Effective Ways to Inspire Substitute Working System of Korean Public Institutions

Due to the increase in the number of female population participating in economic activities in the Korean society, various maternity protection systems are currently in effect for female’s work-life balance that takes female’s lifespan characteristics into consideration. Moreover, substitute working system that helps reinforce manpower vacuum caused by the utilization of maternity protection system is being emphasized. However, most of the previous research on substitute working system are focused on discussing about systematic and effective alternatives for acquiring substitute workers, while there is a lack of research on perception of workers who are the ones actually accepting the substitute working system. With that said, this study aims to target workers in public institutions, and analyze influence factors for the workers’ reception of the substitute working system from a policy reception perspective. In specific, factors were first divided into two main factors including the factor of characteristics of main agents of policy reception and the factor of characteristics of institutions implementing policies. Next, the study sorted out three models based on the entire group of workers as well as the types of the institution’s substitute working system, and conducted a comparative analysis of these three models. According to the results, the substitute working system factor, which can be seen as an evaluating factor of the current substitute working system, was found to be statistically significant in all three models. The management task variable among job characteristic factors in model 1, the organizational culture factor in model 2, and the position variable in model 3 each emerged as an additionally significant variable. Through this research, the level of satisfaction of workers indirectly on the current substitute working system was found to be low. It was also found that factors influencing the workers’ policy reception can vary according to the types of the institution’s substitute working system.