• Korean Journal of Social Welfare Studies
• /
• v.48 no.3
• /
• pp.145-169
• /
• 2017

Female plays an important role in new welfare policies as emerging new social risks including care needs resulted from increasing female employment participation and changes in family structures. Whereas the effects of work and life reconciliation policies on female employment are well established, less is known for the role of production regime as an important institution on gender wage gap. This study examines the questions in what way and to what extent production regimes and work and family reconciliation policies influence gender wage gap in advanced capitalism countries using the Luxembourg Income Study (LIS). The coordinated market economies (CMEs), presented as higher firm-specific skills, are associated with lower income rank for female workers than male workers, hence larger degree of gender wage gap. Longer parental leave weeks and higher childcare expenditures are associated with less degree of gender wage gap. This research highlights the importance of production regimes in understanding gender wage gap and potential interaction between production regimes and work and life reconciliation policies on gender wage gap.

• Korean Journal of Labor Studies
• /
• v.14 no.2
• /
• pp.231-265
• /
• 2008

우리나라의 산업별 교섭은 그동안 과거 기업별 교섭의 유산인 기업별 격차 때문에 많은 어려움을 겪어 왔다. 이 글은 이 문제를 해결하기 위한 유효한 수단으로 산업별 임금체계를 금속노조의 사례를 중심으로 설계하여 제안하고자 한다. 이 글의 논의는 세 부분으로 이루어져 있다. 첫째는 이론적인 부분으로 산업별 임금체계가 중층적인 산업별 교섭구조에 대응하여 연대와 차이의 원리를 반영하면서 동시에 세 가지 계급적 이해범주도 함께 반영해야 한다고 정리하고 이들 요구를 수용하기 위해서 생계비(생애), 직무, 능률, 숙련의 요소들이 임금체계의 항목으로 구성될 필요가 있다고 제시하였다. 둘째는 산업별 임금체계의 설계 시안을 제시하였는데 여기에는 최근의 국내외 임금체계 논의 동향과 관련된 현실적 함의가 함께 고려되었다. 즉 연공급의 문제점을 극복하고 유연적 경영환경에 대응하여 유연적 능률적 요소를 수용할 수 있도록 임금체계를 설계하였다. 셋째는 현재의 임금구조로부터 이 글에서 설계된 산업별 임금체계로 어떻게 이행할 것인지에 대한 전술적인 고민을 금속노조의 사례를 중심으로 논의하였다. 그리하여 현재 금속노조의 실태로부터 먼저 임금체계 자체의 논의가 초기업적 교섭의제로 제기될 수 있는 조건이라는 점과 그런 논의의 출발점이 기본급을 중심으로 이루어지는 것이 바람직하며 일차적인 전술적 목표가 연대의 원리가 적용되는 임금항목들에 있다는 점을 정리하였다.

• Journal of the Korean Regional Science Association
• /
• v.38 no.2
• /
• pp.3-20
• /
• 2022

The purpose of this study is to explore the heterogeneity of compensating wage differentials for outdoor workers, under the threat of climate change and heatwave, by region and by wage quantile. This study conducted Oaxaca-Blinder decomposition, multiple regression analysis by region, and unconditional quantile regression analysis using the Korean Working Conditions Survey, which provides individual-level information on the working environment and worker's characteristics. The implications derived from the results of the study are as follows: For most variables, the endowment effect and the price effect were greater for indoor workers, while experience and gender played a role in narrowing the wage gap; The compensating wage differentials for outdoor workers were confirmed to be 2.4% nationwide, depending on the region however, the compensating wage differentials varied from 5 times of national average to nothing statistically significant; The higher the wage quantile, the greater the compensating wage differentials for outdoor workers, and statistically significant monetary compensation was not identified for some low-level outdoor workers. This study is meaningful as an early study that revealed the heterogeneity of compensating wage differentials for outdoor workers and suggested further research on the topic.

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

• The Journal of the Korea Contents Association
• /
• v.22 no.5
• /
• pp.214-222
• /
• 2022

It is important to realize employment equality to fulfill corporate social responsibility. The most suitable indicator for assessing its performance is the gender wage gap. Korea is considered the country with the most severe gender wage gap among OECD member countries, however, studies on the gender wage gap have been mainly attempted to explain in terms of the structure of the labor market, government policies, etc. This study focus on the characteristics of CEO and HR systems among the characteristics of organizations affecting the gender wage gap. The management philosophy sets the direction of organizational decision-making and activates the system. In addition, the HR system enables fair and objective organizational management for members through rules and procedures. However, even in organizations seeking rationalization, minority people may experience discrimination. Moreover, the rational HR system may act as a mechanism to justify discrimination, contrary to existing intentions. This study proposes that in order for the rational HR system to work positively, it must be based on the management philosophy. In other words, it is intended to derive a mechanism that can alleviate the gender wage gap from the integrated perspective of the characteristics of the CEO and the rational HR system. In particular, it aims to provide specific implications for how the organization should operate the HR system by examining the gender wage gap based on internal factors of companies that utilize manpower.

