• Journal of Labour Economics
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• v.37 no.3
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• pp.45-73
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• 2014

This study analyzes the effect of labor unions in Korean manufacturing industry on wage variance of men from 1988 to 2012. The results are as follows. Firstly, the wage variance within establishments is higher than that between establishments, and the wage variance between establishments in the non-union sector has increased significantly compared to that in the union sector since 2000. There is strong evidence that the latter is due to the solidarity wage policy of unions which has strengthened since the early 2000s. Secondly, the influence of labor unions on the wage structure within the union sector has gotten stronger recently despite the general drop in the labor union membership. Thirdly, since the mid-1990s labor unions have contributed to reducing the overall wage variance. It implies that decline in the unionization rate over the years in Korea is likely to have contributed to increasing wage inequality.

• The Journal of Information Technology
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• v.1 no.2
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• pp.1-14
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• 1998

This paper examines the relationship between unionism and wage dispersion in Korea. This paper presents a model of in which unions, wage, and wage dispersion are simultaneously determined. This paper examine not only the effect of unions on wage dispersion, but also the effect of wage dispersion on the level of unionism. The estimated equalizing effects of unions on within-industry wage dispersion are found to be significant. By increasing 1% in the organized rate of trade unions, Wage dispersion is reduced about 0.05%∼0.11%. But the effect of wage dispersion on the level of unionism is not found.

• Korean Journal of Social Welfare
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• v.59 no.4
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• pp.297-317
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• 2007

In this article, I want to demonstrate wage equality increases support for welfare expenditures while the wage equality depends on how labour market institutions are organized. In other words, this study tries to show that there can be institutional complementarity between inequality-reducing labour market institutions and generous social policy. In the first section, I develop a theoretical models which deal(1) how the inequality of income affects the political support for welfare expenditure(2) how the configurations of labour market institutions affect income inequality in the labour market. In the following section, this study tests the models with data on welfare spending, configurations of labour market institutions, and the inequality of wage and salaries in 14 welfare states from 1980 to 1995. Empirical analysis also provides support for key implications of the models. These models and empirical findings may show that the institutional complementarity stems from the interdependence of institutional influences on actors' decision-making. Moreover, this study suggests welfare policy are always considered with labour market institutions.

• Journal of Labour Economics
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• v.30 no.1
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• pp.31-53
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• 2007

This paper, using the sample of male workers in manufacturing industry from the HCCP (Human Capital Corporate Panel) data, analyzes the effects of trade union on the level and dispersion of wages. One of the advantages of the HCCP data is that it enables a researcher to control the effect of individual firm's 'ability to pay' on wage. All relevant variables controlled, the union effect is estimated to be 5-8%. Yet this figure seriously underestimates the wage advantage enjoyed by union workers, because union sets the "price" for experience low and the price for tenure high and at the same time extends tenure of workers by adopting strong employment protection policy. The paper also analyzes the effects of union on the wage inequality. The results are mixed: overall wage inequality is smaller in union sector while standard deviation is larger when all the personal characteristics are controlled.

• 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.35 no.2
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• pp.1-24
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• 2012

This paper analyzes the wage structure of college professors in private institutions in Korea. An analysis of earning functions reveals that the human capital of the professors is of more general type rather than firm-specific one. It is also found that the wage differential among colleges is far greater than that within colleges. Finally, the influence of research output or the fields of study on wage is found to be small. This shows that compensation for professors is set largely independent of individual performance or labor market conditions for professors.

• Journal of Labour Economics
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• v.34 no.2
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• pp.29-52
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• 2011

Using occupational wage structure survey(1996-2006) by Korean ministry of employment and labor, we explored the effect of performance based pay on the pay dispersion within firm. Pay dispersion is defined as the within-firm variance of wage residuals after controlling the individual characteristics in the labor market. The results show that introduction of performance-based pay system increases the level of pay dispersion significantly. However, The relationship of employees' ratio who receive performance-based pay and the level of pay dispersion is an inverted U-shaped($\bigcap$).

• Journal of Labour Economics
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• v.38 no.3
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• pp.1-22
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• 2015

We analyze the effect of the minimum wage on employment using time series data forr groups of individuals most affected by the minimum wage: young males (18 to 24 years old), young females (18 to 22 years old), old males (60 years and older) and old females (60 years and older). Our findings are as follows. First, a unit root test says that the variables like minimum wages and employments are non-stationary variables and they have cointegrational relations each other. It says that in this case, VEC is more suitable than OLS or VAR. Second, an increase of the minimum wage is found to have a weak but persistently negative effect on employment.

• The Korean Journal of Applied Statistics
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• v.23 no.2
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• pp.235-247
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• 2010

In this paper it is investigated how the number of work experiences is distributed among college graduates who have ever entered the labor market and built up career by turnover. To do so, we classified the type of work experience and, moreover, conduct ANOVA to explore wage differentials caused by the number of work experience and by the type of work experience, using the GOMS(graduates occupational mobility survey) from 2006 to 2007.

• 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.