女性婚育阶段离职原因的探讨被忽略的劳动场区隔作用.PPTVIP

張晉芬中央研究院社會學研究所2007/3/28 將婚育階段視為離職原因的盲點 婚育階段離職原因的實證分析 勞動市場區隔對於女性婚育離職的影響 當收入僅足以餬口 影響女性勞動參與穩定性的因素 將婚育階段視為離職原因的盲點 Getting married, becoming pregnant, and/or giving birth (MPB) should be viewed as events in the life course, rather than as causes accounting for job quit decision by women. 並不是所有的女性都會在婚育發生時 離職。 #1: Using Marital status to replace gender as the primary factor of determining who would be the major care-taker of family members. Many women quit jobs at life-course stages other than MPB in their life course. For instance, single women taking care ageing, handicapped family members, or siblings’ children; elderly women taking care older husbands or grandchildren, or themselves… Thus, by focusing on MPB we may overlook job quit patterns of women because of other events. 婚育離職的年齡差異 李大正、楊靜利（2004）圖1 By treating MPB as causes, we would naturally focus on how to prohibit discrimination against married or pregnant women in the workplace, and how to alleviate women’s burden of child care, such as the provisions specified in Gender Employment Equality Act ― penalty for discrimination, paid maternal leave, unpaid paternal leave, flexible time arrangements… 多數的規範圍繞在女性生育、育嬰的需求。 這個法案最有用的狀況是：當雇主拒絕某些要求時，受雇者可以援用法條控告雇主。 本人在 Current Sociology 的一篇文章 “The employment discontinuity of married women in Taiwan: Job status, ethnic background and motherhood” 文章中的主要論點：Getting married, becoming pregnant, and/or giving birth (MPB) should be viewed as events in the life course, rather than as causes accounting for job quit decision by women. 利用台灣社會變遷基本調查四期二次（2001年）家庭組的資料； 其中有一組問題是關於女性離職的原因，及受訪者與配偶的工作狀態； 理論觀點：性別角色態度 (motherhood)、夫妻各自成長背景 (ethnicities)、女性在勞動市場上的相對優勢地位、工作滿意度，都會影響女性以不同的原因離職。 藉由對照影響不同離職原因的因素，以發掘工作特性的影響，藉以驗證以下之命題： 1）許多女性確實在婚育階段離職，但婚育不是所有女性在這個階段離職時唯一的考慮； 2）具有某些特性的女性會比其他的女性較可能因為婚育而離職。 Labor market segmentation by gender significantly affects the employment stability of married women. The results indicate a complex decision-making process whe