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청년 남녀의 사회경제적 특성 및 세대관계 특성이 결혼의향에 미치는 영향
권소영 ( Kwon Soyoung ),강시은 ( Kang Sieun ),엄세원 ( Oum Sewon ),박지수 ( Park Jisoo ),이재림 ( Lee Jaerim ) 한국가족관계학회 2017 한국가족관계학회지 Vol.21 No.4
Objectives: We examined which socioeconomic and intergenerational characteristics were associated with the level of intention to marry among Korean men and women in young adulthood. Method: Data came from 351 men and 391 women who were 25-34 years old, had never been married, and had at least one living parent. We conducted multiple regression analyses by gender after controlling for age and current romantic relationship. Results: Among the socioeconomic characteristics, more years of education was linked to both men`s and women`s higher levels of intention to marry. For women, having a secure, full-time job was related to greater intention to marry. For men, the higher their subjective socioeconomic status, the greater their intention to marry. Among intergenerational characteristics, both men`s and women`s positive attitudes toward supporting elderly parents were related to a higher level of intention to marry. For men, the frequency of providing instrumental support for their parents was negatively associated with the men`s intention to marry. For women, higher levels of agreement with parents` responsibility to support their adult children as well as greater affection for their parents were positively related to greater intention to marry. Conclusions: The findings suggest that young adults` socioeconomic resources and the family context are important predictors of young adults` marital intentions. The results also reveal gender differences in the factors associated with young adults` marital intentions.
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한국인의 문화적 자기관과 감정표현불능증의 관계: 세대에 의해 조절된 정서표현양가성 및 정서억제 연속매개과정 모형
김해진,권소영,정선호,이동훈,Haejin Kim,Soyoung Kwon,Sunho Jung,Donghoon Lee 한국문화및사회문제심리학회 2023 한국심리학회지: 문화 및 사회문제 Vol.29 No.2
The traditional Korean society has been classified as an Eastern collectivist culture, but in the flow of globalization and digitalization along with the post-Cold War era of the 1970s, Western individualistic culture and values quickly permeated the Korean younger generation. Since rapid changes occurred within a short period of time, there may be differences in cultural self-construal between generations living in the same era. Due to this, psychological problems related to emotional expression and suppression may appear differently depending on generations. Therefore, in the current study, 1,000 Korean adult men and women from their 20s to 60s were investigated for their level of independent and interdependent self-construal, alexithymia, ambivalence over emotional expression(AEE) and emotional suppression(ES). Then the relationship between the variables(self-construal and alexithymia,) and the mediating process of AEE and ES were examined. The generation of participants were divided into the industrialization cohort (birth year < 1970) and the digitalization cohort (birth year starting from 1970). Using the PROCESS macro(Hayes, 2022), we tested a serial mediation model of AEE and ES between the relative independent self-construal(RIS) and alexithymia. The results indicate that the level of alexithymia increases by the serial increase of AEE and ES when RIS decreases. Next, we examined a moderation effect of generatione on the mediation process of AEE and ES, and found that generation moderates the relationship between ES and alexithymia. That is, the effect of ES on alexithymia is significant for the digitalization cohort, while it is not significant for the industrialization cohort. The current results imply that emotion regulation strategies of Koreans have been differently developed according to prevailing cultural values in each generation, and that the negative influence of emotion suppression could be different according to the cultural background of each generation.
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강민정(Kang, Minjung),권소영(Kwon, Soyoung) 계명대학교 여성학연구소 2020 젠더와 문화 Vol.13 No.1
본 연구는 민간기업의 여성임원에 초점을 맞추어 여성임원 확대의 장애요인을 분석하고, 여성임원 확대를 위한 기업과 정부의 장기적 정책방안을 제시하고자 하였다. 이를 위해 이론적 논의를 검토하였으며, 향후 임원이 될 가능성이 높은 여성임원 후보군(차·부장급)을 대상으로 FGI를 실시하여 개인적 차원, 조직적 차원, 정책․제도적 차원으로 나누어 여성임원이 적은 이유와 여성임원 확대를 위해 필요한 지원방안을 모색하였다. 그 결과로 향후 장기적인 관점에서의 기업과 정부의 정책지원, 여성 중간관리자 육성에서부터의 적극적조치, 공정한 인사관리, CEO와 경영진의 마인드 변화, 여성리더 육성을 위한 교육 및 네트워크 지원 등을 제안하였다. The purpose of this study was to analyze the obstacles to expansion faced by female executives, by focusing on female executives in private enterprises, and to suggest long-term policy measures that companies and governments might consider in order to expand the ratio of female executives. To this end, various theoretical resources were reviewed, focusing on reasons for the low number of female executives, and the necessary support measures for expansion were explored. For the purposes of the study, female executives were classified by individual, organizational, policy and institutional levels, considering those likely to become executives in the prospective promotion lists (deputy general managers and general managers). As a result, in the long-term perspective, it is suggested that corporate and governmental policy should support affirmative action for fostering female middle managers, fair personnel management, and changing the mindset of CEOs and executives, along with training and network support for prospective female leaders.
