• Korean Journal of Labor Studies
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• v.19 no.1
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• pp.213-260
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• 2013

This study pays attention to the restricted use and the possibility of standard position of contingent workers in Brazil. The labor market of Brazil has been developed by formal and informal labor sector, and informal sector includes various precarious workers as well as contingent workers. According to Brazilian Statistics Department, not contingent workers but informal labor focused in this paper have been slowly decreased since year 2000. In this context, this study investigated on the reasons of decreasing contingent employment in Brazil. The results demonstrate that decreased informal employment and instead increased standard workers could not be interpreted by recent the Braizil's economic boom. Along with literature review, the author conducted the case study regarding employment of contingent workers at six large foreign companies in Sao Paulo. The results of this show that the use of contingent employment was prohibited in regular daily works by the labor law and thus firms employed contingent workers in only temporary positions. Further, firms often promise standard positions for contingent workers when temporary employment contract was terminated since there is little or no exist of the differences of wage between standard and contingent worker in terms of 'same work same wage' and 'minimum wage'. In here, labor unions play a key role in employment change from contingent position to standard job. Consequently, decreasing of contingent workers and stepping stone to regular jobs seems to be triggered by both legal regulation on contingent employment and strong unions. This institutional perspective may extend the theoretical view on the use of contingent workers, and the author discuss that Brazil's case could provide practical implications to Korean labor policy.

• Journal of the Society of Disaster Information
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• v.19 no.1
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• pp.1-9
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• 2023

In order to carry out construction work, it is urgent to introduce a proper wage system so that the cost burden of projects that have been won due to bleeding competition among original government buildings based on low-priced bids can be transferred to subcontractors. Purpose: Construction with illegal multi-level industrial structure needs to improve the wage reduction environment leading to order (100%) → original contractor (80%) → subcontractor (65%) → load contractor (65%) and aims to ensure wages for end workers. Method: Investigate the current status of labor cost appropriate payment plan in the construction industry, and investigate the case of the appropriate wage system (P.W) in the United States. In addition, the effect and direction of the appropriate wage system are presented. Result: Individual minimum wage security was also mentioned in the Constitution, and many researchers suggested that only the introduction of an appropriate wage system could solve the problem of reducing worker labor and ensure quality and safety. Conclusion: The proper wage system in the construction industry will block illegal multi-level and illegal foreign work, improve the labor environment in the construction market, create an influx of young workers, and have a significant impact on the construction industry's competitive structure, safety, and quality.

• The Korean Journal of Health Service Management
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• v.5 no.2
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• pp.63-76
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• 2011

It is necessary to access managing human resources of hospitals with diversity in order to operate hospital organization successfully and efficiently. The research tries to analyze affecting factors of organizational effectiveness of hospital workers according to their positions. The research has been performed on the 836 hospital workers of 8 different positions in the Busan & Gyeong-nam area, utilizing SPSS version 19.0 for processing and analyzing the data. The major results of the research are as following. First, among such factors of organizational effectiveness as sense of belonging to work, pride, work settlement, wage satisfaction, job satisfaction, colleague perception, and unstable consciousness of their job, there is a meaningful difference according to the kinds of working institution and positions. Second, there was higher organizational effectiveness(a sense of belonging and pride) as to higher work settlement and wage satisfaction within all kinds of positions. In addition, there was higher organizational effectiveness(a sense of belonging and pride) as to higher job satisfaction and colleague perception within all kinds of positions except for physical therapist, general adminstration, facilities, nutrition, and etc. There was higher organizational effectiveness(a sense of belonging and pride) within all kinds of positions except for general adminstration, facilities, nutrition, and etc, as to lower job or work complaint.

• Journal of the Korean Home Economics Association
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• v.11 no.1
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• pp.75-91
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• 1973

It is a general trend in the world that female workers are drastically increasing due to the facts that highly developed capitalism requires women's job, women are inspired to work, housewives can shorten their working hours for house-keeping and save their energy from their routine works, educational expenses of their children become larger, large among of modities has stimulated purchasing desire. Since the International Treaty on Prohibition of Female's Night Labor was agreed at the Bern's Conference in 1906, the International Labor Organization (I.L.O.) established after the World War II, has adopted innumerable international labor treaties. According to the laws of the advanced countries, the first priority of their protection has been placed on juvenile and female workers. The legal protection of female workers and equal treatments such as wage and promotion between men and women have become important world problems. In this thesis, the great principle of the Labor Standard Law, protection regarding working house, risk and harm in performance of jobs, protection of mother-workers, protection of women workers in advanced countries and the present status of welfare facilities for women workers in our country will be studied. The most important points this thesis has placed stress and appealed, are as follows : 1. The scope and variety of women workers' jobs should be broadened. 2. Opportunity for promotion should be guaranteed for women workers based upon the ability and capacity of individual woman worker. 3. Equal wage principle between men and women workers, should be established based upon the idea that men and women should be equal. 4. The age limit or marriage limit of employment applied only to female workers, should be abrogated. 5. The ability of middle and old aged women workers should be developed and utilized to the maximum extent. 6. Welfare facilities for women workers, should be urgently secured and guaranteed.

