• KDI Journal of Economic Policy
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• v.13 no.3
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• pp.75-88
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• 1991

성과급제도(成果給制度)란 개인(個人) 혹은 집단(集團)의 경제적(經濟的) 성과지표(成果指標)를 임금보상(賃金報償)의 추가적인 근거로 사용하는 제도(制度)를 말한다. 본고(本稿)에서는 성과급제도(成果給制度)의 한 종류인 이윤공유제도(利潤共有制度)의 경제적(經濟的) 의미(意味)를 검토하였다. 이윤공유제도(利潤共有制度)는 기업입장(企業立場)에서 보면 이윤(利潤)에 대해 일정률의 조세(租稅)를 납부한 후, 근로자(勤勞者)를 고용(雇傭)할 때마다 일정액의 보조금(補助金)을 받는 제도이다. 한편 근로자(勤勞者)의 입장에서 보면 최초에 고정급(固定給)을 낮게 유지해서 얻은 경영성과(經營成果)의 일부를 다른 근로자(勤勞者)들과 골고루 나누어 가지는 제도이다. 이런 본질적인 특성은 경제(經濟)에 긍정적인 효과와 부정적인 효과를 동시에 미친다. 우선 긍정적인 측면으로는 기업입장에서 노동(勞動)의 한계효용(限界效用)이 상대적으로 저렴해지므로 경제(經濟)의 물가수준(物價水準)은 하락하고 생산량(生産量)은 증가하게 된다. 그러나 이에 따르는 문제점도 과소평가할 수만은 없다. 우선 저렴한 한계노동비용(限界勞動費用) 때문에 이윤공유경제(利潤共有經濟)에서는 본질적으로 초과고용경향(超過雇傭傾向)이 내재하여 있으며, 또한 어느 한 개인의 노력에 의한 성과(成果)의 향상(向上)이 모두에게 분배되어 희석되므로 원래 의도되었던 동기유발효과(動機誘發效果)가 위축될 가능성이 있다. 또한 임금소득(賃金所得)이 변동(變動)하므로 위험기피적(危險忌避的)인 근로자(勤勞者)의 효용(效用)이 위협을 받게 된다. 이런 여러 문제점을 극복하고 성과급(成果給)의 원래 긍정적인 측면을 실현시키기 위해서는 근로자(勤勞者)의 경영참가(經營參加)가 보장되고, 이윤공유제(利潤共有制)의 채택에 대해 세제상(稅制上)의 유인(誘引)이 뒷받침되어야 하며, 정부(政府)의 경제안정화정책(經濟安定化政策)이 더욱 주의깊게 추구되어야 한다.

• Journal of Labour Economics
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• v.40 no.3
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• pp.29-55
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• 2017

We examine the effects of the self-reported subjective and the objective health indexes on work compensations. The compensations consist of monetary factors, such as wages, and non-monetary factors reflecting job risks such as the workplace accidence. The wages and workplace injuries are clearly affected by gender and age differences as the subjective and objective health factors of elderly workers are combined with physical and systematic work environments. Mental health problems such as work depression are more serious especially for high income elderly groups. The elderly workers experienced with physical problems and chronic illnesses are led to the decrease in wages and the increase in safety accident risks at work sharply. Therefore, we need to provide supporting services, retirement planning designed by companies, supported by the government enhanced risk working conditions and the weakness on protecting jobs.

• 한국사회정책
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• v.25 no.2
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• pp.31-55
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• 2018

The economic penalty of care and gender inequality reinforce each other. Unequal distribution and treatment of care are at the basis of gender inequality. Care creates economic penalty that deepen gender inequality. Those who perform care work tend to take the position of the vulnerable in socio-economic power relations. Due to their weak position, it is difficult for them to voice out a fair treatment and reward for their work. As a result, care workers both at home and in the public sector suffering from lower economic value of care are positioned in unequal gender relations with more vulnerable socioeconomic status. The basic income system may have the potential to mitigate multifaceted gender inequalities in our society. For the introduction of basic income to help realize the real freedom for women, it is necessary to understand unique natures of care work and tackle economic penalties of care work. This paper examines the relationships between care penalties and basic income, focusing on the debate on the introduction of the basic income system. We argue that if the economic penalties caused by unique natures of care work are not eased or resolved, the introduction of the basic income may not contributes to alleviating gender inequalities.

• Journal of Labour Economics
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• v.26 no.3
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• pp.209-230
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• 2003

This study investigates the factors affecting job seekers' utilization of social networks in Korean job markets by using the East Asia Social Survey on People's Work Life: South Korea data collected in 1996. If employees are analyzed as a whole, social networks have been used more frequently than formal means and direct application. Results of the multinomial logistic regression largely show that job seekers who occupy better positions in job markets have used social networks less frequently. This is due to the characteristics of Korean job markets: (1) Korean job markets are clearly divided by several criteria, and (2) in the sectors of job markets which provide better socioeconomic rewards, the competition through formal means is the main path of getting jobs.

