대졸 청년취업자의 초과근로시간 결정요인

초록

Reducing long working hours has drawn attention lately in Korea as it was discussed in relation to such issues as creating more jobs and striking work-life balance. The existing literature of overtime mainly focused on what factors determine the amount of overtime, and the impact of overtime on wages and other compensations. Yet, little has been known specifically about young employees’ overtime work. This paper fills the lacuna by examining the determinants of college graduate workers’ overtime work in Korea, using a dataset from the 2016 Graduates Occupational Mobility Survey (2016GOMS) and testing hypotheses from the perspectives of human capital mismatch, and economic incentives. The results show that young employees who responded that their current jobs required a higher level of technological or technical skills than the one they actually possessed were likely to work more overtime, supporting the hypothesis that human capital deficiency leads to overtime work. In contrast, the effect of economic incentives measured by the availability of various forms of bonus payment does not have a statistically significant effect on the amount of overtime work, rejecting the hypothesis based on tournament theory. This paper discusses the theoretical and policy implications of these findings.

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