• Korean Architects
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• s.653
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• pp.138-139
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• 2023

• Journal of Labour Economics
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• v.31 no.3
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• pp.47-74
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• 2008

Following two pioneering works, Medoff and Abraham(QJE 1980; JHR 1981) and Flabbi and Ichino(LE 2001) which use performance rating of personnel data as individual worker's productivity, this study replicates their analysis using a Korean large firm's personnel data(2000, male white collar workers). According to their methods through Mincerian earnings function, and multinomial logit model that links the distribution of wages and performance ratings, we find that seniority wages appeare continuously even if individual worker's productivity is controlled. Therefore we conclude that incentive or deferred compensation theory is more suitable than human capital theory.

• Health Policy and Management
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• v.30 no.1
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• pp.92-99
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• 2020

Background: The purpose of this study is to analyze the effect of the income support allowance policy for the care workers on wage level. Methods: The analysis data was constructed using database (DB) of long-term care institution, DB of long-term care personnel status, and DB of health insurance qualification and contribution possessed by National Health Insurance Services. We analyzed the wage status of care workers 2009 to 2016 through basic analysis. We used the difference-in-difference analysis method for the workers who worked in the same institution from 2012 to 2013, The effects of the income allowance policy on wage increase were analyzed. Results: As a result of the net effect of the income support allowance policy, the monthly average wage of the care worker increased by 25,676 won and the hourly wage increased by 478 won. As a result of the analysis, it can be confirmed that the income support allowance policy has achieved some of the goals of raising the wage level of the care workers, and the effect of raising wages for other occupations in the long-term care business can be confirmed. Conclusion: The low wage problem of long-term care workers such as care workers is not the only problem in Korea. In other countries, there are various wage support policies for employees. In particular, it is necessary to refer to the improvement in the treatment of care workers in Japan and wage pass-through in the United States. In addition to wages, there is a need to promote policies to provide employment motivation through efforts to improve their social status and improve their job status and career development for employees in long-term care facilities.

• Proceedings of the KSR Conference
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• 2002.05a
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• pp.142-146
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• 2002

The purpose of this article is to depict the organizational effectiveness of "A" Subway Corporation based on the cognitive response of employees(subway drivers). To attain this purpose, several aspects of current personnel aid organization management system and organizational culture are surveyed through questionaire and analyzed by SPSS. The questionaire includes two parts of items. First, it includes items on personnel-related factors such as evaluation system job, wage, role, leadership and job satisfaction. Second, it includes items on organizational culture model suggested by Rousseau. The major findings are : 1) In general the cognitive response of driven concerning personnel-related aspects is to a certain degree negative. 2) The cognitive response of drivers concerning culture-related aspects is awfully negative. 3) Job satisfaction of drivers is highly related to role and leadership factors in terms of personnel-related aspects, on the one hard, and to achievement factor in terms of culture, on the other hand.

• Proceedings of the KSR Conference
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• 2003.05a
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• pp.159-164
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• 2003

The purpose of this article is to comparatively depict the organizational effectiveness of two rail firms based on the cognitive response of employees(group of drivers). To attain this purpose, several aspects of current personnel and organization management system and organizational culture are surveyed through questionaire and analyzed by SPSS. The questionaire includes two parts of items. First, it includes items on personnel-related factors such as evaluation system, job, wage, role, leadership and job satisfaction. Second, it includes items on organizational culture model suggested by Rousseau. The major findings are : 1) In general, the cognitive response of drivers in two firms concerning personnel-related aspects is to a certain degree negative. 2) The cognitive response of drivers in two firms concerning culture-related aspects is also awfully negative. 3) Job satisfaction of drivers in the firm A is highly related to role and leadership factors in terms of personnel-related aspects, on the one hand, and to achievement factor in terms of culture, on the other hand. In case of the firm B, job satisfaction of drivers is highly related to personnel evaluation factor as well as role and leadership factors in terms of personnel-related aspects, on the one hand, and to affiliation, power, and bureaucracy factors in terms of culture, on the other hand.

• Journal of Information Technology Services
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• v.17 no.4
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• pp.37-52
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• 2018

With the increasing severity of the shortage of highly-skilled IT personnel, more and more attention is being paid to the professional career path and systematic career management of IT employees. Although some studies have been conducted to describe the current status of IT personnel, limited attempts have been made to analyze the career paths or career patterns of IT professionals from a longitudinal perspective. In this context, this study explored the job career patterns of IT professionals in Korea and examined their relationship with subjective and objective career success. To identify job career patterns over time, detailed information about jobs and positions were used and an optimal matching analysis (OMA) was conducted to calculate the dissimilarity matrix between employees' career sequences, while a cluster analysis was used to categorize the meaningful groups based on this dissimilarity data. This analysis revealed that career patterns among Korean IT personnel are more varied than previously thought. These career types have a significant relationship with individual profiles, such as age, education, industry and company size, and account for significant variations in the three main career success variables, i.e. quality of life, assessment of software quality, and wage level. It is expected that the findings of this study will contribute to refining the Korean career path so as to retain IT personnel, and raise the need to improve the low quality of life and poor SW work environment of IT personnel.

