• 기술혁신연구
• /
• 제7권1호
• /
• pp.14-35
• /
• 1999

This paper presents the relationship between the pace of structural change and the magnitude of employment growth in the manufacturing sector in OECD countries. To measure the pace of structural change, the compositional change index in value-added in manufacturing sector is introduced. For mid to long-term there seems to be a positive relationship between the pace of structural change and the magnitude of employment growth. In those countries with higher value of the compositional index, the employment growth in manufacturing sector was generally higher. To analyse the characteristics of structural change in manufacturing sector, this paper classifies manufacturing industries into groups: one based on technology, one on orientation, one on wages and one on skills. The international comparison of manufacturing sector's employment patterns based on above four classifications are presented. International comparison suggests that Korean manufacturing sector move into jobs with more skills and knowledge The structural change of SMEs and large firms are compared based on above four classification methods. It is shown that SMEs' employment in low value sectors, that is low-technology, labor-intensive, tow-wage, and unskilled sectors, have risen faster than SMEs' employment in high-technology, science-based, high-wage and skilled sectors. Large firms' employment have been mainly increased in high value sectors. However, the employment growth of both large and small firms have been concentrated on production worker-intensively-using sectors, i.e. unskilled sectors. This widened the wage differential of production workers by firm sizes and concurrently led to severe shortage of production workers for SMEs, which has little ability to pay high wage to production workers because they usually belong to low-wage sectors. Korea need to push SMEs forward to high value sectors. The premise of that is, however, to pull large firms out of production worker-intensively-using sectors.

• 한국재난정보학회 논문집
• /
• 제18권2호
• /
• pp.351-363
• /
• 2022

연구목적:본 연구는 우리나라 재난안전분야의 제조업 고용 클러스터를 찾는 것을 목적으로 한다. 연구 방법: LISA(Local Indicator of Spatial Association)분석기법이 2019년 한국표준산업분류와 재난안전산업 특수 분류기준에 의해 구축된 229개 지자체의 고용 데이터에 적용되었다. LISA기법은 해당 산업들의 공간 클러스터와 고용의 공간적 종속성을 파악하였다. 연구결과: 세 가지 분석결과가 도출되었다. 첫째, 우리나라 재난안전산업의 고용은 전체 제조업의 약 6%를 점유하며 매년 증가하는 추세다. 둘째, 재난안전 산업의 고용 클러스터는 수도권 서부지역에 입지하고 있다. 셋째, 산업재해 방지 산업안전용품 제조업은 중화학 공업과 산업단지가 있는 부산, 울산, 경남창원, 김해 지역을 중심으로 클러스터를 형성한다. 결론: 해당 지역들을 재난안전산업의 제조업 클러스터로 육성하는 투자와 유성정책이 필요하다. 본 연구결과는 우리나라 재난안전산업에 형성되어 있는 제조업 클러스터들의 산업발전과 고용육성 정책을 개선하는데 사용될 수 있다.

• 한국경제지리학회지
• /
• 제22권3호
• /
• pp.274-290
• /
• 2019

본 연구는 2010년부터 2015년까지 시군구별 제조업 고용변화에 대한 자동화와 세계화의 영향을 추정하였다. 분석 결과, 후발산업국가로의 수입침투에 취약하게 노출된 업종구조를 가진 지역일수록 제조업 고용이 빠르게 감소하였다. 또 단순반복적인 루틴직무에 특화된 지역일수록 제조업 고용의 감소가 빠르게 진행되었는데, 이 같은 루틴직무의 소멸은 지역산업의 로봇규모가 증가할수록 더욱 가파르게 진행되었다. 이 같은 결과는 금융위기 이후 제조업 고용이 빠르게 증가했음에도, 국지적으로는 산업도시들의 고용위기가 심화되었던 국내 제조업 고용의 추이를 이해하는 데 실증적인 단서를 제공한다. 동시에, 세계화와 자동화의 맥락에서 향후 우리나라 산업도시들의 대응방향에 대한 정책적 함의를 담고 있다.

