일자리 재량의 인식과 만족도

Since the arrival of smart mobile vehicles due to the rapid technological progress in the ICT, many have talked about smart work or telework, implying ubiquitous environment. It again implies that the time or spatial restrictions for work is disappearing and it is essential to give discretion to worker who is in charge of completing a specific task. Most research on job discretion has revealed that more discretion is associated with higher job satisfaction and lower possibility of turnover. This paper defines two types of job discretion(method discretion and schedule discretion) and estimates the determinants of job discretion, its effects on job satisfaction and willingness to turnover, by applying the probit model to the data from the 8th wave of Korean Labor and Income Panel Survey(KLIPS) and its Supplement on Trade Unions and Industrial Relations. Some important results are as follows. First, 5 or 6 out of 10 workers recognize job discretion and they feel more method discretion, though there are huge heterogeneity among occupations, education levels, tenure, and job status. Second, more job discretion has a positive effect on job satisfaction and reduces willingness to turnover though its two types show slightly different effects. Third, the wage gap, defined by the difference between the actual wage and the wage predicted by the estimated wage equation has a negative effect on satisfaction as job mismatch.