日本女子勞働の構造變化と供給決定要因のタイムシリ-ズ分析

裵海善(Bae, Hae Sun) 동아시아일본학회 2012 일본문화연구 Vol.41 No.-

This paper studies the female labor supply in Japan, in particular, confirms the characteristics on structure of female labor employment for the past 60 years and does the Time-Series analysis of supply determinants. In Japan, female employee supply has been increased by the demand side factor, a supply side factor, and the spread of legal systems, but more than half of female employee works as a temporary worker, and its rate is increasing. This paper performs the time-series analysis using the monthly data of approximately 40 years from 1972 to 2010, and confirms the determinants of female labor supply in Japan. The female employee rate and female labor force participation rate are used as dependent variables, and the effects of each variable are compared.

경제변화와 고용조정의 한일비교

배해선 ( Bae Hae Seon ) 국제지역학회 1999 국제지역연구 Vol.3 No.2

非正規職女性の雇用構造と処遇格差実態の韓日比較

裵海善(Bae, Hae-Sun) 대한일어일문학회 2016 일어일문학 Vol.69 No.-

The number of female non-regular workers is increasing rapidly in Korea and Japan. In 2014, the female non-regular employment rate was 39.9 percent in Korea and 56.7 percent in Japan. This paper focuses on the different employment types and the discrimination of female non-regular workers in Korea and Japan, and also compares the similarities and differences between the two countries. We can"t compare exactly the conditions of female non-regular workers in Korea and Japan because the two countries have different categories of employment types, but we can compare some shared characteristics and trends. In both countries, female non-regular employment is very unstable and their wages are very low. In addition, the participation rate of four types of social insurance and the public support system for both child birth and child-care are very low, compared with regular workers. The gender gap is especially prevalent in Korea, where employment uncertainty and discrimination is even more serious than in Japan. The two countries have many common problems they will need to face to reduce the discriminatory conditions of female non-regular workers, such as making measures to relieve the polarization between regular and non-regular workers and increasing the opportunities for women to find regular employment.

日本の経済変化と雇用調整

裵海善(Bae, Hae-Sun) 대한일어일문학회 2016 일어일문학 Vol.71 No.-

This paper estimates the characteristics of employment adjustment methods and the employment adjustment speed in manufacturing firms over the 30 years since the Yen’s appreciation depression (Endaka Fukyo) and examine systems and legal regulations of employment protection in Japan. The results of this study are summarized as follows: Japanese companies take several steps when they adjust employment due to economic conditions. First, they carry out the employment adjustment by the reduction of overtime work, and then, the workers’ redeployment and relocation, followed by enforced leave, while the dismissal of workers is the last measure that Japanese companies turn to. The results by empirical analysis using time-series data support that: (ⅰ) the employment adjustment speed based on working hours, is higher than that of employee numbers; (ⅱ) we can’t conclude that a change in employment structure by the increase of non-regular employment, raises the employment adjustment speed; (ⅲ) the working hours are adjusted based on the fluctuation of production, but the adjustment of employee numbers, is small and shows a lag. The features in the Japanese employment adjustment; such as long working hours and low dismissal practice, are supported by a low premium rate for overtime work, employment adjustment subsidies, and law and precedent to protect employees against dismissal.

非正規職と4大社会保険の韓日比較

裵海善(Bae Hae-Sun) 대한일어일문학회 2008 일어일문학 Vol.37 No.-

日本の非正規労働者の雇用不安と処遇格差

裵海善(Bae, Hae-Sun) 대한일어일문학회 2015 일어일문학 Vol.67 No.-

This paper focuses on the unstable employment and discriminatory conditions of non-regular workers in Japan, and examines the current employment conditions and government policies regarding their situation. The proportion of non-regular workers is increasing rapidly as laws and restrictions are relaxed, more female women enter the labor market along with companies’ labor demands. In particular, the 69.8 percent of female non-regular workers are working as part-timers. Many married female workers tend to choose part-time work under the Japanese employment system which is characterized by long working hours, job redeployment and a sexist corporate atmosphere. Switching from non-regular to regular employment is very difficult in Japan because the opportunities of a mid-career recruit are limited by the Japanese recruiting system, known as “the new-grad-mass-recruit”. The wages of non-regular workers are lower than regular workers whose wages are in “a seniority-based wage system”. In addition, the participation rate of four social insurance for non-regular workers is low and the opportunities for job training are limited as well. The improvement of the treatment for non-regular workers is very important for the sustained economic growth of Japan where the population is decreasing. The Japanese government has revised the law for non-regular employment, eased the conditions of social insurance and strengthened the support for job searching and carrier skill development for non-regular workers. The Japanese Revitalization Strategy of the Abe administration, which was revised in June 2014, include such initiatives as “the Geographically Limited Regular Worker system” as one of the measures to relieve the polarization between regular and non-regular workers.

