• KDI Journal of Economic Policy
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• v.33 no.2
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• pp.111-143
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• 2011

As the 'jobless growth' is developing into a worldwide phenomenon, many countries try to recover a virtuous relationship between the growth and employment using various wage subsidy programs. This study focuses on wage subsidy to employers, labor demand-side wage subsidy for which one can think of two types-a tax credit(a flat wage subsidy) and a social insurance premium exemption(a proportional wage subsidy). For job creation, Korean government reintroduced a tax credit to small and medium-sized enterprises(SMEs) which have increased their employment level in 2010. But many experts has continuously insisted that it should be replaced with a social insurance premium exemption arguing only a few SMEs benefit from the tax credit as most of them are actually not paying any corporate or general income tax bills. However, as the insurance premium exemption accompanies an increase in the amount of budget with the coverage widen, one cannot confirm its cost effectiveness over the tax credit. This paper aims to provide a theoretical analysis to derive some formal conditions under which a social insurance premium exemption creates more jobs than a tax credit does given a budget constraint. We show that the former's dominance over the latter depends on whether there exists a dead zone of social insurance or not. If there does not exist a dead zone, a social insurance premium exemption is more desirable in many cases, whereas one cannot guarantees its dominance over a tax credit if there exists a dead zone. Therefore in order to realize its dominance, the government should minimize a dead zone so that most SMEs effectively benefit from the insurance premium exemption. In addition, applying discriminative exemption rates which reflect each firm's job conditions such as wage level and labor demand/supply sensitivity, the government try to enhance job creation effect.

• 월간 기계설비
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• no.1 s.186
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• pp.56-59
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• 2006

건설경기 침체의 영향으로 건설업종 임금이 소폭 상승한 것으로 나타났다. 대한건설협회가 발표한 2005년 하반기 건설업 임금현황에 따르면 하반기 업종 전체 평균임금은 9만6,343원으로 상반기에 비해 3.2%, 전년 동기에 비해서는 3.6%가 상승한 것으로 나타났다. 104개 일반직종은 평균 8만9,999원으로 상반기(8만7,468원) 대비 2.9%, 전년 동기(8만7,197원) 대비 3.2%가 각각 올랐다. 임금이 가장 높은 직종은 29만4,624원인 송전활선전공으로 조사됐으며 측량보조직종인 측부는 4만2,022원으로 가장 낮은 임금을 받은 것으로 나타났다. 이 중 기계설비건설 공사부문은 보일러공이 7만5,456원으로 지난해 상반기(7만1,069원) 대비 6.2% 올랐고 배관공은 7만6,528원으로 지난해 상반기(7만6,209원) 대비 0.4% 올랐다. 대한건설협회는 지난 해 9월 전국 1,700여개 건설현장에서 건설관련 145개 직종에 실제로 지급된 건설 관련 145개 직종에 실제로 지급된 임금을 8시간 근로를 기준으로 조사했다. 이번에 발표된 노임은 2006년 1월 1일부터 8월 31일까지의 공사에 적용된다. 다음은 설비건설부문과 관련 직종 노임단가 분석 현황 및 개별직종 노임단가 현황이다.

• 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.

• Korean Journal of Child Education & Care
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• v.18 no.2
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• pp.85-102
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• 2018

The purpose of this study is to determine the working conditions and demands of the assistant workforce at childcare centers, and to provide suggestions on policies for childcare teachers. To achieve the purpose of the study, a total of 190 assistant teachers, nursing helpers, alternative teachers and others were surveyed online during the month of August 2017. The survey examined the employment route and working motives, working conditions and environment, job and educational difficulties for analyzing the work conditions and demands of ancillary staff. For the analysis method, SPSS 12.0 was used to analyze frequency and difference. The main findings are as follows. First, childcare center assistants were able to work at their respective times, making it mandatory for them to enter the workforce, and making job openings for ancillary teachers. Second, 73.7% said the daily working hours were '4 hours to 8 hours' under the conditions and 57.9% said 'More than 510,000 won to less than 1 million won.' Average amount of rest time per day was about 30 minutes, and 17% had no rest periods. Third, based on the job and education status, ancillary personnel performed "infant and child guidance and interaction", "Cleaning and cleanliness related tasks" most actively, and "care for cleaning and cleanliness" and "care for morning and night care". Fourth, in the job trouble and difficulty, ancillary staff found it difficult to satisfy with wage related complaints and job insecurity, and the reason for agreeing to the non-regular workforce becoming a regular worker was found to be due to the stability of employment. Lastly, the most urgent tasks to solve the problem of non-regular workers were to fill the wage gap between regular and irregular workers, shorten the working hours and improve the working conditions. The policy implications are presented based on the above findings.

• Journal of Korea Port Economic Association
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• v.37 no.2
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• pp.133-152
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• 2021

The purpose of this study is to investigate the factors affecting the wages of workers in the logistics industry and to identify the current status of employment and wages in the logistics industry. Based on this, it sought to find analytical factors on the wages of workers in the logistics industry and explain their impact on the wage gap. The analysis data were interpreted as cross-sectional data from the National Statistical Office over the past decade and the analysis data were set to three types. The results of the analysis could be explained that three factors understood as wage discrimination factors that do not directly affect productivity generally have a significant impact on wage gap among workers in the logistics industry. Air and water transport industries received high salaries due to factors in the industry. The very low-paid sector for that was the land transport industry, and the courier industry as a detailed sector. Due to the nature of job factors, technicians and assistants received lower wages than other jobs. Due to the nature of the company's size factors, companies with 51 or more employees received higher wages than companies with 50 or less employees. In testing the effectiveness of multiple sources of ANOVA, the common 'industry × enterprise size' variable was explained to have a significant effect on gaps in wages for workers in the logistics industry. In addition, the comparison of the influence of the main effects of the three factors put into the analysis model shows that the industry has the most influence.

