한국의 성과주의 연봉제가 고령자 고용에 미치는 영향 = Performance Based Pay and the Employment of Older Workers

다국어 초록 (Multilingual Abstract)

Using survey data from 1,000 Korean firms, this study investigates the effect of performance-based pay on the employment of older workers. We found that performance-based pay was negatively related with hiring older workers. We found that performance-based pay was negatively related with both the share of older workers and the share of old hires. To recheck the effect of performance-based pay on older workers, we divided performance-based pay into several sub-groups. According to institutionalization theory, early adopted and high coverage among employee implies more genuine type of performance-based pay compared to late adopted and low coverage among employee. We found that only the more genuine type of performance-based pay, that is early adopted and programs with high coverage, was negatively related with hiring older workers. Finally we suggested the implications of our findings and proposed further research questions.

국문 초록 (Abstract)

우리나라 성과주의 임금의 대명사로 여겨지는 연봉제가 고령자 고용에 어떠한 영향을 미치는가? 본 연구에서는 한국노동연구원이 2011년 실시한 “고령인력 인적자원관리 실태조사” 자료를 사용하여 분석한 결과, 연봉제는 50세 이상 고령인력의 고용 비중 및 고령인력 채용기회와 모두 통계적으로 유의한 부(-)의 관계가 나타났다. 연봉제의 특성별로 고령자 고용효과에 대한 추가분석을 실시한 결과 도입 중인 연봉제가 성과급으로써의 성격이 강할수록 정규직 고령자의 고용 비중 및 고용기회에 더 부정적인 영향을 미치는 것으로 나타났다. 즉 전체 근로자 중 연봉제의 적용을 받는 근로자의 범위가 넓을수록, 조기에 연봉제를 도입한 경우에 그렇지 않은 경우보다 고령인력의 고용 비중 및 고용기회에 부(-)의 영향을 미칠 가능성이 높은 것으로 분석되었다. 이러한 결과를 바탕으로 인사관리에 주는 시사점을 논의하였다.

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