• Journal of Labour Economics
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• v.28 no.1
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• pp.1-28
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• 2005

First, The flow into and out of unemployment has been increasing considerably too since the late 1997. Moreover, about half of job changes involve career changes associated with industrial and occupational changes which workers work for. Workers who switch industries and occupations significantly suffer greater wage losses than observed similar workers who find new jobs in their pre-turnover industry or occupation. These findings imply that labor mobility is more likely to cause losses in accumulated skill of workers. Second, this study compared the wage return to past training when a worker remains with an employer with the wage return to past training when a worker moves to a new employer. Surprisingly, training provided by previous employers has significantly positive wage effect. These findings that the skill acquired by employer- provided training is transferable across some firms. Third, this study finds that the likelihood of sectoral mobility decreases with training received in the current industry. It gives an evidence of the industry- specific training. Based on these findings, this paper suggest the way of dividing the costs of benefits of training among employers within their sector to prevent under-investment in training.

• Journal of Labour Economics
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• v.34 no.2
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• pp.53-77
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• 2011

The last decade has witnessed a surge of research interest in differences between regular and irregular workers in employment forms. Recent studies on estimating wage differentials between the two types of workers in employment forms have typically used the linear regression analysis. Our study utilizes a new methodology to estimate wage differentials between the two types of workers: data matching. Our method can perform better than the ordinary regression analysis because it carefully addresses the selection bias problem. Our results indicate that there is no significant difference in wage between regular and irregular workers.

• Journal of Preventive Medicine and Public Health
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• v.52 no.5
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• pp.292-298
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• 2019

Objectives: Presenteeism is currently recognized as a significant global health issue that can potentially cause productivity losses. Hence, many studies have analyzed the relationships between workplace factors and presenteeism. However, few studies have considered non-occupational factors. This study examined the associations between presenteeism and activities outside work, including volunteering, self-development, leisure/sports, and gardening and house repair activities, in Korean wage workers. Methods: This study analyzed the fourth Korean Working Conditions Survey, in which a total of 19 294 wage workers participated. To identify relationships between presenteeism and activities outside work, multivariate logistic regression analysis was used after adjusting for general and occupational characteristics. Results: Self-development and leisure/sports activities significantly increased the odds ratio (OR) of presenteeism (OR, 1.166; 95% confidence interval [CI], 1.061 to 1.282 and OR, 1.276; 95% CI, 1.181 to 1.379, respectively). Conclusions: Certain activities outside work, such as self-development or leisure/sports, were related to presenteeism among Korean wage workers. Although many previous studies have emphasized the positive effects of those activities on health, this study documented negative effects of these activities outside work on health.

• Korea Journal of Hospital Management
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• v.2 no.1
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• pp.162-182
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• 1997

This study was carried out to assess the current status of hospital wage structure and to find out the characteristics and problems in the current hospital wage structure. so as to provide empirical data for establishing a rational wage structure. The data were collected from administrative personnels in charge of wage management in 31 hospitals by using a structured questionnaire through direct visiting and mailing in Pusan Metropolitan City. The major findings in this study were as follows: First, the hospital wage structure applied differently to the basic wages between doctors and the other employees. The wage structure for doctors included performance rate of 51.6%, followed by a synthesis rate of 29.0%, while the wage for the other employees had the synthesis rate of 74.2%, followed by the seniority rate of 12.9%. Second, the wage consisted of a basic wage for 57.5%. the allowance for 21.1% and monthly installed bonus for 21.4%, and the basic wage comprised 68.3% of the total wage for doctors, as compared to 51.9% for nurses and medical technicians and 52.4% for administrative and managerial personnel. The annual rate of the bonus was average 460%, and 96.8% of the hospital did not consider personnel preformance appraisal when paying the bonus. Third, 80.6% of the hospitals applied the legal rate to the retirement allowance while 19.4% applying cumulative rates more than the legal rate, and all of university hospitals applied cumulative rates. Retirement reserves were practiced only in 54.9% of the hospitals. Forth, many hospitals seemed to be interested in applying graded wage system according to performance, by showing that 42.9% of the hospitals were planning to apply it in the future, despite only 9.7% practicing it. Fifth, the wage structure appeared to be complicated due to various kinds of allowances. The kind of the allowances varied among hospitals, ranging from 2 to 26 kinds, and increased as the size of hospital was larger. Sixth, the opinions leading to improve the basic wage structure favored the seniority rate for 51.6% either to maintain the present seniority rate(16.1%) or to apply the incentive pay in addition to the senior rate(35.5%). and also favored the performance rate for 35.5%, followed by the job rate for 12.9%. In conclusion, the current hospital wage structure seemed to be too complicated to reflect personal ability, contribution and performance and to become a big barrier to inducing worker's motivation and to strengthening in competitveness. Therefore it is suggested that the current wage structure should be revised to the one emphasizing on job and ability base with considering characteristics and situation of the hospital, rather than seniority factors.