• Journal of Labour Economics
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• v.30 no.2
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• pp.119-148
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• 2007

Foreign outsourcing, otherwise known as off-shoring, has become a matter of intense public debate and great concern in both developed countries and developing countries. Yet, there is a lack of good data on foreign outsourcing since the early 1990's. This paper presents updated measures of foreign outsourcing for the recent period. Its main findings are that the share of foreign-sourced goods in total manufactured inputs almost doubled-from 12.4 percent to 22.7 percent between 1987 and 2003. I then look at the relationship between the measure of foreign outsourcing activity and wages in US manufacturing industries in recent years from 1998 to 2003. The results show that for all workers, the outsourcing level is statistically significantly and negatively associated with industry wage premiums. The estimate suggests that a magnitude of 0.9 - a 9% decrease in industry wage premiums tends to accompany a 10% increase in industry outsourcing level. Outsourcing has a bigger effect on the less-skilled workers-industry outsourcing level increases by 10% and industry wage premiums decrease by about 11% in the case of less-skilled workers.

• Korean Journal of Labor Studies
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• v.24 no.2
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• pp.181-214
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• 2018

This study uses the youth panel survey (YP2007 2th ~ 9th) data of the Korea Employment Information Service to examine the phenomenon of subjective mismatch arising from the youth labor market and analyzed the determinants and wage effects of subjective mismatch. Overall, the analysis showed that the over-education and over-technology of both educational background and technical skill level in the Miss Match significantly decreased, while the lack of education and technology increased rather gradually. Next, the analysis of the determinants of downward employment(Excess of education and technology) showed that males were less likely to be downwardly employed(Excess of education and technology) than females, and in the status of workers, the probability of downward employment of regular and non-wage workers was lower than that of temporary/daily workers. Finally, as a result of estimating the wage effect of the mismatch based on the pooled OLS model and the Panel Fixed Effect model, the mismatch which has the greatest effect on the wage was found to be excessive education, and it has been estimated that youth employees who are over-educated have an average 6.7% lower wages than those who are not. After controlling for the unobserved individual characteristics, they were found to receive a lower wage of 3.2%, and it is estimated that 2.9% for the technical excess mismatch and 2.3% for the major mismatch receive lower wages than the reference group.

• Journal of the Korea society of information convergence
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• v.5 no.2
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• pp.49-58
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• 2012

Korea has entered into an aging society at an exceptionally high speed. Increasing aged workers give pressure on Korean companies with seniority based pay system with labor costs. The wage peak system has been introduced to Korean companies as an alternative to early retirements. The wage peak system currently adopted in Korea is mainly the aging-limit-security model. But in the future we should actively adopt the employment-extension model. To operate wage peak system successfully, I suggest introduction of the individual wage peak system, development of suitable jobs for the aged, selective application by job classification, incentive graded by performance evaluation, and working hour reduction with the decreased rate of wage.

• Journal of Labour Economics
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• v.13
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• pp.163-184
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• 1990

• Journal of Technologic Dentistry
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• v.22 no.1
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• pp.153-178
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• 2000

Dental prosthetic restoration shows a big difference of cost per itemized unit depending on the size of dental labs, facility standard, manpower, and performance. Even the same dental labs have distinctive cost according to manufacturing performance, inflation, and the number of workers. However, in apite of such a change of circumstances, it appears to be quite stable in the relative cost per itemized unit unless the manufacturing trend of particular item changes dramatically. Therefore, if the relative number of cost per itemized unit, which is produced by costing, is indicated, we are able to utilize it effectively as a standard wage estimate. If the wage of dental prosthetic restoration is determined on the basis of cost, it is desirable that the relative value of cost and that of wage are identical. But, by means of comparative analysis, since the relative value of wage reveals mostly lower than that of cost depending on an item, it is considered that the wage is not reflecting the cost approproately. Due to the subdivision and the profession of medical technology, the new development of wage items for dental prosthetic restoration is required. This means that the need for the establishment of new wage items should be presented as the general concept of dental prothetic restroation changes and the level of pathologic technology increases. The current wage structure has differences in the degree of difficulty accroding to unit items and in the cost factors. Nevertheless, the differences are not reflected enough to the wage, so there is potential to lower the medical quality through the use of low-proce materials to avoid the increase of cost and the work process which skips a manufacturing step. The new items of dental prosthetic restoration also increases, but the development of proper numerical value system is not supported. Thus, the right proce is set mostly by applying to the wage of a similar item. Since most wages are established by an individual agreement between the dental clinic institute and the dental labs, the propriety of wage level lacks. Therefore, it is urgent to provide and promote the system of a fair work charge by a standard cost which can be applied to all medical institute.

• Journal of Labour Economics
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• v.44 no.1
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• pp.73-101
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• 2021

Employing bunching estimators of Cengiz et al. (2019) for data from the "Economically Active Population Survey," this paper estimates the effect of minimum wage increases on the volume of waged employment for the period 2009-2019. A bunching estimator, which exploits yearly changes in the hourly wage distribution due to the minimum wage hike, can be easily applied to the Korean labor market, which adopts the yearly single national minimum wage. The estimation results suggest that an increase in the annual minimum wage during the period from 2009 to 2019 had a negative effect on the volume of waged employment. A 10% increase in the (real) minimum wage leads to a 1.42~1.74% decrease in the volume of waged employment. Disemployment effects of minimum wage hikes are greater in the sector with a higher proportion of minimum wage workers. It is necessary to carefully consider disemployment effects in determining the level of the minimum wage.