독일 시간제 근로의 현황과 기업 사례

초록

This study analyze the present conditions and company cases of part-time work in Germany where the long-term employment of part-time workers is widespread and is close to the country category of high road flexibilization. As German Part-Time and Fixed-Term Employment Act was enforced in 2001, the principle of non-discrimination, the principle of pro rata temporis, and opportunities for part-time work were established. After then, the percentage of part-time workers increased steadily up to 22.1% in 2012. The Germany has the second highest percentage of part-time workers next to Netherlands. The increase of part-time workers had positive influences on the improvement of employment rate. Until 1970s, German firms followed the traditional male breadwinner model, in which women took the role of housewife. But since 1980s part-time work was introduced, and during 1990s and 2000s double-income family increased and part-time work for the balance between work and life spread widely. Many German firms experienced unfreezing and moving stage reached refreezing stage for the change of introducing part-time work. The main driving force to create unfreezing stage is the aging society and the change of the composition of population. As the average birth rate drops and hiring talent people gets more and more difficult, firm will recruit and retain well-educated female workers with the help of part-time work for the balance between work and life. The other driving force is the raise of social requirement that large firms should increase the portion of female mangers. The best instrument for improving female managers is vitalizing part-time managers and supporting female workers to pursue the harmony of career life and family life. The objects of case study point out the change of social environment and governmental pressure as the core factor for the diffusion of part-time work. Although individual firms differently design and implement moving and refreezing stage for cultural change, the common effort is introducing part-time work for managers. The agreement and support of senior and middle managers are necessary in order to refreeze the institutions of part-time work for employees in a hierarchical organization. It would be effective that managers work or have an experience as part-time workers and confirm the positive possibility of part-time work. This study deals with 4 best family-friendly companies which were chosen as best practices by Hertie Foundation. The case companies reached the refreezing stage with such instruments like an experience program for part-time manager, an authorized representative for managers, job-sharing for managerial position, discretional working time.

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