• 노동경제논집
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• 제37권1호
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• pp.59-85
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• 2014

본 연구는 기업의 보상체계와 업무평가 투명성이 생산성에 미치는 효과를 분석하였다. 분석결과는 다음과 같다. 첫째, 호봉제와 같이 임금테이블에 기반을 둔 보상체계는 인센티브에 기반을 둔 보상체계보다 생산성이 낮은 것으로 나타났다. 둘째, 대체로 인센티브와 생산성 간에는 양(+)의 관계가 있는 것으로 나타났으나, 인사고과를 개별적으로 공개하는 집단에서는 역U자와 같은 비선형의 관계가 있는 것으로 나타났다. 셋째, 인센티브에 기반을 둔 보상체계라 하여도 평가시스템이 투명하지 않다면 인센티브가 생산성에 아무런 영향을 미치지 않는 것으로 나타났다. 종합적으로 볼 때 본 연구의 결과들은 적절한 인센티브와 업무평가 투명성이 뒷받침될 때 기업의 생산성이 향상될 수 있음을 시사한다.

• 노동경제논집
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• 제19권2호
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• pp.161-174
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• 1996

Much of the dual labor markets literature is devoted to exploring the reasons as th why the markets are segmented along the lines where the observed wage differentials are not a result of underlying skill differentials . ; and why otherwise comparable workers different the duration of their job tenure and incidence of unemployment. the logic of competitive economics denies the possibility of equally skilled workers being treated differently in labor markets. The model presented in this paper shows that workers could be segregated quite simply due to the structure of information and job-match quality, even though they are the same in terms of productivity. In general, the model predicts that observability of a worker's productivity and the extent of match specificity are key features of labor market segmentation. An important implication is that the negative from the past labor market experienes, sometimes called as hysteresis effect, helps to restrict mobility of workers among different sectors and results in perpetuation of unemployment in the secondary sector. The model also provides an explanation of the efficient wage scheme in the primary sector.

• 수산경영론집
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• 제36권3호
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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.

• 한국사회복지학
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• 제45권
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• pp.72-100
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• 2001

Despite the rapid expansion of social security coverage in the 1990s, many wage earners in Korea, especially the majority of the nonstandard workforce are excluded in the social insurance programs. In this regards, the purpose of this paper is to analyze causes of the exclusion of nonstandard workers to the social insurance scheme and to suggest the feasible policy options. Through this paper, four arguments are addressed as follows. First, the main issue for exclusion from coverage of those workers is that they have no entitlement to social insurance. This is not an issue of that they fall below hours or income thresholds for the entitlement Second, the top-down process of the extension in the Korean social insurances have divided the wage earners into two groups, the insider (the included) and the outsider (the excluded). Many nonstandard workers belong to the latter category. Third, the social insurance systems have been designed for the regular workers who were characterized by a full-time with some degree of stability. Reform designed to cope with the growth of nonstandard workers must build on the existing structure of social insurance. Finally, the governance capacity by social security administration body must be improved in order to provide a basic social protection for those workers. For that, four separated social insurance administration bodies could be unified to one administrative body, or tax and contribution of social insurance could be collected by one integrated administration body, the National Tax Service.

• 국제지역연구
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• 제21권4호
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• pp.3-17
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• 2017

본 논문은 자기회귀시차(ARDL) 모형으로부터 도출된 오차수정모형을 이용하여 8개 제조 산업을 대상으로 수출의 임금탄력도, 수출의 이자율탄력도 그리고 수출의 수입물가지수 탄력도를 추정함으로서 생산요소가격의 변동이 수출성과에 미치는 효과를 산업별로 분석하였다. 실증분석결과를 요약하면 다음과 같다. 수출의 임금탄력도, 이자율탄력도, 그리고 수입물가지수 탄력도의 부호는 모두 대부분의 제조 산업에서 1%의 통계적 유의 수준에서 기대부호대로 음(-)으로 나타났다. 그리고 자본집약도가 큰 산업일수록 임금탄력도가 작게 나타났으며 다른 한편 해외수입중간재 비중이 높은 산업일수록 수입물가지수 탄력도가 크게 나타나는 경향을 보이고 있다. 따라서 실증분석 결과는 외환위기 이후에 이자율의 하락, 수입물가지수의 증가율 하락, 그리고 실질임금 증가율의 둔화 등으로 나타난 생산요소가격의 하락현상은 제조산업의 수출성과에 지대한 영향을 주었음을 입증하고 있다.

