• Journal of Labour Economics
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• v.43 no.2
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• pp.75-107
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• 2020

Using the data from 1980 to 2017, I show the long-term trends in the gender wage gap in Korea and analyze factors using decomposition method. It tended to decline until the 1990s, but gradually slowed after the 2000s. Gelbach(2016)'s decomposition method is used as an alternative rather than Blinder-Oaxaca decomposition. The results show that the proportion of explanation of traditional factors, such as age, education, firm size, industry and occupation, are continuously decreasing in explaining the gender wage gap. Expecially, the proportion of explanation of age and that of education have decreased, and that of industry tended to decrease in the 1990s but to increase after the 2000s.

• Journal of Labour Economics
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• v.41 no.3
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• pp.61-93
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• 2018

This paper examines the gender pay gap among doctorate holders in Korea to understand the determinants of this gap and control of its variation. A particular focus of this study is to seek to infer the extent to which this pay gap is the consequence of gender-based disparate treatment. The main results indicate that there is a sizeable gender pay gap even among workers with doctorate degrees, that is, very highly educated workers. Moreover, this gender pay gap cannot be largely explained by gender differences in characteristics, indicating the existence of discrimination against female doctorate holders in the Korean labor market.

• Journal of Industrial Convergence
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• v.18 no.2
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• pp.19-26
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• 2020

This study analyzed the status and trend of gender wage gap among listed companies in KOPSI market over the 2000-2017 period. The main results of the study are as follows. First, the gender employment gap index for KOSPI listed companies stood at 39.81 in 2017, with 40 women per 100 men being employed. Although the absolute value of the proportion of female employment remains low, it has not only been higher than 33.74 in 2000 but has also increased steadily in recent years. In terms of the number of years of service, the average number of male employees in 2017 was 9.9 years, compared with 6.9 years for female employees, and the gender tenure gap decreased over the past few years. Finally, The gender wage gap index increased from 60.57 in 2000 to 67.87 in 2017. In addition, there are slight variations in the size of the company or industry, but consistent results have shown that the gender wage gap decreases in recent years. The findings suggest that our society is developing in a way that reduces the gender employment gap and the gender wage gap.

• Journal of Labour Economics
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• v.30 no.2
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• pp.33-60
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• 2007

This study analyzes the trend of the gender wage gap and its sources in the Korean labor market for the years 1985-2004. Following Oaxaca and Ransom (1994), the gender wage gap is composed of the productivity-related gap and non-productivity-related gap (unobserved productivity gap and discrimination). Empirical findings indicate that both the productivity-related gap and non-productivity-related gap have dwindled, while the decline of the former far excelled that of the latter. The non-productivity-related gender wage gap is much larger for married women than for single women, possibly implying a lower unobserved productivity of married women because of their childcare responsibilities. The non-productivity-related gap is also very substantial in the male-dominated occupations as compared to the female=dominated occupations, supporting the existence of network externalities in employment.

• 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.

• 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.

• The Journal of the Korea Contents Association
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• v.19 no.2
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• pp.248-258
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• 2019

The importance of the creative class has been emphasized as the industrial structure changes. However, there are only a few studies on gender wage difference in the creative class. The purpose of this study is to analyze the various factors influencing the gender wage gap in the creative class by using labor panel data. The results of this study are as follows: First, it was found that the wage of the male creative class is higher than the wage of the female creative class. Second, there were different factors affecting wages depending on the gender of the creative class. Third, female workers in the creative class suffer wage discrimination due to differences, but a larger part is due to gender discrimination. Fourth, compared to the non-creative classes, the gender wage gap of the creative classes was small. The gender gap caused by discrimination was the highest among the younger generation.

• Journal of Labour Economics
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• v.40 no.4
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• pp.115-158
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• 2017

This paper explores the relationship between working hours and the residual gender wage gap in Korea. Because the labor practice of working long hours in Korea favors men, who tend to spend little time on domestic labor, long working hours can influence the residual gender wage gap by discriminating against women. We analyze this discrimination empirically, and find the following results. First, the returns from working long hours are not high in most occupations in Korea. Second, working hours have a positive effect on the residual gender wage gap in male-dominated occupations, but not in female-dominated ones.

• Journal of Labour Economics
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• v.42 no.3
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• pp.1-38
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• 2019

This paper investigates the relationship between the occupational gender wage gap and the proportion of high wage earning female workers in Korea. The main idea is that an increase in the number of high wage earning female workers in the workplace could lead to a decrease in the gender wage gap by eradicating the prejudice or reducing the statistical discrimination on female workers. We constructed a panel dataset by using the raw data from the Korean Survey Report on Labor Conditions by Employment between 2009 and 2016. The result shows that greater presences of high wage earning female workers in male dominant occupations have statistically significant negative impacts on residual gender earning dispersion.

• Korean Journal of Social Welfare Studies
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• v.47 no.3
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• pp.139-159
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• 2016

This study aims to investigate the wage gap between male and female workers at social welfare institutions and to determine its factors. For this purpose, a Blinder-Oaxaca decomposition and regression models are applied to analyze wage survey data. The results are as follows. Firstly, the gender wage gap of social workers is a bit smaller, compared to the average of wage earners. Secondly, about two-thirds of wage gap is due to differences in productivity(endowment) factors; the other part is due to discrimination. Thirdly, the most important cause of gender wage gap is career disruptions of female workers largely due to marriage and birth. Fourthly, other causes of gender wage gap include differences in education, in job grade, in employment status, and in the characteristics of institutions. Finally, among the discriminating factors worsening gender wage gap, a key factor is a gender discrimination in the compensation for age.