• 치위생과학회지
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• 제23권4호
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• pp.396-407
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• 2023

Background: This study investigated the awareness and utilization of maternity protection and work-family balance support policies among dental hygienists in dental hospitals and clinics. Methods: We surveyed 200 dental hygienists. Twenty-two who did not meet the inclusion criteria were excluded, leaving 178 participants for analysis. The self-administered 48-item questionnaire gathered information on demographics, workplace details, policy awareness, government knowledge, and suggestions for improvement. Results: Awareness of maternity and family support programs significantly differed with age, marital status, number of children, and clinical experience. Dental hygienists in general hospitals and university hospitals reported greater ease of utilizing these policies compared to those in dental clinics. Among the participants, 27.7% took pre- and post-maternity leave, 26.6% took parental leave, 16.9% had reduced working hours during pregnancy, 15.8% had reduced working hours during childhood,and 8.5% during family leave. To promote program uptake, participants suggested mandatory implementation across workplaces (68.4%), expanded support for substitute workers (48.6%), and increased education and promotion of government support (42.4%). Conclusion: While most dental hygienists were aware of the Maternity Protection and Work-Family Balance Assistance Policy, utilizing it proved challenging due to several factors. Organizational policies or practices may not fully implement this policy, while workplace culture could discourage its use. Unfair treatment and the lack of available substitutes further hindered access. To prevent career interruptions for dental hygienists due to pregnancy, childbirth, childcare, and family care, and to maintain career continuity, the dental community and government should establish a multifaceted social support system. This system should prioritize several key areas: strengthening policy promotion, fostering a family-friendly atmosphere, improving management and supervision of policy implementation and developing a robust support system for substitute personnel.

• 치위생과학회지
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• 제23권4호
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• pp.361-368
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• 2023

Background: This study aims to investigate the perceptions of dentists and dental hygienists regarding quality dental job conditions and to identify differences in perceptions based on job type. Methods: As a result of conducting face-to-face and online surveys, data from a total of 132 people were analyzed. In order to investigate the perception of quality job conditions, the importance of a total of 13 items was investigated, and the work policies and job satisfaction of the current workplace were examined. Since the data did not follow a normal distribution, a non-parametric test, the Mann-Whitney U test, was performed. Results: Both dentists and dental hygienists perceived income and working hours to be of priority importance for quality job conditions. Dental hygienists valued holiday support and welfare, human relations, and personal development potential more than dentists (p<0.05). Looking at differences by job type, dental hygienists rated all conditions as more important than dentists except income, indicating a statistically significant difference (p<0.05). In terms of the work policies, 96.2% of the practices in the study were required to have the four types of social security contributions, but fewer had flexible working hours (19.7%), healthcare support (23.5%), and incentives (25.0%). Of the participants, 60.6% had parental leave available at their workplace, and dental hygienists had statistically significantly higher job satisfaction when parental leave was available (2.57 points) than when it was not (p<0.05). Conclusion: Quality dental jobs are an important factor in keeping workers happy and maintaining an efficient practice. Dental practice owners need to pay attention to the quality of jobs required by the dental workforce, provide flexible working hours and welfare programs such as parental leave, and create a workplace atmosphere and human resource management system that supports the use of these programs.

• 한국콘텐츠학회논문지
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• 제16권8호
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• pp.59-70
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• 2016

본 연구는 출산율 제고를 위한 지자체별 강조할 정책을 파악하고자 시도별 합계출산율에 영향을 미치는 요인 - 2005~2014년까지의 지자체별 보육시설수, 육아휴직급여, 여성고용률, 여성총근로시간 - 을 패널분석하였으며 그 결과는 다음과 같다. 먼저, 2005~2014년 패널분석에서는 고정효과모형이 가장 타당한 모형으로 검증되었으며, 육아휴직급여는 정적인 영향을, 보육시설수와 여성총근로시간은 합계출산율에 부적인 영향을 미쳤다. 둘째, 저출산 고령사회 기본계획 실시 이전과 실시 기간별로 영향요인을 분석한 결과, 보육시설수는 지속적으로 부적(-) 영향을 미치는 것으로 나타났다. 셋째, 지자체별로 볼 때, 부산/대구/광주는 보육시설수(-), 육아휴직급여(+), 울산/충북/전남은 육아휴직급여(+), 제주는 여성총근로시간(-)이 유의미한 변수로 나타났으며 그 외의 지역은 유의미한 변수가 없었다. 본 연구는 지자체별 합계출산율에 영향을 미치는 변수가 차이가 있으며 그 중심에 보육시설수와 육아휴직급여가 있다는 것을 확인한 것에 의미가 있다.

• 사회복지연구
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• 제47권3호
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• pp.35-60
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• 2016

본 연구는 보육을 둘러싼 갈등이 계속적으로 심화되는 한국사회에서 공보육서비스, 부모휴가급여, 양육수당 등 대표적인 가족정책을 통한 급여가 가구소득, 엄마의 노동시장에서의 지위 등 계층에 따라 불평등하게 분배되고 있는 양상을 분위회귀분석(quantile analysis)을 통해 실증적으로 분석하였다. 분석의 결과는 다음과 같다. 첫째, 보육서비스와 휴가급여 측면에서 모두 가구소득과 여성의 노동시장에서의 지위에 따라 이용률에서의 차이가 발견되었다. 둘째, 가족정책을 통한 지원금의 수준이 가구소득 4분위, 어머니가 상용직인 집단에서 가장 높게 나타났다. 셋째, 다중회귀분석 결과, 1분위를 기준으로 4분위, 맞벌이가구, 어머니가 상용직인 경우, 그리고 미취학 자녀수가 많고 부모 학력이 높을수록 가족정책을 통한 지원금의 수준이 증가하였다. 마지막으로 분위회귀분석을 통해 가족정책 지원금 불평등의 영향요인을 분석한 결과, 전업모를 기준으로 상용직이라는 엄마의 안정적인 근로형태가 가족정책 급여의 차이와 불평등을 심화시키는 대표적인 요인으로 나타났다. 이러한 분석 결과를 토대로 본 연구에서는 한국의 가족정책이 가진 보편성과 재분배 속성이 구현되기 위한 방안으로서 근로형태에 관계없이 정책 접근 권리에 대한 평등한 보장, 이전소득을 통한 저소득가구에 대하여 최저소득 보장, 정책의 보편적 적용의 보장 등을 제안하였다.

