• Journal of Teachers' Pension
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• v.2
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• pp.103-129
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• 2017

본 연구는 사학연금 퇴직자 자료를 활용하여 공적연금 사각지대를 보완하기 위해 마련된 연계연금 선택자와 일시금 선택자간의 가입행동을 분석하였다. 분석결과에 따르면 남성이며, 연령이 높을수록, 재직기간과 소득수준이 높을수록 연계연금을 선택할 확률이 높아지는 특징을 지닌다. 첫째 퇴직자 중 직원인 경우 연계연금을 선택할 확률이 높아지는데, 초중고 및 대학교 교원의 경우, 연금수급을 위한 최소재직기간(2016년 이전 20년)을 충족하고 연금수급권을 확보하는 경향이 높다. 둘째, 여성의 경우 연계연금 보다 퇴직일시금을 선택하는 경향이 높은 것으로 나타난다. 셋째, 사학연금의 경우 남성에 비하여 여성의 가입비율이 월등히 높으나 직무와 학교급 별로 저임금-비정규직 등 취약한 지위에 놓인 여성이 남성에 비하여 연계연금 수급권을 확보하지 못하고 있다.

• Journal of Labour Economics
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• v.38 no.1
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• pp.31-65
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• 2015

This paper examines why older wage workers leave their jobs and what determine the hazard of retirement. Major results are as follows. First, aged workers leaving their jobs because of formal mandatory retirement are relatively few in number and largely males employed in large establishments. Second, a higher hourly wage is associated with a greater retirement hazard, especially among male employees of large firms. Third, informal mandatory retirement puts a strong pressure towards retirement among older female workers. Fourth, poor health is the primary reason for retirement among older workers, especially for females and small-firm employees. Finally, reasonable hours and greater flexibility of work tend to lower retirement hazard. We discuss some implications of the results for old-age labor market policies.

• Journal of Teachers' Pension
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• v.1
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• pp.129-153
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• 2016

2009년~2015년 사학연금 급여를 신청한 퇴직자에 대한 자료를 기반하여, 사학연금의 유형별 선택에 따른 연금 및 일시금 수급액을 산출하고, 주요 거시경제변수의 변화에 따라 사학연금 유형별 개인의 노후소득 규모와 이에 따른 사학연금의 재정지출 부담액의 변화를 산정하였다. 2009년과 2015년 사이에 퇴직한 사학연금 수급자가 2063년까지 지급받게 될 지급규모의 2016년 현재가치는 1억 2,500만원에서 1억 2,700만원 사이인 것으로 계산되었다. 그리고 2009년에서 2015년 사이의 퇴직자인 175,573명에게 2063년까지 연인원으로 633,720명에게 2016년의 현재가치로 1조 6,864억 원에서 1조 7,163억 원 사이를 지급할 것으로 계산되었다. 분석결과 유치원 등에 재직하는 여성의 경우 재직기간이 짧으며, 이로 인하여 연금수급권을 갖지 못하고 퇴직일시금을 수급하는 경향이 높다. 연금을 선택하는 집단은 주로 중고등학교 이상에 재직한 교원으로서 법정퇴직연령까지 재직하다가 퇴직 이후 연금을 수급하는 경향이 높다. 현재의 지급구조 하에서 저금리-저물가 기조가 유지되는 경우 그렇지 않은 경우보다 개인이 수급하는 연금의 현재가치가 상대적으로 높아지는 경향이 있다. 기금운용자의 경우 수급자의 지출을 통합하여 관리·운용하게 되므로 저금리-저물가 지속시 이에 대한 지급규모가 더욱 커지게 되며, 이를 위한 재원 확보와 기금운용수익률을 높여 재정을 안정화시킬 필요성이 더욱 커지게 된다

• Journal of Families and Better Life
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• v.24 no.5 s.83
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• pp.69-87
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• 2006