• 한국프랜차이즈경영연구
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• 제7권2호
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• pp.27-35
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• 2016

Purpose - The primary objective of this study is to investigate the impact of employee characteristics on employees' preference towards corporate pension products. This study can provide a guidance for maximization of benefits for employees and their affiliated corporation. Employee characteristics include average length of labour, wage system of annual salary, age, types of interest rates and size of corporation. Existing research generally concentrate on vitalizations of corporate pension product raising an imperfection, improvements, tax benefit analysis and legal consideration. Thus, this study intensively analyses the effect of employee attributes on firms' decision for corporate pension products, such as DB(defined benefit) and DC(defined contribution) type. Research design, data, and methodology - The data were collected using self-administrated questionnaire survey on corporate pension products from CEOs or HR directors 250 foreign-invested companies', purchasing pension plans in practice with domestic financial trustees (insurance companies, banks and security companies). Hypotheses testing was conducted using Logistic Regression analysis with SPSS/PC+ 21.0. Results - The findings of the study are as follows. Employees with the long length of labour are more likely to have DB plan; more likely to prefer DC plan with the dividend distribution product regarding the types of interest rate. SMEs(less than 100 employees) are more likely to select DC plan whereas high fluctuation in wage with annual salary has no impacts. In addition, the ages has no significant effect on the preference. Conclusions - This study has examined with the empirical testing that employees' variable attributes and qualities are one of the vital factors for corporation pension plan selection. Currently, majority employees are highly likely to join DB plan and Defined interest types. Corporation with less than 10 employees prefer IRP scheme while most of corporation are intended to join DC plan. In a very near future, corporation more than 300 employees will be required to purchase mandatory plan under national regulation. For maximization of employees' contentment to corporation pension insurance and for complementing the flaws of existing plans, the future studies shall also research in a perspective of employee benefit.

• 한국콘텐츠학회논문지
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• 제17권1호
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• pp.129-136
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• 2017

본 연구는 사회복지사의 이직 의사 영향 요인을 파악하여 제도적인 대책방안을 모색하는데 목적이 있다. 원 자료는 한국보건사회연구원의 2014년도 사회복지시설 종사자 보수수준 및 근로여건 실태조사 자료를 활용하였다. 분석결과, 사회복지사 중 33.7%가 이직 의사가 있는 것으로 나타났으며, 사회복지사는 여성보다 남성이, 나이가 적을수록, 학력이 높을수록, 직업만족도가 낮을수록, 보수가 낮을수록, 고용형태가 정규직에 비해 비정규직일 때 이직 가능성이 높았다. 이러한 결과는 취약계층에 대한 지원을 강화하기 위해 사회복지사에 대한 전문직의 처우가 개선되어야 함을 의미한다. 제도적 발전으로 직무 또는 자격수당 신설과 지역별로 인접한 사회복지기관, 시설의 통합화를 통한 순환 직급체계의 정비를 제안하였다.

