This study aims at improving workplace conditions of women public employee. It is necessary to make family- friendly working environments in public sector for conciliating women worker's work and life as well as for improving the competitiveness of public service.
In the analytic framework, we identified workplace condition as ⅰ) sex discrimination in the recruitment and promotion, ⅱ)perception of sex discrimination and public culture, and ⅲ) workplace condition related to low birth rate.
Methodology in this study includes literature study and questionnaire survey. The survey was delivered to civil zservants who belong to some departments and agencies of central government.
The major findings of this study are as follows.
First, women public employees think that they are being more discriminated than men think.
Second, there are difference of recognition between men and women about the cause of discrimination in the promotion. Women attributed the discrimination to external factors, including discriminative culture and unfairness of performance appraisal, while men attributed the discrimination to women's passive attitude toward hard work or lack of ability to adapt easily to hierarchical organizational culture or male dominated organizational culture.
Third, both women and men think that there are no difference between women and men in the competency of leadership and performance of task, but women are higher than men in the level of ethics.
Fourth, the level of job satisfaction of women workers are lower than that of men, but women are more satisfied in their wage than man.
Fifth, women feel more trouble than men in conducting both work and household affairs. Women spent 1.9 times longer hours than men in household work and child rearing.
For enhancing the workplace conditions for women public officials, the following policy recommendations are presented.
First, More accessible and affordable child-care facilities should be established, especially workplace child-care facilities and public child-care facilities.
Second, we suggest that the increase of parental leave allowances, extension of substitute personnel pool, and the papa quota systems be provided.
Third, women workers prefer the 'flexible time' that is flexible in office hour according to their family life cycle. Fourth, we strongly suggest that we create gender equitable public organizational culture.
공직 여성근로자의 근무여건 개선방안
서울 : 한국행정연구원
|Series Title; No||KIPA 연구보고서 / 2007-23|
|Subject Country||South Korea(Asia and Pacific)|
|Subject||Social Development < Employment
Social Development < Gender