• Journal of Digital Convergence
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• v.17 no.4
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• pp.29-39
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• 2019

This paper understands small and medium-sized enterprises(SMEs) with the lenses of 'labors' and 'technology' and analyzes possible alternatives for creating jobs in Korea. Interviews with eighty CEOs, directors, managers are conducted during the summer in 2017. In terms of 'labors,' critical issues were 'low income' and 'income gap from conglomerates.' When it comes to 'technology,' support for R&D was critically presented. This study proposes three policies for creating jobs: 1) National Management for Good Technicians, 2) Technical Bidding System, and 3) Mutual benefit disclosure System. Implications for the employment policy are followed.

• 월간 기계설비
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• s.259
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• pp.58-60
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• 2012

국토해양부는 공공공사 건설근로자에 대한 임금체불을 방지하기 위해 '건설근로자 노무비 구분관리 및 지급확인 지침'을 마련하고 지난 1월 1일부터 시행에 들어갔다. 이에 따라 공공건설공사 현장의 원수급인은 매월 하수급인이 고용한 근로자를 포함한 모든 건설근로자의 실제 근무내역을 작성해 발주자에게 노무비를 청구해야 한다. 또한 발주자는 원 하수급인이 건설근로자에게 실제 지급한 임금 지급내역을 확인한 뒤 같은 달 청구된 노무비를 지급하고, 이어 원수급인은 하수급인의 노무비 전용통장으로 이를 지급해야 한다. 아울러 발주자와 원수급인은 '노무비 알리미 서비스'를 통해 노무비 지급 사실을 해당 건설근로자에게 문자 메시지로 통보함으로써 임금지급 절차가 진행되고 있음을 사전에 근로자들에게 알려줘야 한다.

• Korean Journal of Labor Studies
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• v.24 no.3
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• pp.109-142
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• 2018

This paper aims to analyze the Award wage system in Australia for construction workers. Considering low wages and precarious employment situation of construction workers in general, it is of advantage especially for them in Australia. Furthermore, it seems to be instructive for Korean construction workers, who stand in more precarious and unstable situation and furthermore are lack of fair wage and social safety. After strong and longstanding labour struggle in the late 19th century in Australia, it has been established a tripartite institution called as 'tribunal' between trade unions, employers, and the government. Under the highly institutionalized form of industrial relations, it functions as an arbitration and conciliation system between labour and management. The Award wage system stands in the middle point. This Award wage system including various welfare provisions is settled by the tribunal, today renamed as Fair Work Commission. In this wage system should be defined level of minimum wages according to the various skill levels, which are in turn connected with compulsory superannuation and Medicare as well as vocational education and training. Furthermore, it provides especially for the construction workers, who suffer from job instability, so-called 'portable benefits', which relate to long service leave and redundancy pay. Considering general conditions of precarious construction workers in Korea, In that respect, the Australian Award wage system would be very instructive for our social wage and safety system for construction workers.

• Journal of Labour Economics
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• v.25 no.3
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• pp.35-57
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• 2002

This paper investigates the employment and wage structural changes that have occurred around the economic crisis in 1997. We propose a theoretical model for external effects of human capital within firms and provide their estimation. When the employment and wage structural changes are considered simultaneously, labor demand decreases seem to more than offset labor supply changes during the period. While educational human capital, human capital accumulated with firm-tenure, human capital of married workers and of white-collar workers are considered to have positive external effects, human capital of relatively-old workers and managerial workers are considered to have negative external effects. We suggest that while employment restructuring with regard to age, tenure, and education and managerial workers during the period have improved the efficiency of firms, those with regard to married and white-collar workers have not.

• Proceedings of the Korean Institute Of Construction Engineering and Management
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• 2004.11a
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• pp.246-249
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• 2004

While the recovery of local construction industry is picking up steam, and the number of the employed in the construction industry is on the increase, workforce supply is out of balance in its quality as well as quantity, and with economic crisis facing the country, construction and recruitment methods are in transition. In addition, rising demand in skilled workforce and a workforce in short supply have expedited wage rises and have brought broad effects on construction including productivity and construction time. Such imbalance in construction workforce supply also causes various structural changes by category. This research compares and analyzes data on annual wages of construction workforce, analyzes the state of construction workforce supply, understands recruitment structure in accordance with workforce supply conditions, and looks over characteristic changes in recruitment structure. With reflections drawn from these, this paper suggests responsive measures to future construction circumstances - changes to wages of construction workforce - as well as prospects of future construction workforce supply and measures designed for stable medium and long-term workforce supply.