• 국제학술발표논문집
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• The 1th International Conference on Construction Engineering and Project Management
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• pp.662-666
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• 2005

Using data gathered from expert opinion of plant and equipment professionals; this paper presents the key variables that may constitute a maintenance proficient plant operator. The Multivariate Discriminant Analysis (MDA) was applied to generate data and was tested for sensitivity analysis. Results showed that the MDA model was able to classify plant operators' proficiency at 94.10 percent accuracy and determined nine (9) key variables of a maintenance proficient plant operator. The key variables included: i) number of years of experience as equipment operator (PQ1); ii) eye-hand coordination (PQ9); iii) eye-hand-foot coordination (PQ10); iv) planning skills (TE16); v) pay/wage (MQ1); vi) work satisfaction (MQ4); vii) operator responsibilities as defined by management (MF1); viii) clear management policies (MF4); and ix) management pay scheme (MF5). The classification procedure of nine variables formed the general model with the equation viz: OMP (general) = 0.516PQ1 + 0.309PQ9 + 0.557PQ10 + 0.831TE16 + 0.8MQ1 + 0.0216MQ4 + 0.136MF1 + 0.28MF4 + 0.332MF5 - 4.387

• KDI Journal of Economic Policy
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• 제13권1호
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• pp.115-134
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• 1991

연금계획(年金計劃)은 그 계획의 형태와 관계없이 경제(經濟) 및 인구(人口)와 여러가지 경로로 상호반응(相互反應)한다. 인구(人口)의 연령구조변화(年齡構造變化)는 연금수급권자(年金受給權者)의 수(數)에 영향을 미치고 인구변화(人口變化)는 노동력(勞動力)의 규모(規模)나 연령구성(年齡構成)에 또한 영향을 미쳐서 연금계획(年金計劃)이 국가재정(國家財政) 또는 국민소득규모(國民所得規模)에 영향을 미치게 된다. 인구변수(人口變數)는 따라서 국민연금계획(國民年金計劃)의 경제적(經濟的) 부담(負擔)과 그 부담을 지탱해 주는 경제력(經濟力) 양자에 영향을 미치게 된다. 그동안의 연금(年金)에 관련된 추계(推計)는 경제적(經濟的) 제변수(諸變數)를 외생변수(外生變數)로 가정(假定)하고 연금재정(年金財政)을 시뮬레이션하여 왔는데 연금기금(年金基金)이 소규모(小規模)인 초기단계(初期段階)에서는 무난한 방법(方法)이라고 볼 수 있지만 공적연금제도(公的年金制度)의 규모가 커지고 연금제도가 경제(經濟) 제변수(諸變數)에 영향을 미치는 단계에서는 이러한 상호반응관계(相互反應關係)를 반영(反映)하여야 한다. 본(本) 모형(模型)은 경제를 인구노동부문(人口勞動部門), 일반경제부문(一般經濟部門), 연금부문(年金部門)으로 3등분하여 상호연계시킴으로써 연금부문내(年金部門內)의 변수(變數)들이 일반경제(一般經濟)에 미치는 효과를 측정할 수 있도록 하여 연금재정운영방식(年金財政運營方式), 연금급부(年金給付)의 실질가치(實質價値) 유지방법(維持方法), 저축행태(貯蓄行態), 연금급부율(年金給付率), 인구구조(人口構造)의 변화(變化) 등 연금제도(年金制度)와 관련한 제변수(諸變數)가 국민경제(國民經濟)에 어떤 영향을 미치는가를 분석(分析)하고 있다. 시뮬레이션의 결과 적립방식(積立方式)의 연금제도도입(年金制度導入)은 본격적인 연금급부(年金給付)가 시작되는 시점(時點)까지는 경제성장(經濟成長)을 오히려 돕는 역할을 수행하는 것으로 나타났고, 연금급부지출(年金給付支出)이 총수입(總收入)을 초과하는 시점(時點) 이후부터는 경제(經濟)에 부담을 가중시켜 경제성장률(經濟成長率)을 둔화시키는 것으로 나타났으며 물가지수연동제(物價指數連動制) 대신에 임금지수연동제(賃金指數連動制)를 도입할 경우 연금급부지출(年金給付支出)이 증대되어 연금재정수지(年金財政收支)를 더 악화시키는 것으로 나타났다. 또한 출생률(出生率) 및 사망률(死亡率) 수준도 장기적인 부담(負擔)을 결정하는 요소로 분석되었다.