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학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
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논문 기본 정보
- 자료유형
- 연구보고서
- 저자정보
- 발행연도
- 2016.8
- 수록면
- 1 - 159 (159page)
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In this paper, the purpose is focused to seek and provide supporting measures for encouraging married woman’s additional childbirth in Seoul. For deriving appropriate support measures, this study examines the influence of gender inequality produced in the workplace during pregnancy and childbirth, the persistence of gender inequality in the division of caregiving labor, and challenges of work-life balance faced by working married women. This study is based on survey of 500 women who have their first child under the age of 5, having work experience before the birth of their first child, and applied the logit analysis.
According to the survey result, the married women suffer from work-life conflict although comparatively their high intention of having a second child. Moreover, over the half of respondents have experienced workplace gender inequality due to pregnancy or childbirth; the kind of inequality conditions experienced had the negative effects on the choice of having a second and third child. What is worse is there is no official way to ask for professional help from their company. In addition, there is a high proportion of women who leave the labor market, or are separated from regular jobs to contingent job after pregnancy or childbirth; and the interrupted or non-linear career of women leads to lower income and makes an economic burden to them.
Moreover, strong gender stereotypes about care giving have caused the higher child-care stress and anxiety to working women as well as housewives. Because company does offer a lower rate of maternity leave payment in proportional to salary, and maternity leave doesn’t provide adequate income security, mothers tend to use less maternity leave.
Through an empirical analysis of additional childbirth intention, it has been proven that the fertility rate of women who have never experienced the inequality derived from pregnancy or childbirth is 3.14 times higher than the rate of women who have experienced it. This result sheds light on demanding proper measures to prohibit pregnancy discrimination. Also, the fertility rate of a woman who was a full-time position and changed to part-time or casual employment is 0.68 times lower than the rate of a woman who has never experienced. For encouraging additional childbirth, it is necessary to offer secure jobs during women’s pregnancy and childbirth, and to support career-interrupted women’s reentry to labor market.
Based on the results, the following policy recommendations are desirable, such as a specified penalty to a company which unfairly discriminates against married women; vocational training programs for career-interrupted women; supportive measures for returning from maternity leave; broadening ‘moving father class’ and ‘Seoul REITs’; parental leave supplementary payments in the phased program, etc.
According to the survey result, the married women suffer from work-life conflict although comparatively their high intention of having a second child. Moreover, over the half of respondents have experienced workplace gender inequality due to pregnancy or childbirth; the kind of inequality conditions experienced had the negative effects on the choice of having a second and third child. What is worse is there is no official way to ask for professional help from their company. In addition, there is a high proportion of women who leave the labor market, or are separated from regular jobs to contingent job after pregnancy or childbirth; and the interrupted or non-linear career of women leads to lower income and makes an economic burden to them.
Moreover, strong gender stereotypes about care giving have caused the higher child-care stress and anxiety to working women as well as housewives. Because company does offer a lower rate of maternity leave payment in proportional to salary, and maternity leave doesn’t provide adequate income security, mothers tend to use less maternity leave.
Through an empirical analysis of additional childbirth intention, it has been proven that the fertility rate of women who have never experienced the inequality derived from pregnancy or childbirth is 3.14 times higher than the rate of women who have experienced it. This result sheds light on demanding proper measures to prohibit pregnancy discrimination. Also, the fertility rate of a woman who was a full-time position and changed to part-time or casual employment is 0.68 times lower than the rate of a woman who has never experienced. For encouraging additional childbirth, it is necessary to offer secure jobs during women’s pregnancy and childbirth, and to support career-interrupted women’s reentry to labor market.
Based on the results, the following policy recommendations are desirable, such as a specified penalty to a company which unfairly discriminates against married women; vocational training programs for career-interrupted women; supportive measures for returning from maternity leave; broadening ‘moving father class’ and ‘Seoul REITs’; parental leave supplementary payments in the phased program, etc.
목차
[표지]
[발간사]
[목차]
표목차
그림목차
[연구요약]
Ⅰ. 연구의 배경 및 목적
Ⅱ. 서울시 저출산 현황 및 특성
Ⅲ. 서울시 기혼여성 특성 및 추가출산 영향요인 분석결과
Ⅳ. 정책방안
[Ⅰ. 서론]
1. 연구배경 및 목적
2. 연구내용 및 방법
3. 출산에 관한 제이론들
4. 연구추진체계
[Ⅱ. 서울시 저출산 현황 및 특성]
1. 서울시 인구구조 변화와 저출산 원인
2. 서울시 저출산 극복 정책현황
[Ⅲ. 서울시 기혼여성 특성 및 추가출산 영향요인 분석]
1. 서울시 유자녀 기혼여성 특성현황
2. 서울시 기혼여성 추가출산 영향요인 실증분석
[Ⅳ. 서울시 유자녀 기혼여성 추가출산 환경 조성방안]
1. 기혼여성의 근로환경 개선방안
2. 임신 · 출산비용 지원방안
3. 성평등한 돌봄 문화 조성방안
4. 주거안정 지원방안
[참고문헌]
[Abstract]
[부록]
참고문헌 (0)
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