• Health Policy and Management
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• v.29 no.4
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• pp.496-501
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• 2019

Background: In this study, wage status and wage determinants of care workers were analyzed. Methods: The analysis used database (DB) of long-term care institutions, DB of long-term care institutions, DB of long-term care workers, DB of health insurance qualification, and contribution possessed by National Health Insurance Services. We analyzed the wage status of the care workers from 2009 to 2016 through basic analysis and estimated the factors affecting the wage of the long-term care facilities' care workers using pooled ordinary least squares. Results: The monthly average wage of care workers was raised from Korean won (KRW) 1.37 million in 2009 to KRW 1.52 million in 2016, and the working hours were shortened by 20 hours from 207 hours to 187 hours. Hourly wages increased by KRW 1,329 from KRW 6,831 in 2009 to KRW 8,160 in 2016. The average monthly wage of care workers was affected by gender, age, years of employment, monthly working hours, establishment type, city size, institutional size, the grade of the institution, and management status. In particular, the wage level of the care workers was high when the larger the size of the institution, the better the management status (fill rate), the establishment type is "government and local government" and "corporation," the institutional rating is high, and the facility manager has the first grade of the social worker license. Conclusion: The government should consider aggressive policies to improve the treatment of care workers as well as the quality of long-term care services so that there will be more long-term care facilities that are guaranteed social publicity above a certain level.

• Journal of Labour Economics
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• v.36 no.3
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• pp.29-64
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• 2013

This paper documents the recent changes in wage density and decomposes them. Middle group is found to have shrunk, one-third of which reflects the changes in worker composition. The rest mostly reflects insufficient supply response to the rising skill demand within jobs. The pattern is more pronounced among manufacturing, large and unionized firms, and production workers.

• Journal of Labour Economics
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• v.24 no.1
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• pp.207-230
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• 2001

This paper uses the Korean Labor Panel data to investigate changes in the employment types of male workers following their job changes with the classification of workers into three categories: regular wage workers, non-regular wage workers, and self-employed workers. It also estimates a competing-risks hazard model to analyze the determinants of employment types of workers. The results show that the type of employment of a worker at an immediate previous job has a critical importance in determining his employment type at a new job and that the types of employment at jobs other than the immediate previous job also play some role in determining the type of employment at a new job, although their impact declines as the number of intervening jobs increases. A job loser, who worked as a non-regular worker at his immediate previous job, for example, is considerably less likely to find a regular job, but more likely to get reemployed at another non-regular job than one who worked as a regular worker at his immediate previous job. Similarly, a worker who quit self-employment is much less likely to find a regular job but more likely to restart his own business than one who worked as a regular worker at his immediate previous job. These findings suggest that it is not easy at all for a worker who worked as either a non-regular worker or self-employed worker to become a regular worker, although it might be premature to assert that non-regular jobs or self-employed jobs are dead-end jobs. Another interesting finding of this analysis is that a high unemployment rate lowers a probability of reemployment at either regular jobs or self-employed jobs, but raises a non-regular job reemployment probability, which strongly implies that as labor market conditions become adverse to workers the proportion of non-regular employment can rise rapidly.

• Journal of Industrial Convergence
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• v.22 no.6
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• pp.41-50
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• 2024

The objective of the study was to explain the effect of job fit on life satisfaction of wage workers and verify the mediating effect of job satisfaction between two variables. For the purpose, 7,202 research subjects were selected from the 23th data of the Korean Labor and Income Panel Study. Selected data was analyzed by various methods including frequency analysis, descriptive statistics analysis, and correlation analysis. Moreover, the mediating effect was verified by applying SPSS Macro Model Number 4 analysis and bootstrapping method. The major findings are as follows. First, job fit of wage workers was shown to enhance their life satisfaction. Second, work satisfaction of wage workers was revealed to play a complete mediating role in the relationship between job fit and life satisfaction of wage workers. On the basis of the results, the various practical programs to increase life satisfaction of wage workers were discussed.

• International journal of advanced smart convergence
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• v.8 no.3
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• pp.1-6
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• 2019

Adults in their middle age are being held back by their roles through economic activities, but their rapid retirement and job sharing are adding to their anxiety. Also, it is very important to establish welfare policies for the elderly in the future because it can predict the economic situation in the old age through the economic activities of middle-aged adults. My study analyzed the 6th data of Kreis of the National Pension Research Institute's. The number of people studied is 2,552 employed people aged 40 or over 64 across the country. According to the analysis, there were more men than women. There were many high school graduates and 50s. There were many people who had spouses and who lived in the province. Wage workers represented 53.1% of the total. The lower the age, the higher the level of education, the higher the number of wage earners. Only 29% of standard workers and 30.8% of regular workers were employed. There were many economically unstable middle-aged adults. Economic instability in the middle age requires social attention because it can lead to poverty in old age. Therefore, measures should be taken to ensure stable jobs for middle-aged adults, whose spending increases more than their income.

• Journal of Labour Economics
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• v.44 no.2
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• pp.71-90
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• 2021

This paper examines the effects of COVID-19 on the working hours and wages by employment types of wage workers. Using the Economically Active Population Survey-Supplementary Survey by Employment Types(2017-2020), I found that due to COVID-19, non-regular workers reduced their working hours more than regular workers, shrinking their opportunities to generate wage income. During the same period, the working hours and wage gap between new regular and non-regular workers widened, this was largely in part-time and short-term workers. As the working conditions change based on the initial level, these results show that efforts to improve their(new and short term workers) working conditions can contribute to mitigating labor market inequality.