• The Journal of the Korea Contents Association
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• v.18 no.5
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• pp.241-255
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• 2018

The purpose of this study is to examine the moderated mediating effect of family cohesion in the relationships among work-family conflict, job stress, and turnover intension of female low-wage workers. Participants included 190 low-wage workers whose monthly salary was less than 2 million Korean won (approximately $1,900). The results are as follows. First, the work-family conflict was associated with turnover intension. Second, job stress mediate the relationships between work-family conflict and turnover intension, and family cohesion have the moderated mediating effect among these variables. These results suggested that there is a need to enhance policies and programs for work-family compatibility to decrease work-family conflicts and job stress and to strengthen family cohesion to reduce the turnover of female low-wage workers.

• 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.

• Korean Journal of Social Welfare Studies
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• v.41 no.2
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• pp.279-308
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• 2010

This study examines the association between family policies and family gap using data for 14 OECD countries. As family policies have different assumptions about women's roles and include variant sub-policies, this study identify two distinct family policies: 'employment support policy' to support women as employed workers and 'caregiving support policy' to support women as caregivers. Meanwhile, women's wage cannot be determined by the effect of 'only' family policy. Therefore, analysis model includes variant macro structure supposed to affect women's labor status and wage, like labor market structure, wage structure(compression), women's social status and economic status, and examines interaction effects between family policies and these labor market and social structures using Fuzzy-Set Qualitative Comparative Analysis (FSQCA). The FSQCA result shows that relatively low family gap is associated with the conjunctual causation of developed 'employment support policy' and compressed wage structure.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.11 no.11
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• pp.4151-4160
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• 2010

Recently the arts and cultural sector is drawing attention as a new growth engine of the Korean economy. The paper is empirically analyzed on the gender wage differentials in the arts and cultural sector and specially focused on decomposing the wage differentials between the manufacturing sector and the arts and cultural sector. Our results may be partly useful for explaining the existing phenomenon of the arts and cultural sector in Korean labor markets, for example, young, highly educated, part-time contracts, less gender discrimination, etc. The results might provide somehow the policy directions of reducing the gender wage differentials.

• 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.

• Korean Journal of Social Welfare Studies
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• v.43 no.2
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• pp.345-366
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• 2012

This study analyze Family gaps(the wage gap between mothers and non-mothers) across the wages distribution in Korea using 2008 Korean Labor and Income Panel Study. Analysis models include Heckman's two stage estimation to control women's labor participation selection and Quantile regression method to examine the effects of children at different points of the wage distribution. The result indicates that first, comparing non-mothers, mothers with one child suffer statistically significant hourly wage losses at 25th, 50th, and 75th distribution, however not significant effects are found at lowest(10th) and highest(90th) distribution. Second, comparing non-mothers, mothers with two more children suffer statistically significant hourly wage losses at all distribution. Family gap differs across the wage distribution and highest family gaps are found at 25th distribution. With these results, the author suggests universal family policies to support mothers' labor participation and the reconciliation of work and family.

• Journal of Labour Economics
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• v.38 no.2
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• pp.59-87
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• 2015

This study investigates the influence of human capital on wages of female marriage migrants in Korea using the 'National Survey on Multicultural Families 2012'. The results show that educational attainment has little influence on wages of female marriage migrants in Korea and that educational attainment in their origin country has positive influence on the labor market in Korea. However, work experiences in the origin country and duration in Korea are not significantly related to wages of female marriage migrants in Korea. The subgroup analyses by nationality find that the education wage premium is large in groups for Korean-Chinese women, other Asian countries and other countries. Among occupations, managers and professionals officers earn the highest wages in all groups. In addition, the manager and professional officer groups show the large education wage premium, especially among Chinese, Vietnamese and Korean-Chinese female marriage migrants.

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

Using the Korean Labor and Income Panel Study 2001 (KLIPS 2001), this paper examines gender differences in the return to education in Korea. On average, there is little difference in return to education between male and female workers. However, this paper provides evidence that the impact of education on wages is greater for female workers compared to that for male workers using three different estimation strategies. First, a simple cohort analysis shows that the estimated returns to education for male and female workers have different patterns by age cohort and this is the main reason we observe little gap in average returns to education between men and women. Second, we find that college degree has a significant impact on women's labor market outcomes, while there is little gain for men in terms of wage levels by having college degree. Finally, when controlling unobservable individual ability level with test scores, education has no significant impact on male workers' wage levels, while the impact of education on wages is considerably large for female workers. All three findings support that the impact of education on labor market outcomes is greater for female workers compared to that for male workers as many researchers have found in other OECD countries.

• Journal of Labour Economics
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• v.26 no.3
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• pp.77-114
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• 2003

Analyses of the special data sets constructed from the National Longitudinal Survey of Youth and the Panel Study of Income Dynamics reveal that, compared with an annual wage measure, survey week wages are significantly counter-cyclically biased due to selecting workers with strong labor market attachment. We also find that survey week wages are more counter-cyclically biased in high-wage industries than in low-wage industries, that is, inter-industry gaps of survey week wages are counter-cyclically biased. Unlike existing longitudinal studies, the current study concludes that real wages are much more procyclical in high-wage industries than in low-wage industries, which is attributed to our adoption of annual wages that is less subject to the selectivity bias. Our finding is consistent with the empirical regularity that real wages are much more procyclical for men than for women, as men are overrepresented in industries with greater real wage procyclicalities. Overall, current results do not support the predictions of segmented labor market theories for the cyclicality of real wages.

• Journal of Labour Economics
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• v.39 no.3
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• pp.99-124
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• 2016

This study analyzed the effects of labor unions on the wages of Korean female workers using 'Korean Labor and Income Panel Study.' In the estimation we considered the self-selection bias due to the women's labor force participation decision and a plausible non-response bias from not answering the question about the company size in terms of number of employees. By fixed effect estimation we found that labor unions in Korea do not increase the wages of both the female union workers and non-union workers who work at a company in which a union is organized comparing to female workers who work at company without a union. This results indicates that female workers who work in the company with labor union tend to have unobserved characteristics that are positively correlated with both wages and the probability to enter the company with labor union. We also came to the conclusion that there is no free-rider effects of non-union workers.