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| 研究生： |
姝麗 Motimifagha Kei |
|---|---|
| 論文名稱： |
彌合性別差距：台灣與奈及利亞育嬰假政策的比較分析 Bridging the Gender Gap: A Comparative Analysis of Parental Leave Policy in Taiwan and Nigeria |
| 指導教授： |
王明聖
Ming-Sheng Wang |
| 口試委員: |
汪書華
Julia Shu-Huah Wang 蔡培元 Pei-Yuen Tsai |
| 學位類別： |
碩士
Master |
| 系所名稱： |
社會科學學院 - 亞太研究英語碩士學位學程(IMAS) International Master's Program in Asia-Pacific Studies(IMAS) |
| 論文出版年： | 2026 |
| 畢業學年度： | 115 |
| 語文別： | 英文 |
| 論文頁數： | 139 |
| 中文關鍵詞： | 育嬰假 、福利國家理論 、性別平等 、臺灣 、工作與家庭平衡 、奈及利亞 |
| 外文關鍵詞： | Parental Leave, Gender Equality, Work–Family Balance, Welfare State Theory, Taiwan, Nigeria |
| 相關次數： | 點閱：42 下載：1 |
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性別平等及「工作與家庭平衡」仍然是全球迫切的重要議題。在勞動市場中，育嬰假政策被廣泛認為是促進共同照顧責任、縮小就業中的性別不平等，以及改善工作與生活整合的重要工具。然而，儘管這些政策旨在為在職家庭提供社會支持，其成效卻日益受到更廣泛的經濟壓力、職場結構、文化規範與政治脈絡所影響。雖然現有文獻已在不同國家情境中探討工作與家庭平衡以及育嬰假政策，但東亞與非洲國家之間的比較研究仍然有限。因此，對於育嬰假政策如何在如此多元的情境中運作，以及其在多大程度上有助於促進性別平等與工作－家庭平衡，仍存在明顯的研究缺口。本研究透過比較分析臺灣與奈及利亞的育嬰假政策來回應此一研究缺口。具體而言，本研究探討文化規範與制度執行在多大程度上影響男性與女性育嬰假政策的成效，以及現行育嬰假制度是否達成其促進性別平等與工作－家庭平衡的既定目標。奠基在福利國家理論下，本研究採用質性比較研究設計，並透過半結構式訪談蒐集第一手資料，以捕捉參與者對育嬰假政策實際運作之生活經驗、認知與評價。研究結果顯示，儘管臺灣透過有薪育嬰假、薪資替代機制以及以家庭為導向的福利措施提供了顯著較強的制度支持，父母仍持續面臨時間貧窮、住房負擔能力、職場壓力以及根深蒂固的性別化照顧期待等重大挑戰。相較之下，奈及利亞提供的制度支持有限、假期期間較短、財務協助不足，且公私部門之間存在顯著差異，導致家庭更加依賴家庭資源與非正式因應機制。儘管存在這些差異，兩國的受訪者皆指出在平衡就業與照顧責任方面面臨相似的困難，凸顯勞動市場結構、文化規範以及性別化照顧分工所帶來的持續影響。研究結論認為，育嬰假政策的成效不僅取決於正式政策所賦予權利的存在，亦受到更廣泛的經濟條件、職場實務、社會支持系統、文化期待以及制度執行的影響。因此，要實現有意義的「工作與家庭平衡」及性別平等，必須採取超越育嬰假制度本身的全面性策略，以解決家庭、職場及社會中的結構性障礙。
Gender equality and work–family balance remain pressing global issues. Within the labor market, parental leave policies are widely recognized as critical instruments for promoting shared caregiving responsibilities, narrowing gender inequalities in employment, and improving work–life integration. However, while these policies are designed to provide social support for working families, their effectiveness is increasingly shaped by broader economic pressures, workplace structures, cultural norms, and political contexts. Although existing scholarship has examined work-family balance and parental leave policies in various national contexts, comparative studies between East Asian and African countries remain limited. Consequently, there remains a notable gap in understanding how parental leave policies function across such diverse contexts and the extent to which they contribute to gender equality and work-family balance. This study addresses this gap by conducting a comparative analysis of parental leave policies in Taiwan and Nigeria. Specifically, it examines the extent to which cultural norms and institutional enforcement shape the effectiveness of parental leave policies for men and women, and whether current parental leave provisions achieve their intended objectives of promoting gender equality and work–family balance. Guided by Welfare State Theory, the study adopts a qualitative comparative research design and utilizes primary data collected through semi-structured interviews to capture participants’ lived experiences, perceptions, and evaluations of parental leave policies in practice. The findings reveal that although Taiwan provides substantially stronger institutional support through paid parental leave, wage replacement mechanisms, and family-oriented welfare provisions, parents continue to experience significant challenges associated with time poverty, housing affordability, workplace pressures, and persistent gendered caregiving expectations. In contrast, Nigeria provides limited institutional support, shorter leave durations, inadequate financial assistance, and significant disparities between public and private sector provisions, resulting in a greater reliance on family resources and informal coping mechanisms. Despite these differences, participants in both countries identified similar difficulties in balancing employment and caregiving responsibilities, highlighting the enduring influence of labor market structures, cultural norms, and gendered divisions of care. The study concludes that the effectiveness of parental leave policies depends not only on the existence of formal policy entitlements but also on broader economic conditions, workplace practices, social support systems, cultural expectations, and institutional enforcement. Consequently, achieving meaningful work-family balance and gender equality requires a comprehensive approach that extends beyond parental leave provisions to address structural barriers within families, workplaces, and society.