This article attempts to explore how the women retirees under study were able to continue work until retirement. This study used life histories, especially focusing on daily working lives, and uncovered a number of key issues through in-depth interviews. The main results are as follows: Firstly, the women retirees examined here had been raised as highly educated people, and their strong educational background was a base component for them to have relatively secure careers. Their parents had also supported practically the women retirees during their working lives. In addition, the women retirees had to can out the roles of 'provider' for their original families, procreation families or in-law families, even though they were not given the recognized roles of provider. Secondly, the women retirees had a private infra system to support them with housework and child care. In addition, because they were financially able to employ housemaids, the women retirees did not experience conflicts with their husbands, who took on a neo-traditional sex role. Finally, thanks to relatively good working conditions such as having vacations and being able to come to and leave the office on time, the women retirees were able to continue work until retirement no mean feat in a society which openly practiced gender discrimination.

• 월간 기계설비
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• s.320
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• pp.66-69
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• 2017

매년 사업주와 근로자로부터 상담한 내용을 돌아보면 우리 사회 노동시장의 현안이 무엇인지, 인권수준은 어떠한지, 노동행정의 방향이 어떠한지를 확연히 체감하게 된다. 그 중 하나가 육아휴직제도이다. 20년 전만 하더라도 육아휴직은 거의 허용되지 않았다. 결혼 또는 임신하면 퇴직이 관행이던 시절이었다. 관행에도 불구하고 임신한 근로자가 퇴직하지 않으면 출 퇴근이 어려운 지방으로 배치전환하거나, 직무를 변경하고, 담배연기 가득한 방 가운데 여성근로자를 근무시키는 비인간적인 처사도 행해졌다. 2~3년 전만 하더라도 "우리 회사는 육아휴직은 안된대요. 그럴바엔 그만두래요. 아이 맡길 곳도 만만치 않은데 어쩌면 좋아요"라는 여성근로자들의 상담이 한달에도 몇 건씩 쏟아져 나왔었다. 초기 여성노무사가 소수이다 보니 워킹맘들의 노동법률상담을 할 기회가 많았다. 때론 사업주들을 설득하고, 중재하고, 처벌조항을 들어 압박하기도 하면서 육아휴직을 권장했지만 기존의 관행과 문화가 일시에 변화하기는 어려운 일이다. 여성의 경제활동율이 늘어나고 출산율이 줄어들면서 정책적으로 출산 및 육아휴직을 장려하는 정부의 감독행정 강화, 그간 노동계 및 시민사회단체의 노력 등으로 인해 법률에 규정된 육아휴직제도가 비로소 현실적으로 보장되어가고 있음을 목도한다. 이즈음에 육아휴직자의 연차휴가 사용, 퇴직금, 육아휴직급여 등에 대한 문의가 많은데 그만큼 육아휴직자가 늘어났다는 것을 반증하는 결과이다. 따라서 이번호에서는 출산휴가 및 육아휴직자들의 연차휴가 사용과 퇴직금 산정방법, 출산 육아휴직급여에 대해 알아보고자 한다.

• Korean Journal of Labor Studies
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• v.24 no.2
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• pp.247-291
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• 2018

This study investigates the employment structure and the social safety net experience of the subcontracting cleaning workers in Korea, who have been main targets of the labor outsourcing despite the necessity and permanence of their labour. This study specifically focuses on the fact that these subcontracting cleaning workers are mostly female and in their old age, and analyzes how the combination of their age, gender, and employment structure leads to the (mis)match with the Korean social security system. Case study with in-dept interview method has been conducted to the old-aged female subcontracting cleaning workers in Korea. The result of this study is as follows. It was the income insecurity that led them to (re)enter the labour market, and the cleaning work was the almost the only wage work they could do considering their age and gender. Cleaning workers are mostly employed in the subcontracting company, and thus their labour contracts depend on the business contract period between the original and subcontracting company. Consequently, their employment relationship is mostly insecure unless they are guaranteed employment succession through the collective agreement of trade union. Moreover, it has been discovered that the employment insecurity due to the indirect employment relationship led to the poor labour conditions, low wage, and the exclusion from the social safety net.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.4
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• pp.452-462
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• 2020

