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「善爸」甘休?「育爸」不能?與照顧若即若離的育嬰假爸爸

An Exploratory Study on Fathers' Use of Paid Parental Leave in Taiwan

Abstracts


本研究關注於臺灣社會中仍屬少數的育嬰假爸爸,希望透過瞭解他們的請領動機與育兒行為,作為未來提升男性參與照顧時的參考。研究發現主要分為兩大主軸。首先「善爸」甘休,發現促使男性請育嬰假的因素大致可分別為「個人」、「家庭」、「社會環境」、「職業結構」及「時機出現與問題浮現」等五大因素,彼此間具有層級關係,因此導致部分父親是「想要請領」,有些則是「需要請領」,更有些是「不得不請領」。第二部分「育爸」不能,點出育爸即使請了育嬰假,仍未能成為主要照顧者,其生活擁有彈性的時間分配,同時在家務與照顧工作上也有較大的豁免權與協商權,使照顧像一場接力賽,隨時有人可接手,一起完成。整體來說,傳統社會對性別角色的刻板印象仍緊緊鑲嵌在社會結構中,無形中箝制著個人的行為,本質上仍期待男性成為養家者,女性則為照顧者,也因不同的角色期待,所以同樣的照顧工作,對不同的性別則有不同的標準。即使育爸做出了不同於當代多數男性的選擇,但在改變的同時,某部分的態度與行為實際上仍隱含著傳統思維的運作模式。

Parallel abstracts


Taiwan's Parental Leave policy was set up in 2002, and most of the applicants are still women. Even though the parental leave allowance has been provided since 2009, the duty of care is still mostly undertaken by women. Therefore, the main purpose of this study is to understand the motivations and model of care of fathers who take parental leave.This study uses qualitative research and then interviews nine parental leave fathers to find two main points. First, there is a hierarchical relationship among the main five factors for taking parental leave, including ”personal”, ”family”, ”social environment”, ”occupational structure” and ”the emergence of the problem”. These factors make some fathers ”want to” take, others ”need to” take, and others ”have to” take parental leave. Second, parental leave fathers differ from mothers who are often responsible for the same care work at home. Because fathers can use their time flexibly, they can also clearly separate care work and house work, whereas mothers need to take them all. For most parental leave fathers, caring for a child is just like a relay race, because they can easily pass the baton to the next person. In other words, parental leave fathers still fail to become the primary caregiver, even when they apply for parental leave.Overall, the traditional social stereotypes of gender roles are still firmly embedded in the social structure and they also shape personal behavior. This therefore has a great influence on expecting men to become the breadwinners and expecting women to become the caregivers.

References


方婷玉(2010)。《我國育嬰留職停薪津貼政策之探討:以台北縣市女性申 請者為例》。國立臺灣大學國家發展研究所碩士論文。 【Fang, T.-Y. (2010). Exploring the domestic parental leave allowance policy: Take female applicants in Taipei county as examples (Unpublished master’s thesis). National Taiwan University, Taipei, Taiwan.】
毛萬儀、黃迺毓(2010)。〈初任父親第一年父職經驗歷程之研究-以六位 大專教育程度父親為例〉,《人類發展與家庭學報》,12,31-53。 【Mau, W.-Y., & Huang, N.-Y. (2010). The first-time father’s paternal experience during the child’s first year of life-case studies for six fathers with college education. Journal of Human Development and Family Studies, 12, 31-53.】
王舒芸、余漢儀(1997)。〈奶爸難為-雙薪家庭之父職角色初探〉,《婦 女與兩性學刊》,8,115-149。 【Wang, S.-Y., & Yu, H.-Y. (1997). Fatherhood in dual-wage family. Journal of Women and Gender Studies, 8, 115-149.】
杜宜展(2006)。〈家庭類型、幼兒父親個人因素及父職參與意願之研究〉,《國 民教育研究集刊》,15,225-249。 【Tu, Y.-C. (2006). The relationships among family types, fathers' individual factors and paternal involvement intention. Bulletin of Research on Elementary Education, 15, 225-249.】
林莉菁、鄭麗珍(2001)。〈離婚單親父親因應親職與工作角色的探討〉,《社 會政策與社會工作學刊》,5(2),113-174。 【Lin, L.-C., & Cheng, L.-C. (2001). Strategies for coping family and work role among divorced fathers. Social Policy & Social Work, 5(2), 113-174.】

Cited by


林佳螢(2016)。我國生育津貼成效之研究〔碩士論文,淡江大學〕。華藝線上圖書館。https://doi.org/10.6846/TKU.2016.00447
連翊蘋(2017)。新好男人嗎?探討男性作為家庭主要照顧者的角色平衡〔碩士論文,國立臺灣大學〕。華藝線上圖書館。https://doi.org/10.6342/NTU201704376
陳昭如(2016)。從義務到權利:新舊母性主義下母性保護制度的轉向與重構臺大法學論叢45(S),1096-1162。https://doi.org/10.6199/NTULJ.2016.45.SP.01
余維誠(2015)。公務人員育嬰留職停薪措施:以雲林縣衛生局暨所屬衛生所為例〔碩士論文,國立中正大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0033-2110201614020003
梁芷榕(2016)。美國親職假相關法制之研究─兼論我國相關法制未來應有之發展〔碩士論文,國立中正大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0033-2110201614055035

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