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

• Korean Journal of Clinical Laboratory Science
• /
• v.55 no.4
• /
• pp.314-323
• /
• 2023

This study assessed the desired wage guidelines for medical technologists (MTs), mainly primary care providers and those in secondary medical institutions, in 16 cities and provinces in Korea. A survey of 1,327 MTs was conducted using a structured Google questionnaire from August 1, 2022, to September 30, 2022. The wage levels differed according to gender, age, education, career, region, and employment status. There were differences in wage levels according to gender and region with less than one year of career, and the wage gap was relatively larger for woman than man. An awareness of wage compensation appropriate for work performance, and technology value compensation were low at 2.01, 2.23, and 2.30, respectively. This study suggests that primary and secondary medical institutions should provide reasonable wages compensation for MTs' work in order to create an environment where MTs can receive stable jobs and work. Moreover, the Korean Association of Medical Technologists should establish a cooperative system so that the starting wage of MTs in primary and secondary medical institutions can receive the desired wage of 34 million won.

• Journal of Labour Economics
• /
• v.38 no.3
• /
• pp.1-22
• /
• 2015

We analyze the effect of the minimum wage on employment using time series data forr groups of individuals most affected by the minimum wage: young males (18 to 24 years old), young females (18 to 22 years old), old males (60 years and older) and old females (60 years and older). Our findings are as follows. First, a unit root test says that the variables like minimum wages and employments are non-stationary variables and they have cointegrational relations each other. It says that in this case, VEC is more suitable than OLS or VAR. Second, an increase of the minimum wage is found to have a weak but persistently negative effect on employment.

• Journal of Families and Better Life
• /
• v.26 no.1
• /
• pp.107-120
• /
• 2008

The purpose of this study was to analyze the effects of human resource development on the job satisfaction and wage among employed workers. A sample of 3,578 employed workers was selected from Korea Labor Panel Data. For data analysis, t-test and multiple regression were used. The major findings were as follows: First, the employed workers who had experiences of human resource development had more certificates of job-related qualification, more employed in government-invested organization or foreign company regularly than the counterpart. Second, the employed workers' wage was affected by gender, age, educational attainment, as well as whether they had experiences of human resource development. Third, the factors that influence employed workers' job satisfaction were gender, age, educational attainment, job regularity, having certificate of job-related qualification or not, and having experiences of human resource development or not. From the findings, it can be concluded that the employed workers' wage and job satisfaction were improved by the human resource development.

• Journal of Labour Economics
• /
• v.36 no.3
• /
• pp.1-27
• /
• 2013

This paper estimates the employment and wage effects of the duration of leave of absence for job preparation activities and the duration of leave of absence due to economic difficulties by using the first wave of the Graduates Occupational Mobility Survey of 2009 (2009GOMS1). The employment probability and wage increase by 1.6 percentage points and 4.0 percentage, respectively, with a month of the duration of leave for job preparation activities. The employment probability and wage decrease by 3.6 percentage points and 7.2 percentage, respectively, with a month of the duration of leave due to economic difficulties.

• Journal of Labour Economics
• /
• v.28 no.1
• /
• pp.61-82
• /
• 2005

We investigate wage differentials in Korea in the manufacturing industry, as well as factors affecting structural change in wage determination for the pre- and post-financial crisis regimes. We use the 1995 and 1999 data from the Survey Report on the Wage Structure (SRWS) from the Ministry of Labor. Principal components regression analysis is used to tackle multicollinearity. We employ factor analysis to reduce a set of variables to a smaller number, which contain observed and latent variables. Our empirical investigation provide evidences for changes in wages structure between 1995 and 1999. In 1995, the job quality factor is the most critical in the determination of wages, while in 1999, the industry attributes factor impacts greatly on the wages.

• Journal of Labour Economics
• /
• v.27 no.1
• /
• pp.165-179
• /
• 2004

While they compare the growth rate of wage with that of average labor productivity, we compare it with the growth rate of marginal labor productivity. After estimating the elasticity of substitution and technology level, we estimate the marginal labor productivity. Wages and marginal labor productivities are similar over 1963-2000. However, while wages come short of marginal labor productivities over 1963-1986, they exceed marginal labor productivities over 1987-2000. Although the growth rate of wage is not so different from that of marginal labor productivity, it can be disparate from that of average labor productivity. Therefore the former exceeding the latter does not mean the excessive wage growth off the labor demand curve.

• Journal of Labour Economics
• /
• v.37 no.1
• /
• pp.59-85
• /
• 2014

This paper analyses an impact of wage scheme and transparency of performance evaluation on the productivity. The main findings in this paper are as follows: First, the effect of wage scheme based on seniority system on the productivity is worse off than the performance pay. Second, there is a positive relationship between an incentive and the productivity, but, in the case of firms which individually informs the results of performance evaluation to their workers, it shows the hump-shaped relationship. Third, though the wage scheme is based on the performance, if the evaluation system is not transparent, the impact of incentive on the productivity is disappeared. Consequently, this paper implies that the appropriate incentive and the transparent performance evaluation system are required so as to improve the productivity.

• Journal of Labour Economics
• /
• v.40 no.4
• /
• pp.115-158
• /
• 2017

This paper explores the relationship between working hours and the residual gender wage gap in Korea. Because the labor practice of working long hours in Korea favors men, who tend to spend little time on domestic labor, long working hours can influence the residual gender wage gap by discriminating against women. We analyze this discrimination empirically, and find the following results. First, the returns from working long hours are not high in most occupations in Korea. Second, working hours have a positive effect on the residual gender wage gap in male-dominated occupations, but not in female-dominated ones.

• Journal of Labour Economics
• /
• v.31 no.1
• /
• pp.29-57
• /
• 2008

We construct a unique panel data by using Korean Economically Active Population Survey (KEAPS) from 2003 to 2007 to estimate the returns to different types of job mobility among men. By adopting Mincer(1986)'s method, we estimate the wage change to job mobility after controlling the sample selection bias. There are four different types of job mobility that are concerned in the study: (1) voluntary job-to-job changes without experiencing unemployment, (2) voluntary job changes with experiencing unemployment, (3) involuntary job changes due to layoffs, and (4) involuntary job changes due to discharges. Our findings indicate that Korean men who changed jobs without experiencing unemployment realized wage gains of 7% while those who changed jobs through unemployment period lost 10% of their wages. Among those who changed jobs involuntarily and went through unemployment, the workers who discharged from the previous jobs realized substantially greater wage loss.