[논문]가족친화제도와 조직문화가 여성관리자의 출산의향에 미치는 영향

고선강

doi:10.6115/fer.2019.026

[국내논문] 가족친화제도와 조직문화가 여성관리자의 출산의향에 미치는 영향
The Influence of Family-Friendly Workplace Policies and Organizational Culture on the Willingness of Female Managers to Have a Child 원문보기

Family and environment research : fer, v.57 no.3, 2019년, pp.353 - 367

Abstract ▼ AI-Helper

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.

Keyword

질의응답

핵심어	질문	논문에서 추출한 답변
	본 연구에서 여성관리자들의 출산의향에 영향을 미치는 요인으로 연구할 것은 무엇인가?	이 연구의 목적은 기업의 가족친화제도와 조직문화가 여성관리자들의 출산의향에 미치는 영향을 연구하는 것이다. 구체적으로 기혼 여성관리자들의 개인적 특성, 직장 관련 특성을 통제한 후에 기업의 가족친화제도와 조직문화가 여성관리자들의 출산의향에 미치는 영향을 연구하고, 이를 첫 자녀 출산 의향과 둘째 자녀 출산 의향으로 구분하여 가족친화제도와 조직문화의 영향력의 차이를 분석하고자 한다. 본 연구의 결과는 기업의 가족친화제도 도입과 활성화 방안을 만드는데 적용될 수 있을 것이며, 정부의 기업에 대한 가족친화제도 지원 방향 수립에 기초적인 자료로 활용될 수 있을 것이다.
	저출산 사회에 20, 30대의 출산행태도 변화는 어떻게 나타났는가?	09보다 낮은 수치이다. 10년 넘게 지속되어 온 저출산 사회에서 여성들의 출산행태도 변화가 있었는데, 2018년에는 처음으로 20대 후반의 출산율이 30대 후반의 출산율보다 낮아졌다. 20대 후반의 출산율은 2008년 85.6에서 지속적으로 낮아져 2018년에는 41.0을 기록하였고, 30대 후반의 출산율은 2008년에 26.5에서 꾸준히 높아져 2018년 46.1을 기록하였다. 20대와 30대의 출산율은 전년대비 낮아진 반면 40대의 출산율은 조금씩 증가하는 모양새이다(Statistics Korea, 2019a).
	직장여성들의 출산 의향에 영향을 미치는 기업의 조직문화는 어떠한가?	직장여성들의 출산 의향에는 기업의 조직문화도 주요한 영향 요인이 될 수 있다. 근로자의 생산성과 직무 헌신이 직장에서 보내는 시간에 비례하는 것으로 간주되는 조직문화에서는 자신의 최대 시간을 업무에 투입하지 않으면 생산성이 떨어지고, 조직에 대한 책임감이 적은 사람으로 간주된다(Lewis, 1997). 이러한 조직문화에서 여성근로자의 출산과 양육자로서 역할 수행은 근로자의 생산성과 직장에 대한 헌신을 방해하는 것으로 인식되고, 출산을 한 여성근로자는 생산성과 업무에 대한 책임과 헌신이 부족한 사람으로 평가될 것이다.

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