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论文编号：	15671
作者编号：	2320213525
上传时间：	2025/12/9 10:17:09
中文题目：	生育后女性职业生涯中断与再就业问题及对策研究——基于天津市企业女职工调查分析
英文题目：	Research on Career Interruption and Re-employment for Postpartum Women: Survey Analysis of Female Employees in Tianjin Enterprises
指导老师：	杨斌
中文关键字：	生育后女性；职业生涯中断；再就业；企业社会责任
英文关键字：	Post-childbirth women; Career interruption; Re-employment; Corporate Social Responsibility
中文摘要：	摘要 在全球范围内，低生育率已经成为发达国家及部分发展中国家普遍面临的挑战。中国更是进入了少子化老龄化且人口负增长的社会结构时期，面对劳动力结构性短缺、人口红利逐渐消退的现象，国家积极出台了新型人口发展战略，营造鼓励生育、支持生育的友好型社会。生育是女性独有的生理特性，生育期又被普遍视为女性职业发展的转折点。因此，着重分析生育后女性的职业生涯中断与再就业困境，缓解生育焦虑和职业焦虑，有利于提高女性的生育意愿。 本文的研究对象为生育后女性，研究核心为三胎政策实施后，女性在职业发展中遇到的壁垒，通过收集大量文献资料，界定职业生涯中断、再就业及就业保障的概念，明确指出生育后职业女性主要面临的就业困境，并从四个方面构建就业歧视问题维度，揭示企业中存在的隐形偏见、家庭和工作的冲突、职业女性发展的阻力以及政策制度的不足。 本文通过对天津市劳动者进行访谈、问卷调查的研究结果分析发现，在企业方面，天津市企业中存在着隐性性别歧视，尤其是对初入职场或处于适婚育龄阶段的高学历女性及生育后女性，在招聘、员工赋能、晋升等方面存在限制和阻碍。在政府方面，政策的落实存在着后劲不足的现象，一个是生育后的福利津贴覆盖不全，一个是托幼育儿服务体系不完善造成的女性有报酬工作时间减少，进而增加经济负担。因此，企业应严格遵守平等就业权，制定工作内容、任职资格及晋升路径，做好薪酬福利管理和员工关系管理，充分发挥企业人力资源管理的主要职能，为企业员工营造公平公正的职场氛围；政府需为生育政策的落实保驾护航，出台生育支持政策的同时制定相应的法律法规推动企业为女性职工创造就业环境，履行企业社会责任，降低女性的生育焦虑，从而推动实现人口的高质量发展。希望本研究能够帮助企业做好以落实生育政策为前提的人力资源规划，提高企业竞争力，推动企业的可持续发展。 关键词：生育后女性；职业生涯中断；再就业；企业社会责任
英文摘要：	Abstract Globally, low fertility rates have become a pervasive challenge confronting developed nations and a growing number of developing countries. China, in particular, has entered a societal phase characterized by sub-replacement fertility, an aging population, and negative population growth. Facing structural labor shortages and the gradual erosion of its demographic dividend, the government has proactively introduced new population development strategies, aiming to foster a pro-natalist and family-friendly society. Given that childbirth is a unique physiological characteristic of women and the childbearing period is widely regarded as a critical juncture in women's career trajectories, a focused analysis of career interruptions and re-employment difficulties experienced by women after childbirth is crucial. Alleviating fertility and career anxieties among women is therefore instrumental in enhancing their willingness to bear children. This study investigates women after childbirth, with a core focus on the career barriers encountered by women following the implementation of the Three-Child Policy. Through an extensive literature review, the paper delineates the concepts of career interruption, re-employment, and employment security. It explicitly identifies the primary employment predicaments faced by professional women post-childbirth and constructs a four-dimensional framework for analyzing employment discrimination, revealing the existence of implicit biases within enterprises, work-family conflict, impediments to professional women's development, and deficiencies in policy and institutional support. Empirical analysis, based on interviews and questionnaire surveys conducted with workers in Tianjin Municipality, reveals significant findings. At the enterprise level, implicit gender discrimination persists, particularly affecting highly-educated women who are either new entrants to the workforce, within childbearing age, or have given birth, manifesting as restrictions and obstacles in recruitment, employee empowerment, and promotion. At the governmental level, policy implementation exhibits insufficient momentum, specifically characterized by incomplete coverage of post-natal welfare subsidies and an underdeveloped childcare service system, which collectively reduce women's paid working hours and consequently increase their economic burden. Therefore, enterprises are urged to strictly adhere to equal employment rights, define clear job contents, qualification requirements, and promotion pathways, and effectively manage compensation, benefits, and employee relations. By fully leveraging their human resource management functions, enterprises can cultivate a fair and equitable workplace environment. Concurrently, the government must safeguard the implementation of fertility policies, enacting supportive measures alongside corresponding legal frameworks to incentivize enterprises to create favorable employment conditions for female employees, fulfill their corporate social responsibilities, and ultimately mitigate women's fertility anxieties, thereby fostering high-quality population development. This research aspires to assist enterprises in formulating human resource plans that align with fertility policies, enhance corporate competitiveness, and drive sustainable development. Keywords:?Post-childbirth women; Career interruption; Re-employment; Corporate Social Responsibility
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