조직내 생산중심성과 남성중심성의 관계에 관한 연구

A Study on the Relations between the Production-Centrality and Male-Centrality in the Organization

Considering the fact that most career women's experience involves both the productive and the reproductive spheres, and that they take charge of the dual roles, close attention should be paid as to how the production-centered goal, value and evaluating standards of the organization interwined the gendered practices and structure. Especially, empirical examination of the formal organization seems to be very important, because in modern capitalist society, the formal organization is the key locus where the gender relation can be reformulated, constructing the discourses on the masculinity/femininity and qualifications of ideal laborer. On the basis of the empirical research, this dissertation offers the following outcomes. Firstly, the goal and evaluation standards of the organization continue to be formed by articulating masculinity for enhancing efficiency and productivity. This defining process regards the men solely as capable, and desirable laborers and therefore justifies exclusion and devaluation of women. Secondly, when the amount of working hours is considered as the index of worker's devotion to the organization, only men and exceptionally few women can be defined as good laborers. Because they are exempt from the reproductive roles and can mobilize other people(mainly, wives)'s support. Thirdly, often managers of the organization utilize the male homosociality with intent to reduce the uncertainty and increase the productivity and efficiency. So existing male homosociality has become men's organizational assets, reconsolidating male centrality of the organization. Fourthly, managers sometimes prefer women to men for increasing productivity, which leads to the sex-ratio of the organization more balanced. The positive impact of this situation on gender relations, however, is often curtailed by the nature of the production-centrality of the organization. Fifthly, according to my empirical research, the possibility of gender equality may be increased where the sex-ratio of the organization become more balanced and the organizational goal and practices are less profit-oriented. But each positive characteristics has its own limitations due to its partiality. Even organization which provides more favorable conditions for women is subject to be devaluated in a wider social context still pursuing male-centered efficiency. And finally, to try to overcome this situation and to promote the gender equality, organization should be changed to reconsider the reproduction and to provide opportunities for men and women to share the reproductive responsibility. But for this, the competitive production-centered goal and evaluation standards of the organization should be reexamined. In addition, reconceptualization of the efficiency and productivity is needed.