여성분야 균형인사정책의 효과에 대한 인식 차이와 영향요인
- 주제(키워드) 균형인사정책
- 발행기관 아주대학교
- 지도교수 권혁성
- 발행년도 2015
- 학위수여년월 2015. 2
- 학위명 석사
- 학과 및 전공 공공정책대학원 행정학과
- 실제URI http://www.dcollection.net/handler/ajou/000000019667
- 본문언어 한국어
- 저작권 아주대학교 논문은 저작권에 의해 보호받습니다.
초록/요약
본 연구는 여성채용목표제의 효과를 분석하고 정책 효과에 대한 인식의 차이를 살펴 보고자 한 것이다. 현황분석 결과, 양적인 측면에서 여성공 무원 수는 증가한 것으로 나타났다. 그럼에도 불구하고 정책결정권이 있 는 관리직과 주요 부처에서 여성공무원 비율은 아직까지도 매우 낮은 편 이다. 이와 같은 분석 결과는 여성이 정책결정과정에 참여할 수 있는 기 회가 사실상 적다는 것을 의미하는 것으로 여성공무원의 질적 대표성은 여전히 낮다고 할 수 있다. 설문조사를 통해 여성분야 균형인사정책의 효과에 대한 인식의 차이를 검증하였다. 차별의 경험과 관련해서는 보직배치, 업무 수행과정에서 상 대적으로 차별의 정도가 심한 것으로 나타났다. 차별의 원인에 대해서는 여성의 소극적인 업무 태도, 상급자의 여성 회피 등이 상대적으로 높은 비중을 차지하였다. 차별 경험에 대해서는 여성들이 남성들에 비해 상대 적으로 차별을 더 경험한 것으로 나타났다. 본 연구의 중요한 목적이라고 할 수 있는 정책효과와 관련해서는 응답 자들의 특성에 따라 통계적으로 유의한 차이를 보이고 있었다. 차별 감소 효과에 대해서는 여성들에 비해 남성들이 더 효과적인 것으로 인식하고 있었고, 8급 특채로 입직한 경우가 더 긍정적으로 인식하고 있었다. 여성 의 대표성에 효과에 대해서는 통계적으로 유의한 차이를 보이지는 않고 있었다. 남성들에게 역차별이 있는지에 대해서는 남성들이 더 그렇다고 인식하고 있었고, 연령이 증가할수록 역차별이 있을 것으로 평가하였다. 연구결과 여성분야 균형인사정책의 추진으로 공직 내 여성의 양적 비율 은 어느 정도 증가한 것으로 나타났다. 그럼에도 불구하고 내용적인 측면 에서 여성 공무원들은 대부분 하위직에 편중되어 있고, 주요 부처의 여성 공무원 비율이 낮은 것으로 나타났다. 따라서 향후 여성 공무원의 질적대표성을 높이기 위한 정책을 지속적으로 추진해야 할 것이다. 설문조사 결과에서 아직도 보직배치, 업무 수행과정 등에서 차별이 발 생하는 것으로 인식하고 있는 것으로 나타났다. 따라서 향후 공직 내에서 이와 같은 보직배치 및 업무 수행과정에서의 차별을 해소할 수 있는 정책 적 대안이 시급하다 할 것이다. 차별의 원인에 있어서 아직도 여성의 소 극적인 업무 태도, 상급자의 여성 회피 등이 존재하는 것으로 나타난 바, 지속적인 교육훈련과 홍보를 통한 인식의 개선이 우선시되어야 할 것이 다.
more목차
제 1 장. 서 론 ···························································································· 1
제 1 절. 연구 배경 및 필요성 ····································································· 1
제 2 절. 연구 목적 ························································································· 6
제 3 절. 연구 범위 및 방법 ········································································· 7
제 2 장. 이론적 배경 및 선행연구 ···························································· 8
제 1 절. 이론적 배경 ····················································································· 8
1. 대표관료제와 대표성에 대한 논의 ··················································· 8
2. 고용평등기회와 적극적 조치 ··························································· 14
제 2 절. 선행연구 분석 ··············································································· 18
1. 선행연구 검토 ····················································································· 18
2. 본 연구의 차별성 ··········································································· 26
제 3 장. 현황분석 ·························································································· 28
제 1 절. 우리나라 여성분야 균형인사정책의 도입 ······························· 28
1. 도입 배경 ····························································································· 28
2. 연혁 ······································································································· 29
제 2 절. 우리나라 여성분야 균형인사정책 추진현황 ··························· 34
1. 여성관리자 임용 확대 ······································································· 34
2. 여성 과장급 및 고위공무원 임용 확대 ········································· 37
3. 여성 채용목표제 ················································································· 39
4. 양성평등 채용목표제 ········································································· 43
제 3 절. 균형인사정책의 효과 ··································································· 45
1. 양적 대표성: 전체 여성공무원 수 변화 ········································ 45
2. 질적 대표성: 고위직 공무원 수 ······················································ 49
제 4 장. 조사 설계 및 자료 분석 ··························································· 58
제 1 절. 조사설계 ························································································· 58
1. 연구모형 ······························································································· 58
2. 조사내용 ······························································································· 59
제 2 절. 표본의 특성 ··················································································· 60
제 3 절. 타당성 및 신뢰성 분석 ······························································· 62
1. 타당성 분석 ························································································· 62
2. 신뢰성 분석 ························································································· 64
제 4 절. 분석결과 ························································································· 65
1. 응답분포의 차이 ················································································· 65
2. 응답평균의 차이 ················································································· 72
제 5 장. 결 론 ·························································································· 81
제 1 절. 연구결과 요약 ··············································································· 81
제 2 절. 정책적 함의 ··················································································· 82
< 참고문헌 > ···································································································· 84
< 부 록 > 여성분야 균형인사정책에 대한 인식조사 설문지 ············ 87
