우리나라 企業의 賃金體系 및 形態에 관한硏究

다국어 초록 (Multilingual Abstract)

A conflict between the labor and management is caused by not only the wage level, but also the wage structure and the wage payment method. If a labor has a dissatisfaction on the determination and the computation method of their wage, it brings about an undesirable result. So, the purpose of this study is to investigate the problems and characteristics by analysis on the actual state of the wage structure and the wage payment method in Korea company.
This study is organized as followings:
Chapter I develops the context of this study and discusses the scope of study and the data used in this study. Chapter II introduces the theories of the wage structure and the wage payment method. Chapter III investigates the actual state and explains the characteristics of the wage structure and the wage payment method in Korea company. Finally, Chapter IV concluses this study.
The findings of this study are as followings:
Firstly, the wage structure is known that the seniority wage system is the highest ratio, and the next are job classification wage system and personal ability wage system. However the ratio of the seniority wage system grows less and less, and the job classification wage system grows more and more.
Secondly, the ratio of the normal wages to the extra allowance is 7 to 3. This is lower as compared with Japanese company in the ratio of the normal wage.
Thirdly, the wage payment method is mostly the time payment method(75 - 80%). And the wage computation method is known that the monthly payment is majority in the whitecollar workers, but the daily payment or the part time payment is about 50% in the bluecollar workers.
In addition to this results, the wage structure have the characteristics as followings:
1) The elements of the wage structure are different according to the type and size of business.
2) The classification of the seniority wage system, the job classification wage system and the personal ability wage system is ambiguous. That is to say, the wage structure is mostly mixed of two or more wage systems.
3) The basic materials to determinate of the normal wages is not enough.
4) Because the ratio of the normal wages is low, the objectification and distinctness of wage determination is not realized.
5) The extra allowance is used as a means to keep up the total wage level rather than their functions.
6) In the case of the bluecollar workers, the high ratio of the part time payment method is possible to work badly on the belongingness and the efficiency of the employees.

목차 (Table of Contents)

• 목차 = 0
• 목차 = i
• 도표목차 = iii
• 제1장 서론 = 1
• 제1절 연구의 목적 = 1
• 제2절 연구방법 및 범위 = 2
• 제2장 기업체계 및 형태에 관한 이론적 고찰 = 4
• 제1절 임금체계의 의의 = 4
• 제2절 임금체계의 생성과 특징 = 5
• 제3절 임금결정기준과 임금체계 = 8
• (1) 임금수준의 결정기준 = 8
• (2) 개별임금의 결정기준과 임금체계 = 11
• 제4절 임금체계의 유형 = 13
• (1) 임금구성으로서의 임금체계 = 13
• (2) 임금결정기준에 따른 임금체계 = 15
• 가. 연공서열급 = 15
• 나. 직무급 = 16
• 다. 능력급 = 23
• 라. 직능급 = 24
• 마. 종합결정급 = 24
• 제5절 정기승급제도 = 25
• 제6절 임금형태 = 28
• (1) 임금형태의 의의 = 28
• (2) 정액임금제 = 32
• (3) 능률급제 = 34
• 가. 성과급제 = 36
• 나. 할증급제 = 39
• 다. 상여급제 = 41
• 제3장 우리나라 기업의 임금체계 및 형태에 관한 실천분석 = 45
• 제1절 임금체계의 현황 = 45
• (1) 임금관리제도 실태 = 45
• (2) 임금구성비 실태 = 54
• (3) 제수당의 구성실태 = 65
• 제2절 정기승급제도 실태 = 66
• 제3절 임금지불형태 = 68
• 제4절 분석결과로 본 임금체계 및 형태의 특성 = 70
• 제4장 결론 = 74
• 참고문헌 = 77
• 영문초록 = 78