• Korean Journal of Labor Studies
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• v.23 no.2
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• pp.47-77
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• 2017

This paper analyzes the changes in wage inequality and its contributing factors since the mid-2000s. Although trends vary by data and wage indices, the Gini coefficient of the total wage of all workers shows an increasing trend due to the part-time increase of less than 35 hours per week, while the wage Gini coefficient of hourly wages and the total wage Gini coefficient of full-time workers showed a declining trend. Part-time increases have increased inequality based on total wages, but part-time hourly wage increases can be considered to have reduced hourly wage inequality. Therefore, as a result of decomposing the factor of Gini coefficient reduction only for full-time workers, factors that contributed absolutely to inequality reduction were variables such as job tenure, career, and occupation, and employment type variable has little effects, and the establishment size variable deepens inequality. The variables such as industry, age, and education did not contribute significantly to the inequality change. This is attributed to the decline in wage premiums for job tenure and management and professional jobs and the increase in wage premiums for large-scale businesses.

• The Journal of Information Technology
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• v.3 no.2
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• pp.23-37
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• 2000

This study examines the effect of trade union on the structure of wage determining and the variance of wage in manufacturing and non-manufacturing, 1993, in Korea It finds that the wage determining mechanism is significantly different between union and nonunion establishments, and that the wage inequality is too significantly lower among workers in establishments that are unionized than among those that are not. However, it is not clear whether the union wage policies designed to standardize rates have the effects of reduction in wage variance. that is mostly because of smaller variance within unionized workers having the same wage determining characteristics.

• 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.

• Journal of the Korea society of information convergence
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• v.5 no.2
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• pp.49-58
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• 2012

Korea has entered into an aging society at an exceptionally high speed. Increasing aged workers give pressure on Korean companies with seniority based pay system with labor costs. The wage peak system has been introduced to Korean companies as an alternative to early retirements. The wage peak system currently adopted in Korea is mainly the aging-limit-security model. But in the future we should actively adopt the employment-extension model. To operate wage peak system successfully, I suggest introduction of the individual wage peak system, development of suitable jobs for the aged, selective application by job classification, incentive graded by performance evaluation, and working hour reduction with the decreased rate of wage.

• Journal of Engineering Education Research
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• v.18 no.1
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• pp.20-30
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• 2015

The recent increase of wages is considered to be the result of lawsuits on ordinary wage expansion and the reduction of working hours. This may enlarge the wage gap between enterprise and small business, and thus worsen the insufficient supply of workforce to small businesses. Therefore, it is necessary to provide strategies to control the increase of wages in order to resolve the difficulty in the industrial workforce supply and to enforce the industrial competitiveness.

• The Journal of Fisheries Business Administration
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• v.36 no.3 s.69
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• pp.1-24
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• 2005

Korean fishery wage system has been evolved with the different titles. However, Since the law of fishing crew was enacted in 1984, the fishery wage system has been established as a rate system, which is a legal term. The present rate system in practice shows various contents and modalities, depending on fisheries and regions, but the fisheries of large trawl cooperative employ a rate system of fixed plus rate wage. However, such change did not transform basically the properties of pure rate scheme. As well known, fishing vessel owners face an awful lot of difficulty in managing and controlling effectively the production process because fishing activities are carried out in the seas remote from the land. Thus, it tend to be inevitable for vessel owners to employ a rate system to induce fishermen's positive motivation for promoting productivity and saving operating costs. However, the rate system has worked out as a driving force, which induce an increase in production more strongly under the expansion of vessel numbers and power and the keener competition of fishing activities. Even though the control mechanism of fishing instruments are well established, fishermen become naturally to have an incentive to increase their fishing effort for maximizing production since they are able to raise their shares by maximizing the quantity harvested. Thus, as far as the rate system exists, fisheries administration may have much difficulty in realizing its fishery management goals only through vessel reduction and fishing gear regulations. Also, under the rate system fishery management authority may be in face of a serious dilemma between the spontaneous rate system and vessel reduction policy. If the realistic aspect of the rate system is recognized and resource restoration and profit promotion are main policy goals, it is necessary to develop effective ways to control vessel owners' and fishermen's production-maximizing motives at an appropriate level. From this point of view, it seems reasonable to introduce TAC system by species or by fisheries into the existing fishery system. The research results suggest that if the fisheries administration could understand clearly the spontaneous fisheries wage system, it would know the norm of TAC and the basic reasons for illegal fishing activities and thus it would be able to develop and implement more realistic resource management policies.

• 한국사회정책
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• v.23 no.3
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• pp.17-47
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• 2016

This paper aims to analysis working-time of Korea focusing on "the difference and the distribution" by a stratum. Classifying working-time into four categories including marginal part-time, part-time work, standard-time work and long-time working, it compares the relative distribution by income quintile. The outcome is as following : 20% of low-ranking income quintile are (marginal) part-time working, 60% from income quintile 2 to 4 are in long-time working and 20% of top-ranking income quintile are in the standard-time working in overall. Working-time classes can be divided up into three: short time-low income of type 1, long time-medium income of type 2 and standard time-high income of type 3. Analysing working time type, the low wage-short time, medium wage-long time and high wage-standard time by the wage per month and low wage-very long time, medium wage-long time and high wage-standard time by the wage per hours are confirmed. Also, stratification of working-time has been intensified in terms of age, jobs and work status. Policy implication from this study is that the increase of minimum wage to the lowest income class and creation of employment by the reduction of working-time to the medium income class could be effective policies.

