• 월간 기계설비
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• s.320
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• pp.66-69
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• 2017

매년 사업주와 근로자로부터 상담한 내용을 돌아보면 우리 사회 노동시장의 현안이 무엇인지, 인권수준은 어떠한지, 노동행정의 방향이 어떠한지를 확연히 체감하게 된다. 그 중 하나가 육아휴직제도이다. 20년 전만 하더라도 육아휴직은 거의 허용되지 않았다. 결혼 또는 임신하면 퇴직이 관행이던 시절이었다. 관행에도 불구하고 임신한 근로자가 퇴직하지 않으면 출 퇴근이 어려운 지방으로 배치전환하거나, 직무를 변경하고, 담배연기 가득한 방 가운데 여성근로자를 근무시키는 비인간적인 처사도 행해졌다. 2~3년 전만 하더라도 "우리 회사는 육아휴직은 안된대요. 그럴바엔 그만두래요. 아이 맡길 곳도 만만치 않은데 어쩌면 좋아요"라는 여성근로자들의 상담이 한달에도 몇 건씩 쏟아져 나왔었다. 초기 여성노무사가 소수이다 보니 워킹맘들의 노동법률상담을 할 기회가 많았다. 때론 사업주들을 설득하고, 중재하고, 처벌조항을 들어 압박하기도 하면서 육아휴직을 권장했지만 기존의 관행과 문화가 일시에 변화하기는 어려운 일이다. 여성의 경제활동율이 늘어나고 출산율이 줄어들면서 정책적으로 출산 및 육아휴직을 장려하는 정부의 감독행정 강화, 그간 노동계 및 시민사회단체의 노력 등으로 인해 법률에 규정된 육아휴직제도가 비로소 현실적으로 보장되어가고 있음을 목도한다. 이즈음에 육아휴직자의 연차휴가 사용, 퇴직금, 육아휴직급여 등에 대한 문의가 많은데 그만큼 육아휴직자가 늘어났다는 것을 반증하는 결과이다. 따라서 이번호에서는 출산휴가 및 육아휴직자들의 연차휴가 사용과 퇴직금 산정방법, 출산 육아휴직급여에 대해 알아보고자 한다.

• Journal of Labour Economics
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• v.39 no.4
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• pp.79-98
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• 2016

This study empirically estimates the determinants of career interruption by married women. Using the survey of economic activities related to women's decision for career interruption, we consider the effect of maternity leave in workplace as well as individual characteristics on determining women's decision out of labor force. We found out that both existence and use of maternity leave in workplace seems to play an very important role in reducing women's career interruption.

• Journal of Family Relations
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• v.22 no.1
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• pp.87-109
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• 2017

Objectives: While employed mothers' use of maternity and parental leave has increased, the contexts that facilitate or hinder mothers' leave policy use have been under examined. The purpose of this study was to explore mothers' experiences of using maternity and parental leave. Method: Twenty-two mothers with young child under age three participated in this study. Results: All 22 mothers used maternity leave and 12 mothers used parental leave. Three main themes were identified: different experiences of maternity leave, experiences of parental leave, and skepticism about the leave policy but with some hope that it will improve. Regarding the mothers' experiences of maternity leave, the mothers thought that maternity leave was easily accessible but some mothers still felt guilty for using maternity leave. They also prepared for their work gap before the leave to avoid harming their colleagues. Accessibility to parental leave varied according to the characteristics of the organizations (i.e., family-friendly organization culture, supportive supervisor) and family contexts (i.e., availability of child care from family members, financial issues). The mothers perceived that while parental leave helps working mothers coordinate their family and work life, it is not as accessible as maternity leave in Korea. They suggested extending the maternity leave duration and improving accessibility to parental leave. Conclusions: These findings suggest that policy support is warranted to help employed mothers with young children remain in the workforce. This study also has implications for supporting employed mothers' work and family life.

• Korean Journal of Family Social Work
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• no.55
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• pp.129-156
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• 2017

The study was conducted to identify factors that affect the first childbearing decisions among married working women in South Korea and thereby to gain insight into effective ways to improve relatively low fertility and unfavorable workplace conditions for women of childbearing age. This study used the merged data(1st-5th waves) from Korean Longitudinal Survey of Women and Families (KLoWF), which were measured by the Korean Women's Development Institute. With 1,020 married business women, cross tab and binary logistic regression were conducted to determine which factors were significantly associated with the first childbearing decisions.

• Survey Research
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• v.10 no.3
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• pp.59-83
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• 2009

The purpose of this study is to understand why female labor force participation rates decline in early times after their marriage. Data were derived from the 4th(2001) to 9th(2006) Korea Labor & Income Panel Study. 194 Korean married women in twenties and thirties who had a job before marriage were analyzed. Survival analysis was used to explore the first labor force exit of married women longitudinally. The major findings are as follows. First, nearly half of them went away from labor market in the first 3 years after marriage. Second, child birth was the most significant factor in predicting women's labor force exit. Married women's employment discontinuity tend to be lowered after child birth, with working hour decreasing, and with the number of available family-friendly policies increasing. Married women's income encouraged them to hold on their career, though husband's income and household income were not significant. Third, married women tended to leave their job before giving birth. Women who remained in the labor market at child birth or until a year after birth were inclined to continue their job thereafter. Fourth, maternity leave and childcare leave diminished the probability of employment discontinuity. Many working wives could not use a maternity leave or childcare leave. This study shows married women usually underwent labor market exit in their newly married time. They cannot help facing conflict between the role of mother's and a worker's. Family-friendly policies could encourage working wives to rear child and continue work at the same time. The findings of this study could serve as fundamental material for further studies and would be a key to find effective solution for problematic issues on reconciling work and family.

• Journal of the Korea Convergence Society
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• v.9 no.12
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• pp.301-311
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• 2018

The purpose of this research was to examine the perceptions of CEOs and HR managers on family-friendly management and family-friendly company certification in small- and medium-size businesses. Six CEOs and HR managers participated in focus group interviews. Five themes were identified: provision of various family-friendly workplace policies, recognition of the need for family-friendly management, difficulty introducing family-friendly management and family-friendly workplace policies, willingness to acquire family-friendly company certification, and ways to expand family-friendly management and family-friendly company certification. All participants agreed on the need for family-friendly management and provided different family-friendly workplace policy suggestions for employees regardless of their interests in acquiring family-friendly company certification. However, they also had difficulties introducing family-friendly workplace policies. This finding suggests that different incentives are needed to encourage companies to expand family-friendly workplace policies.

• Management & Information Systems Review
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• v.36 no.2
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• pp.37-58
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• 2017

This study analyzed the effect of how much work-family conflict affect on job involvement and life satisfaction and the effect of moderating effect of demographic characteristics in Mongolia SMEs. For these, this study explores theoretical background about work-family conflict(work interference with family conflict, family interference work conflict), job involvement and life satisfaction, then derived research framework and hypotheses from exploration of theoretical background. According to hypothesis testing result, first, work interference with family conflict has negative effect on life satisfaction. Second, family interference work conflict has negative effect on job involvement and life satisfaction. Third, there is not significance of moderating effect of demographic characteristics between work-family conflict and job involvement/life satisfaction. The main implication of this study is to promote leader's change of awareness about work-family conflict management, to institute flexible work arrangements and selective implementation of a maternity leave and a parental leave and to establish an evaluation system.