• Korea Journal of Hospital Management
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• v.5 no.2
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• pp.40-58
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• 2000

Nurses are medical personnel, who play a key role in supporting patient care, so it is important to supply them adequately in balance with ever increasing medical demand. But there appears severe shortage of nurses in some hospitals because of their uneven distribution, especially in small sized-hospitals and rural-hospitals. As nationwide distorted distribution of nurses in Korea is just like what monopsony model(a kind of market structure model) tells us, it is attempted to explain this situation of nurse labor market in Korea on the basis of monopsony model and presented in this paper. Specifically, determinants of nurse wage and the level of their relative employment were examined, and monopsony impact on their wage and the level of relative employment controlling those determinants were studied. Major results of this study arc as follows. The most important determinant of nurse wage level in this study was the wage level of a local community where each hospital located Hospital owner's characteristics an educational function of each hospital were also important factors. With these factor controlled, it was found that monopsony power of each hospital was negativel associated with nurse wage level as expected. 1% increase in monopsony power of hospital(measured by Herfindah-Hirschman Index) reduced nurse wage by $5,674{\sim}19,19$ won(in Korean currency). With regard to the level of relative employment, the most important determinant wa the capacity for supplying nurses of the local community. Again, hospital owner characteristics and educational function of each hospital were also important. With these factors controlled, it was found that monopsony power of each hospital was negative associated with the number of nurses per bed, as expected. 1% increase in monopsony power of each hospital(again measured by Herfindah-Hirschman Index) reduced the number of nurses per 100 bed as much as $0.46{\sim}0.67$. In conclusion. structural factors of nurse labor market influence the instability of nurse labor supply in Korea. Further consideration for these market structural characteristics needed for policy making related to nurse resource allocation.

• Culinary science and hospitality research
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• v.6 no.3
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• pp.5-23
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• 2000

This study aims at suggesting an alternative plan on the efficient management of human resource of Hotel Foodservice Industry. The study breaks down into education/training, wage. welfare benefits. and human relations as is shown below; First Education/training should be conducted systematically in accordance with the contents and targets of the education & training program and directly be 1inked with personnel evaluation, so that the employees who faithfully devoted themselves to the program can get a fair reward. Second, job-evaluation-based wage system should be added flexibly to the seniority system to rationalize the current wage system and thereby resolve the problems inherent in the seniority system. Third, employees are required to participate in welfare benefit program and should be encouraged to use the program as a way of making good use of spare time. the introduction of education/training system is intended to recharge the spirits of employees and induce active life style, thereby contributing to the improvement of productivity. Fourth, Human Relations Program is needed to foster good human relations. Especially called for is the program which can lead to the improved productivity of the organization and provide incentives to human resource.

• Proceedings of the Korean Institute of Building Construction Conference
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• 2020.06a
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• pp.224-225
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• 2020

The construction industry is a workforce dependent industry. However, problems with wages have occurred frequently from the past to the present, and the number of skilled workers is decreasing due to the influx of new skilled workers and the departure of existing skilled workers. In response, this paper surveyed the actual status of wage calculation and analyzed the problems and presented a rough improvement plan by surveying the functional personnel of domestic frameworks.

• Journal of agricultural medicine and community health
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• v.22 no.1
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• pp.75-83
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• 1997

The medical insurance system has been adopted in 1989. Since then, the utilization of medical care services has increased rapidly. It appears that the medical institution needs more nursing manpower such as nurses and nurse aides to meet an increased demand for medical care for the residents. However, the medical care clinics run by a medical practitioners has a more shortage of nursing manpower than hospitals. The purpose of this survey was to analyze the current employment status and to obtain an opinion on the improvement of utilization such as recruitment and retention of nursing manpower. The questionnaire sent to the private physician and the response rate was 28.7% ; 87 out of 300 physicians. 82.6% of the respondents employed nurses aides rather than nurses and an average number of employees per clinic was 2.5 persons. Most physicians had difficulties in recruiting nursing manpower. It took more than one month for replacement on average, therefore, they were suffering from giving good continual care for the patient and also high resignation of nursing personnel. The low wage, long working hours, hard work and lack of incentives are the biggest reasons for the difficulty in recruiting and retaining of the nursing personnel obtained for the clinics survey. The above mentioned problems would be solved in the near future by changing those difficulties. In the meantime, the private physicians are marking an effort to retain the nursing personnel by keeping a relationship of the private physician's cooperatives.