• Journal of Labour Economics
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• v.34 no.3
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• pp.119-139
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• 2011

Using a establishment-worker matched data, this paper estimates wage differentials between standard and non-standard workers. Unlike previous studies, we estimate a fixed-effect model for the tree-way error-components that control for both unobserved individual heterogeneities and unobserved firm heterogeneities. The estimation results show that standard workers earn 6.5~8.4% mire than non-standard workers. This wage premium is 30~40% of the wage differential estimated from the OLS model. The results implies that a large proportion of the wage differentials between standard and non standard workers can be explained by unobserved firm and individual characteristics.

• Journal of Labour Economics
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• v.36 no.1
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• pp.63-91
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• 2013

This paper analysed the training effects on wage and employment security by the non-standard worker types by using Economically Active Population Additional Survey data. Through propensity score matching method, we found that the regular workers' training effect on wage was 4.2%, that was very higher than 2.7% of fixed-term workers. Logistic regression analysis showed that the training participation itself did not affect on the regular workers' regular position continuance, but training duration affected. Just in fixed-term workers among non-standard workers, both of training participation and training duration affected the transition from non-standard position to regular position. The result that both training effects on wage and on employment were positive just in the fixed-term workers might be interpreted owing to the clear employment contract relation between employer and employees.

• Management & Information Systems Review
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• v.24
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• pp.73-75
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• 2008

The purpose of this study is to propose the human resource management strategies of non-standard workers that can contribute to accomplishing both corporate social responsibility and business purpose in efficient and effective ways. For the purpose, this researcher investigated circumstances under which Korean companies are using non-standard workers and systems related to those workers. In Korea, the Non-Standard Workers Protection Act was enacted and revised, and became effective on July 1, 2007. The main provisions of the act are as follows. First, the systems of discriminatory treatment prohibition was legally stipulated, Second, restrictions on overwork for fixed-term and part-time employees and the written statement of working conditions were compelled. Third, only 26 kinds of jobs were permitted for worker dispatch in accordance with positive list system. To achieve their business purpose, companies often use standard workers, but sometimes non-standard workers unavoidably in accordance with their business strategy. This study propose main human resource management strategies of non-standard workers such as determining the scope of jobs, strengthening legal and systematic human resource management, improving human relations, extending the grievance procedure and converting non-standard workers into standard ones.

• International Area Studies Review
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• v.13 no.3
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• pp.667-692
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• 2009

The deregulation on non-standard workers is inclined to make companies increase the employment of the non-standard workers because of cost-saving effect. As non-standard work rises, so involuntary choice of it does. This trend has resulted in the decline of the non-standard workers' job satisfaction. The internalization of firm-specific skills is strong in Japanese companies. Therefore, even though cost-saving effect is high, the companies cannot assign all the jobs to non-standard workers. Hence, the companies are likely to divide the jobs into standard worker's and non-standard workers' ones. The standard workers' jobs, which focus on high firm-specific skills, has reduced, while the non-standard workers' jobs, which can be outsourced from outside the companies, has increased. As a result, the productivity of standard workers has improved, and their wage levels have increased. Since the deregulation on non-standard workers, their job satisfaction has deteriorated. On the contrary, the job satisfaction of standard workers has increased.

• Journal of the Korean Society of Safety
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• v.35 no.2
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• pp.17-27
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• 2020

To identify the relationship between types of employment(regular and non-regular group) and departments classification (administration, product and research group) and the levels of recognition of chemical substances, a total of 117 workers in cosmetics workplaces. Mainly, regular group and research group showed higher recognition of chemical substances (PPE, ventilation, chemical management, hazards in handling chemicals, skin contact) than non-regular group and administration, product group, but In some cases, production and administrative groups were high. Descriptive statistics(SAS ver9.2)was performed. the results of recognition of chemical substances were analyzed the mean and standard deviation by t-test, and anova, (P=0.05). These results cosmetics manufacturing workplaces have normal level of the perception of chemical substances. In most of the employment types, the regular workers showed high recognition, and the working departments showed high recognition in the research and production groups. Therefore, OEM and ODM cosmetics manufacturers regularly identify characteristics and needs of workplaces and workers, and suggest the development of experience and practiced education programs and risk assessment tools that can raise worker awareness.

