• Korea journal of population studies
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• v.25 no.1
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• pp.181-211
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• 2002

Using the fourth data of the Korea Labor and Income Panel Study (KLIPS), this paper analyzed sexual differences in the promotion possibility and the promotion experience. Effects on wage of the promotion possibility and the promotion experience have been also discussed in detail. The promotion probability of a male worker in his current job is as high as twice than that of a female worker after controlling other independent variables. However, if we restrict the analysis to workers who either can be or was promoted, the sexual difference in the promotion possibility is greatly narrowed. This result suggests that the continuous career development without disruption is critical for the promotion of female workers. Analysing the sexual difference in wage using Oaxaca and Ransom's methodology, explanatory variables, such as human capital, residential area, etc., explained 69.5% of wage difference between male and female workers. Especially, 13.9% of wage difference was contributed to sexual differences in the promotion possibility and the promotion experience. This kind of empirical result emphasized once again the importance of promotion on wage.

• 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.

• Korean Journal of Labor Studies
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• v.14 no.2
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• pp.59-93
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• 2008

본 논문은 한국고용정보원의 '대졸자 직업이동경로조사(2007)' 자료를 활용하여 청년 고학력자의 성별 노동시장 차별이 존재하는지를 확인하고자 하였다. 청년 고학력층은 경력단절, 육아와 가사부담에 따른 노동시장 차별을 비교적 덜 받을 것으로 예상된다는 점에서 이들 집단에서의 차별 존재는 최근 노동시장 문제를 파악하는 데 있어 매우 중요한 의미가 있다. 우리는 성별 노동시장 차별을 분석하기 위해서 차별에 관한 실증분석 방법으로 일반적으로 많이 사용되는 오하카 요인분해 모형을 활용하였다. 특히 고용차별을 확인하기 위해서 이항선택 모형에 적용한 요인분해 분석방법을 활용하였다. 전반적인 결론은 청년층 고학력자 여성들도 청년층 고학력자 남성에 비해 고용 및 임금차별을 경험한다는 것이다. 특히 본 연구에서는 성별 임금차별 뿐만 아니라 비정규고용 및 비공식고용과 같은 고용형태상의 차별도 확인할 수 있었다. 연령, 4년제졸 여부, 결혼여부가 성별 고용 및 임금격차를 초래하는 주요 요인으로 분석되었다.

• Journal of the Korean Regional Science Association
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• v.32 no.2
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• pp.45-59
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• 2016

The purpose of this study is to analyze the static and dynamic change of wage differentials of women with disabilities in the Seoul local labor market. This study attempts to explain the double discrimination mechanism for disabled women and empirically gender discrimination and disability discrimination for them by using Oaxaca-Blinder decomposition analysis. In addition, using Juhn-Murphy-Pierce decomposition analysis. we analyze the wage differentials caused by the changed characteristics of disabled women and structures of discrimination at the Seoul local labor market. Data from the Panel Survey of Employment for the Disabled and Korean Labor and Income Panel Study for two years (2008, 2012) are used. According to the result, wage differentials of disabled women caused by disability discrimination is approximately 55% of total wage discrimination, whereas 45% is caused by gender discrimination during the period. Both observed and unobserved components move in the same direction to narrow wage differentials due to the disability discrimination and gender discrimination. Also the endowments in the Seoul local labor market about the changes of observed and unobserved components contribute more to narrow gender wage differentials, while these endowments widen disability wage differentials.

• Journal of Technology Innovation
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• v.22 no.1
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• pp.89-117
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• 2014

