• Journal of the Korean Data and Information Science Society
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• v.27 no.5
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• pp.1317-1325
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• 2016

The purpose of this paper is to explain the factors affecting the wage of the vocational high school graduates. We particularly examine the effectiveness of controlling sample selection bias by employing the Tobit model and Heckman sample selection model. The major results are as follows. First it is shown that the Tobit model and Heckman sample selection model controlling sample selection bias is statistically significant. Hence all the independent variables seem to be statistically consistent with the theoretical model. Second, gender was statistically significant, both in the probability of employment and the wage. Third, the employment probability and wage of Maester high school graduates were shown to be high compared to all other graduates. Fourth, the higher parent's income, the higher are both the employment probability and the wage. Finally, parents education level, high school grade, satisfaction, and a number of licenses were found to be statistically significant, both in the probability of employment and wages.

• Journal of Labour Economics
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• v.29 no.2
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• pp.171-199
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• 2006

We collected survey data from those who have Vocational Training Teachers' Qualification to investigate the workplace characteristics and job satisfaction of the qualified people. Also, this study analyzed the determinants of the Vocational Training Teachers' monthly wages. Statistically Significant variables were male, age, graduated from graduate school, work duration, total work hours, regular workers, and levels of the certification. Since previous studies argued that the levels of the certification did not have effect on the wage, result of this study suggested that the further study and discussions on the effect of the levels of the certification was needed.

• Korean Journal of Labor Studies
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• v.14 no.2
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• pp.267-307
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• 2008

이 논문은 일본 임금교섭의 '높은 수준의 조율'과 '상당한 기업규모별 임금격차의 존재'라는 일견 서로 모순되는 두 현상을 종합적으로 이해하고자 하였다. 이를 위해 우선 일본에서의 기업규모별 임금격차의 상황을 보았다. 여기서 상당한 정도의 임금격차가 있다는 것을 재확인했다. 그렇지만 일본의 임금격차의 양상은 보다 복합적이어서 소정내 임금을 기준으로 할 때 초임에서는 기업규모별 임금격차가 거의 없었다. 또한 1970년대 이후 1990년대까지 기업규모별 임금격차가 거의 확대되지 않았으며, 한국과 비교할 때 기업규모별 임금격차는 작았다. 이렇게 된 한 가지 이유는 임금교섭인 춘투가 긴밀하게 조율됨으로써 초임이 통일되었고 기업간 평균임금의 격차를 일정 범위 내로 제한할 수 있었기 때문이다. 그리고 기업별 교섭이 긴밀하게 조율될 수 있었던 데에는 일단 '통일투쟁'을 주도한 노조의 전략이 중요한 요인이었다. 통일투쟁의 선두에 선 대기업 노조들은 기업 내에서의 임금극대화보다는 사회적 임금결정 기준을 형성하는 데에 노력했다. 이와 함께 노조에 맞서 강한 단결을 유지하고 긴밀한 협의체제를 만들어간 사용자의 대응 역시 결정적 요인이었다. 그럼에도 상당 폭으로 존재하는 임금격차 역시 임금교섭의 양상과 연관되어 있다. 기업별 교섭이 긴밀히 조율되긴 하나 조율에 한계가 있어서 임금격차를 어느 한도 이상 줄이지 못하는 것이다. 조율의 한계로는 첫째 노조 연대임금 정책의 부재, 둘째 기업별 교섭으로 인한 전국적 조율의 한계, 셋째 연공적 임금체계 하에서 기업횡단적 임금결정 기준이 부재한 것 등을 들 수 있다.

• Journal of Labour Economics
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• v.28 no.1
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• pp.61-82
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• 2005

We investigate wage differentials in Korea in the manufacturing industry, as well as factors affecting structural change in wage determination for the pre- and post-financial crisis regimes. We use the 1995 and 1999 data from the Survey Report on the Wage Structure (SRWS) from the Ministry of Labor. Principal components regression analysis is used to tackle multicollinearity. We employ factor analysis to reduce a set of variables to a smaller number, which contain observed and latent variables. Our empirical investigation provide evidences for changes in wages structure between 1995 and 1999. In 1995, the job quality factor is the most critical in the determination of wages, while in 1999, the industry attributes factor impacts greatly on the wages.

• Science & Technology Policy
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• v.11 no.5 s.131
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• pp.111-123
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• 2001

• Journal of Labour Economics
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• v.42 no.1
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• pp.43-72
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• 2019

As a result of decomposing the wage gap between large enterprises and SMEs using Oaxaca's wage gap decomposition method, the total wage gap of supply side factors was 44.2%, and the service years and educational background were the biggest influences. and As a result of decomposing the wage gap by firm size based on demand side factors such as business performance, total wage gap was 44.9%, and the influence on wage gap was in the order of labor productivity, union and outsourcing ratio. The results of this analysis suggest that it is necessary to consider the demand side factors such as business performance and capital structure of supply side companies such as differences in human capital in order to solve wage gap by firm size.

• 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.

• The Journal of Information Technology
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• v.3 no.2
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• pp.23-37
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• 2000

This study examines the effect of trade union on the structure of wage determining and the variance of wage in manufacturing and non-manufacturing, 1993, in Korea It finds that the wage determining mechanism is significantly different between union and nonunion establishments, and that the wage inequality is too significantly lower among workers in establishments that are unionized than among those that are not. However, it is not clear whether the union wage policies designed to standardize rates have the effects of reduction in wage variance. that is mostly because of smaller variance within unionized workers having the same wage determining characteristics.

• Journal of Labour Economics
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• v.25 no.2
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• pp.109-128
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• 2002

Korean economy has contains many economic problems during past 2-3 years. One of these problems is unemployment rate rise rapidly. So Korean government has proposed many programs to deal specifically with male and female unemployment. But important things are not only administratoin's programs but also unemployed persons' reservation wage. Accordingly the purpose of this thesis is to analyze why reservation wages differ between male and female. The data we are going to use is the unemployment survey by researcher in 1998. By the result of the estimation of reservation wage functions, we are found two fact. The first is the principle of determinants reservation wage are different between male and female. In esimation of male reservation wage function, early wage and age, education level, unemployment period are very important determinants. But in esimation of female reservation wage function, early wage and education level, age, licence are very important determinants. The second is the reservation wage-setting mechanisms are different between male and fermale. Therefore we conclude that because Korean labor market is stratified labor market, reservation wage-setting mechanisms are much different by sex.

• Journal of the Korean Data and Information Science Society
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• v.28 no.5
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• pp.1099-1107
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• 2017

In this study, we analyzed the determinants of wages of college graduates by using the data of "2014 Graduates Occupational Mobility Survey" conducted by Korea Employment Information Service. In general, wages contain two complex pieces of information about whether an individual is employed and the size of the wage. However, in many previous researches on wage determinants, sample selection bias tends to be generated by performing linear regression analysis using only information on wage size. We used the Heckman sample selection models for analysis to overcome this problem. The main results are summarized as follows. First, the validity of the Heckman's sample selection model is statistically significant. Male is significantly higher in both job probability and wage than female. As age increases and parents' income increases, both the probability of employment and the size of wages are higher. Finally, as the university satisfaction increases and the number of certifications acquired increased, both the probability of employment and the wage tends to increase.