• Economic Analysis
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• v.26 no.2
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• pp.43-71
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• 2020

This paper aims to derive macroeconomic implications by analyzing the business cycle characteristics of the youth unemployment. The results of empirical analysis seem to show that youth unemployment appears to be relatively less correlated with business cycle compared to other age groups, and thus it is difficult to explain the recent steady increase in the potential labor force as a result of the business cycle fluctuation alone. Moreover, the alternative unemployment measures of the youth group showing upward trend were estimated to be co-integrated with output measures. This co-integrated trend increase suggests that unlike other age groups, youth may be influenced by structural factors inherent in Korea's economic growth path. The fact that the wage difference based on firm size has widened steadily since the Asian financial crisis and that the proportion of large companies that provide relatively high-quality jobs compared to major industrialized countries is significantly lower may be the evidence of the structural changes in Korean youth labor market. The results of above analysis may explain why the job search periods for youth has lengthened amid these structural changes.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.24 no.4
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• pp.259-280
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• 2013

There has been a dramatic increase in the proportion of temporary employees in LIS fields, due to current trends of restructuring, automation, complete personnel systems, and complete wage systems. This research, therefore, conducted a survey exploring the current status and working environment of the temporary posts in LIS fields, in order to understand and direct the employment prospects of potential librarians. Results show that the average working period of more than half of temporary librarians are between 1-3 years. The total working period as a temporary librarian, including former experiences in their career, were evenly distributed between 1-5 years. Among those, being temporary often persisted, as 32% of temporary librarians stayed in their temporary status for more than 5 years. Second, temporary librarians perceived themselves as working the same hours as regular librarians, having independent or assistant tasks to regular librarians, and having a neutral or larger amount of tasks than regular librarians. Third, temporary librarians are employed and contracted from the work place, generally having contracts of less than 2 years or an open contract, which shows a serious level of job instability. Therefore, we should consider the following: proper remuneration for work of equal value, professional contractors, the supplementation of the total wage system and the number of public employees in the system as well as changing temporary positions to permanent positions and so on.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2014.10a
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• pp.167-168
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• 2014

It is difficult to expect the service improvements such as increased number of sailing and making new ship due to financial difficulty this is caused by deterioration of island dwellers. In addition, the safety of ship operation is also a problem with the supply of good sailors difficult problem of low wages and lack of safety working environment. T It is necessary to ensure the introduction of public operating system in coastal passenger shipping business to secure the public and safety. There are many practical constraints but if we obtain public sea ways, it will be possible to improve the operating system through the implementation from a subsidized line and taking off business licenses of an insolvent enterprise by enhancing safety control.

• Survey Research
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• v.9 no.3
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• pp.71-91
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• 2008

Workplace Panel Survey(WPS) is the representative panel survey of workplace in Korea. WPS was newly sampled in 2005 and is to be used for the subsequent biennial survey. The main survey is divided into a questionnaire for human resources(HR) manager, a questionnaire for labor relations manager and a questionnaire for representatives of unions. The population of WPS 2005 included workplaces across the country with 30 or more employees. The WPS 2005 was composed of 1,905 workplaces including 290 workplaces in the public sector. The sample was selected by the stratified random sampling. Weighting process for the survey data was introduced to compensate for differential sampling and non-response rates. Personal interviews were conducted using the Computer Assisted Personal Interviewing(CAPI) system during visits by interviewers, along with survey via mail and e-mail concerning employment and financial issues. The CPAI system introduced for the WPS 2005 can by used for automatical detection for errors and inconsistencies which may occur during the survey process. The CAPI system played an important part in enhancing the reliability of the survey data.

• Korean Journal of Social Welfare
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• v.58 no.2
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• pp.33-56
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• 2006

Primary care takers, especially older parents, who live with and care for an adult child with mental illness struggle with the dilemma of who will provide for their child's social and emotional needs and physical care requirements when they can no longer care so. Therefore, 'Permanency plan(financial, residential, legal plan)' is very important for social integration and normalization of mental illness adults. This study aims to introduce the mental health systems in New Zealand and to investigate the permanency plan strategies(benefit, supplements, and the laws) of the government and community support services of NGOs through the interviews with team leaders of representative NGO, Te Korowai Aroha. Permanency plan strategies of New Zealand Government and NGOs are as follows. 1) Financial plans for adults with mental illness include main benefit(invalid benefit), various allowances(family allowance and disability allowance), and wage subsidies for employment. 2) The Government provide accommodation supplement and re-establishment grant for residential plan. And NGOs have supported accommodation program to provide support and accommodation that are important for social integration. 3) Adult mental illness is provided the support of welfare guardian and property manager under the Protection of Personal and Property Rights Act. According the results, this study concluded that social services for the mental illness which secure supported accommodation and benefits is strongly needed. At the same time, mental health delivery system is needed to make distinction between social services and clinical services.