日本の非正規雇用と雇用調整

裵海善(Bae, Haesun) 동아시아일본학회 2016 일본문화연구 Vol.0 No.60

본 논문은 일본의 비정규직고용의 고용조정수단으로서의 역할에 주목하여, 전후 최악의 불황이었던 2009년 글로벌 경제위기의 비정규직에 의한 고용조정의 실태와 특징을 실증분석으로 검정하였다. 글로벌 경제위기의 고용인원에 의한 고용조정의 특징은, 정규직고용의 경우, 희망퇴직, 해고는 고용조정의 최후의 수단으로 실시되고 있고, 실시율은 대기업일수록 낮다. 그러나 비정규직의 경우, 파견노동자에 의한 고용조정실시율이 높고, 기업규모별로는 대기업일수록 높다. 고용조정의 실증분석결과 비정규직에 의한 고용조정속도는 정규직에 의한 고용조정속도 보다 조금 높으나 매우 낮은 편으로, 비정규직고용이 고용조정의 수단으로 활용된다고는 보기 어렵다. 기업이 경기변동에 대응하기 위해 고용인원을 삭감해야 할 필요가 있을 경우, 비정규직 가운데서도 파견노동자에 편중된 고용조정을 실시하고 있는 가장 큰 원인은, 파견노동자의 경우, 일정한 배상을 하면, 파견노동자의 중도해약이 가능하기 때문이다. This paper focuses on the role of non-regular workers as a buffer for employment adjustment in Japan. In particular, we estimate the employment adjustment speed of non-regular workers during the global crisis and examine the legal regulations concerning employment protection for them. The paper presents the following four major findings: First, the proportion of non-regular workers among total employees is increasing, but the proportion of dispatched workers showed a big drop during the 2009 global crisis. Second, the role played by non-regular workers in employment adjustment is limited to temporary and dispatched workers, particularly in large companies. Third, the results of empirical analysis using time series data in the manufacturing sector indicate that:(1) the employment adjustment speed based on working hours is higher than that of employees;(2) the employment adjustment speed of non-regular workers is higher than that of regular workers, albeit the difference between them is small. Fourth, the dismissal of non-regular workers is very difficult; however, dispatched workers tend to be targets for employment adjustment.

Female Employees Labor Supply in Korea and Japan

Haesun Bae(배해선) 동아시아일본학회 2014 일본문화연구 Vol.0 No.49

The Female labor force participation rate by age group in Korea and Japan shows an M-shaped curve, however, there is a difference in the employment structure of females in both countries. The M-shaped curve, in Japan, is caused by a high employee rate of the younger age group and a high employee rate of middle-aged group who rejoin the labor force after child rearing. On the other hand, in Korea, it is caused by the mixture of a high employee rate of the younger age group and high self-employed and family worker rates of the middle-aged and elderly group. We cannot expect the same estimated results that are suggested in theory when we analyze with the FLR as the dependent variable in cross section analyses because the employment structure of the female is different in both countries. As the theoretical discussions of female labor supply focused on the female married employee who has the burden of house chores and child rearing while working, the focus of our cross section analysis in this paper is limited to the female employee of the 25-54 age group as a dependent variable, confirms the estimated results for Korea and Japan.

기혼여성의 비정형직 고용증가의 원인 분석 : 여학생 능력 계발 연구

배해선 부산대학교 여성연구소 2000 여성학연구 Vol.10 No.1

The employer rate of the woman is increasing with the economic development of Korea. However, the regular occupation employment rate in the married woman is very low when we see the employer ratio in terms of the age layer of the woman. This paper attempts to explore the cause that there are many unregular occupation workers with a married woman layer in the supply aspect and demand aspect of labor. The major findings are as follows. Firstly, it is the factor on the labor supply side. 1) A married women has a tendency to like short period labor that the adjustment in the working hours is easy because a married woman receives the restriction in the working hours. 2) The married women have a tendency to stop the job because the burden of the housework and child care are heavy. Especially, there are many restrictions of child care by the lack of the day nursery institution in Korea. 3) When the married women try to work after child care, the employment to the regular occupation is difficult by the custom in the labor market and the human capital depreciation. Secondly, in a labor demand side, the company employs a woman unregular occupation worker with the following reason. 1) The wage cost of the women unregular occupation is low. 2) The company employ the unregular worker in a simple production. 3) The unregular worker is easy to adjust by economic fluctuation. Thirdly, What kind of policy is necessary to make the unregular occupation woman ratio of low, and to stabilize employment of the woman worker? In order that the woman works continuously, the day nursery center and childcare leave are necessary. Also the employment improvement, education training, short period labor increase etc. are necessary for the employment stability of the unregular occupation woman. And the institutional improvement to the social insurance are requested.