• KDI Journal of Economic Policy
• /
• v.9 no.2
• /
• pp.39-70
• /
• 1987

본고(本稿)에서는 정부투자기관(政府投資機關)의 적정보수(適正報酬) 수준(水準)에 관한 이론(理論)을 제시(提示)하고 이를 배경으로 하여 25개 정부투자기관의 보수실태를 민간기업(民間企業) 및 공무원(公務員)의 경우와 대비(對比)하여 실증적으로 분석 평가하고자 하였다. 정부투자기관의 보수수준(報酬水準)은 "민간(民間) 공공대등(公共對等)의 원칙(原則)"을 반영하여야 한다는 것이 본고(本稿)의 주장(主張)이며, 이에 따라 본고(本稿)에서는 1985년 3월의 시점에서 공공(公共) 민간(民間) 각 부문 종사자들의 직종별(職種別) 학력별(學歷別) 생애임금(生涯賃金)(퇴직금(退職金) 포함(包含)) 수준(水準)을 추계하여 비교하였고, 동시에 부문별(部門別) 임금함수(賃金函數)를 추정(推定)하여 임금격차(賃金隔差) 구조상(構造上)의 부문간 상이여부(相異與否)를 검증(檢證)하였다. 검증(檢證)에 의하면 민간기업(民間企業)(500인(人) 이상(以上))에 비하여 정부투자기관의 평균생애임금(平均生涯賃金)은 사무관리직(事務管理職)의 경우 21%, 생산기능직(生産技能職)의 경우 39% 높았다. 동시(同時)에 정부투자기관 상호간(相互間)의 생애임금(生涯賃金) 격차(隔差)도 적지 않았다. 반면에 학력(學歷) 성(性) 직종(職種)에 따른 임금격차는 민간기업에 비하여 정부투자기관이 훨씬 적었다. 보수체계(報酬體系)에 있어서는 사무직의 경우 각종 수당(手當)이 민간기업에서는 총급여(總給與)의 25%를 차지하였으나 투자기관에서는 총급여(總給與)의 53%에 달하였다. 한편 공무원(公務員)의 평균생애임금(平均生涯賃金)은 민간기업의 수준보다 낮아 사무관리직(事務管理職)의 경우 민간기업 수준의 71%, 생산기능직(生産技能職)의 경우 민간기업 수준의 90%에 불과하였다. 본고(本稿)의 결과에 의하면 공공부문(公共部門)의 보수정책(報酬政策)에는 개선(改善)의 여지가 적지 않다고 하겠다.

• Journal of Labour Economics
• /
• v.20 no.1
• /
• pp.1-36
• /
• 1997

• Journal of Labour Economics
• /
• v.24 no.3
• /
• pp.1-12
• /
• 2001

Seoul/Kyungki-born workers have higher wages than other regions-born workers. In order to determine whether this difference is due to taste or statistical discrimination, an econometric model is suggested and a test is done with it. According to the test, the hypothesis that the difference is wholly due to taste discrimination is rejected: a part of the difference is due to statistical discrimination. Since statistical discrimination in this paper comes out in the process of a worker's wage being determined according to his productivity, it is no problem for the government to intervene in.

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

• Journal of the Korean Regional Science Association
• /
• v.35 no.4
• /
• pp.47-60
• /
• 2019

The purpose of this study is to analyze gender gaps in wage and job satisfaction according to skill characteristics and gender composition in occupation type. Most of the previous studies dealing with gender gaps in wage and job satisfaction have limitations in using a model at a single level. To overcome these limitations, this study integrated the analysis of worker level and job level variables through the application of hierarchical linear model. For the empirical analysis, the 20th year of the Korea Labor Institute Panel Survey and Korea Network for Occupations and Workers data used, factor analysis was utilized to derive cognitive, technical and physical skills. According to the empirical results, female workers in the metropolitan area showed lower average wage and job satisfaction than male worker. these gender gaps were alleviated in occupations which requiring a high level of cognitive skill, while deepening in occupation with a high occupational segregation. The purpose of this study is to derive implications for the policy aimed at reducing the gender gap in the labor market by analyzing the relationship between gender gaps in wage and job satisfaction according to skill characteristics and gender composition rates of wage workers in the metropolitan area.