• Journal of Labour Economics
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• v.29 no.2
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• pp.29-66
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• 2006

This study investigates the structural change of wage determination within internal labor market that have occurred around the financial crisis in 1997 by using the personnel data(1996~2000) of a Korean large firm. We take the effect of performance-based pay system to apply on wage determination of workers using Mincerian earnings function estimation. After introducing the annual salary system in the firm, we did not find the fact that the wage effect of seniority decreases, but we found the wage effect of relative evaluation ratings increases. Then, this study identifies the importance of the reward strategy of firm in Korean internal labor market. Finally, we have concluded that although the firm acknowledged the positive effects of performance-based HRM practices, we have not obtained enough evidence on the transformation into such practices because the seniority-based HRM has been traditionally prevalent in the Korean internal labor market.

• Korean Journal of Labor Studies
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• v.24 no.3
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• pp.109-142
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• 2018

This paper aims to analyze the Award wage system in Australia for construction workers. Considering low wages and precarious employment situation of construction workers in general, it is of advantage especially for them in Australia. Furthermore, it seems to be instructive for Korean construction workers, who stand in more precarious and unstable situation and furthermore are lack of fair wage and social safety. After strong and longstanding labour struggle in the late 19th century in Australia, it has been established a tripartite institution called as 'tribunal' between trade unions, employers, and the government. Under the highly institutionalized form of industrial relations, it functions as an arbitration and conciliation system between labour and management. The Award wage system stands in the middle point. This Award wage system including various welfare provisions is settled by the tribunal, today renamed as Fair Work Commission. In this wage system should be defined level of minimum wages according to the various skill levels, which are in turn connected with compulsory superannuation and Medicare as well as vocational education and training. Furthermore, it provides especially for the construction workers, who suffer from job instability, so-called 'portable benefits', which relate to long service leave and redundancy pay. Considering general conditions of precarious construction workers in Korea, In that respect, the Australian Award wage system would be very instructive for our social wage and safety system for construction workers.

• Cement
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• s.38
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• pp.16-21
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• 1970

시멘트공업경영은 자본집약산업으로 그 규모는 일정수준의 단위까지 팽창되지 않으면 안되는 시장경쟁적 여건을 포함하고 있는데 특히 시멘트제품의 수급비탄력성은 방대한 규모의 생산시설과 여기에 투입된 노동을 유휴화시키고 이로 인한 기업의 고정비부담을 가중시키므로 적자의 가장 큰 요인으로 작용하고 있다. 이와 같은 유휴비용중 특히 노무비부담이 큰 비중을 점하고 있는데 현세멘트공업계의 임금제도는 저생산저임금형태로 기업과 종업원에게 공히 유용한 요소가 되고 있다. 이러한 시멘트의 계절적인 수요변동에 따라 성수기에 있어서는 노동의 부족을 나타내고 비성수기에 있어서는 확대된 부분이 축소된 것만큼 인원을 감소시켜야하므로 노사간의 불화와 기업공신력의 상실등을 야기시키게 되어 기업측이나 종업원측으로 보아서도 서로의 손실임에는 틀림없다. 따라서 이와 같은 문제는 합리적인 임금제도 및 영리의 결여에서 오는 것인 만큼 기업과 종업원에 공히 이득을 가져와 줄 수 있는 성과급제도의 도입적용에 시급히 필요하다고 하겠다.

• Korean Journal of Social Welfare
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• v.69 no.1
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• pp.33-57
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• 2017

This study examines the effect of working conditions for care workers on the care quality in long-term care facilities, particularly the coexisting perspective on publicness and the marketization of Long-term care services in South Korea brings about. Prior studies have not identified a causal relationship between working conditions and the care quality, only explained cause of a low-wage labor market and low productivity of social services. Theoretical relevance of working conditions and service quality on Long-term care in Korea is to view from a integrated care model by Daly and Lewis(2002). A nonproportional stratified sampling procedure was used to consider Long-term care facility's ownership. A merged dataset combining surveys from 248 Long-Term Care facilities and online resources from NHIC administrative was used and analyzed by multiple regression. The analysis results is showed as follows. Overall, organizations with better working conditions, having higher wage, having greater a fringe benefit, being skills development and training are likely to have good care quality in each area. This research shows that the working conditions, rewards and support to care workers of organizational culture in the normative dimension beyond the minimum standard on labor market policy and evaluation system by government regulations have a positive impact on Long-term care quality.

• Journal of the Korea Society of Computer and Information
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• v.27 no.11
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• pp.231-239
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• 2022

The labor director system to be introduced into the company law, the labor director must be explained in the Korean company law and the inevitability of its introduction must be persuaded. Conflicts with shareholders' right to appoint institutions are also a task that must be resolved. Management has absolute meaning for shareholders who receive dividends from operating profit. On the other hand, for workers who are guaranteed the right to collective action and are paid for their labor according to the contract law and the labor law, the management must be considered as a partner in labor-management cooperation, so the labor director system may cause confusion. There are growing calls to create a system that can form a 'relationship of understanding, participation, and cooperation', away from the existing 'control and command'-centered manpower management that causes labor-management confrontation and the system can also serve as an opportunity to reduce harmful effects of high-handed personnel administration in public institutions.