• 한국사회복지학회:학술대회논문집
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• 한국사회복지학회 1999년도 추계학술대회
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• pp.187-212
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• 1999

Parental leave in Sweden is a part of the health insurance in national social insurance system. It has two kinds of benefits. One is parental cash benefit paid for both husband and wife on the occasion of child birth, currently 450days for each child. The other is temporary parental cash benefit when a child under the age of twelve or a caretaker for him is illness, which is six months for a child a year. Parental insurance in Sweden permits parents to take care of their children just after birth at home with the amount of 80% of monthly income for 360 days and 60 Swedish krone each day for 90 days more. It also permits parents with children under the age of eight of part-time work and return to former job at full-time base when they want. It consequently entourage women's economic activity in her whole life and contributes to promotion of equality in sex roles between husband and wife. This insurance scheme is beneficient in that it enhances individual and family welfare and also secures labour force. This case study on Swedish parental insurance offers implication how to resolve the conflict between women's increased demand for economic activity and maternal role.

• Human Ecology Research
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• 제57권3호
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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.

• 한국콘텐츠학회논문지
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• 제14권2호
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• pp.234-246
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• 2014

본 연구에서는 지역사회복지관에 근무하는 기혼 여성사회복지사의 근무환경이 얼마나 가족친화적인지 분석하고 여성사회복지사들의 일-가정양립 실태를 파악하고자 한다. 이를 위해 설문조사와 인터뷰 조사를 행한 혼합적 연구방법을 사용하였고, 설문지 대상자는 전국 4개 도(서울, 경기도, 강원도, 경상도)의 지역사회복지관에 근무하는 82명의 기혼 여성사회복지사로, 이 중 10명을 선정하여 인터뷰 조사를 실시하였다. 분석 결과, 산전 후 휴가는 긍정적으로 사용되고 있는 반면 유연근무제 및 육아휴직제도의 사용은 저조하였다. 이에 영향을 미치는 원인으로 기관의 분위기, 대체인력 채용의 어려움, 휴직 시 동료에게 전가될 수 있는 업무량으로 인한 관계 우려 등이 나타났다. 또한 업무량의 과도한 집중화로 인한 출퇴근 시간의 불규칙성이 일-가정양립에 부정적으로 영향을 주었다. 마지막으로, 복리후생제도로 자녀학비 지원 및 직장 내 어린이집을 비롯하여 어린이집 사용에 대한 기관의 지원에 대한 욕구가 높다는 것이 확인되었다.

• 한국보육지원학회지
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• 제9권1호
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• pp.81-100
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• 2013

본 연구는 정부의 영아 무상보육 정책과 관련된 논란과 쟁점을 정리 분석하고 향후 우리나라 0~2세 영아보육 정책이 나아가야 할 발전방향을 제안하고자 하였다. 본 연구의 분석을 위해서 그동안 정부에 의해 발표된 영아 보육정책과 영아보육 통계 그리고 2012년 영아 무상보육과 관련된 일간지의 기사 등의 자료를 수집하였다. 본 연구의 분석결과 출산휴가와 육아휴직제도의 안정적인 실시, 맞벌이 부부에 대한 보육료 지원의 형펑성 확보, 양육보조금의 현실화, 부모의 어린이집 선택권 확대, 소규모 가정보육제도의 도입, 그리고 영아발달에 대한 지식과 육아정보의 제공 등을 영아보육정책의 발전방안으로 제안하였다. 본 연구의 제안은 영유아의 요구와 필요를 최우선적으로 고려하고 부모의 요구에 부합하는 실효성 있는 영아보육정책을 개발 실행하는데 도움이 될 것이다.

• 가족자원경영과 정책
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• 제18권2호
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• pp.17-35
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• 2014

This study analyzes the transition of the Family-Friendly Index from 2007 to 2012. This index was developed using a questionnaire survey that is distributed to listed companies and public institutions every year by the Ministry of Gender Equality & Family(MOGEF) and the Family-Friendly Support Center. The Family-Friendly Index contains an introduction to and the practical use of family-friendly regulations and programs, such as flexible working systems, parental leave, family leave, EAP, and family-friendly culture. The number of companies involved in the Family-Friendly Index is increasing every year, and has increased from 41.7 in 2007 to 58.9 in 2012. In particular, family-friendly companies testimonialized by the MOGEF are using more family-friendly programs than other company.

• 가정과삶의질연구
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• 제31권4호
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• pp.83-96
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• 2013

This study aims to suggest the alternative policies and practices which policy makers can introduce and enlarge for work-family balance of employees. For purpose, this study analyzed the regulation of work time and parental leave benefits of employees. And the results of major projects in family friendly support services were examined. Based on these assessment, this study suggested various flexible work arrangements, papa's quota system in parental leaves, various family leaves for family care, establishment of FFSC in every metropolitan area, diversification of consulting project, and enlarging of certification project on family friendly workplace.