• Proceedings of the Korean Institute of Building Construction Conference
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• 2019.05a
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• pp.228-229
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• 2019

This study performs analyzing a status of labor cost policy of public construction project and labor management information system in Korea for improving of labor cost survey in the construction market. The outcome of this study will be helpful to build a labor cost information system included the information of man-hour, regular pay and benefit, total wage. And if these result is integrated with the information of worker's career, qualification, skill level, it is confidently expected that the survey of labor cost is reliable.

• Review of Korea Contents Association
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• v.11 no.3
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• pp.35-38
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• 2013

• Korean Business Review
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• v.1
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• pp.71-113
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• 1987

• Journal of Labour Economics
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• v.34 no.2
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• pp.29-52
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• 2011

Using occupational wage structure survey(1996-2006) by Korean ministry of employment and labor, we explored the effect of performance based pay on the pay dispersion within firm. Pay dispersion is defined as the within-firm variance of wage residuals after controlling the individual characteristics in the labor market. The results show that introduction of performance-based pay system increases the level of pay dispersion significantly. However, The relationship of employees' ratio who receive performance-based pay and the level of pay dispersion is an inverted U-shaped($\bigcap$).

• Korea journal of population studies
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• v.21 no.2
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• pp.58-82
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• 1998

It is usually proposed that job security of old age workers is hampered by the structure of wage increasing with age. This paper sets forth a model to comprehend the characteristic of the old age workers' labor market and policy implications derived from it. In order to stimulate demand for old age workers, policy initiatives should be taken as follows : the wage criteria should be simplified which apply differently from one institution to other; incentives relatively favorable for employing old age workers' in manufacturing sector should be also given to service sectors; employment subsidy or other tax incentives should be given for labor contract after the retirement age; licensing and evaluation system for job ability should be introduced based on occupation & job analysis. To lower the reservation wage of workers, mortgage loan for house and long-term low interest loan for tuition fees should be developed together with stabilization of housing cost. Wedding culture which requires high expense should be amended. Above all, it is necessary to install reasonable social security system. Policy orientation should also pay attention to reduce labor supply of the old aged via aiding old age workers' firm opening and voluntary civil service together with developing various honor programs for members of civil corps.

• Korean Journal of Organic Agriculture
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• v.29 no.2
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• pp.187-207
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• 2021

This study examined the perception of farmers who employ foreign workers. A survey was conducted on 110 farms, and the main research results are as follows. First, as many farmers hire foreign workers in informal ways other than the employment permit system or seasonal worker programs, it is important to increase the number of registered foreign workers through the employment permit system or seasonal worker programs. Second, it is important to improve farmers' perception of compliance with the minimum wage, as some farmers pay wages below the legal minimum wage. Third, the subjective productivity evaluation results of farmers showed that the difference in labor productivity between foreigners and foreigners was not significant. This means that hiring foreign workers is due to other factors such as ease of management and cost rather than productivity. Fourth, many farmers were willing to hire existing foreign workers even if they paid extra wages after the expiration of the employment permit system. Finally, promotion and improvement of the additional system for foreign workers' workplaces are needed to solve problems caused by foreign employment during off-farming season.

• Korea Journal of Hospital Management
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• v.13 no.4
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• pp.119-145
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• 2008

The objectives of this study were to inspect how the law effected on hospital employment system and which policy and strategy are needed to cope with the present situation as the law regarding irregular workers law has enacted for a year. To grasp the changes of employment style in hospital, 56 hospitals among 311 general hospitals were questioned in this study. And employment policy and strategy were developed by referencing examples of developed nations and other industries. The survey showed that the wage and welfare level of irregular workers in hospitals was improved compared to that in the other industries. But there were still much discrimination between regular and irregular workers. The policy direction of government is, first of all, to follow the principle of equal treatment to equal value of labour. The first feasible policy is to enforce social security. The second one is an employment promotion policy which reduces or exempts hospitals employing irregular workers from tax and insurance fee. The third one is to extend employment contract period to 3 years. and finally there are policies to permit more dispatched jobs and to expand the social insurance coverage. The strategies to solve the problem of irregular workers are as follows; 1) performance wage system, 2) guaranteeing employment by unlimited contract, 3) creating new category of workers, 4) the wage system of management by object, 5) the method of job classification. This study has a meaning in the point that it was studied on hospital which is special industrial part and analyzed the changes after enacting irregular workers law and presented management strategy for countermeaure program. In this study, it was expected to contribute to decisions-making in hospital management, especially when using human resources.

• 한국사회정책
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• v.25 no.4
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• pp.125-161
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• 2018

This article aims to investigate the impact of Korean employment protection legislation that has implemented since 2007 on eliminating discrimination on non-regular worker's wage and social security. It is used the panel Tobit model reflecting the variation of implementation time according to the size of establishments. Although the employment protection laws for non-regular workers have implemented, the wage gap and discrimination in social security for non-regular workers have continued. Of course, the discrepancies on wage and social security were founded not only between regular and non-regular workers but also within non-regular workers. For reducing the discriminations, this study proposes to restrict the reason for justifying discrimination, and the introduction of a new approach to accessing the discrimination and complimentary credit system. Besides, this study suggests to actively review the strengthening of regulations on the use of non-regular workers.

• 사회경제평론
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• no.38
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• pp.51-83
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• 2012

Consider an n goods production economy. Assume the equilibrium condition of Sraffa's price system, a balanced growth condition and the goods market clearing conditions. If both equations are given to determine a real wage rate and investment, the economic system is over-determined. It suggests that there exists no long-period equilibrium to satisfy both labor market and goods market conditions. This paper interprets this situation of over-determinacy as a disequilibrium state, and attempts to solve it through disequilibrium dynamics. It constructs a model of accumulation and real wage rates consistent with Lotka-Volterra system, and shows that the overall growth path fluctuates endogenously around a resting point of long-period disequilibrium.

• The Journal of Fisheries Business Administration
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• v.50 no.1
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• pp.1-15
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• 2019

Offshore trap fishery managers have payed in advance to attract excellent fishing crew in the minium grantee lay system. This practice can intensify competition among fishery management bodies and increase the burden of fishery manager about income tax and four social insurance programs. The purpose of this study is to identify the problems of advance payment practice in terms of fishery manager in offshore trap fishery. The main results of this study are as follows. First, under the TYPE 1 model, which is the current wage payment manner, there is a risk that fishery manager will not able to return the prepayment paid in advance when the income of fishery management bodies decrease. Second, the TYPE 2 or the TYPE 3 model which reduces or abolishes advance payment can alleviate the burden of fishery manager relative to the deduction of redemption amount, incentive to induce artificial expenses, income tax and four social insurance programs. In conclusion, advance payment practice in offshore trap fishery is placing a heavy burden on the fishery manager. In order to solve these problems in the future, we need to find solutions through similar case studies.