사업장 규모와 조직 맥락에 따른 육아휴직 활용의 차이: 다층 로지스틱 회귀분석

This study analyzes the determinants of transitioning to parental leave among female employees who have used maternity leave, utilizing Employment Insurance administrative data. Based on the recognition that the actual use of parental leave is reconstructed within organizational contexts rather than being a mere individual choice, this study employs a mixed-effects logistic regression model to account for the hierarchical structure of individuals (Level 1) nested within workplaces (Level 2). The results reveal that approximately 45% to 49% of the total variance in parental leave utilization is explained by workplace-level differences (ICC = 0.45–0.49), empirically confirming that the organizational environment is a decisive factor in institutional access. Subgroup analysis by workplace size shows that smaller workplaces exhibit higher ICC values, suggesting that informal organizational norms and structural constraints on human resource management exert a more absolute influence on individual decision-making. Furthermore, while large-scale enterprises show active utilization across various demographics, access for younger and less-educated groups in small workplaces remains significantly limited, highlighting a polarization in policy usage based on organizational scale. These findings suggest that to promote parental leave, policy interventions must move beyond individual economic support toward structural interventions at the workplace level, specifically designed to address the blind spots in small-scale businesses