• Journal of Labour Economics
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• v.39 no.1
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• pp.33-55
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• 2016

This paper examines the role of adverse working environments in the determination of workers' compensation in South Korean. I use the Third Korean Working Conditions Survey(2011), Occupational Safety and Health Research Institute that provide relevant variables in objective and subjective compensation and workers of diverse working environment. I find that risk factors in adverse working environments have a very minor role in the determination of individual wages. In contrast, adverse working environments have significant relationship with the level of compensation satisfaction. In addition, the results show that workers are more likely to receive compensation from psychological risk than physical risk. And women receive much more compensation in the psychological risk. These results provide useful information for improvement of working environments.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.18 no.11
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• pp.409-415
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• 2017

This study examines the effect of pay dispersion on labor productivity by focusing on the inflow of newcomers into the tournament and the outflow of stayers from the tournament. According to tournament theory, the expansion of pay dispersion within the organization contributes to enhanced organizational performance by attracting high performers externally and by removing low performers internally within the organization. However, previous studies regarding tournament theory have overlooked the participant aspects. Therefore, this study explores how external hiring and involuntary turnover influence the effect of pay dispersion on labor productivity. This paper hypothesizes that pay dispersion will have a positive effect on labor productivity. Moreover, this paper predicts that the inflow of new competitors will strengthen the positive effects of pay dispersion on labor productivity, whereas the outflow of incumbents will weaken this relationship. Empirical results showed that pay dispersion increased labor productivity and the inflow of newcomers strengthened this positive relationship. However, contrary to our prediction, the outflow of incumbents weakened the positive effect between pay dispersion and labor productivity. These theoretical arguments and empirical findings highlight the proper conditions should be equipped to practically achieve the positive effect of pay dispersion on labor productivity.

• Journal of Labour Economics
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• v.22 no.2
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• pp.145-161
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• 1999

• Journal of Labour Economics
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• v.30 no.1
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• pp.31-53
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• 2007

This paper, using the sample of male workers in manufacturing industry from the HCCP (Human Capital Corporate Panel) data, analyzes the effects of trade union on the level and dispersion of wages. One of the advantages of the HCCP data is that it enables a researcher to control the effect of individual firm's 'ability to pay' on wage. All relevant variables controlled, the union effect is estimated to be 5-8%. Yet this figure seriously underestimates the wage advantage enjoyed by union workers, because union sets the "price" for experience low and the price for tenure high and at the same time extends tenure of workers by adopting strong employment protection policy. The paper also analyzes the effects of union on the wage inequality. The results are mixed: overall wage inequality is smaller in union sector while standard deviation is larger when all the personal characteristics are controlled.

• Journal of Labour Economics
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• v.32 no.2
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• pp.27-60
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• 2009

Some fact-findings which were gained as results of regression analysis with Workplace Panel Survey data about whether Employee Participatory High Performance Work Practices could help to increase the compensation of workers are as followings. Firstly. though High Performance Work Practices wert generally estimated to have positive effects on management performance of establishments, their positive effects were not so significant except in cases of some practices. Secondly, the wage increase effects of the main High Performance Work Practices were much stronger with statistical significance. Thirdly. in case of unionized establishments. the wage increase effects of the main High Performance Work Practices were estimated to be much stronger than in the Don-unionized.

• Journal of Labour Economics
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• v.37 no.4
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• pp.113-141
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• 2014

This paper examines the occupational gender wage gap in the Korea labor market. This paper classifies occupations into three(the blue-collar profession, white-collar profession and female-dominated profession) according to job characteristics and female worker's ratio. To analyze occupational gender wage gap, this paper uses Mincer's wage equation(1974) and Oaxaca model(1973). The results are listed below. First, the gender wage gap is growing in all occupations. Second, the cause of increasing gender wage gap varies in different occupations.

• Journal of Labour Economics
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• v.43 no.3
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• pp.123-148
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• 2020

This study empirically estimates the possible association between the college graduate Young Peoples' wages in the labor market and their internal migration through college education after high school education. Using the Graduate Occupation Mobility Survey(GOMS), we found out that the more likely young peoples find jobs in the location from different their hometown the higher they command wages in the labor market.

• Journal of Labour Economics
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• v.29 no.3
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• pp.75-112
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• 2006

We found following evidences from our empirical analysis with the Workplace Panel Survey data of the Korea Labor Institute with reference to 'discord hypothesis' which insists that employee participatory high performance work practices would strengthen not only an enterprise focus in labor-management relations but also the enterprise unionism in the labor union system or collective bargaining structures, so they would probably come into conflict with the superenterprise-oriented industrial solidarity spirit in labor unionism. First, even though there are significant positive management performance effects of high performance work practices, especially in case of mining and manufacturing industries, the positive performance effects of employee participatory work practices such as job rotation ratio of workers and 6-sigma activities were much strengthened relatively in case of non-unionized establishments. Second, the superenterprise-oriented collective bargaining system is also found to give very strong and statistically significant negative performance effects to the introduction and implementation of work teams and performance-related payment systems such as profit sharing, group incentive pay system and so on. Although there are some careful reservations in interpreting the results of our analysis because of data insufficiency, they may have important implications that the industrial labor unionism or the superenterprise-oriented collective bargaining practices exercise the bargaining power to make individual firms be negative or feel it nearly impossible to introduce the employee participatory work practices which can be very favorable to improving those management performance.

• Korea journal of population studies
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• v.24 no.1
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• pp.183-202
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• 2001

Traditionally the women have had responsibility for homework, blinding-up of the children and caring of the aged in the family. But in models society the women would like to take jobs much more than in the past, and therefore women who have jobs are in the condition of mental and physical stress very heavily. So it is urgently needed of the social-political arrangements for caring-worker in the family (generally the women). This paper examines this problem, especially problem of the nursing of the aged in the family, and compares the political arrangements between in Korea and Germany.

• Korean Journal of Social Welfare
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• v.66 no.3
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• pp.133-158
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• 2014

Over the past decades, changes in economic, social and demographic structures have pushed the growth of care employment across countries around the world. Women's increasing labor force participation has squeezed the time so far available for unpaid caregiving and led to increased demand for paid care services. Population aging and increasing needs for pre-school education also have contributed to the growth in demand for care services. As a result, care workers now comprise a large and growing segment of the labor force in many countries including South Korea. But, there are not a few problems. Especially, we take underpaid and undervalued care work very seriously. care work has been generally characterized as underpaid and undervalued compared with other work in developed and developing countries alike. This study tries to show current situation of care work and estimate the wage penalty for doing care work in Korea using official employment micro-data and applying propensity matching analysis. Especially, recent expansion of social service is a big step up for Korean Welfare State. But, there are not a few problems. Especially, we take underpaid and undervalued care work very seriously. This presentation tries to show current situation of care work and estimate the wage penalty for doing care work in Korea using official employment micro-data and applying propensity matching analysis.