• Journal of Korean Academy of Nursing Administration
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• v.19 no.1
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• pp.108-117
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• 2013

Purpose: To analyze trends in salaries for registered nurses when compared with salaries for elementary school teachers from 2002 to 2009 and identify salary gaps of nurses according to workplace size and geographic location. Methods: Data were obtained from the Occupational Employment Statistics collected by the Korea Employment Information Services each year from 2002 to 2009. The study sample consisted of 2,281 registered nurses and 2,578 elementary school teachers. Linear multiple regression analyses were conducted to analyze salary trends and differences. Results: Elementary school teachers had higher monthly salaries than nurses with a baccalaureate degree after adjusting for years of work. Salary differences increased significantly by 40,000 won every year (p<.001). Nurses working in large facilities in Seoul had the highest salaries, whereas those in small/medium, non-Seoul facilities had the lowest salaries consistently over time. Salary differences between the two groups increased by 47,000 won every year (p=.001); salary differences between nurses in large, non-Seoul facilities and those in small/medium, non-Seoul facilities also increased by 40,000 won annually (p=.001). Conclusion: Geographical imbalances in the nurse workforce and nurse shortages in small/medium, non-capital facilities could be reduced by increasing the salary of nurses working in those facilities.

• Journal of Preventive Medicine and Public Health
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• v.53 no.5
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• pp.362-370
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• 2020

Objectives: Despite greater access to training positions and the presence of more women in emergency medicine, it has remained a men-dominated field. This study aims to identify the key issues causing the gender gap in Korea and establish measures to overcome them. Methods: Using the annual statistical reports of the National Emergency Medical Center and data published on the Korean Society of Emergency Medicine website, cases that listed the current status and positions of members in its organization and its committees were analyzed. Secondary analysis was conducted using data from the 2015 Korean Society of Emergency Survey that included physicians' demographics, academic ranking, years of experience, clinical work hours, training and board certification, core faculty status, position, and salaries. Results: As of September 2019, women account for only 12.7% of the total number of emergency physicians (EP) in Korea; of 119 chair/vice-chair academic positions, women represented only 9.2%. Women EP were more often assistant professors and fellowship-trained, with fewer in core faculty. However, they worked the same numbers of clinical hours as their men counterparts. The median annual salary of women EP was less than that of men EP after adjusting for academic hospital rank, clinical hours, and core faculty status. Conclusions: A gender gap still exists among Korean EP, and women earn less than men regardless of their rank, clinical hours, or training. Future studies should evaluate more data and develop system-wide practices to eliminate gender disparities.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.4
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• pp.521-531
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• 2006

Purpose: The purpose of this study were to examine the pay system and pay form of hospital nurses. Methods: This study performed secondary analysis on the existing data and employed a case study design. Data were collected from May 1, 2005 to September 30, 2005. Analysis of the results was carried out using SPSS win 12.0 for frequency, percentage, mean and standard deviation. Results: All hospitals did have pay steps considering the seniority rule. Each hospital had a variety types of an allowances, the criteria of the payment, and the bonus. The majority of payment form was a monthly pay. Several suggestions could be drawn from this study. The pay system of the hospital nurses should reflect market pay and pay system should be set up according to the value of duty, performance, and expertness of hospital nurses and should be clear and lucid. Conclusion: Pay is a major function of human resource management and is a motive to nurses. Each hospital's pay system is different outwardly but it is the same as internally. Therefore pay system and form should reflect a value of the duty and the expertness and performance of nurses.