1. Research Goals and Methods

■ Research Background and Goals

￮ Background: The ongoing population decline in Jeonbuk, driven by low fertility and population outflow, reflects structural challenges rather than individual choices. A labor market dominated by long working hours and full-time employment, combined with rigid working-time systems and ineffective work–family balance policies, has created institutional barriers that hinder women from remaining in the workforce while balancing childbirth and childcare. Thus, the Netherlands’ part-time employment system—characterized by high female employment and fertility rates—warrants close examination as a potential alternative for Jeonbuk.

￮ Goals: To address the risk of regional decline and low fertility in Jeonbuk, this study analyzes part-time employment systems in the Netherlands and other advanced economies, where female employment and the total fertility rate remain relatively high. Based on this analysis, this study seeks to establish policy directions for introducing a Jeonbuk model of part-time regular employment that takes into account Jeonbuk’s demographic conditions and the structural characteristics of its labor market.

■ Research Content

￮ This research begins with a comparative analysis of part-time employment systems in the Netherlands, other advanced economies, and Korea. It also examines the current status of part-time employment in Korea and Jeonbuk. Additionally, an empirical analysis is conducted to investigate the relationship between female employment and fertility rates in both domestic and international contexts. Finally, stakeholder and expert consultations are undertaken to assess institutional perceptions and policy demand and derive policy directions for introducing a part-time regular employment model tailored to Jeonbuk’s demographic and labor market conditions.

■ Research Methods

￮ This study employs the following research methods:

­- A literature review of previous studies and case analyses of part-time employment systems in the Netherlands and other advanced economies.

­- Analysis of administrative and statistical data to examine domestic policy trends and the current status of part-time employment in Korea and abroad.

­- Panel data analysis using R to examine the relationship between female employment and fertility and their impact on the total fertility rate.

- ­In-depth interviews, expert surveys, and advisory sessions to assess institutional perceptions and policy demand for part-time regular employment.

2. Conclusions and Policy Recommendations

■ Operational Definition of Part-Time Regular Employment and the Rationale for Its Introduction

￮ Operational definition of part-time regular employment: Part-time regular employment refers to an employment arrangement that allows workers to voluntarily reduce their working hours while retaining the same legal status and employment security as full-time employees. The system ensures the right to return to full-time work when individual life circumstances change and functions as a flexible work option that accommodates different life stages.

￮ The system constitutes a key policy alternative grounded in working-time flexibility to alleviate the trade-off between female employment and childbirth. In Jeonbuk, where long working hours and full-time employment remain prevalent, intermediate employment options that enable workers to maintain employment and income during childbirth and childcare periods are scarce. Therefore, part-time regular employment can provide employment stability and labor rights, serving as a key policy tool to reduce labor market duality and structurally address low fertility.

■ Policy Directions and Strategic Tasks for the Jeonbuk Model of Part-Time Regular Employment 

￮ Policy directions: Part-time regular employment should be established as a new working-time arrangement within regular employment, ensuring parity with full-time employees in recruitment, performance evaluation, and promotion. It should also position the system as a stable employment model grounded in “time sovereignty” to address the needs of individuals across different life stages, such as youth, women, mid-career workers, and older adults, and encourage broader labor market participation. Furthermore, job restructuring and well-defined work handover guidelines are necessary to ensure that reduced working hours do not affect productivity.

￮ Strategic tasks: To ensure that reduced working hours do not increase the workload of colleagues, a replacement workforce system combining a substitute labor pool and task coverage allowances should be implemented. A legal framework guaranteeing time sovereignty and prohibiting discrimination is also required. In addition, social consensus based on tripartite cooperation and public sector-led implementation can facilitate the expansion of the system into the private sector, supported by financial incentives, administrative support, and job redesign assistance. Moreover, the system’s sustainability and social acceptance should be strengthened through job modularization, the transition to performance-based evaluation, performance monitoring, awareness-raising, and increased male participation.

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