임금체계와 경영성과의 관계에 대한 노사관계적 접근 - 제조업에서 직종별 차이의 효과 분석을 중심으로

This study investigates the impact of wage systems on firm performance in the manufacturing sector using data from the 7th to 9th waves of the Workplace Panel Survey. By considering the dual nature of wages—namely, the cost-of-living aspect and the incentive effect—along with labor-management relations, the study highlights the importance of distinguishing between seniority-based pay and performance-based pay within wage systems. Based on this framework, our analysis examines the effects of wage systems by occupation, specifically comparing white-collar and blue-collar workers. The results indicate that operating separate wage systems for white-collar and blue-collar workers has a positive effect on both productivity and profitability. This demonstrates that, beyond individual attributes such as age or tenure, implementing differentiated wage systems based on job categories positively influences firm management. Accordingly, data are divided by occupation to examine the impact of wage systems on firm performance. For white-collar workers, a hybrid system combining seniority-based pay and performance-based pay was found to positively affect firm productivity and profitability. Conversely, for blue-collar workers, a purely performance-based pay system was found to lower firm productivity. Furthermore, while using a mixed seniority-based and performance-based system for white-collar workers reduced the labor share of value added, implementing a seniority-based system alone for blue-collar workers increased it. These results imply the necessity of achieving a balance between the cost-of-living and incentive aspects of wages. In particular, for blue-collar workers, it is important to establish a joint labor-management evaluation mechanism for job and skill assessment to promote cross-firm coherence and fairness of wage structures.