• Journal of the Korea Society of Computer and Information
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• v.21 no.10
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• pp.157-166
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• 2016

The aims of this study are to contribute to efficient revenue management by analysis of the scale in elderly long-term care facilities. The data was used for input of the elderly long-term care costs Scale, and calculated the staffing standards and social welfare facilities workers with living wage guidelines in the Department of Health and Human Services. Revenue efficiency is the highest order of size are as follows. I8(98 people) \43,517,010, H6(86 people) \36,568,332, G8(78 people) \29,426,532, F8(68 people) \23,227,532, E8(58 people) \19,701,254, D8(48 people) \19,155,187, C6( 36) \14,389,109, B8(28 people) \9,920,031, A8(18 people) \3,721,031. It seems that its revenue efficiency even higher than the larger the scale. Meanwhile, The researchers focused on C6 (36 patients) model. Suggestion of this study are following; First, the arrangement can be provided based on needs of the elderly care facility staffing standards. Secondly, an elderly care facility selected wage guidelines. Thirdly, the elderly efficiency guidelines established by the size of a nursing facility. This study and other financial income factor are not the applicable limits.

• Journal of Labour Economics
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• v.31 no.3
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• pp.47-74
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• 2008

Following two pioneering works, Medoff and Abraham(QJE 1980; JHR 1981) and Flabbi and Ichino(LE 2001) which use performance rating of personnel data as individual worker's productivity, this study replicates their analysis using a Korean large firm's personnel data(2000, male white collar workers). According to their methods through Mincerian earnings function, and multinomial logit model that links the distribution of wages and performance ratings, we find that seniority wages appeare continuously even if individual worker's productivity is controlled. Therefore we conclude that incentive or deferred compensation theory is more suitable than human capital theory.

• Journal of Labour Economics
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• v.29 no.2
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• pp.171-199
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• 2006

We collected survey data from those who have Vocational Training Teachers' Qualification to investigate the workplace characteristics and job satisfaction of the qualified people. Also, this study analyzed the determinants of the Vocational Training Teachers' monthly wages. Statistically Significant variables were male, age, graduated from graduate school, work duration, total work hours, regular workers, and levels of the certification. Since previous studies argued that the levels of the certification did not have effect on the wage, result of this study suggested that the further study and discussions on the effect of the levels of the certification was needed.

• Journal of the Korean Society of Safety
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• v.37 no.6
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• pp.32-39
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• 2022

This study analyzed the relationship between occupational accidents in the construction industry and business cycle factors. Multiple regression analyses were conducted to achieve the research purpose; additionally, time-varying parameter estimations were performed to interpret the results. The results obtained for the construction industry revealed a statistically significant relationship between occupational accidents and wage increase rate, unemployment, construction starts, and other factors. The wage increase rate plays a role in reducing occupational accidents because efforts are made to prevent accidents owing to the increase in income loss due to accidents and the demand for increased safety levels. The number of construction starts affects occupational accidents with a time lag of 1 to 2 or 4 months; therefore, it is likely to be used as a leading indicator for estimating fatal accidents in the construction industry. This study highlighted the importance of monitoring socioeconomic changes that could affect the working conditions of workers and workplaces, and production activities in the workplace for the effective prevention of occupational accidents. This study also reveals the necessity of developing a method to operate prevention projects flexibly and the seasonality of industrial characteristics, particularly those of the construction industry where the highest number of fatal occupational injuries occur.

• Korean Journal of Social Welfare
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• v.66 no.3
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• pp.133-158
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• 2014

Over the past decades, changes in economic, social and demographic structures have pushed the growth of care employment across countries around the world. Women's increasing labor force participation has squeezed the time so far available for unpaid caregiving and led to increased demand for paid care services. Population aging and increasing needs for pre-school education also have contributed to the growth in demand for care services. As a result, care workers now comprise a large and growing segment of the labor force in many countries including South Korea. But, there are not a few problems. Especially, we take underpaid and undervalued care work very seriously. care work has been generally characterized as underpaid and undervalued compared with other work in developed and developing countries alike. This study tries to show current situation of care work and estimate the wage penalty for doing care work in Korea using official employment micro-data and applying propensity matching analysis. Especially, recent expansion of social service is a big step up for Korean Welfare State. But, there are not a few problems. Especially, we take underpaid and undervalued care work very seriously. This presentation tries to show current situation of care work and estimate the wage penalty for doing care work in Korea using official employment micro-data and applying propensity matching analysis.

• KDI Journal of Economic Policy
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• v.35 no.4
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• pp.1-29
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• 2013

This paper examines the effect of trade liberalization or globalization, more broadly, on plants' growth as well as on "bi-polarization". To do so, we reviewed the possible theoretical mechanisms put forward by recent heterogeneous firm trade theories, and provided available micro-evidence from existing empirical studies on Korean manufacturing sector. Above all, the empirical evidence provided in this paper strongly suggests that globalization promoted growth of Korean manufacturing plants. Specifically, evidence suggests that exporting not only increases within-plant productivity but also promotes introduction of new products and dropping of old products. However, the empirical evidence also suggest that globalization has some downsides: widening productivity differences across plants and rising wage inequality between skilled and unskilled workers. Specifically, trade liberalization widens the initial productivity differences among plants through learning from export market participation as well as through interactions between exporting and R&D, both of which increase plants' productivity. We also show that there is only a small group of large and productive "superstar" plants engaged in both R&D and exporting activity, which can fully utilize the potential benefits from globalization. Finally, we also show evidence that trade liberalization interacts with innovation to increase the skilled-unskilled wage inequality.