• Journal of Labour Economics
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• v.27 no.3
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• pp.75-111
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• 2004

On the basis of data from the National Longitudinal Survey of Youth (NLSY), this paper investigates wage consequences of cumulative experience of job displacement. Unlike previous studies, we consider two measures of cumulative unemployment experience simultaneously: the total frequency and the cumulative duration of unemployment induced by job displacement. When frequency and cumulative duration compete in a wage equation, only cumulative duration remains significant for men, while only frequency matters for women. For men, a one-month increase in the cumulative duration of displacement-initiated unemployment leads to a fall in wages by 0.4 percent. This finding is quite robust with respect to various sample restrictions and/or estimation methods. For women, approximately a 2.5 percent wage reduction is associated with an additional event of displacement.

• Journal of Korean Academy of Nursing Administration
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• v.5 no.3
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• pp.477-500
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• 1999

Korean labor market has showed remarkable change of the increase in the amount of unemployment and contingent employment since IMF bailout agreement. There is a theoretical position to explain this increase in contingent employment at hospitals with the notion of flexibility. The high flexibility of employment due to the increase of contingent employees is becoming very important part in new business strategy of hospitals. The types of contingent employment of the nurse are part-time employment temporary employment, fixed-term employment, and internship which was introduced in early 1999. Recently, Korean health care industry managers have paid attention to the customer oriented service, rationalization of business administration, service quality control so that they can adjust their business to outer environment. Especially their efforts concentrate on the wage reduction through efficient and scientific control of man power because wage shares about 40% of total cost. This dissertation aims at verifying the phenomena of the contingent employment of the nurse and analyzing the related factors and problems. To rephrase these aims in ordinal: First, verifying the phenomena of contingent employment of the nurse. Second, verifying the problems of that phenomena. Third, analyzing the related factors of the contingent employment of the nurse. To accomplish these research goals, a statistical survey was executed. in which 384 questionnaires-66 for manager nurses, 318 for contingent nurses - were given to nurses working at 66 hospitals-which have at least 100 beds-in Seoul. Among them, 187 questionnaires-38 from manager nurses, 149 from contingent nurses'- 'were returned. Then, the data coded and submitted to T-test, $X^2$ -test, variance analysis(ANOVA), correlation analysis, multiple regression analysis, Logistic Regression with SAS program. The research results of the contingent nurses are followings: 1. The average career term at the present hospital 8.4 months: duty-on days per month are 24.2 days: working time per day is 7.9 hours. These results showed little difference from regular nurses. 2. Their wage level is about 70% of regular nurses except for internship nurses whose wage level is 41% of regular nurses. To break down the wage composition, part-time nurses and internship nurses get few allowance and bonus. And contingent nurses get very low level of additional pay except for fixed-term nurses who are under similar condition of employment to regular nurses. These results show that hospital managers are trying to reduce the labor cost not only through the direct way of wage reduction but through differential treatment of bonus, retirement allowance, and other additional pay. 3. The problem of contingent employment: low level of pay; high level of turn-over rate: weakening of union; low level of working condition: heavy burden of work; inhuman treatment. The contingent nurses consider these problems more seriously than manager nurses do. What manager nurses regard problematic is the absence of feeling-belonged and responsibility of the contingent nurses. 4. The factors strongly related with the rate of the number of contingent nurses for the number of regular nurses; gross turn-over nurses; average in-patients per day; staring wage of graduate from professional college: the type of hospital ownership; the number of beds; the gap between gross newcomer nurses and gross turn-over nurses. The factors related with their gross wage per month; the number of beds; applying of health insurance; applying of industrial casualty insurance; applying of yearly-paid leave; the type of hospital ownership; average out-patients per day; gross turn-over nurses. The meaningful factors which make difference by employment type: monthly-paid leave; physiological leave. The logistic regression analysis using these two factors shows that monthly-paid leave is related with the type of hospital ownership; the number of beds; average out-patient per day, and physiological leave is related with the gross newcomer nurses; gross turn-over nurses; the number of beds.

• The Journal of Asian Finance, Economics and Business
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• v.6 no.2
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• pp.231-238
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• 2019

This study aims is to analyze of existing concepts of gender stereotypes and gender differences in wages, defining of gender pay gap determinants, and to evaluate the level of discrimination against women in Kazakhstan. This paper begins by reviewing trends in gender stereotypes and gender segregation during the past several decades. In this research, authors propose the methodological tools for presenting a standard form of evaluation of gender pay gap. The developed methodological tools will allow providing authentic and formal analysis on gender pay gap and identifying the main determinants of gender pay differences. Further, the obtained results showed the distribution of wage gap in Kazakhstan's regions and the Duncan's dissimilation index allows us to trace the dynamics of changes in the professional structure between men and women. According to the results, gender pay gap is narrowing with the reduction of the job level and discrimination is related to differences in human capital and education. Wages in the industrial sector are higher for men than for women, because men's professions are characterized by severe and unhealthy working conditions. In addition, employers prefer male managers, but if they take woman managers, they give them salary 3 times less.