• 기술혁신학회지
• /
• 제22권3호
• /
• pp.283-306
• /
• 2019

본 연구는 기업의 비기술적 혁신 활동이 고용증가에 미치는 효과를 실증 분석하였다. 2016년 한국기업혁신조사의 제조업과 서비스업 자료를 이용하여 조직혁신과 마케팅혁신이 기업의 고용에 미치는 효과를 추정하였다. 추정결과에 따르면 조직혁신과 마케팅혁신의 세부 유형별로 고용효과의 차이가 존재하는 것으로 나타났다. 조직혁신의 경우 업무수행방식의 변화와 업무조직의 변화는 제조업과 서비스업 모두에서 고용증가에 유의한 효과를 발생하지 않는 것으로 나타났다. 반면 외부조직과의 협력은 제조업에서는 기업의 고용을 증가시키는 효과가 있는 것으로 나타났다. 마케팅혁신도 제품수요와 연관이 있는 새로운 홍보방식과 신규 판매전략은 제조업의 고용을 증가시키는 효과가 있는 것으로 나타났다. 하지만 서비스업에서는 마케팅혁신이 추가적인 고용효과를 발생하지는 않는 것으로 나타났다.

• 경영과학
• /
• 제34권1호
• /
• pp.15-25
• /
• 2017

We evaluated industry growth and employment effects of every possible pairs of 22 manufacturing sectors and 16 regions (i.e, 352 region-sectors). We used annual data of manufacturing sectors from 2008 to 2014 for the evaluation. The evaluation comprises of two steps; We first find several region-sectors that outperform others with respect to the effects of industry growth and employment, which are measured by location quotient analysis, shift share method, employment to GDP ratio and employment elasticity. In addition, cross-efficiency analysis follows to classify region-sector pairs into two sub-categories : efficient region-sectors that deserve to hold the current level of investments and inefficient region-sectors where we should consider efficiency improvements. To examine the efficiency, R&D investment, employment size, and capital investment were used as input factors and production volume, added value, changes in employment size, changes in annual salary per capita were used as output factors. For region-sector pairs that have outstanding growth and employment effects but are inefficient, we employed a CCR DEA model and analyzed how much to adjust the values of input and output factors to improve the efficiency scores. The analysis results showed that inefficiency is mainly due to several factors such as R&D investment, changes in employment size and changes in annual salary per capita.

• 산업노동연구
• /
• 제24권2호
• /
• pp.293-319
• /
• 2018

본 연구는 통계청의 기업활동조사(2006년~2015년)를 병합하여 산업유형별 상용직 고용 결정요인을 분석하였으며, 그 결과는 다음과 같다. 첫째, 2015년 기준 외주를 활용한 기업의 비중은 73.2%였으며, 제조업(83.7%)이 비제조업(63.7%)에 비해 20%p 높았다. 그리고 지난 10년간의 외주비 증가율은 제조업 88.7%, 비제조업 44.2%로 나타나 제조업이 두 배 이상 높았다. 둘째, 상용직 고용 결정요인을 추정한 결과, 노동소득분배율, 영업이익률, 매출액, 연구개발 집중도, 외국자본비율 변수는 상용직 고용을 유의하게 증가시키는 반면, 외주비, 자본집약도, 임시 일용직비율 변수는 고용을 유의하게 감소시키는 것으로 추정되었다. 인건비 변수는 임금인상이 이뤄진 당해 연도는 상용직 고용을 감소시키지만, 그 다음해에는 상용직 고용을 증가시키는 것으로 나타났다. 셋째, 산업유형을 세분화하여 외주가 고용에 미치는 영향을 추정한 결과, 모든 유형에서 상용직 고용을 감소시켰으며, 감소 폭은 제조업에서는 기초소재형, 비제조업에서는 유통서비스형이 가장 컸다.

• 한국직업건강간호학회지
• /
• 제18권2호
• /
• pp.252-261
• /
• 2009

Purpose: The purpose of this study was to determine factors affecting the burden on employment of occupational health care providers as well as to develop strategies to reduce burden on employment of them in the middle size manufacturing enterprises. Methods: The target population of this study was 123 managers working in the middle size manufacturing enterprises. The study questionnaires were selected, as theories and literature suggested, for explaining employment burden, general characteristics of participants and occupational health providers, general characteristics of companies, evaluation of occupational health provider's role and burden score. Results: The mean of employment burden score of manager was 2.2. There was a significant difference in the employment burden scores, manager's age and education, and occupational health provider's age, type of work, certification, and employment status. Also there was a negative relationship between employment burden scores and occupational health provider's role scores (need, role, satisfaction, and benefit). In the results of the standard multiple regression analysis, manager's need scores on occupational health providers were significant predictors of the employment burden scores. Conclusion: It is necessary to change the manager's perception to promote employment of occupational health providers.