• Journal of the Korea Convergence Society
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• v.9 no.7
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• pp.41-46
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• 2018

This study is based on the opinions of the Ministry of Employment and Labor and the Policy Bulletin of the National Intelligence Service (http://www.people.go.kr) The data were visualized, frequency analysis and correlation analysis using the R program Big Data method, and the analysis was conducted by analyzing the public opinion on civil affairs and policies such as industrial relations, industrial safety, wage policy, The results of this study are as follows: First, disagreement of wage concept and labor - management conflict were found as complaints factor due to complex wage structure in Korea and lack of awareness among labor and management Second, And there are various complaints caused by the economic panic of the workers etc. Third, in the absence of safety awareness of small business sites An industrial disaster is constantly occurring, and institutional support for work-family connection is lacking.

• Korean Journal of Occupational Health Nursing
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• v.10 no.2
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• pp.131-141
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• 2001

Purpose: This study were carried out to investigate the difference employment characteristics and job satisfactions by gender and to explore the influences of demographic status and employment characteristics on job satisfaction. Method: Social statistics survey data collected by Ministry of Statistics in 1998 were used for the secondary analysis in the study. Job satisfaction was measured by questionnaire which were consisted in 12 items such as task, promotion, placement, wage, benefits, future in the work, working environment, human relationship, working hours. Result: The results show that more than 50% of women were working as a part-time employees. Their education level were lower than men. Women workers were unmarried at higher percents than men. Men were showed more satisfaction significantly in their job than women. Men also had higher job satisfaction with work task, promotion, placement, and human relation. Women had shown higher job satisfaction with wage, working environment, and employer-employee relationship. Employment status had the most important factor on the job satisfaction. And, living status satisfaction, education, age, occupation, marital status, employment status and sex were significant for the job satisfaction. 33.34% of the variance in the job satisfaction were accounted for by these variables. Conclusion: The results of this study showed that there were difference of job satisfaction between gender and employment status was the most predictive factors on the job satisfaction. Women had more unstable employment status such as part-time, employment on probation, or family employer without wage than men. Stability of employment could be considered as a strategy for enhancing job satisfaction for women.

• Journal of Technology Innovation
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• v.22 no.1
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• pp.89-117
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• 2014

Employing female in the field of science and engineering is becoming increasingly important with diversity and creativity emerging as key factors to build Creative Economy. Under these circumstances, it is necessary to recognize and discourage gender discrimination in the labor market by analyzing wages - the market value of labor which determines one's economic status. This study uses the Oaxaca-Ransom decomposition (1994) to analyze the gender wage gap and identify factors influencing the pay gap in science and engineering labor force. The results of this study are as follows: First, the average wage of female scientists and engineers reaches only 65% of that of male labor force, and the male scientist and engineers are superior in terms of personal attributes, for instance, education background. Second, looking at the factors that influence wages, wage premiums are associated with higher education background, older age, longer period of service, and weekly working hours for both male and female in managerial positions. Third, the wage decomposition shows that in the case of science and engineering labor force, the productivity difference by personal attributes reaches about 58%, and gender discrimination by the characteristics of the labor market stands at about 41%. This means the wage gap by productivity level in science and engineering labor force is wider, and the gender gap is smaller compared to non-science and engineering fields. However, the results of an analysis on specialties and education background of male and female scientists and engineers suggest that the discrimination against women is more serious when the percentage of the female labor force is low and the percentage of temporary workers in the labor market is high. In order to eliminate this discrimination, it is necessary to reduce the imbalance of female scientists and engineers in the labor market, among others, while female scientists and engineers, themselves, need to make continuous efforts to strengthen their capabilities.

• Journal of Labour Economics
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• v.34 no.3
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• pp.81-117
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• 2011

This study examined how firms responded to the articles regarding the prohibition or correction of discrimination against fixed-term workers in the 'fixed-term worker protection law', which has been effective since July of 2007 in Korea. Data used cone from the Korean Workplace Survey, and a difference-in-differences method was employed for the identification of the causal effect, noting that the 'discrimination prohibition law' has been applied to firms over stages based on their sizes. The empirical results show no strong evidence that the law played a positive role in reducing differentials between permanent workers and fixed-term workers in the areas of wage and various employee benefits, including the provision of severance pay, annual leave, and 4 major social insurances for fixed-term workers. A more thorough future analysis on the causes of the insignificant impact of the law in some employee welfare benefits, along with supplemental policies, is needed to have the law achieve the desired goal of removing discrimination at the workplace.