Earticle

초록

영어

This paper explores how compensation practices in Korean companies in 2000s had been changed, focusing on principles of base-pay, group-level performance-based plan, ESOP and stock-option, and wage increase. For the purpose, the WPS(Workplace Panel Survey) data by the KLI(Korean Labor Institute) in 2003, 2005 and 2007 were chosen and analyzed here. There was a general expectation that the importance of seniority in determining base-pay, compared to the importance of job in itself or job-holder's ability, would have been decreased in 2000s. However, it seems that the data do not support the expectation. For the period, the portion of establishments running group level performance-based bonus plan and the portion of establishments which had ever distributed the bonus to their employees among the recent 3 years were decreased significantly. The portion of establishments providing the ESOP remained around 10% and the share of the ESOP also remained around 10%. Regarding wage level, the size of average wage increase for high school graduates of blue-collar at entry level is larger than that of wage increase for 4-year university graduates. Taken together, it seems that no significant changes in compensation practices occurred in the Korean establishments in 2000s. Still two thirds of the Korean establishments are based on the seniority-based wage scheme. The importance of pay-for-performance in Korea in 2000s is circumscribed considerably.

목차

Ⅰ. 서론
 Ⅱ. 한국기업 보수제도의 특징
 Ⅲ. 2000년대 보수제도 변화 분석을 위한 활용 자료
 Ⅳ. 2000년대 보수제도의 변화와 특징
 Ⅴ. 결론
 참고문헌
 Abstract

키워드

저자

• 이정현 [ Jeong-Hyun Lee | 명지대학교 경영학과 ] 주저자
• 이준우 [ Jun-Woo Lee | 한밭대학교 경영회계학과 ] 교신저자

참고문헌

발행기관

간행물

표지보기 관심저널 등록

• 간행물명

  생산성연구: 국제융합학술지 [Productivity Research: An International Interdisciplinary Journal]

• 간기

  격월간

• pISSN

  1225-3553

• 수록기간

  1987~2025

• 등재여부

  KCI 등재

• 십진분류

  KDC 325 DDC 330