This study analyzed the impact of resilience on the job satisfaction of middle-aged employees and the meditating effect of retirement attitude. The survey was administered to 468 regular workers aged 40 or older in Seoul and the surrounding metropolitan area. This study utilized SPSS 19.0 statistical program, and multiple regression and mediated effect analyses were applied with descriptive statistics, reliability and validity of measurement tools to analyze differences between correlations and groups. First, male workers had higher self-regulation ability and job satisfaction than women. Female workers had higher old age rest than male ones. The higher the educational background, the higher the recognition of retirement as a new beginning, The longer the working years, the higher the self-regulation ability and job satisfaction. The higher the household income, the higher the positiveness. Second, the Resilience had a positive effect on job satisfaction. Third, resilience had had a negative impact on the forced frustration and a positive influence on the new beginning of retirement attitudes. Fourth, the forced frustration and new beginning showed mediating effects of resilience and job satisfaction. The study results confirmed the importance of resilience and demonstrated the need for measures to enhance resilience in order to reduce anxiety about retirement and increase job satisfaction.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.5
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• pp.495-507
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• 2020

This report addresses the question whether resilience affects attitudes of middle-aged employees toward retirement. Are resilient employees more prepared and/or ready for retirement? To address this question, a survey of over 214 employees aged 50 or more was taken. Participants worked in the Seoul metropolitan area. This study utilized the SPSS 19.0 program. A sophisticated regression analysis software system was conducted to measure and identify relationships and correlations among groups of participants. Our findings included four points. First, male employees were better prepared for retirement than women. Second, the more educated (or the higher the household income), the better prepared was the participant for retirement. Third, the more resilient a worker was, the less was the resistance expected from him/her on retirement. Finally, a positive attitude was an indication the worker would be well-prepared for retirement. In summary, workers who displayed resilience and a positive attitude in their work were best prepared for retirement.

• The Journal of the Korea Contents Association
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• v.15 no.3
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• pp.146-159
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• 2015

The purpose of this study was to investigate the influential factors on the job mobility types and patterns of baby boomers over the past 15 years. Sequential analysis was conducted to analyze the data that were derived from Wave 1~15(1998~2013) of Korean Labor and Income Panel Study(KLIPS). In particular, we analyzed the job mobility types and frequency, conversion analysis, probability, and significance rate. The results were as follows: firstly, proportional rates of male baby boomer workers such as technical, functional, and agriculture workers were higher than those of professionals and semi-professionals, whereas in case of female baby boomer workers, proportional rate of office workers were lower than those of service and sales workers. It was showed that functional and labor workers significantly higher than others. We found that after retiring, they left their job to search for farming job or choose to work in secondary labor markets. We suggested that the retirement support system and management system should be designed and conducted in a good manner.

• Journal of the Society of Disaster Information
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• v.16 no.1
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• pp.34-43
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• 2020

Purpose: In this study, we will try to find out problems and improvements of the policies in order to verify whether the plans contribute to the health and welfare of the firefighters properly. Method: By the Delphi analysis by experts. Result: There are problems such as absence of Firefighters' hospital, insufficient mental health education program in fire department, lack of on-site risk assessment system, problem on ineffectiveness of mental and physical health care business, lack of substantiality on mental and physical stability program, absence of mental health education, ensuring the confidentiality for users of mental health programs, lack of support for parent firefighters, lack of firefighters' retirement design and insufficient treatment for female firefighters. Conclusion: There are Improvements such as establishing Firefighters' hospital, improving mental health education and training CISD leaders in the fire department, preparing disaster risk assessment system, effectiveness measurement for visiting psychological counseling projects, improving the program through customer satisfaction surveys, establishment of mental health education system, ensuring confidentiality by improving personnel systems, encourage childcare leave and introduce childcare facilities at fire stations, revitalizing retirement Firefighters and policy development for female firefighters.