• 중국학논총
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• no.63
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• pp.205-224
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• 2019

The results of the studies of China and Vietnam are as follows. First of all, in China, the labor market in China has been fully completing laws and regulations since the implementation of the labor contract law in 2008. Specifically, we analyzed the labor market in China for labor contracts, recruitment, and minimum wage. Next, in Vietnam, which the tertiary and quaternary industries are rapidly developing. The labor market is expected to increase because demand for foreign manpower, as the advancement of retail, finance, tourism services, Smart factories in the textile and sewing- do. The limitations of this study, however, are that there is not enough data to utilize official data for labor market analysis in China and Vietnam. If a practical investigation is conducted for analyzing the labor market in Vietnam due to the changes in the labor market

• Korean Journal of Social Welfare
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• v.62 no.3
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• pp.141-162
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• 2010

This paper tries to provide empirical support for a formal model of social policy development which has been presented in a former paper of this study. In the direct democracy, median voter's social policy preference is critical because he is Condorcet winner in a pair-wise pure majority voting. But, in the more general setting, we should think of various political institutions as a collective choice device. For this reason, I draw a formal model which formulates three contrasting types of political institutions which are distinguished by the developments of political democracy and the differences of electoral rules. Comparative patterns of key variables which measure political institutions, social policy developments, and social policy preference provide support for my arguments. My empirical results suggest that three political institutions are associated with very different policy outcomes. Compared to other institutions, committee system entails more targeted subsidy, less universal benefit. On the contrary, proportional elections produce more universal benefit, less targeted subsidy.

• Journal of Science and Technology Studies
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• v.10 no.2
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• pp.1-35
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• 2010

This study analyzes the necessity of integrated innovation policy for post catch-up innovation. The integrated innovation policy solidifies its position as an infrastructure innovation policy which forms the foundation of all kinds of policies. The Korean government is currently under the pressure of planning technologies and policies that do not allow any easy imitation or copy of other advanced countries, which in turn reveals various limits of the existing policy framework. Integrated innovation policy for post catch-up innovation involves a continual process demanding changes in political, organizational and procedural activities. To ensure long-term and cross-sectoral innovation policy, overall changes and improvements in policy and its implementation are needed in terms of political commitments, governance systems, policy instruments and monitoring, and evaluation systems.

• Journal of Digital Convergence
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• v.13 no.7
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• pp.33-45
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• 2015

Present study aims to describe who are the non-regular female workers in South Korea. The dominant form of employment of Korean female non-regular workers is characterized by instable contract, low wage, long-time work and exclusion from the state and occupational welfare. Also, non-regular female workers are not homeogenous but there are various groups of women among female non-regular workers including young part-time workers, high educational middle class contract professionals, particular contract workers such as home-schooling teachers. However, it would worth noting that over 40s, low-educational, low income, breadwinning women who are working in sales, service, and simple handy job are most likely to become non-regular female workers in South Korea. Those women are the major group among non-regular female workers. The public assistance (in cash) for non-regular workers are necessarily needed for them at this point in South Korea.

• Korean Journal of Labor Studies
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• v.14 no.2
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• pp.347-375
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• 2008

영국지방정부 노사관계는 중앙집권적인 구도 속에도 개별 지방정부 차원에서의 자율이 허용되는 일종의 조정된 분권화의 모습을 보였다. 하지만 1980년대부터의 시장메커니즘의 도입 이후 일부 지방정부는 중앙의 현실인식부족을 강조하면서 중앙차원의 교섭구도에서 탈피하게 된다. 1997년의 교섭구도의 통합화 이후 보다 조정된 형태로의 변화를 기대했으나, 지부차원에서의 교섭자율화는 그대로 유지되었다. 하지만 중앙교섭의 영향력은 여전히 건재하며 이러한 측면에서 우리는 일종의 중앙과 지방의 상호결합이 나타나고 있다고 정의할 수 있다. 그동안 축적된 조직력과 경험이 이를 가능하게 했다고 보여진다. 또 다른 변화는 노사 파트너십의 도입인데 노동조합도 자신들의 입지 약화를 인정하면서 이러한 변화에 대해 긍정적인 입장이고, 더 이상 과거와 같은 대립적인 관계는 자신들에게 유리할 것이 없다는 인식이 확산되는 상황에서 점차적으로 파트너십의 관행이 영국 내 자리 잡을 것으로 기대된다. 여전히 중앙의 영향력이 있기는 하지만 분권화와 같은 변화는 현장 차원에서의 파트너십을 용이하게 할 수 있는 제도이기 때문이다. 결국 지방정부의 노사관계는 기존의 고도의 현대화의 하나인 제도적인 형태에서 철저한 성과압력 및 하위단계로의 권한 위임 등을 동반한 고도의 온정적인 모습 그리고 고도의 현대화의 또 다른 형태이자 보다 유연한 모습인 협의에 근거한 일종의 파트너십 등이 동시에 사용되어지는 다양하고 복잡한 모습으로 변해가고 있다고 정의할 수 있다.