• Health Policy and Management
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• v.25 no.4
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• pp.333-342
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• 2015

Background: The purposes of this study is to analysis the differences of the job satisfaction between regular and non-regular workers in hospitals. Methods: The samples used for data analysis are 632 workers of 6 hospitals using a standardized questionnaires in B, C, D, and G provinces. In research methodology, all the data were analyzed with descriptive statistics, t-test, Pearson's correlation, and multiple linear regression analysis. Results: In case of regular workers, communication, working conditions and employee benefit, and education were found to have a significant positive (+) effect on job satisfaction. In case of non-regular workers, empowerment, reward systems, communication, working conditions, and employee benefit had a significant positive (+) effect on job satisfaction. Conclusion: These results showed that hospitals needed to reinforce communication, working conditions and employee benefit to regular and non-regular workers in order to improve job satisfaction. Especially, more empowerment, working conditions, and employee benefit should be given to non-regular workers.

• Asia-Pacific Journal of Business
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• v.13 no.2
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• pp.95-106
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• 2022

Purpose - The purpose of this study was to examine the mediating effect of employee competence on the relationship between the utilization of non-regular workers and firm performance. Design/methodology/approach - This study utilized 427 firm level data from HCCP. The Exploratory Factor Analysis (EFA) and the multiple regression analysis were conducted to verify the hypotheses. Findings - We found that the utilization of non-regular workers is not significantly related to firm performance. However, the utilization of non-regular workers had a negative relationship with employee competence, and that employee competence mediated the relationship between the utilization of non-regular workers and firm performance. Research implications or Originality - As environmental uncertainty and competition between firms intensify, more and more firms are utilizing non-regular workers. Research on the relationship between the utilization of non-regular workers and firm performance is continuously conducted, but research on the process of explaining the specific relationship between them is still insufficient. Our study contributes the related research area by identifying the mediating role of employee competence on the utilization of non-regular workers and firm performance relationship.

• Journal of Labour Economics
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• v.43 no.3
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• pp.33-61
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• 2020

The purpose of this study is to analyze the disparity in on-the-job training between regular and non-regular workers and to compare the wage effects of on-the-job training. Using the Korean micro data from the Programme for the International Assessment of Adult Competencies(PIAAC) published by OECD, Propensity Score Method(PSM) is applied to overcome the endogeneity problem. The average treatment effect(ATT) on the training participation is analyzed, using non-regular workers as treatment group and regular workers as comparison group. Odds ratios of non-regular employees' training participation compared to regular employees shows 0.67 times after constructing matching sample and this means that non-regular workers are facing a disadvantageous training opportunity compared to regular workers. In order to estimate the wage effect of on-the-job training, the average treatment effect(ATT) of on-the-job training on average wages for regular workers and non-regular workers is estimated respectively. I find insignificant wage effect from on-the-job training among regular workers and significant positive effect on non-regular worker's wage from on-the-job training.

• Korean Journal of Labor Studies
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• v.17 no.1
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• pp.139-176
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• 2011

Non-regular workers came to the fore while working class formation was in retreat along with the democratic labor movement of regular workers. The formation of principal agents, however, is yet to occur. Then, why non-regular workers' struggles could not yield a consequence in that regard? What kind of factors are to determine the outcome of the struggles and how do they do it? It is the aim of this study to answer those questions. In contrast with regular workers' struggles, non-regular workers' struggles tend to break out in response to capitalist offensives, rely on atypical and, often, extreme measures of struggle rather than strike in the form of work stoppage, drag out for too long, and appeal for social solidarity outside when the solidarity of regular workers is not available. Non-regular workers' struggles tend to end up with failure rather than success, and with weakening rather than strengthening of their organizational strength. So as to overcome the tendency to fail, non-regular workers' struggles need regular workers' solidarity in addition to their own strong mobilization power, while social solidarity or positional power could substitute for regular workers' solidarity in some cases. So as to build up their organizational strength, non-regular workers' struggles should win victories in the struggles, while a victory could turn into a trap in the case of conversion. Both regular workers' solidarity and the internal integration of the struggles are two foremost important factors in achieving the victory of struggles and the building-up of organizational strength. Those who have got involved in struggles are from the best organized sector among all the non-regular workers. As they have gone through weakening of organizational strength, it becomes more difficult for non-regular workers to form principal agents. Without non-regular workers' struggles, however, the capitalist offensives must have carried the day. In that sense, non-regular workers' struggles did a role in at least detaining capitalist offensives, if not stopping them. The practical implication of non-regular workers' struggles is that, if non-regular workers redefine the ultimate goal of their struggles as the formation of their principal agents for working class formation, it would be a strategically rational choice to identify the strategic objective of struggles with the maintaining and strengthening of their organizational strength rather than the achievement of their immediate demands.

• Journal of Labour Economics
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• v.30 no.2
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• pp.1-31
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• 2007

The purpose of this paper is to analyse wage differentials between non-regular and regular works. Data from EAPS(Economically Active Population Survey) 2005 show that the monthly wage level of non-regular worker is only 63% of regular worker and thus there exist 37% wage differentials. However, these wage differentials do not control for hours of work, the amount of human capital, job characteristics, and other individual characteristics affecting wages. If these variables are added to the hourly wage regression equation, the wage gap between non-regular and regular workers drastically decreases to 2.2%. Furthermore, decomposition of the wage differentials by Oaxaca method shows that productivity difference between non-regular and regular workers explains up to 91% of the wage gap. This implies that the magnitude of wage discrimination against non-regular workers is at most 0.2% of hourly wage of regular workers. To control for unobserved individual heterogeneities more accurately, we also construct panel data and estimate wage differentials. The results from the panel data approach show that there is no difference in the hourly wages between non-regular and regular workers. In some specifications, the wage rate of non-regular worker is rather higher than that of regular worker. These results are consistent with economic theory. Other things being equal, workers with unstable employment may require higher wages to compensate their unstability. Firms are willing to pay higher wages if they can get more flexibility from non-regular employment. Empirical results in this paper cast doubt on the view that there is wage discrimination against non-regular workers in the labor market. Public policies should be targeted for disadvantaged groups among non-regular workers, not for non-regular workers in general.

