공공기관 정규직과 비정규직 간 임금격차 추계

Basically Korean firms are operating the seniority-based wage system, and regular workers in public institutions whose long-term employment is under legal protection benefit from such a wage system. However, non-regular workers in public institutions whose employment security is not legally guaranteed are not benefiting from the seniority-based wage system. As a result, the seniority-based wage system may expand the wage gap between regular and non-regular workers in public institutions, and such wage gap problem in public institutions may become more serious than that in private firms. This study analyzes characteristics of employment and wages of regular and non-regular workers in public institutions, and implements empirical analysis of wage gap between regular and non-regular workers in public institutions and private firms. Results of empirical analysis show the size of wage gap between regular and non-regular workers in public institutions is much bigger than that of wage gap in private firms. This is the evidence that public institutions are not doing the best as model employers to rectify the unfair discrimination existing in the labor market. The most important factor that explains the wage gap between regular and non-regular workers is the level of education in private firms, however, the length of service in the public institutions. This implies that wage gap between regular and non-regular workers is closely related with the seniority-based wage system. In other words, considering the reality that the length of service of non-regular workers does not increase in accordance with age, we cannot expect that wage gap between regular and non-regular workers will be diminished rapidly as long as seniority-based wage system is strongly sustained.