• The Journal of the Korea Contents Association
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• v.10 no.9
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• pp.387-398
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• 2010

Recently SMEs(small and medium enterprises) in Korea have experienced severe labor shortages. In particular, college graduates avoiding SMEs are widely spotted. According to previous studies, the main causes of the evasion by college graduates are the inferior working environment and low wages. Some studies also state that SME workers experience discrimination. However, most studies have focused only on unemployment issues of the young graduates. In this research, the results of follow-up surveys on the employment status and job conditions of recent college graduates was linked as a panel data, and the performance of the graduates was analyzed. Based on the analysis, we found college graduates who are employed SMEs are likely to have their initial career fixed to the SMEs. Second, the job separation records of the young SME workers does not show positive labor market performances such as upward movements or wage increases, and the process itself turned out to be entailed frequent separation. Third, the inferior wage level at SMEs and the fact that this effect is cumulatively amplified has been a key factor for evading SMEs. Thus, it is difficult to say that the early-stage careers in SMEs are constructive in future career development. On the contrary, the early careers at SMEs result in lower labor market outcomes, and frequent job separation.

• Journal of Labour Economics
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• v.28 no.1
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• pp.105-133
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• 2005

This paper attempts to verify that the economic gap between the workers in (large) firms with unions and those in (small and medium size) firms with no unions has recently been widened rapidly. A comparison of the wages of the workers belonging to the business establishments with and without trade union shows that the union premium has increased very sharply since 1997, after a relatively long periods with little changes. Also found is that union sector has witnessed a sharper decline in the share of the new entrants among workers as well as a faster increase of the average tenure of workers. These all indicate that the trade unions have forced a market equilibrium to move farther away from the competitive equilibrium in recent years.

• Korean Journal of Labor Studies
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• v.24 no.1
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• pp.107-156
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• 2018

This article examines the history of the in - house subcontracting and the stabilization of labor - management relations in the steel industry in Japan. The ratio of in-house subcontract workers among steel workers has increased steadily until the mid-2000s, and about 70% in case of the largest company. In-house subcontracting was used as a strategy of the company to increase the quantity flexibility of employment and to save labor costs. The in-house subcontracting company needed company-specialized skills, and the internal labor market was formed because the rate of full-time workers was high and the turnover rate was low. The in-house subcontractor introduced long-term business relationship with the steel factory by introducing the equipment and materials necessary for the performance of the work, and the factory implemented the productivity improvement policy of the in-house subcontractor, and the win-win relationship between the factory and in-house subcontractor was developed. The trade union did not oppose the idea that the expansion of in-house subcontracting contributed to corporate profits, the stability of employment of the members and maintenance of their working conditions. Since 2000, the steel factory has pursued the transformation of in - house subcontractors into subsidiaries, which has been supported by capital relations. By the way, since the mid-2000s, there has been an increase in the number of regular workers' employment. The major factors are as follows: more strengthened compliance with laws and regulations, the higher quality request of customers, stricter keeping of deadlines, and problem in recruiting of workers at in-house subcontract companies. The wage gap between the factory and in - house subcontracting was less at company B than at company S, and the wage level of in - house subcontracting was about 90% of the factory at company B. The relatively small gap at company B seems to be due to the union's movement of narrowing the gap, low market dominance and unfavorable labor market. The internal labor market has been formed in the in-house subcontracting, and the wage gap is not large, and the possibility of labor disputes is low. Industrial relations are stable in the in-house subcontract company as well as the factory. The stabilization of labor-management relations in the steel industry in Korea is required to reduce the wage gap between the factory and in-house subcontract enterprises by raising productivity and expanding the internal labor market at in-house subcontract enterprises.

• Korean Journal of Occupational Health Nursing
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• v.25 no.4
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• pp.277-289
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• 2016

Purpose: This study aims to investigate the cross-sectional association of company size and self-rated health using representative data on Korean workers. Methods: We used the data from 2,884 wage workers collected by Korean Labor and Income Panel Study (17th). The association between company size and self-rated health was analyzed using logistic regression with covariates including demographic characteristics, work environment, job satisfaction, and health-related behaviors. Resulst: Odds ratio (OR) for better health status among workers in large-sized company was 1.351 (CI. 1.054~1.731), compared to workers in small-sized company. We performed three separate models stratified by firm size (small, medium, and large companies). Occupation variables showed different effect on health depending on firm sizes. OR for better health of white-color job (referred to blue-color job) was 1.693 in medium-sized company model but it was 0.615 in large company model. OR for better health of the workers working shift work showed 0.606 in large company model but it was not significant in small and medium company models. Conclusion: We found that small-sized company workers have significantly poor self-rated health compared to large-sized firm workers. This study revealed that there exist differences among health related factors depending on firm sizes.

• Journal of Labour Economics
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• v.24 no.2
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• pp.125-162
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• 2001

According to the survey results on non-standard employment, most of the non-standard workers are women and work at service jobs and some jobs that do not require firm-specific skill. Also wages of non-standard workers appear to be lower than those of standard workers by 10~19%. Non-standard workers are very much likely to be excluded from beneficiaries of economic growth because job contents and ability are not important relatively as criteria in determining their basic wage and their benefits are also much lower in severance pay and bonuses, vacations, 4 social insurances, education and training opportunities. Because of very low rate of union membership, the working conditions of non-standard workers are not expected to be improvable easily by unions. It seems that the reason of the demand increase for non-standard workers is mainly because not only an individual establishment demands quantitative flexibility in employment, but also there are tendencies of being smaller in establishment size and of growing service industries macro-economically. The number of non-standard workers are expected to increase continuously in the future, too.