• Korea Journal of Hospital Management
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• v.23 no.3
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• pp.16-27
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• 2018

Purposes: The purpose of this study was to analyze the association between discrimination experience and quality of life among non-regular workers in hospitals. Methodology: The data was collected from 292 employees of 7 university hospitals using a standardized questionnaire. In research methodology, the data was analyzed with descriptive statistics, t-test, ANOVA, pearson's correlation, multiple regression analysis. Findings: In case of non-regular workers, inequality of distribution, position unfairness, employment instability, number of discrimination experiences were found to have a negative(-) effect on quality of life. Religion, income in general characteristics had a significant positive(+) effect on quality of life. And the discrimination of non-regular woman workers was higher and the quality of life was lower than that of men. Practical Implications: These results showed that hospitals needed active efforts to create non-regular woman-friendly work environment. In addition, active religious activities gave emotional stability and positive effect to no-regular workers.

• 한국사회정책
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• v.25 no.4
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• pp.125-161
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• 2018

This article aims to investigate the impact of Korean employment protection legislation that has implemented since 2007 on eliminating discrimination on non-regular worker's wage and social security. It is used the panel Tobit model reflecting the variation of implementation time according to the size of establishments. Although the employment protection laws for non-regular workers have implemented, the wage gap and discrimination in social security for non-regular workers have continued. Of course, the discrepancies on wage and social security were founded not only between regular and non-regular workers but also within non-regular workers. For reducing the discriminations, this study proposes to restrict the reason for justifying discrimination, and the introduction of a new approach to accessing the discrimination and complimentary credit system. Besides, this study suggests to actively review the strengthening of regulations on the use of non-regular workers.

• Journal of Korean Society of Occupational and Environmental Hygiene
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• v.31 no.2
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• pp.119-127
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• 2021

Objectives: We aimed to find the relationships between employment status and hs-CRP level among Korean wage workers using the 2016 Korean National Health and Nutrition Examination (KNHANE, revised). Methods: This study was conducted on 1,937 daytime wage workers over the age of 19 and within a normal weight range (18.5≤BMI≺25). Regular workers were defined as those granted an employment guarantee until reaching retirement age, and non-regular workers were defined as temporary, non-typical, dispatched, short-term workers and contractors. For hs-CRP, three divisions were classified as recommended by the Centers for Disease Control and Prevention (CDC) and American Heart Association (AHA) with less than 1.0 mg/L indicating low risk of cardiovascular disease, above 1.0 mg/L and below 3.0 mg/L considered moderate risk, and more than 3.0 mg/L indicating high risk. To find the relationship between work type and hs-CRP level in Korean wage workers, multinominal logistic regression analysis was performed. Results: For non-regular workers, the odds ratio of the cardiovascular moderate-risk group and cardiovascular high-risk group was statistically significant compared to regular workers. After adjusting for factors such as gender, age, subjective health status, income, education, smoking, and physical labor, the odds ratio of the cardiovascular high-risk group was statistically significant. Conclusions: In this study, the relationship between non-regular workers and high hs-CRP level was examined. Based on this, institutional strategies should be pursued to prevent and manage cardiovascular disease among non-regular workers.

• Journal of Digital Convergence
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• v.13 no.7
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• pp.33-45
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• 2015

Present study aims to describe who are the non-regular female workers in South Korea. The dominant form of employment of Korean female non-regular workers is characterized by instable contract, low wage, long-time work and exclusion from the state and occupational welfare. Also, non-regular female workers are not homeogenous but there are various groups of women among female non-regular workers including young part-time workers, high educational middle class contract professionals, particular contract workers such as home-schooling teachers. However, it would worth noting that over 40s, low-educational, low income, breadwinning women who are working in sales, service, and simple handy job are most likely to become non-regular female workers in South Korea. Those women are the major group among non-regular female workers. The public assistance (in cash) for non-regular workers are necessarily needed for them at this point in South Korea.

• Korean Journal of Community Nutrition
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• v.24 no.5
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• pp.408-421
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• 2019

Objectives: This study compared the dietary behaviors of single-person households when eating alone according to the employment pattern and age. Methods: A total of 566 people aged 20~59 years old were collected from the status of workers and classified into three groups according to their employment pattern (regular, non-regular workers and business owner). The subjects were collected by purposive quota sampling on a Gallup panel from June to November in 2017. The dietary behavior and perception of eating alone of the subjects were surveyed via online and self-reported questionnaires. Results: The frequency of eating alone was significantly higher in the regular group than the non-regular group and business group (p<0.01). The place of eating alone was significantly higher in the regular and non-regular group in the convenience store, and business group in the office (p<0.001). Ramen, the menu when eating alone, was significantly higher in the non-regular group than the other groups (p<0.01). The preference for eating alone was lower in the older age group (p<0.05). The young aged group (aged 20~30) ate more fast food and felt more convenience than the older aged group aged 40~50 years (p<0.05). Conclusions: Single-person households with a non-regular job have poorer dietary behavior in eating alone than those who had regular employment. In a situation of an increasing number of non-regular workers aged in their 20s and 30s, there is a high likelihood of social problems, such as health and poverty. This study highlights the need for a healthy food selection environment to improve the dietary life of single-person households with non-regular jobs for the diverse types of single-person households.