• Journal of Labour Economics
• /
• v.21 no.1
• /
• pp.61-88
• /
• 1998

• Journal of Labour Economics
• /
• v.38 no.2
• /
• pp.59-87
• /
• 2015

This study investigates the influence of human capital on wages of female marriage migrants in Korea using the 'National Survey on Multicultural Families 2012'. The results show that educational attainment has little influence on wages of female marriage migrants in Korea and that educational attainment in their origin country has positive influence on the labor market in Korea. However, work experiences in the origin country and duration in Korea are not significantly related to wages of female marriage migrants in Korea. The subgroup analyses by nationality find that the education wage premium is large in groups for Korean-Chinese women, other Asian countries and other countries. Among occupations, managers and professionals officers earn the highest wages in all groups. In addition, the manager and professional officer groups show the large education wage premium, especially among Chinese, Vietnamese and Korean-Chinese female marriage migrants.

• Journal of Labour Economics
• /
• v.34 no.2
• /
• pp.79-107
• /
• 2011

This study investigates the status of English scores in the Korean labor market. We provide an empirical explanation of how English scores affect labor performances in Korea. Specifically, we focus on the effects of TOEIC scores on college graduates' job opportunity and wage premium. Our empirical tests for TOEIC scores are implemented in three dimensions: (1) Screening effects (2) Signaling effects (3) Wage effects. The results are as follows. First, we find the positive correlation between TOEIC scores and job opportunities, which implies that TOEIC scores play an important role in employee selection process. Second, our tests give the same results when it comes to job seeker's use of TOEIC scores as signaling instrument. That is, high TOEIC scores have positive signaling effects in the labor market. However, there also exists disadvantage effect of low TOEIC scores, in that job applicants with TOEIC scores below certain level are even more disadvantageous than those with no TOEIC scores. Finally, wage premium of TOEIC scores are found, even when other variables (e.g. GPA) are controlled or we use the instrumental variable estimate.

• Analyses & Alternatives
• /
• v.6 no.1
• /
• pp.35-68
• /
• 2022

In this paper we define wage premium of college hierarchy as a wage differential among college graduates from different universities within the same graduate cohort and estimate the wage premium of college hierarchy for the three different cohorts: namely, 1982, 1992, and 2002. We utilize a unique data set called Education-Labor Market Lifetime Path Survey, which contains education and labor market information about the three different college graduate cohorts. We find that the wage premium of college hierarchy changes over time for the same cohort. It tends to large right after graduation but decrease with labor market experience. When the test score at the time of college entrance controlled, the wage premium of college hierarchy mostly disappears for the 1992 cohort. But for the 2002 cohort it remains seven years after graduation. The difference in the wage premium of college hierarchy can be explained, at least partly, by the number of colleges, college enrollment ratio, and the relation between college hierarchy and the entrance test score.

• Journal of Labour Economics
• /
• v.34 no.1
• /
• pp.103-138
• /
• 2011

This paper examines the changes in relative wage of top 10 college graduates to the other college graduates among the age group of 26-28 years using Korean Labor and Income Panel Study (KLIPS). From 1999 to 2008, the wage differential between top 10 college graduates and the other college graduates increased in South Korea. This wage differential seems to persist along with their age. Within industry wage differential among college graduates also rose but in the late 2000s it became smaller than the wage differential within firm size and industry. Increase in elite college wage premium has led to recent changes in college wage premium.

• Journal of Labour Economics
• /
• v.40 no.1
• /
• pp.69-97
• /
• 2017

This paper estimates the public and private sector wage gap trend from 2000 to 2014 using 'Korean Labor and Income Panel Study.' We account for unobserved fixed effect by using 1st differencing log wage in order to allow the gap to vary over time. Standard OLS estimates present the public sector wage is 10% higher than private sector on average. Moreover, the public sector wage premium displays the inverted V shape: sharply increasing up to 2006 and decreasing from 2007 to 2014. However, after controlling unobserved fixed effect, the public sector wage premium disappears and does not display the inverted V shape any more.

• Journal of Labour Economics
• /
• v.36 no.2
• /
• pp.37-65
• /
• 2013

This study compares the return to seniority and experience among different groups of workers. Skilled workers in large company appear to enjoy the biggest seniority premium, while non-regular workers and small company workers hardly have any. Trade union did not have significant effect. Return to experience increased especially in large firms. Nonparametric model specification test shows that the biases for returns to seniority and experience of 30 years to be between -25~29%, and -42%~6%, respectively.

• Journal of Labour Economics
• /
• v.30 no.2
• /
• pp.119-148
• /
• 2007

Foreign outsourcing, otherwise known as off-shoring, has become a matter of intense public debate and great concern in both developed countries and developing countries. Yet, there is a lack of good data on foreign outsourcing since the early 1990's. This paper presents updated measures of foreign outsourcing for the recent period. Its main findings are that the share of foreign-sourced goods in total manufactured inputs almost doubled-from 12.4 percent to 22.7 percent between 1987 and 2003. I then look at the relationship between the measure of foreign outsourcing activity and wages in US manufacturing industries in recent years from 1998 to 2003. The results show that for all workers, the outsourcing level is statistically significantly and negatively associated with industry wage premiums. The estimate suggests that a magnitude of 0.9 - a 9% decrease in industry wage premiums tends to accompany a 10% increase in industry outsourcing level. Outsourcing has a bigger effect on the less-skilled workers-industry outsourcing level increases by 10% and industry wage premiums decrease by about 11% in the case of less-skilled workers.

• Journal of Labour Economics
• /
• v.40 no.4
• /
• pp.115-158
• /
• 2017

This paper explores the relationship between working hours and the residual gender wage gap in Korea. Because the labor practice of working long hours in Korea favors men, who tend to spend little time on domestic labor, long working hours can influence the residual gender wage gap by discriminating against women. We analyze this discrimination empirically, and find the following results. First, the returns from working long hours are not high in most occupations in Korea. Second, working hours have a positive effect on the residual gender wage gap in male-dominated occupations, but not in female-dominated ones.

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.11 no.11
• /
• pp.4151-4160
• /
• 2010

Recently the arts and cultural sector is drawing attention as a new growth engine of the Korean economy. The paper is empirically analyzed on the gender wage differentials in the arts and cultural sector and specially focused on decomposing the wage differentials between the manufacturing sector and the arts and cultural sector. Our results may be partly useful for explaining the existing phenomenon of the arts and cultural sector in Korean labor markets, for example, young, highly educated, part-time contracts, less gender discrimination, etc. The results might provide somehow the policy directions of reducing the gender wage differentials.