• Korean Journal of Social Welfare
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• v.55
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• pp.131-153
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• 2003

This study was aimed at investigating important factors influencing career success among disabled workers. The current researcher scrutinized the degree to which variables and factors affect the career success and occupational turnover rates of the research participants. The participants in this study (n=837) were 374 workers with disabilities and 463 workers without disabilities. The results of this study can be summarized as follows: First, the results of factor analysis showed important categories of conceptual themes of career success. The initial conceptual factor model did not accord with the empirical one. Second, both research participant groups seemed to be influenced by their occupational types. However, all predictive variables excluding the wage rate and the average length of work years had significant impact on job success for the disabled work group, while all the variables excluding the frequency of advice and length of working years had significant impact on job success for the non-disabled worker group. Third, the turnover rate was significantly influenced by the age and the experience of turnover of the research participants. However, the number of co-workers was the strongest predictive variable for the worker group with disabilities, but the occupation choice variable for the worker group without disabilities. Fifth, as a result of verifying the hypothetical path model, it showed that the first model was somewhat proper and could predict the career success on both research participant groups. In conclusion, the following research implications can be suggested. The occupational type of research participants was one of the most important variables to predict the career success for both research participant groups.

• Journal of Digital Convergence
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• v.18 no.3
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• pp.383-393
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• 2020

The purpose of this study is to investigate the condition of the production facilities of severely impaired products for two years from 2017 to 2018, and to suggest ways to improve the preferential purchase system for the severely disabled comparison with previous study. As of June 2018, 267 out of 544 sites were research and analyzed. As a result, first, the average number of severely disabled workers is 16.51, and the total number of workers, disabled workers who participated in direct production, and non-disabled workers showed the trend of increase in 2018. Second, the average monthly wage of workers with disabilities participating in direct production increased slightly from 790,977 won in 2017 to 829,810 won in 2018. Third, Analysis of changes in sales of production facilities before and after designations showed that overall sales of production facilities increased after designations and after designations. Improvement measures include preferential purchase rate improvement and support for production facilities and purchasing public institutions, classification of roles of performance organizations, Clarification of the role of priority purchasing promotion committee for products produced by people with severe disabilities, complementing the minimum wage exclusion system.

• Journal of the Korea Convergence Society
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• v.11 no.7
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• pp.207-216
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• 2020

The purpose of this study is to analyze the factors contributing to the wage inequality between employment of persons with disabilities. Among the raw data provided by the Korea Employment Development institute for persons with disabilities, 3,546 cases were studied, excluding cases in which major variables were missing, in the 『2018 survey on the employment status of the disabled in business』. Data analysis was conducted using SPSS 25 and STATA 14 to analyze wage inequality among employment companies for persons with disabilities. Data analysis was conducted using SPSS 25 and STATA 14 to analyze wage inequality in employment companies for persons with disabilities. The study found that factors contributing to the wage inequality in employment companies for the disabled include 'minimum level of education'12.63%, 'asset level'6.37%, 'level of work required'4.87%, 'ratio of female employment'3.30%, 'sales profit'2.33%, 'education training for employees'1.19%, 'labor union membership rate'0.67%, 'work type'0.42%, 'average working hours'0.41%, 'recognition of work level of disabled people'0.34%, 'recognition that employment of disabled people is helpful to companies'0.23%, 'positive recognition of work cost of disabled people'0.17%. Based on these results, this study proposed access at the level of employment business for the disabled, social level, and worker level for the disabled.

• Korean Journal of Social Welfare Studies
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• v.41 no.2
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• pp.279-308
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• 2010

This study examines the association between family policies and family gap using data for 14 OECD countries. As family policies have different assumptions about women's roles and include variant sub-policies, this study identify two distinct family policies: 'employment support policy' to support women as employed workers and 'caregiving support policy' to support women as caregivers. Meanwhile, women's wage cannot be determined by the effect of 'only' family policy. Therefore, analysis model includes variant macro structure supposed to affect women's labor status and wage, like labor market structure, wage structure(compression), women's social status and economic status, and examines interaction effects between family policies and these labor market and social structures using Fuzzy-Set Qualitative Comparative Analysis (FSQCA). The FSQCA result shows that relatively low family gap is associated with the conjunctual causation of developed 'employment support policy' and compressed wage structure.

• Journal of Labour Economics
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• v.24 no.3
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• pp.1-12
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• 2001

Seoul/Kyungki-born workers have higher wages than other regions-born workers. In order to determine whether this difference is due to taste or statistical discrimination, an econometric model is suggested and a test is done with it. According to the test, the hypothesis that the difference is wholly due to taste discrimination is rejected: a part of the difference is due to statistical discrimination. Since statistical discrimination in this paper comes out in the process of a worker's wage being determined according to his productivity, it is no problem for the government to intervene in.