• Journal of Labour Economics
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• v.27 no.1
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• pp.107-134
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• 2004

This paper attempts to find out the economic roots of the increasing tendency not to choose the science and engineering (S&E) fields in the colleges. The analysis shows that the relative economic position of the S&E graduates measured in terms of employment quality is not significantly different from that of the non-S&E graduates. But the S&E graduates earn relatively low wage and self-employment income. Furthermore, the relative income of the top 5% bracket of the S&E graduates has been declining in the recent five years. The paper concludes that low relative income of the average S&E graduates as well as the increasingly lower relative income of the most able S&E personnel, coupled with the increasing compensating differential required for the S&E jobs, is the main reason for the 'avoidance' phenomenon of the S&E fields.

• Journal of Labour Economics
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• v.27 no.1
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• pp.55-76
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• 2004

The objective of this study is to investigate why the applicants for entrance to the science and engineering college are shrinking. We focus on the social situation of the science and engineering college graduates, more concretely, focus on the job stability, social position and the compensation in comparison with the non-science and engineering college graduate. We find that the science and engineering college graduates have the higher rate of separation from his job, the fewer opportunity of improving the social situation and the lower compensation throughout his life from the first job in comparison with the non-science and engineering college graduates. However, this study can not identify why the science and engineering college graduates receive the socially unkind treatment.

• Korean Journal of Labor Studies
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• v.23 no.2
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• pp.1-45
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• 2017

This study aims at explaining organizational mechanisms of inequality that has been rising rapidly alongside the proliferation of irregular employment in the post-crisis Korean labor market. It argues that inequality is not sufficiently explained by individual gap in human capital or widespread marketization as such. Social categories into which each individual worker falls seems more important as a source of labor market inequality. Employment types that are composed of regular and irregular employment do not simply indicate the different economic meanings of employment contracts but have rather been institutionalized as a social category of status in the context of inequality over the past two decades. They are also often matched with other social categories such as gender that have created and reproduced greater labor market inequality. We pay attention to the organizational practice of dominant incumbents who make claims for advantages of return based on their exclusive accessibility to limited organizational resources and explain how that particular practice plays a role to increase relational inequality between those insiders who achieve advantageous returns and outsiders mostly irregular workers who are excluded from those resources because of the social categories that they belong to. In this study, we identify seniority based pay as the key organizational practice that justifies categorical differences within the workplace and examine how that particular practice contributes to organizational level segmentation and income ineqaulity.

• Korea journal of population studies
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• v.29 no.3
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• pp.29-50
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• 2006

This study examines the effects of pre-employment efforts of the youth on their transition to the labor market. Labor market performance is accessed by the transitory period, the employment at workplace with more than 300 employees, and the wage level. Based on the effects of employment efforts for the first transitory period, job experience during school and preparatory period for employment would raise the likelihood of employment, but the school credit, grade in English, and the frequency of interviews, on the contrary, failed to reduce the transitory period. Employment effect varied according to educational background. In case of college graduates, vocational education and job experience during school were statistically significant variables leading them to decent jobs. On the other hand, in case of university graduates, job experience and language skills were proven to be important factors. Lastly, for the wage effect, in case of college graduates, vocational training, job experience during school, and English ability were proven to increase the wage level. However, vocational training after graduation and job experience during school decreased the wage level, but grade in English and pre-employment efforts during school increased the possibility of getting a decent, highly paid job for university graduates.

• Journal of the Society of Disaster Information
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• v.14 no.4
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• pp.480-491
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• 2018

Purpose : This study aims to suggest social support composed of organizational support and managerial support would be systematically managed to enhance Disaster Operations Management at Seoul Emergency Operations Center. Method : Emotional labor was used as an independent variable, and organizational commitment was used as a dependent variable to analyze the mediating effects of social support. Results : First, in the aspect of organizational support, the objective evaluation of disaster situation management, disaster situation management emotional labor reduction education and training program development, monitoring of disaster situation management, quality improvement and work imbalance mitigation of firefighters, and emergency coordination managers are needed for systematic work management for emotional labor settlement. Secondly, it is necessary to select competent firefighters in the level of managerial support, to prepare healing measures for structured phased emotional labor for firefighters, and to have counseling competency for managers for emotional labor firefighting officers. Conclusion : In order to improve disaster management ability, education and training programs should be developed to improve organizational commitment based on social support.

• Korean Journal of Social Welfare
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• v.69 no.3
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• pp.193-212
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• 2017

This study is purposed to explain the characteristics of injured workers' labor market situation and to analyze the factors influencing labor market transition of those workers. Using the Worker's Compensation Insurance Panel Data ver.1~3 which was surveyed by the Korean Workers' Compensation & Welfare Service in 2013-2015, this study analyzed 1,668 injured worker cases. The study shows that workers who have experience job retention at least once are 36.8% of all, 51.5% of them have experienced re-employment, and 36.9% have done unemployment. One result of the longitudinal analysis is that socio-demographic factors including gender, age, education years, convalescence period, ability on job performance, company size, term of service, temporary employment, daily-workers status before job accident and job training were associated with return to pre-injury job. The other result is that statistically significant factors affecting the probability to be the unemployed are gender, age, levels of disability, convalescence, ability on job performance, term of service before job accident, job rehabilitation service utilization. These findings indicate that we need to develop efficient intervention programs for supporting return-to-work and labor market transition of injured workers.