Chung, Heejung (2019) Why Flexible Working Alone Will Not Fix Pressing Issues of Work-Life Balance and Gender Equality / 일·생활 균형 및 성평등 현안과 유연근로제의 한계. Global Social Security Review 국제사회보장리뷰, 8 . pp. 49-60. ISSN 2586-0844. (KAR id:73327)
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Abstract
한국 정부를 포함한 많은 정부가 근로자의 일·생활 균형을 강화하고 노동시장의 성평등을 촉진하기 위한 방안으
로 유연근로제(flexible working)를 검토하고 있다. 그러나 유연근로제는 제도가 도입될 곳의 근로 문화와 성
규범 환경에 따라 오히려 전통적인 성역할을 굳히거나 일과 가족 간의 갈등을 심화시킬 수도 있다. 이 글에서는
유럽과 미국의 자료들을 인용해 왜 이런 일이 일어날 수 있는지를 설명한다. 또한 근로시간을 축소하고 할당제
부성휴가(ear-marked paternity leave)와 같은 가족정책을 도입하는 것이 유연근로제의 원래 목적을 달성하
는 데 왜 필수적인지를 밝히고자 한다.
Many governments, including the Korean government, are considering flexible work arrangements as a way to enhance work-life balance and promote gender equality in the labor market. However, depending on the working culture and the sex education environment where the system is to be introduced, the flexible working system may strengthen the traditional sex role or deepen the conflict between work and family. This article cites European and American sources to explain why this can happen. We also want to clarify why it is essential to reduce the working hours and to introduce family policies such as quota-leave, to achieve the original purpose of the flexible work system.
Item Type: | Article |
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Subjects: | H Social Sciences > HQ The family. Marriage. Women |
Divisions: | Divisions > Division for the Study of Law, Society and Social Justice > School of Social Policy, Sociology and Social Research |
Depositing User: | Heejung Chung |
Date Deposited: | 02 Apr 2019 14:30 UTC |
Last Modified: | 16 Feb 2021 14:03 UTC |
Resource URI: | https://kar.kent.ac.uk/id/eprint/73327 (The current URI for this page, for reference purposes) |
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