공공기관의 여성 비율이 조직성과에 미치는 영향 : 대표관료제, 적극적 고용개선조치 이론을 기반으로 = The effect of female ratio of public institutions on organizational performance

다국어 초록 (Multilingual Abstract)

Cox & Blake(1991) suggests that the presence of women managers in companies increases the value of the companies, and argues that the presence of women managers improves the performance of the companies. In other words, this kind of argument is used as a basis of encouraging women’s social participation in more objective perspective by focusing on the value of women through employment participation rather than a simple argument that women should participate because simple men account for more percentages in employment.
Nevertheless, the rate of women managers which indicate social participation for women was found to be very low in Korea due to limited employment opportunities, high career interruption, low child care investment and high care labor.
Regarding social participation of women as such, rather than discussing only on the basis of difference in gender, scholars have claimed justification by conducting empirical studies on the positive aspects of women's social participation in connection with organizational performance and corruption, but the truth is that not many studies like these are carried out in Korea recently.
Therefore, in this paper, we tried to analyze with questions such as ‘How does the rate of women manager affect the organizational performance?’ and ‘How does the rate of women workers in public organizations affect the organizational performance?’ in order to conduct the empirical studies for balanced hiring for women workers and women managers in public organizations prior to ‘the promotional plan of government-wide expansion of balanced hiring policy’.

국문 초록 (Abstract)

Cox & Blake(1991)는 기업의 여성관리자, 여성근로자의 존재는 조직성과를 향상시켜, 기업의가치를 더욱 높인다고 논의하였다(Sandroff, 1988; Trost, 1989; Wright, Ferris, Hiller & Kroll, 1995). 이와 같은 논의는 고용에 있어 단순히 남성이 많은 비율을 차지하기 때문에 여성이 참여해야 한다는 논리가 아닌, 여성의 고용증가를 통한 여성노동력이 창출하는 가치에 더 중점을 두는 것으로 좀더 객관적인 시각에서 여성의 사회참여를 독려하는 근거로 활용되고 있다.
특히, 여성의 사회참여 증진을 위해 학자들은 성별의 차이만 가지고 논의하기보다는 조직의성과, 부패 등의 가치적 요소와의 연결을 통해 여성의 사회참여로 인한 조직의 긍정적인 면에대한 실증연구를 수행함으로써, 이에 대한 정당성을 제시해왔다.
그럼에도 불구하고 한국의 경우 여성들의 제한된 취업기회, 높은 경력단절, 낮은 보육투자와과중한 육아 책임 등으로 인하여, 여성의 사회참여와 의사결정의 핵심 역할인 여성 관리자 비율이 OECD 국가 중 상대적으로 매우 저조한 것으로 나타나고 있다. 이에 정부의 정책적 노력에도 불구하고 사회적으로 여성의 사회참여 활성화를 지지할 환경이 마련되지 않고 있다.
본 연구는 공공부문 차원에서 실시하고자 하는 ‘범정부 균형인사 정책 확산 추진계획’에 앞서현재 공공기관의 여성 관리자, 여성근로자의 사회참여가 조직성과에 미치는 영향에 대한 실증분석을 시도하고자 한다. 이를 통해, 단순히 성별 차이를 극복하기 위해 여성의 사회참여를 제고해야 한다는 것이 아닌, 궁극적으로 여성의 사회참여로 인한 사회적 가치창출에 대한 논의를 함으로써, 여성의 사회참여가 활성화 될 수 있는 근거를 제시하고자 한다.

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