• Journal of Labour Economics
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• v.24 no.2
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• pp.125-162
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• 2001

According to the survey results on non-standard employment, most of the non-standard workers are women and work at service jobs and some jobs that do not require firm-specific skill. Also wages of non-standard workers appear to be lower than those of standard workers by 10~19%. Non-standard workers are very much likely to be excluded from beneficiaries of economic growth because job contents and ability are not important relatively as criteria in determining their basic wage and their benefits are also much lower in severance pay and bonuses, vacations, 4 social insurances, education and training opportunities. Because of very low rate of union membership, the working conditions of non-standard workers are not expected to be improvable easily by unions. It seems that the reason of the demand increase for non-standard workers is mainly because not only an individual establishment demands quantitative flexibility in employment, but also there are tendencies of being smaller in establishment size and of growing service industries macro-economically. The number of non-standard workers are expected to increase continuously in the future, too.

• Journal of Korean Society of Forest Science
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• v.103 no.4
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• pp.574-582
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• 2014

In order to prevent occupational injury in forestry operations, several laws and regulations related to forestry have been enacted. Forestry education and training is overseen by the Forest Training Institute under the Korea Forest Service and three training centers under the National Forestry Cooperative Federation. The latter are managing both common and specialized courses, with safety education and training as an important focus. Improvements to reduce the accident rate are as follows: (1) strengthening of qualifications (via aptitude test) and selection standards of forestry workers (such as age limits); (2) raise of the number of training days and the rate of certified essential forces that compose Units of Forest Craft Workers; (3) revision of regulations to select forestry management engineers (second grade certified engineer); (4) introduction of a qualification renewal system; (5) improvement of working conditions at forestry scenes and systemization of safety education; (6) revision of regulations of individual protection equipment; (7) enforcement of wearing individual protection equipment; (8) supplementation of disaster response for increasing safety perception.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2014.10a
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• pp.106-108
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• 2014

이 연구는 선주, 선원노동조합, 정부기관, 선원교육기관 등 선원유관단체들의 선원보건의료 실태와 선내 응급의료지원 실태 등에 대한 인식도 조사를 실시하여 의료사각지대인 선내의료 및 선원 건강관리 여건을 개선하기 위한 방향을 제안하고, 향후 선내 의료지원제도 개선방향에 대한 기초자료 제시와 개선점을 찾는 것을 목적으로 한다.

• KDI Journal of Economic Policy
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• v.20 no.3_4
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• pp.223-267
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• 1998

본 논문은 한국의 임금소득불평등도가, 다른 구미제국과는 달리, 1970년대 중반 이후 1993년까지 지속적으로 감소하여온 원인을 알고자 작성하였다. 특히 임금방정식의 추정을 통해 임금불평등도를 원인별로 분해하는 새로운 방법론을 처음 적용시킨 논문으로, 일정시점과 일정기간에 있어서의 원인별 기여도의 수량적 측정을 통해 불평등도를 분해하였다. 이러한 분해를 통하여 1980년대 중반 이후 한국의 임금불평등도가 감소된 주된 원인은 노동조합운동에 기인한 제도적 측면이 아니라 대졸자의 공급확대에 기인한 교육의 투자수익률 감소에 따른 시장적 측면이었다는 점을 보였다. 또한 1993년 이후 임금소득불평등도는 점차 확대되고 있으며, 최근 실업의 급증과 함께 불평등도의 확대가 더욱 심화되고 있는 것으로 파악되고 있다.

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

The aim of this study is to analyze the process of the struggle and bargaining for the change of the employment position of the irregular (in-house subcontracted) workers being at work in the Hyundai Motor Company (HMC) plants into the status of the regular employee of the company, and evaluate the results and limitation of the irregular workers' movement. Since the unionization of irregular workers in 2003, they have carried on the struggle against and the bargaining with the HMC, over the past 10 years and more, making claims for abolishing 'illegal temporary agency work' and for converting their positions into the regular ones. The HMC have gradually altered a confrontational stance against the workers' claim at the early stage, into the bargaining relationship with irregular workers' union. Eventually, the collective agreement on the 'special hiring' of about six thousands irregular workers by the HMC was reached in 2016. We attempt to analyze in depth the overall process by dividing three phases of the movement, according to the criteria of the relationship between the alliance and conflict system, and the cycle of protests of irregular workers. Furthermore, we try to trace the long and winding path of the movement, focusing on the cooperation/conflict relationship within the movement's alliance system, the confrontation/bargaining relationship between the movement and the conflict system, and the critical roles played by mediators (or third parties) between two systems. In the conclusion of the paper, we evaluate the results and limitation of the irregular workers' movement upon the basis of the following points; the convergence of the workers' demands into the prime goal of 'becoming HMC's regular employee,' the breakaway of regular workers' union from the movement's alliance system, and a virtual extinction of irregular workers' union after the final labor-management agreement of 2016.

• 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.