• International Journal of Internet, Broadcasting and Communication
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• v.12 no.4
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• pp.238-247
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• 2020

This study has a purpose to analyze quantitatively whether ICT industry provides the qualitative indicator of employment to attract excellent human resources. We investigate the relationships of labor market conditions among ICT manufacturing, non-ICT manufacturing, ICT services, non-ICT services. Therefore, the quantitative and qualitative indicators of employment (wages, working hours, admission and turnover, involuntary retirement, and the duration years of job) are analyzed for the ICT industry and IT workers. In order to quantitatively analyze qualitative indicators such as employment status and longevity, we used employment statistics. In order to compensate for the limitations of employment insurance data, the comparison analysis with the survey data of economically active population of the National Statistical Office was conducted. As a result of this research, ICT service industry has to improve the working conditions of employees and establish an ecosystem for a lifelong career base to grow as a specialist, need to pursue an investigation for ICT worker career shift, and promote standard labor contracts. In addition, protection of employees, ICT-related job vision and social respect have to be perused.

• Journal of Distribution Science
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• v.14 no.12
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• pp.5-21
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• 2016

Purpose - This study aims to clarify the meanings of small enterprise and modify criteria for explaining its range. Prioritizing the number of full time workers first and the sales next are proper as a new concept and range. Research design, data, and methodology - In research, 'small company' is a basic concept because the range of its standard is categorized as a 'small company' in the policy system of small & medium business. This study focuses on the solutions with ① evaluation on sales, ② standard for excluded ones ③ regulation for excluded business types in 'Act on Protection and Support for Small Enterprise'. Results - Clarifying the range of standard with maintaining the title is advisable. The scope should resist the current criteria or adopt a new standard which contains not only full time workers but also the sales. The new one may raise the policies' effectiveness because it can sort the 1% people of small enterprises. Conclusions - However, there should be a preventive system for sorting out the non-eligible ones not conformed to the CAP for small company. Therefore, it is desirable to prepare the system with 'unsuitable ones list' or regulate large income·inappropriate business types in 'Act on protection and support for small enterprise'.

• Journal of the Korean Society of Safety
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• v.24 no.6
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• pp.39-44
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• 2009

In order to prevent fire and explosion due to the electrostatic discharge at the Gas Station etc. This result will be applied to standard in the future. Wearing the non-electrostatic removing wear, Charged voltage of human body is 3,980V(MIE is approximately 0.79mJ). There is a possibility of fire explosion because the MIE of LP gas is 0.25mJ. In accordance with using period(whasing times), Charged voltage is shown that propensity is increased. Electrostatic charge amount is upper standard($0.6{\mu}$C) of the hazard of electrostatic removing wear. There is a possibility of fire and explosion. Therefore, countermeasure and management are needed about gas station worker.

• Journal of Preventive Medicine and Public Health
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• v.20 no.2 s.22
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• pp.247-254
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• 1987

Serum immunoglobulin(Ig)A, IgG, IgM, levels were measured in 99 coal workers' pneumoconiosis (CWP) patients and 12 healthy coal workers and 9 non-miners to compare with each group by the radiological categories, its complications and working period in coal mine. Serum were measured by nephelometry, The findings were as follows: 1) Serum IgA levels were significantly different between three groups of CWP patient, healthy coal worker and non-miner ($mean{\pm}standard$ deviation: $226.4{\pm}87.7,\;221.3{\pm}45.1,\;170.1{\pm}65.7$ respectively). 2) There were no significant differences of Ig levels among radiological categories of CWP. 3) There were no significant differences of Ig levels among simple pneumoconiosis and its complicated disorders. 4) The three Ig levels were slightly increased in the group of mining years less than 20 years (IgA: r=0.1869, p<0.10 IgG: r=0.2902, p<0.05 IgM: r=0.2889, p<0.05).

• International Journal of Safety
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• v.11 no.2
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• pp.29-37
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• 2012

Since most construction workers comprehend information on work through sight, the importance of safety signs are increasing by the day. In Korea, due to the sharp economic progress and the higher standard of the workforce, since the end of 1980, each year the number of foreign workers entering the country who working simple technical jobs have increased this condition. This study researched safety signs, which are the final accident prevention measures at the workplace. Based on the study, comprehension of the standard safety signs of the Occupational Safety and Health Act (OSHA) was lacking at a level of 2.5. Also, the perception level of the Industry Public Safety Law (38%) was very low. And, it was found that sex and experience or non-experience in safety training was not an issue in the level of understanding. However, when satisfying the standards of the Occupational Safety and Health Act and changing the safety signs, the level of understanding went up to 3.49 and the perception level was increased significantly to 70%. Thus, it is concluded that, since the foreign workers are mainly from non-English speaking countries and because the workers of Korea are not familiar with English, in order to provide proper safety information, there must first of all be simplistic and concise pictograms. This will provide needed information and must be coupled with simple English words that can give additional information to the worker and be effective in helping him understand and perceive the safety sign. Also, it has been determined that the existing forms of safety signs and their effectiveness in industry accident prevention must be reassessed.