subcontractors, and the performance pay and rent-sharing behaviors of firms. The main results are as follows. First, even after controlling for the various worker characteristics, the differences in shares of highly educated workers, managers, and professionals between large and small firms make the size-wage premium larger. Secondly, wage differentials between contractors and subcontractors also affect the size-wage premium in the manufacturing sector. Thirdly, high performance pay and active rent-sharing behaviors of large manufacturing firms make the size-wage premium larger. These results imply that a positive matching effect among skilled workers, a structural problem between contractors and subcontractors, and differences in rent-sharing behaviors between large and small firms have affected the firm-size wage premium in the South Korean labor market.

• The Journal of the Korea Contents Association
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• v.17 no.5
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• pp.305-316
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• 2017

The purpose of this study is to analyze the effect of the social network of disabled wage worker on discrimination experience and job satisfaction and the mediating effect of discrimination experience, based on this, we propose a solution. For this purpose, data of 805 people with Panel Survey of Employment for the Disabled were analyzed using data from the 8th year(2015). The results of the study are as follows: First, the social networks of disabled wage worker were found to reduce the discrimination experience and increase the job satisfaction. Second, the discrimination experience of disabled wage worker decreased job satisfaction and mediated the relationship between social network and job satisfaction. These results that the social network is important for the discrimination and job satisfaction of disabled people, and we suggest that is necessary to make efforts at government and enterprise level to strengthen the social network of the disabled.