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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.
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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.
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