육아휴직제도의 상쇄효과(trade-off)에 관한 연구: 조직구성원의 일-가정양립을 중심으로

This paper aims to find an empirical evidence of how the organizations would respond to the vacancy of parental leavers. Despite organizational workers are available to use parental leave policy, not much improvement of work-family balance has been made in reality. This problem may result from the passive response of organization to the policy. Thus, our study assumed that there will be a trade-off relationship among members in the organization with respect to parental leave policy and work-family balance issue. The result of analysis on Korean local enterprises shows that the increase of parental leaver ratio in organization raises overall level of overtime work payments and the proportion of temporary worker who are excluded from permanent position change as well. These organizational response to parental leave policy imply that organization rather tend to evade the responsibility of work-family balance issue for members than respond to the issue actively. Specifically our study may give the evidence that once a regular full-time employee utilize parental leave policy, organizations tend to let the others do extra work or use short-term human resource for cutback management, which one’s work-family balance may transit to others’ work-family conflict. These results would build foundation for causing conflict among employees, making difficulties for cultural improvement for work and family balance. Furthermore, the results imply the possibility of polarization on labor quality in the long term. Therefore, our research suggested the importance of utilizing high qualified substitute laborers and expansive compensation for substitute laborer employment.