• Human Ecology Research
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• v.53 no.1
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• pp.49-66
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• 2015

This study analyzes the effects of women's labour force participation and work-family reconciliation support on life-cycle fertility in Korea. The analysis is based on the longitudinal data from Korean Labour and Income Panel Study (KLIPS), which include the available information on life-cycle fertility and employment history. Employing a dynamic model of fertility, we estimated the life-cycle fertility of all the 15-49 years old women considered in this study by using a duration model. The major results of this study were as follows: First, women's labour force participation had a negative effect on the first birth, second birth, and all births (transition to births starting at different parities). Women's employment tended to lengthen the interval between births. Second, the availability of maternal leave had a positive effect on the first birth and all births for working women. Providing maternal leave to working women decreased the opportunity cost of childbearing and in turn, reduced the interbirth interval of women. However, the availability of parental leave had no significant effect on the births of working women. Third, the financial support for childcare had a positive effect on the first birth and all births. The economic support for childcare led to the reduction in the interbirth interval of women by increasing the probability of births. The use of a childcare center for the first child, which substitutes for the time that women needed to take care of their children, classified as time-intensive consumption goods, did not have any effect on the second birth. Fourth, the part-time employment of women had a positive effect on the second birth. A flexible working time schedule tended to decrease the interval between the first and the second births.

• Journal of Labour Economics
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• v.33 no.3
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• pp.47-88
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• 2010

Focusing on the Korean experience, particularly a recent amendment which extends maternity leave and increases financial benefits during maternity and childcare leave, this paper evaluates how such an expansion of benefits affects the employment and the hourly wages of young wages of childbearing age. Empirical results from a difference--in-difference-in-differences model having older warren, older men, and young men simultaneously as the control group suggest that neither the employment nor the hourly wages of young women are affected. This implies that the law change does not cause shifts in the labor supply curve and the labor demand curve for young women.

• Human Ecology Research
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• v.57 no.3
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• pp.353-367
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• 2019

This study investigates the influence of family-friendly workplace policies and organizational culture on the willingness of married female managers to have a child. The analysis includes 353 married female managers from the $6^{th}$ survey of the 2016 Korean Women Manager Panel. Factors that are found to influence the respondents include age, education, number of children, job position, promotional goals, accessibility to family leave, accessibility to shorter work hours during the child-rearing period, and organizational culture. Female managers who can easily use family leave or who have shorter work hours during the child-rearing period show a higher willingness to have a child. By contrast, those whose work places employ a fair and horizontal organizational culture are less willing to have a child. The introduction of family-friendly policies are not found to be statistically significant determinants of female managers' willingness to have a child. We find that influencing family-friendly policies between the first and second childbirth differ. The accessibility of family-friendly policies that affect the willingness of female managers to have a child when they have no child include parental leave, employer-supported childcare, and childcare subsidies. For improving their willingness to have a second child, accessibility to both family leave and shorter work hours during the child-rearing period are effective. In conclusion, the government should strongly consider micro-personal factors, such as family-friendly workplace practices and organizational culture, when executing policies to reverse the current trend of low fertility.

• Korean Journal of Childcare and Education
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• v.17 no.1
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• pp.125-150
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• 2021

Objective: The purpose of this study is to explore the parental role that men experience during parental leave. From the moment when a man decides to take parental leave, to his experiences during parental leave, and to the father's role that lasts until after reinstatement, this course will be examined. Methods: The subjects of this study were five fathers who were taking parental leave. Data were collected through semi-structured interviews done on Zoom, telephone calls and e-mail. Results: The results are as follows. First, the motive for the father's decision to take parental leave was that he wanted to take a break from work and to spend time with his children. Second, the father had experiences of a caregiver and secure-base for his ones. Also, he experienced intergenerational transmission of his parental role. Third, the father's role was maintained even after parental leave. Conclusion/Implications: The decision to take parental leave was a process of conformation of one's own decision. The parental role of the father was experienced through daily life and interaction with his children. And that continued even after parental leave.

• Journal of Digital Convergence
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• v.15 no.9
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• pp.65-78
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• 2017

This study aims to analyze whether both childcare subsidy and childcare leave policies have moderating effects on the relationship between Korean women's value of children and their intentions for subsequent childbirth. The data are used from the 2015 National Survey on Fertility and Family Health and Welfare. Both hierarchical multiple regression analysis and moderated regression analysis are used for statistical analysis. The findings from the study are as follow. First, the ideal number of children, instrumental values, and emotional values have positive effects on the intentions for subsequent childbirth after controlling for background variables(level of education, income, age, and number of children). Second, childcare leave policy has no significant effect on the intentions for subsequent childbirth while childcare subsidy policy has the negative effect. Third, only childcare subsidy policy has moderating effects on the relationship between instrumental, emotional values, and the intentions for subsequent childbirth. These results suggest that policies enhancing the value of children should be implemented in addition to traditional birth rate policies. Furthermore, new birth rate polices are needed for those married women who have a high possibility of subsequent childbirth.

