본 연구는 경력단절 이후 재취업한 여성 근로자의 일자리 만족도에 영향을 미치는 요인이 무엇인지를 계량적으로 분석하였다. 다중회귀분석결과, 재취업한 경력단절여성 근로자의 일자리 만족도를 인과적으로 유의하게 설명하는 독립변수는 연령, 고용지위(정규직), 임금수준, 기업규모(30인 이상), 직종(전문·사무직), 직업훈련의 취업 효과였다. 재취업 일자리 만족도는 나이가 젊을수록 그리고 임금이 높을수록, 비정규직보다는 정규직에서, 30인 미만 소기업 보다는 30인 이상 중견기업에서, 생산·단순노무직에 비해 전문·사무직종에 재취업한 여성 근로자들의 만족도가 높았다. 연구결과는 여성들이 적정한 임금, 전문·사무직종, 고용안정성이 높은 일자리 조건이 담보된다면 인적·가족배경과 같은 생애주기 장벽을 넘어 경력단절 없이 일자리를 지속할 가능성을 시사한다. 분석결과를 바탕으로 기업체와 새일센터 간 조밀한 인력 수급망 설계, 경력단절여성 채용지원금 확대 및 지원 기간 연장, 고용증대에 따른 세제 감면 비율 제고 등 기업체의 여성인력 고용유인 정책 강화, 기업의 수요와 경력단절여성의 프로파일에 적합한 새일센터 훈련 직종 발굴 및 훈련과정 고도화를 과제로 제언하였다.

This study analyzed the factors affecting women's job satisfaction who re-entry to labor market after experiencing a career disruption. Multiple regression analysis results show that age, employment status(regular position), wage level, company size(over 30 workers), type of occupation(professional office worker), and effect of conducting vocational education and training are independent variables to influence on re-employed women’s job satisfaction after career break. The more women are young and have high wages, the more they have high satisfaction for new job. Reemployed women’s satisfaction for their jobs is higher in regular workers than in irregular workers. They are more satisfied with their job in a firm with more than 30 workers rather than a small business has fewer than 30 workers. Women who get a new job in a professional and office field have higher job satisfaction than women who get a new job in production or simple labor. Research findings imply that if reasonable wages, type of occupation in professional or office field, and high employment stability are guaranteed to women they could be keep their job without career break although they faced obstacles through women’s life cycle. Based on these results, some suggestions could be proposed. A compact network of manpower supply and demand among companies and ‘Saeil Center’is need to design. Government should strengthen policies to encourage companies to hire women. The polices are proposed as follows : expansion of incentives for hiring career-interrupted women, extension of support period, enhancement of tax reduction rate due to increase in employment. Also, advancement of training course and training occupation development of ‘Saeil Center’ could be suggested in order to match companies’ demands and career-interrupted women’ profiles.