Employing female in the field of science and engineering is becoming increasingly important with diversity and creativity emerging as key factors to build Creative Economy. Under these circumstances, it is necessary to recognize and discourage gender discrimination in the labor market by analyzing wages - the market value of labor which determines one's economic status. This study uses the Oaxaca-Ransom decomposition (1994) to analyze the gender wage gap and identify factors influencing the pay gap in science and engineering labor force. The results of this study are as follows: First, the average wage of female scientists and engineers reaches only 65% of that of male labor force, and the male scientist and engineers are superior in terms of personal attributes, for instance, education background. Second, looking at the factors that influence wages, wage premiums are associated with higher education background, older age, longer period of service, and weekly working hours for both male and female in managerial positions. Third, the wage decomposition shows that in the case of science and engineering labor force, the productivity difference by personal attributes reaches about 58%, and gender discrimination by the characteristics of the labor market stands at about 41%. This means the wage gap by productivity level in science and engineering labor force is wider, and the gender gap is smaller compared to non-science and engineering fields. However, the results of an analysis on specialties and education background of male and female scientists and engineers suggest that the discrimination against women is more serious when the percentage of the female labor force is low and the percentage of temporary workers in the labor market is high. In order to eliminate this discrimination, it is necessary to reduce the imbalance of female scientists and engineers in the labor market, among others, while female scientists and engineers, themselves, need to make continuous efforts to strengthen their capabilities.

• Journal of Digital Convergence
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• v.11 no.10
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• pp.203-215
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• 2013

This study calculated meta Malmquist indices and their bootstraped estimates and then decomposed them into technical efficiency change(TEC), technology change(TC), pure technology catch up(PTCU), frontoer catch up(FCU), using annual data set of general hospitals from year 2007 to 2011 collected by Korean Hospital Association and then analyzed productivity change and technology gap of Korean general hospitals. The results and implications were as follows below. First, public general hospitals showed higher meta technical efficiencies than private general hospitals while exhibited lower technology gap ratio which meant a few large private general hospitals led the whole general hospitals. Second, group productivity of private general hospitals increased larger than public general hospitals due to the differences of PTCU rather than FCU. But, there was no statistically significant differences for technical efficiency, productivity change, technology gap. Thus, public general hospitals played the same role as the private general hospitals in terms of the number of patients treated. But, considering financial hardships of public general hospitals, public hospitals needed to share and learn medical and managerial skills of the best practice of private general hospitals.

• Korean Journal of Social Welfare Studies
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• v.48 no.3
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• pp.117-143
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• 2017

This study empirically analyzed the factors that intensify the unequal distribution of relational goods through the decomposition of relational gaps and the actual condition of relational goods. The results of the analysis are as follows. First, the average time for forming a relationship with family members or others is 158 minutes in 24 hours a day. Second, tobit regression analysis showed that relational goods time increased as they were employed, more family members, and ownership of their home. On the other hand, relational goods decreased when they were female, double-working, aged, divorced, and increased working time. The increase in household income decreased family relational goods, but increased the time with others. Based on the results of this analysis, this study proposed reduction of working time as a way to increase the happiness by sharing the relationship with meaningful people.

• Journal of Labour Economics
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• v.33 no.1
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• pp.85-107
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• 2010

In this article, since the financial crisis, Korean employment movement to service market, productivity gap between manufacturing and service industry was significant compared with other countries. The results from productivity decomposition show that negative structural changes, which employment increase is contrary to the productivity, have been intensified since the financial crisis. It is caused from a different developing pattern. While the proportion of employment was reduced, productivity has improved in manufacturing industry. While the developing was due to the high increase of the employment proportion in service industry, productivity was not improved significantly. This tendency is clearly revealed in international comparisons. In Korea the negative trend of structural changes in service industry are intensified compared to manufacturing industry after the financial crisis.

• Journal of Labour Economics
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• v.37 no.3
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• pp.45-73
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• 2014

This study analyzes the effect of labor unions in Korean manufacturing industry on wage variance of men from 1988 to 2012. The results are as follows. Firstly, the wage variance within establishments is higher than that between establishments, and the wage variance between establishments in the non-union sector has increased significantly compared to that in the union sector since 2000. There is strong evidence that the latter is due to the solidarity wage policy of unions which has strengthened since the early 2000s. Secondly, the influence of labor unions on the wage structure within the union sector has gotten stronger recently despite the general drop in the labor union membership. Thirdly, since the mid-1990s labor unions have contributed to reducing the overall wage variance. It implies that decline in the unionization rate over the years in Korea is likely to have contributed to increasing wage inequality.

• 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.