• Korean Journal of Social Welfare Studies
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• v.47 no.3
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• pp.35-60
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• 2016

This study analyzes the unequal distributional effect of threesome of family policy(child benefit, childcare services and parental leave) focusing on family income, mother's status in labor market in Korea. To measure the unequal distributional effect of family policies, this study used the quantile analysis. The results of this study are as follows. First, in terms of childcare service and parental leave, there is some difference of the rate of use by family income and mother's status in labor market. Second, total public fund for childcare services, child benefits and parental leave are high in fourth income quintile, and mothers work regularly. Third, public fund is high in fourth income quintile, dual earners, mothers work regularly, the family has many number of child, and is high educational level of parents. Finally, the results of quantile regression show the biggest factors of unequal distribution of family policy are mother's stable work and it deepens the inequalities and differences. Based on these results, this article suggests that more equal right to access and use family policy regardless of the type of employment, adequate minimum income through income transfer, and universal application of the policy.

• Journal of Family Resource Management and Policy Review
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• v.24 no.2
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• pp.1-21
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• 2020

The purpose of this research was, first, to classify work-life satisfaction among married wage workers aged 20-59 years into several distinct types based on two dimensions of work and life, using data from the 20th(2017) wave of the Korean Labor & Income Panel Study. Second, the study aimed to assess the differences in socio-demographic characteristics (sex, age, educational level, average monthly income), and workplace-related variables (weekly working hours, full-time employment, job stability, business type, family-friendly leave policies) by work-life satisfaction type. Accordingly, four types of work-life satisfaction were identified: work-life satisfaction, work-life dissatisfaction, work satisfaction, and life satisfaction. There was a significant difference in the type of work-life satisfaction among married waged workers based on sex, age, educational level, and average monthly income. Additionally, there was a significant difference in the type of work-life satisfaction for all workplace-related variables, namely, weekly working hours, full-time employment, job stability, business type, and family-friendly leave policies. In particular, proportionally higher values of work-life satisfaction were evident among the workers in companies with family-friendly leave policies such as paid leave, menstrual leave, maternity leave, childcare leave, and family events leave, whereas there was a high rate of work-life dissatisfaction among the workers in companies without family-friendly leave policies.

• Korean Journal of Human Ecology
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• v.14 no.4
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• pp.531-546
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• 2005

This study is to examine current child care support policies and their limitations and to make some suggestions by means of statistics and previous literature. Major findings are as follows: First, As the women have younger children, the effect is more negative. Second, a maternity leave of Korea is 90 days, which is below ILO standard. Moreover, it is not well supported by the companies they work for. Third, the increasing number of men has spent a paternity leave since the pertinent law was enforced in 2001. The rate of spending the leave, however, is not as high as expected, because it has not yet been decided whether the leave would be paid or not. Lastly, the number of the employer-supporting child care center is rather few due to the legal standard of the facility and the expense that a company should cover. Only 46.5% of the companies that has been appointed to obligatorily establish the center now operate the facility. Therefore, child care support policies should be reformed or improved to help reduce married women's child care burden obviously hindering women from being employed, and this will consequently promote their economic activities. It is also urgently required to expand the application of the parental leave in terms of both object and scope. It is important that employers and employees get ready to compromise each other on the wage issue during the leave. In addition, the flexibility in period and form of the parental leave and the connection of working places with local community for better child care service must be taken into consideration.

• Korean Journal of Childcare and Education
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• v.20 no.2
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• pp.127-143
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• 2024

Objective: The purpose of this study is to develop a machine learning model to predict the subsequent childbirth intention of married women with one child, aiming to address the low birth rate problem in Korea, This will be achieved by utilizing data from the 2021 Family and Childbirth Survey conducted by the Korea Institute for Health and Social Affairs. Methods: A prediction model was developed using the Random Forest algorithm to predict the subsequent childbirth intention of married women with one child. This algorithm was chosen for its advantages in prediction and generalization, and its performance was evaluated. Results: The significance of variables influencing the Random Forest prediction model was confirmed. With the exception of the presence or absence of leave before and after childbirth, most variables contributed to predicting the intention to have subsequent childbirth. Notably, variables such as the mother's age, number of children planned at the time of marriage, average monthly household income, spouse's share of childcare burden, mother's weekday housework hours, and presence or absence of spouse's maternity leave emerged as relatively important predictors of subsequent childbirth intention.

• 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.