이 글은 KLIPS 자료를 이용하여 1950년대와 60년대의 출생코호트별로 유자녀 기혼부부의초기양육기 일-가족 분담 패턴에 내재한 젠더 질서의 변화(지속)를 분석하였다. 이를 위해가족/친밀성 영역에서의 후기 근대적 변화를 탈가족화와 재가족화의 이중성으로 인식하는벡과 벡-게른샤임의 논의, 부부들의 일-가족 분담 결정을 개인들의 ‘합리적 선택’, ‘자기 책임’으로 만들어버림으로써, 젠더 전형적인 삶을 강화하고 재생산하는 개인화의 역설에 대한논의들을 검토하였다. 부부의 직업경력은 초산 전년도에서 초산 후 2년까지 총 4년 동안의경제활동상태를 1년 단위로 구분하여 총16개의 경제활동 시퀀스를 만든 후, 이를 양육기 취업지속형, 양육기 취업단절형, 재취업형, 양육기 후 진입형, 미취업 지속형의 5개의 유형으로 분류하였다. 그런 다음, 남편과 아내의 직업경력을 통합하여 전통형, 역할역전형, 노동전념형, 역할교대형, 노동축소형의 5가지 일-가족 분담 유형을 구분하였다.
분석 결과, 첫째 자녀의 출산과 양육기 동안 부부들이 노동시장과 가족책임을 분담해 온방식은 최근까지 성별분업의 전통적 모델에서 크게 벗어나지 않았다. 특히 최근 코호트에서남편들의 고용이 불안정해지고 근로소득도 불충분해지고 있음에도 전통적 모델이 지배적인점은 남성생계부양자 모델의 물질적 기반은 해체되고 있으나 여전히 가족과 노동시장의 주요작동 원리로 남아있어 가족의 불안정성을 더욱 가중시키는 주요 원인이 된다고 볼 수 있다.
This study analyzes changes in gender order in the work-family division patterns of marital couples before and after their first childbirth by birth cohort from 1950s to 1960s, based on KLIPS data. For this end, this study also deals with the argument of Beck-Beck Gernsheim who recognizes post-modern changes in family/intimacy as duplicity of de-familization and re-familization, and a paradox of individualization that enhances and reproduces a typical lifestyle of gender by considering the decision on work-family division as individuals’ reasonable choice or their own responsibilities. Couples’ career is classified into five types by creating 16 work career sequences through classifying economic activities for four years (from the year before first childbirth to two years after first childbirth):consistent employment during childcare; suspension of employment during childcare;employment after childcare; consistent unemployment. Then, work-family division patterns are classified into the following models by integrating career of husband and wife: traditional model; reverse role model; labor-concentrated model; shift role model; cut-down labor model. The results of analysis are as follows. First, during the first childbirth and childcare, most couples belong to a traditional model in division of family responsibilities and labor market. Especially, according to the recent cohort, although the employment of husbands is not stable and their wages are insufficient, the traditional model is dominant. These factors are the main causes of instability of family because male breadwinner model has lost its basis but still remains as the main working force in family and labor markets.
This study analyzes changes in gender order in the work-family division patterns of marital couples before and after their first childbirth by birth cohort from 1950s to 1960s, based on KLIPS data. For this end, this study also deals with the argument of Beck-Beck Gernsheim who recognizes post-modern changes in family/intimacy as duplicity of de-familization and re-familization, and a paradox of individualization that enhances and reproduces a typical lifestyle of gender by considering the decision on work-family division as individuals’ reasonable choice or their own responsibilities. Couples’ career is classified into five types by creating 16 work career sequences through classifying economic activities for four years (from the year before first childbirth to two years after first childbirth):consistent employment during childcare; suspension of employment during childcare;employment after childcare; consistent unemployment. Then, work-family division patterns are classified into the following models by integrating career of husband and wife: traditional model; reverse role model; labor-concentrated model; shift role model; cut-down labor model. The results of analysis are as follows. First, during the first childbirth and childcare, most couples belong to a traditional model in division of family responsibilities and labor market. Especially, according to the recent cohort, although the employment of husbands is not stable and their wages are insufficient, the traditional model is dominant. These factors are the main causes of instability of family because male breadwinner model has lost its basis but still remains as the main working force in family and labor markets.