• The Journal of Asian Finance, Economics and Business
• /
• 제8권12호
• /
• pp.283-293
• /
• 2021

To verify the employment impact of two-directional FDI, the study analyzes panel data composed of 26 OECD countries from 2006 to 2018 by using the system GMM. Furthermore, we decompose domestic employment into types of industries and skill compositions to identify the heterogeneous employment impact. The results show that inward and outward FDI at lag one period promote domestic employment at the overall level. In terms of workers' skill levels, lagged inward FDI significantly persistently promotes high-skilled workers' employment, likewise, the positive employment impact also appears with a time lag in low-skilled labor subgroups. Outward FDI, on the other hand, initially inhibits both high- and low-skilled labor demand, but then changes to a positive effect in the highskilled labor subgroups. Although there is a time difference between inward and outward FDI, it has a significant and positive impact on employment in the manufacturing and service industries. The results indicate that the relationship between manufacturing and service employment is a mutual substitute. To attract international investors, governments should promote a favorable investment climate and maintain stable economic growth. Because low-skilled labor is more susceptible to changes in FDI, policy measures are required to ensure employment stability.

• 무역학회지
• /
• 제44권2호
• /
• pp.1-19
• /
• 2019

This paper investigates the effects of TPP on Korean domestic employment. Using data from 1995-2011 obtained from the world input-output database (WIOD) and firm-level data, this paper attempts to identify changes in global value chain (GVC) structures involving Korea and TPP member countries in the Asia-Pacific region. Three stage least squares estimation is employed, and empirical findings show that there exists a statistically positive and significant causal relationship between GVC and domestic manufacturing employment. The positive impacts of TPP on Korean domestic employment suggest that Korea actively encourage TPP negotiation. TPP will bring positive domestic employment effects and opportunities for structural transformation in the manufacturing and services industries in Korea.

• 유통과학연구
• /
• 제13권4호
• /
• pp.35-43
• /
• 2015

Purpose - This study aims to seek various plans to maintain the advancement of the overseas and domestic employment scenario through a case analysis of the Japanese industry, which maintains domestic employment while promoting the overseas advancement of companies despite having a similar industrial structure as Korea. The study further intends to derive insightful implications for Japanese manufacturing companies and government policies. Research design, data, and methodology - We selected four companies from the Japanese manufacturing industry. Being companies that were successful in increasing the domestic employment scenario while advancing in overseas markets. We utilized several secondary data sources including Japanese newspapers and report literature. Results - Previous studies have shown a negative relationship between Foreign Direct Investment (FDI) or offshoring and domestic employment. However, our results showed this relationship with respect to the Japanese manufacturing industry as follows: 1. FDI for developing overseas markets does not decrease domestic production. If Japanese companies change their strategy from exports to overseas production, there will be a consequent decrease in domestic employment of Multinational Enterprises (MNEs). However, the local production that plans the sales expansion of a foreign market does not substitute domestic production. 2. Several case studies illustrate that, as the production of final goods is expanded in foreign countries, there is a corresponding increase in the export of intermediary goods from Japan. In this case, if the production process of Japanese companies is promoted in foreign markets, the amount of exported material and parts from Japan will consequently increase. 3. It is difficult to consider that the establishment of subsidiary companies in foreign countries by manufacturing companies for wholesale, retail, and services decreases domestic employment. This is because the international development of these industries needs expatriates, expatriate training organizations, and research and development (R&D) activities. 4. When there is overseas demand, the growth of local management activities is expected to increase the work of the overseas business department in the head office in Japan, if competitiveness can be secured for better localization and management speed. 5. The conversion of the domestic manufacturing industry into high value-added production is necessary. The relocation of domestic production to foreign markets decreases domestic employment. To prevent this, the upgradation of domestic production bases, including high value-added production, and R&D capability need to be strengthened. Technology-based companies must develop new technology, patents, processes, and so forth, which require extensive human resources for R&D. Conclusions - Domestic medium-sized companies that are capable of consistently supplying high value-added products should be actively encouraged to deploy into and develop overseas markets. Further, this paper considers the necessity of a guidance policy that provides suggestions for overseas deployment, by the initiation of the government, to companies that cannot do so due to the lack of foreign experience or decisions by the CEO, despite having the relevant capability and technologies to supply high value-added products.