• Journal of Korean Society of Forest Science
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• v.107 no.4
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• pp.428-435
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• 2018

The purpose of this study is to analyze the satisfaction level of regular safety education to reduce and prevent accidents of forest workers. To achieve this goal, a questionnaire survey targeting 362 members of forest working group in National Forestry Cooperative Federation on the status of safety education, requirements for improving safety education, and satisfaction level of safety education. As a result of the analysis, the majority of the respondents said that the safety education should be improved by adding more training related to forestry work and practical education rather than the current lecture. In the effective safety education cycle, 43.8% of respondents said that the most effective once a week, and the most important factors that affect the satisfaction of safety education were the safety method and teaching ability, which were statistically significant.

• Journal of Forest and Environmental Science
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• v.17 no.1
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• pp.47-61
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• 2001

The study was carried out to suggest the development scheme of Forestry Association by the method of member's consciousness inclination analysis. The results are as follows ; 1. Most of Association members perceived the necessity for re-education about cooperative association, especially the research suitable to the characteristics of Korea Forestry. 2. 59.9% of members had negative response against revision of Forestry Association Law, and 39.5% of members had negative opinion about taking exclusive charge of forest working by Forestry Association, noting the need of immediate publicity activities for those charges. 3. Large number of members pointed out that the most serious problems for the management of private forest were the budgetary deficit and the lack of joint marketing system of forest products. 25.9% of members had complaints about the management of their own forests after joining the association. 4. 34.0% of members opposed Proxy Management and 48.8% of members wanted Portion Consignment System. 5. The analysis noted that due to increase of the aged in rural communities, it is necessary to establish Forestry Working Corps, which is under the control of the Government and Forestry Association to supply forestry labor in a appropriate time. 6. Most of Association members liked establishment of Special Association for each forest products.

• Journal of Korea Port Economic Association
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• v.34 no.4
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• pp.85-104
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• 2018

Globally, more than 90 percent of all international commerce takes place via sea freight. In terms of container cargo volume, Busan Port is the world's sixth largest port, given its geographical conditions. Regarding geographic advantages, a cargo-working operation that met customers' demand using a 24-hour operating delivery system also contributed to the growth of Busan Port as a global hub. However, research and studies on the working conditions for stevedores are lacking, even though the port industry relies heavily on human resources. Therefore, this study identifies the awareness of the working environment by cargo-working employees at Busan Port and their satisfaction level related to their working environment, such as working two shifts in a 24-hour period.

• 한국벤처창업학회:학술대회논문집
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• 2017.04a
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• pp.25-25
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• 2017

전국에 1,000여개의 다문화 기관들이 활동 중이다. 그중 정부주도형인 여성가족부 지정 다문화가족지원센터 210여 곳을 제외한 나머지 기관들은 대부분 정부 민간 혼합형이거나 민간주도형 기관들이다. 정부주도형 기관들은 중앙정부와 지방자치단체로부터 운영비가 지원되지만 정부 민간 혼합형이나 민간주도형 기관들은 운영비를 기부금 또는 후원금에 의존한다. 그러나 경제위기의 도래로 기부금이나 후원금이 급감하는 상황에서 정부 민간 혼합형이나 민간주도형 기관들의 자립은 더욱더 어려워질 전망이다. 이러한 전망과는 달리, 지원 대상들과 다문화이슈는 지금보다 훨씬 더 늘어날 전망이다. 국내 이주민의 수는 매년 증가추세이다. 향후 2050년이 되면 전체인구의 10%가 외국인이라는 전망도 나온다. 외국인의 정주화 그리고 가족이민 증가에 따른 상이한 종교와 문화에 대한 편견 없는 이해와 대화가 강조될 것이며, 학교교육정책, 직업양성, 노동시장정책, 동등한 노동조건과 사회보장 요구, 사회적 차별에 대한 계몽정책 등 다양한 다문화 이슈도 부각될 것이다. 이처럼 다양한 분야에서 다문화 이슈를 가장 잘 다룰 수 있는 민간주도형 다문화기관의 자립 여부는 다문화 지원정책의 성패와도 연결된다고 볼 수 있다. 결국 민간주도형 다문화기관이 지금의 운영구조를 개선하고 재정적 자립을 확보하기 위해서는 다문화 관련 비즈니스모델 개발을 통해 다문화 기관들이 스스로 자립할 수 있는 사회적기업에 관심을 가질 수밖에 없다. 사천다문화통합지원센터는 비영리민간단체로 지난 13년 동안 창조적인 다문화 사업들을 추진하여 괄목할만한 성과를 거두었다. 그러나 일반 기부금이나 후원금으로 운영비를 충당하고 있는 상황에서 자립 기반 구축을 위한 비즈니스 모델 개발은 필수적이었다. 마침내 요리조리아시아 협동조합을 만들어 청소년 공정여행 프로그램인 세계로여행학교와 아열대채소 농장을 운영중에 있다. 뿐만 아니라 기업의 CSR(Corporate Social Responsibility) 해외공헌사업도 위탁받아 운영하고 있다. 본 연구에서는 사천다문화통합지원센터가 그동안 진행해 온 청소년 공정여행과 아열대채소 농장을 다문화기관의 비즈니스 모델적 측면에서 사례 분석한 후, 벤치마킹을 통해 민간주도형 다문화기관들로 확대시킴으로써 사회혁신의 기회를 증대시킬 방안을 제시하였다.