• Journal of the Society of Disaster Information
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• v.19 no.1
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• pp.1-9
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• 2023

In order to carry out construction work, it is urgent to introduce a proper wage system so that the cost burden of projects that have been won due to bleeding competition among original government buildings based on low-priced bids can be transferred to subcontractors. Purpose: Construction with illegal multi-level industrial structure needs to improve the wage reduction environment leading to order (100%) → original contractor (80%) → subcontractor (65%) → load contractor (65%) and aims to ensure wages for end workers. Method: Investigate the current status of labor cost appropriate payment plan in the construction industry, and investigate the case of the appropriate wage system (P.W) in the United States. In addition, the effect and direction of the appropriate wage system are presented. Result: Individual minimum wage security was also mentioned in the Constitution, and many researchers suggested that only the introduction of an appropriate wage system could solve the problem of reducing worker labor and ensure quality and safety. Conclusion: The proper wage system in the construction industry will block illegal multi-level and illegal foreign work, improve the labor environment in the construction market, create an influx of young workers, and have a significant impact on the construction industry's competitive structure, safety, and quality.

• 월간 기계설비
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• s.257
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• pp.64-68
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• 2011

현행 건설일용근로자의 포괄임금 계약에 대한 대법원의 판결과 고용노동부의 지침이 변경되어 혼란이 야기되고 있다. 고용노동부는 지난 8월 8일 건설 일용근로자의 포괄임금제 업무처리 지침을 변경하고 일선 사업장에 시정 지시 공문을 발송하고 있다. 새로 변경된 건설 일용근로자의 포괄임금제 업무처리 지침은 일당제 일용근로자의 고용형태를 두 가지로 구분하여 일급에 포함되었다고 볼 수 있는 수당과 그렇지 않은 수당을 명시하고 있다. 일급에 포함되었다고 볼 수 없는 수당의 경우 해당 근로수당을 포함하여 체결된 근로계약이 부적정하다는 입장이며, 이에 따라 일당제 일용근로자를 사용하고 있는 사업장에 시정지시를 하고 있다는 것이다. 그러나 현행 판례 및 행정해석, 기존 고용노동부의 지침은 제수당을 미리 합산한 일정금액을 지급하기로 하는 포괄임금 계약을 인정하고 있다. 이처럼 판례와 고용노동부의 지침이 서로 다르고, 새로 변경된 고용노동부의 지침을 반영하는 새로운 판례가 아직까지 나오지 않았기 때문에 사업장에서는 사례별로 유연한 대응이 필요하다.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.21 no.1
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• pp.138-147
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• 2020

The construction field is one of the most representative job creation businesses, but it has been pointed out that the overall quality of the jobs is low because of the nature of the order-made production industry, such as unstable employment structure, aging workforce, etc.. Accordingly, the government plans to implement the "prevailing wage system" that guarantees a minimum wage for construction site workers. In reality, however, only a market wage could be used for a construction cost estimation because there was no standard for the prevailing wage. A comparative analysis of the prevailing wage and market wage was performed. This paper proposes a framework for estimating the reasonable prevailing wage in the construction industry. The results showed that the prevailing wage was estimated to be 4.7% lower than the market wage when the proposed framework is applied to the carpenters' case. This suggests that the proposed model could be used as an alternative for market wage considering the original purpose of the prevailing wage. This study will construct the basic data for scientific analysis on the wage, and finally, help estimate the reliable prevailing wage in the future.

• The Journal of the Korea Contents Association
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• v.16 no.2
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• pp.45-56
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• 2016

This study explains about a phenomenon where the structure of the compensation plan for a single salesperson may vary as he/she gains experience. Unlike past studies that implicitly assume the limited effect on salesperson's experience, our result predicts that a salesperson will make an effort at every period early in his/her career without any commissions in order to gain experience. However, if one cannot expect any marginal returns of accumulated efforts, the sales manager must provide commissions on the high volume of sales at each period, to facilitate a high effort of a salesforce at earlier periods. Our paper provides important implications about dynamics in the compensation plan, which has not been addressed in the past studies but has frequently been witnessed in practice.

