경찰공무원의 인구사회학적 특성에 따른 성인지 감수성과 성평등 정책 인식 및 만족도의 실태와 차이 분석

Abstract

The purpose of this study is to look at the differences and differences in gender awareness and satisfaction of police officers. To that end, the study covered a total of 600 police officers working at local police and police stations across the country, including the degree of leniency for sexual harassment in the workplace, gender stereotypes, institutionalization of sexual harassment in the workplace, and the need for awareness, satisfaction, and the need for educational improvement. The analysis results showed that: First, the analysis of the sexuality sensitivity level of the surveyed people showed that gender role stereotypes(4.40), the degree of leniency toward sexual harassment(4.05), and the degree of institutionalization(2.11) for sexual harassment in the workplace Second, the analysis of differences in gender sensitivity based on demographic characteristics showed that in the case of a degree of leniency toward sexual harassment in the workplace, people in their 20s(M=3.78) were less tolerant of sexual harassment than other age groups (p<0.001), and women(M=4.09) were more tolerant of sexual harassment than men(M=4.06), and sexual harassment was less lenient(p<0.05). In gender-role stereotypes, people in their 20s(M=3.81) showed lower stereotypes(p<0.001) and women(M=4.39) showed higher stereotypes than men(M=4.16). In terms of the degree of institutionalization for sexual harassment in the workplace(M=3.76), people in their 30s(p<0.001) and others (M=2.67) perceive that the institutionalization for sexual harassment is low(p<0.01). Third, an analysis of the level of satisfaction and awareness of gender equality policy in the police showed that the need for improvement in gender equality policy(3.87), the need for improvement in education(3.11), satisfaction(2.95) and awareness(2.30). Police gender equality policy awareness has shown high awareness among people in their 50s and older(M=3.68), while others(M=2.00) have lower awareness than other positions except for mitigation (p<0.05). In the police gender equality policy satisfaction level, people in their 50s and older(M=3.91) showed high satisfaction(p< 0.001). In the need for educational improvement, people in their 20s(M=3.64) and 50s(M=3.63) showed a higher need for policy improvement than those in their 40s(M=3.21) (p<0.05), those in their 20s(M=3.67), and those in their 20s (M=4.13), and those in other(M=4.13) positions showed a higher need for improvement in gender equality policy. Based on these findings, the study provides programs that can educate individuals to adjust existing stereotypes about gender equality in order to establish gender-equal culture and gender-equal care services, increase the number of hours and times of education, improve education methods, discuss inter-employees on gender equality, discuss gender equality, discuss women's education and counseling policies for women's civil servants by age group, and police.