TABLE OF CONTENTS
CHAPTER ONE 1
INTRODUCTION 1
1.1 Background of Study 1
1.2 Research Gap and Significance of Research 3
1.3 Justification of Chosen Case Study 4
1.4 Research Aim and Objectives 5
1.5 Research Question 5
1.6 Research Structure 5
CHAPTER TWO 6
REVIEW OF RELATED LITERATURE 6
2.1 Theoretical framework 6
2.1.1 Nigeria Welfare State 8
2.1.2 Taiwan Welfare State 9
2.2 Conceptual Review 10
2.2.1 Definitions and Evolution of Parental Leave 10
2.2.2 Parental Leave and Gender Equality: A global Perspective 14
2.2.3 Parental Leave in Nigeria and Taiwan 17
2.2.4 Cultural and societal perceptions on Gender and Care 21
CHAPTER THREE 27
RESEARCH METHODOLOGY 27
3.1 Research Design 27
3.1.1 Research Onion 27
3.2 Reflexivity and Positionality 28
3.3 Research Philosophy – Interpretivism 28
3.4 Inductive Reasoning and Introspection 29
3.5 Research Strategy – Comparative Case Study 29
3.6 Sampling technique and sample size 30
3.6.1 Sample size 31
3.7 Mixed methods approach 32
3.8 Method of Data Collection 32
3.9 Data Analysis Technique: NVivo-Assisted Thematic Analysis 33
3.10 Ethical Considerations 34
3.11 Conclusion 35
CHAPTER FOUR 36
DATA ANALYSIS AND DISCUSSION OF FINDINGS 36
4.1 Introduction 36
4.1.2 Findings 37
4.2 Theme one: Cultural Norms and Gender Expectation 38
4.2.1 Societal and cultural expectations gender 38
4.2.2 Expectation and Negotiation between partners on parental leave 44
4.3 Theme two: Institutional Policies and Enforcement 50
4.3.1 Awareness and accessibility of parental leave policy 50
4.3.2 Parental leave take-up and workplace culture 55
4.3.3 Implementation of formal parental leave policy vs reality in the workplace 60
4.4 Theme three: Economic Constraints and gender (in)equality 66
4.4.1 Financial barriers associated with parental leave 66
4.5 Theme four: Perceived Benefits and Limitations of Current Policies 73
4.5.1 Overall advantages of parental leave 73
4.5.2 Overall disadvantages of parental leave 79
4.6 Theme five: Lived Experiences of Parental Leave 85
4.6.1 Mothers' experiences during recovery and Fathers’ involvement with the child and mothers’ recovery 85
CHAPTER FIVE 95
COMPARISON OF FINDINGS FROM TAIWAN AND NIGERIA 95
5.1 Theme one: Cultural Norms and Gender Expectation 95
5.1.1 Societal and Cultural Expectations About Gender 96
5.1.2 Negotiation and Expectation Between Partners on Parental Leave. 97
5.2 Theme two: Institutional Policies and Enforcement 98
5.2.1 Awareness and Accessibility of Parental Leave Policy 99
5.2.2 Parental Leave Take-Up and Workplace Culture 99
5.2.3 Implementation of formal parental leave policy vs reality in the workplace 100
5.3 Theme three: Economic Constraints and gender (in)equality 101
5.3.1 Financial Barriers Associated with Parental Leave 102
5.4 Theme four: Perceived Benefits and Limitations of Current Policies 103
5.4.1 Overall Advantages of Parental Leave 103
5.4.2 Overall Disadvantages of Parental Leave of Parental Leave 104
5.5 Theme five: Lived Experiences of Parental Leave 106
5.5.1 Theme five Sub Section: Mothers' experiences during recovery and Fathers’ involvement with the child and mothers’ recovery 106
CHAPTER SIX 108
CONCLUSION AND RECOMMENDATIONS 108
6.1 To what extent do cultural norms and institutional enforcement shape the effectiveness of work – family balance for men and women in Taiwan and Nigeria? 108
6.1.1 The Primacy of Cultural Norms over Institutional Enforcement in Parental Leave Utilization 108
6.1.2 Masculine Ideal Worker Norms and Workplace Barriers to Parental Leave Utilization 109
6.1.3 Discussion in Relation to Existing Literature 110
6.1.4 Core Finding/ Significant Theoretical Contribution 111
6.2 Does current parental leave policy achieve their intended goals in Taiwan and Nigeria? 112
6.2.1 The Structural Limitations of Leave Policies: Time, Income, and Institutional Rigidities 112
6.2.2 Discussion in Relation to Existing Literature 113
6.2.3 Core Finding/ Significant Theoretical Contribution 115
6.5 Conclusion 115
6.6 Limitation of Study 117
6.7 Policy Recommendation – Nigeria 119
6.7.1 Extending Leave Entitlements and Strengthening Family Support 119
6.7.2 Enhancing Work – Family Balance Through Labour Reforms 120
6.7.3 Strengthening and Standardizing Parental Leave Regulations 120
6.7.4 Promoting Gender Equality and Transforming Caregiving Norms 120
6.7.5 Expanding Family-Friendly Workplace Practices 121
6.8 Policy Recommendations - Taiwan 121
6.8.1 Expanding Time-Based Support within Parental Leave Policies 122
6.8.2 Reducing Economic Barriers to Family Formation 122
6.8.3 Addressing Time Poverty Through Labor Reforms 122
6.8.4 Strengthening Fathers’ Participation in Caregiving 123
6.8.5 Expanding Community-Based Parenting Support Systems 123
6.8.6 Strengthening Government–Employer Collaboration 123
6.8.7 Fostering Child-Friendly Social Environments 124
6.9 Recommendation for Further Studies - Nigeria 124
6.10 Recommendation for Further Studies - Taiwan 125
References 126
Appendix I: Interview Consent Form 136
Appendix II: Interview Questions 137
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