• 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.

• Korean Journal of Construction Engineering and Management
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• v.24 no.4
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• pp.35-43
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• 2023

This study is aiming to analyze the relevance of rating criteria and these criteria may have effects on policy purpose of 'Construction Skilled Workers' Rank System', that are inflow of new comer, improvement of job performance, and decrease job-change. Closely related systems, electronic card system and prevailing wage system, are considered by assuming three scenarios, although they are not introduced yet. Empirical survey shows that the relevance is above average. The empirical result of regression also predicts that policy target might be mostly satisfied. Policy purpose is regressed on rating criteria, they are career, qualification, education and training, award. Career and award have positive impact on inflow of new comer. All four criteria have significant impacts on improvement of job performance. Award has strong effects on decreasing job-change. Especially, when electronic card system and prevailing wage system are adopted simultaneously with 'Construction Skilled Workers' Rank System', the level of satisfaction of policy purpose would be higher.

• The Journal of Korean Society for Radiation Therapy
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• v.21 no.2
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• pp.57-65
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• 2009

Purpose: The purpose of this paper is to provide basic data in order to systemize the management of demand and supply of radiologic technicians, to pursue a fair regional distribution of educational institutions, and furthermore to keep reasonable medical treatment and fee. This research was carried out through the investigation of radiologic equipments and technicians according to the distribution of the population. Materials and Methods: We compared and analyzed the correlation between regional population, the number of clinics and hospitals, the number of medical imaging devices, and the number of radiologists and radiologic technicians in 5 cities without "Gu" administrative units in 2008. Results: 27,317 radiologic technicians have been produced since the administration of the national qualifying exam for radiologic technicians. About 18,000 radiologic technicians are currently working. There are 39 colleges or universities with Departments of Radiology and the admission quota is 2,120 students excluding one college. The ratio of radiologic equipments to radiologic technicians is 2.6 to 1. Conclusion: There is a dilemma in which some radiologic technicians fail to find appropriate jobs while some clinics or hospitals are in need of radiologic technicians. This dilemma is due to unreasonable regional discrepancies in pay system and welfare situation, and excessive profit-oriented recruiting system of clinics and hospitals. The increase of students of Radiologic Departments and approval of additional departments will end up with producing superfluous high academic degree holders, which is on the contrary to the government policy to produce more job opportunities. So the policy of increasing Radiologic Departments should be reconsidered.

• 한국노년학
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• v.41 no.2
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• pp.217-240
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• 2021

The purpose of this study is to examine the effect of care workers' employment characteristics and perception of facility directors' transformational leadership on quality of service through a hierarchical linear model. For this aim, survey data were collected amongst 240 older adults and 200 care workers who are affiliated within 45 long-term care facilities in Seoul, and analyzed using SPSS 26.0 and HLM 8.0. As a result, one's perception of transformational leadership had a positive effect, whereas, among employment characteristics, employment type and working hours had negative effects on quality of service. Regular workers with fewer working hours and higher awareness of transformational leadership toward the director provided higher quality of service. But wage, total experience and tenure didn't meaningfully affect it. Therefore, the following suggestions were presented. First, it is necessary to reorganize incentive, salary systems and budgets, changing the status of temporary workers' hourly wage system into that of regular workers' monthly one in order to strengthen employment security with acknowledging fundamental professional values through reinforcement of expertise. Reinforcement of long-term care's publicness and establishment of base facilities are also suggested. Second, maintaining appropriate hours of work and rest including annual leave under the Labor Standards Act is needed. Also, increasing the salary of and decreasing working hours for night shift workers are required. Third, education and intervention for inspiring transformational leadership of directors and strengthening qualification standards of them are required.