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중소기업의 여성인력활용제도 정착 및 확산을 위한 정책과제 : 경력개발과 일·가정 양립 지원을 중심으로
강민정(Minjung KANG),권소영(Soyoung KWON),임희정(Heejung LIM) 한국여성정책연구원 2016 한국여성정책연구원 연구보고서 Vol.2016 No.-
The purpose of this study is to propose policies that are suitable for the characteristics of SMEs so that they can enhance corporate’s performance by actively utilizing female workforce. In this study, it is expected to distinguish characteristics of SMEs, present policy alternatives that are appropriate for their traits. In addition, some of their successful examples can motivate other SMEs to utilize female workers. We surveyed 550 HR managers of SMEs in four industries with a relatively large number of married women in 20s and 30s(manufacturing, publishing, media·broadcasting·communication and information services, professional science and technology services, and healthcare) to analyze the level of utilization of female workers, the status of work-family balances, the level of implementation of related systems, and policy demands. We also performed FGI to the HR managers and female workers. According to this research, it has been difficult to use work-family policies because of concerns about the vacancies of female workers due to pregnancy, childbirth and child-raising. It is also burdened for companies to implement those policies due to corporate culture and working system. In spite of various policies about supporting work-family balanaces, SMEs even do not know about those policies, and the ratio of utilization is very low. On the other hand, there are companies that used the flexible work system such as telecommuting system depending on the traits of the work. And there are lots of needs for reasonable personnel management systems, manuals and education. In particular, the CEO s willingness is more important for SMEs, so there is a great demand for awareness improvement projects targeting to CEOs. In order to enhance the competitiveness of companies, it is necessary to actively utilize excellent female workers and support work-family balances policies. Based on the results of analysis, this study suggest policy improvement issues such as the improvement of maternity protection system, diversification of substitute workers service, strengthening of policy implementation system, extension of flexible work system according to the characteristics of the enterprise, promotion of consumer oriented policy, education for changing corporate culture and improving CEO s mind. 가. 서론 1) 연구의 필요성 및 목적 □ 저출산·고령화 현상이 심화되고, 여성들의 인적자본 수준이 점차 높아지면서 여성인력 활용에 대한 필요성이 증대되고 있으나, 기업 현장에서는 여성인력을 충분히 활용하지 못하고 있음 □ 여성인력의 활용과 확대를 위해서는 경력개발과 연계된 일·가정 양립이 가능한 고용환경 조성이 무엇보다 중요함 - 경력개발에 있어서 중요한 시기에 여성들은 대부분 결혼·임신·육아와 같은 생애주기 사건을 경험하기 때문에 이 시기의 경력유지가 향후 여성들의 경력개발에 관건임. 기업 입장에서도 20대에 진입한 여성들이 30~40대 이후까지 높은 노동시장 성과를 유지할 수 있다면 기업성과에도 도움이 될 것임. □ 본 연구에서는 중소기업이 적극적으로 여성인력을 활용하여 기업성과에도 기여할 수 있도록 중소기업 특성에 적합한 정책적 지원방안을 모색하고자 함. - 중소기업은 그 규모와 업종 등 특성이 다양하기 때문에 중소기업의 특성(규모, 업종, 여성비율 등)을 구분하여 그 특성에 맞는 제도나 프로그램을 통해 기업성과에 기여할 수 있는 방향으로 정책적 대안을 제시하고자 함. - 또한 다양한 우수 중소기업 사례들을 발굴하고자 함. 본 연구를 통해 여성인력을 잘 활용하여 경영성과를 이룬 중소기업 사례를 발굴하여 홍보한다면, 유사한 특성을 가진 중소기업에 여성인력활용에 대한 동기를 부여할 수 있을 것으로 기대함. 2) 연구방법 및 내용 □ 선행연구 및 기존자료 검토 - 국내외 관련 선행연구 검토 - 국내외 중소기업의 여성인력 활용과 일·가정 양립 우수사례 검토 □ 기존 자료 분석 및 관련정책 검토 - 기초자료 재분석을 통한 중소기업의 여성인력활용 현황 파악 - 관련정책 소개 및 제도 성과 분석 □ 중소기업 특성별 정책수요 조사 - 조사목적: 중소기업의 규모, 업종, 여성근로자 비중 등을 고려한 여성인력활용 실태 및 정책적 수요 파악 - 조사대상: 특성별로 안배하여 총 500개 이상 중소기업 인사담당자 - 조사방법: 면접조사 - 조사내용: 여성인력활용관련 제도(경력개발과 일·가정 양립 지원제도) 도입여부 및 활용 정도, 여성인력활용과 일·가정 양립에 대한 인식 및 정책적 수요 등 □ 중소기업 특성별 인사담당자 및 여성근로자 FGI - 조사목적: 여성인력활용제도 도입과 활용에 대한 애로사항 및 우수사례 발굴 - 조사대상: 특성별 여성인력활용 우수기업 인사담당자 및 여성근로자 □ 관계자 간담회 및 포럼 개최 - 중소기업 관련기관 담당자 간담회 및 전문가 자문회의 - 중소기업 여성인력활용 활성화를 위한 포럼 개최
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