• 건강소식
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• v.35 no.6
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• pp.32-37
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• 2011

비운의 어린 임금 단종의 슬픔이 담긴 '청령포', 한국의 아마존이라 불리는 '동강' 달이나 행성, 별을 관측할 수 있는 '별마로천문대', 영화 '라디오 스타' 자연과 역사와 추억이 어우러진 영월로 떠나볼까.

• Journal of the Korea Institute of Building Construction
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• v.20 no.2
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• pp.163-169
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• 2020

Construction is a typical labor-dependent industry. However, problems related to wage payment, which directly affects the livelihood of workers, have caused other problems in maintaining skilled workers, such as increasing the turnover rate of skilled workers, resulting in a shortage of skilled workers. Against this backdrop, this study was conducted to develop measures to improve the conventional wage payment systems in order to prevent skilled workers from leaving their jobs and to maintain them as workers. It is necessary to make the registration of non-registered small-sized construction companies in Korea mandatory, and to introduce means by which construction companies that hire workers through non-registered agents can be penalized. In addition, the project bank account (PBA) system used in the domestic banking sector can be benchmarked in operating payment systems, an approach that is expected to effectively prevent delayed wage payments in the construction industry.

• The Science & Technology
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• v.31 no.6 s.349
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• pp.12-14
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• 1998

얼마 전까지 우리나라는 고유기술에 의한 우리제품의 국제경쟁력을 확보하지 못하고 상대적 저급기술에 저임금으로 경쟁력을 키워왔다고 할 수 있다. 이와 같은 상황은 일정수준에 다다를 경우 성장의 한계에 직면하고 결국은 고급기술을 요구할 수 밖에 없다. 이에 따라 최근 기업들은 부설연구소를 설립하고 필요한 기술을 확보하는데 골몰하고 있다. 정부도 국가적 차원에서 기술개발자원을 아끼지 않았으나 막대한 연구비를 투입하여 개발한 기술에 대하여 그 관리가 적절하였는가에 대하여는 의구심을 떨칠 수가 없다. 개발된 기술을 효율적으로 활용하기 위한 관리가 필요하다. 현재 연구개발에 투입된 재원의 5%만이라도 개발된 기술관리에 투자하면 더 큰 성과를 올릴 것이다.

• Journal of Industrial Convergence
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• v.22 no.6
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• pp.1-11
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• 2024

This study aims to examine the mediating effect of job satisfaction on the relationship between working conditions, including wages, employment status, working hours, tenure, and turnover intention among social welfare workers. To achieve this, path analysis was conducted using SPSS and AMOS with data from the 2020 Survey on Compensation Levels and Working Conditions of Social Welfare Facility Workers conducted by the Ministry of Health and Welfare and the Korea Institute for Health and Social Affairs. The direct and indirect effects of variables were verified and compared. The analysis results revealed that job satisfaction among social welfare workers showed a complete mediating effect in the relationship between wages, working hours, and turnover intention, while it showed a partial mediating effect in the relationship between employment status, tenure, and turnover intention. Based on these findings, the study proposes measures to reduce turnover intention among social welfare workers, such as ensuring employment stability, managing job satisfaction based on tenure, and enhancing job satisfaction through wage and working hour management.

• Journal of the Korean Society of Food Science and Nutrition
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• v.43 no.6
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• pp.943-954
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• 2014

The purpose of this study was to gather basic data and measure job satisfaction and job engagement of dietitians and nutrition teachers in Chungbuk area. This study was conducted on 20 August, 2010. Out of 336 questionnaires, 266 were completed and made available for the purpose of statistical evaluation. As the main results, job satisfaction was classified into eight categories: task, wage, policies related to tasks, professional growth, promotion, relationships with colleagues, working environment, and supervision. In the case of wage, promotion, and policies related to tasks, the average scores of job satisfaction were around 2 points out of 5. Dietitians' job satisfaction levels according to employment type and school type significantly differed. In terms of job involvement and organizational commitment, average scores were 3.53 points and 3.12 points respectively. The survey showed significantly different results for job involvement and organizational commitment, depending on employment type, school type, and status as chef in charge or trainee. Dietitians working in elementary schools, as chef in charge, or with permanent employment showed higher job involvement and organizational commitment. Furthermore, there was a significantly positive correlation between factors such as task, wage, promotion, relationships with colleagues, supervision, work environment, policies related to tasks, professional growth, and job satisfaction.