본 연구는 여성가족부에서 실시 한 2012년 「전국 다문화가족 실태조사」 자료를 사용하여 베트남 출신 결혼이주여성(2,010명)의 적응유형과 사회자본이 취업에 미치는 영향을 분석하였다. 분석결과 베트남 출신 결혼이주여성의 적응은 동화유형, 분리유형, 주변화유형으로 구분할 수 있었다. 동화유형에 속한 베트남 출신 결혼이주여성은 주변화집단에 속한 여성보다 취업 할 승산비가 54% 높은 것으로 나타났다. 사회자본은 베트남 출신 결혼이주여성이 참여하는 모임(네트워크)에 관한 정보로 측정하였으며, 분석결과 지역주민모임에 참여하는 베트남 출신 결혼이주여성이 참여하지 않은 여성보다 취업 할 승산비가51% 높게 측정되었다. 그러나 베트남 출신 결혼이주여성의 적응유형에 따른 취업효과에 사회자본의 매개효과는 없는 것으로 나타났다.

It’s been about 20 years since the government allowed for the married immigrant women(MIW) to be residents as spouses of the citizens. The government has been supporting the multicultural families and the married immigrant women to improve their quality of life institutionally. According to the National Survey of Multicultural Families (NSMF) of 2012, the Korean fluency of MIW is improved much better than NSMF of 2009. It’s the evidence of programs impact on their assimilation to Korea society. In addition, the author infers the variation of the Korean fluency of MIW is very closely related in their acculturation patterns. Therefore, the author establishes following three research questions to analyze empirically; 1) Are there difference of acculturation patterns in Vietnamese Married Immigrant Women (VMIW)?, 2) Do acculturation patterns impact on employment?, 3) Does social capital of VMIW impact on employment? The author conducted k-means clustering analysis using a sample of 2,010 vietnamese married immigrant women (VMIW) from the National Survey of Multicultural Families (NSMF) of 2012 to analyze variation in the degree to which they have assimilated to the mainstream Korean society. Results indicated that VMIW can be classified into three acculturation patterns: Assimilation, Separation, and Marginalization. The authors further tested whether the employment status varies across the three acculturation patterns as well as by one’s social capital using logistic regression. Findings revealed that VMIW across the acculturation patterns exhibited significantly different odds ration of employment and that those with higher social capital were also more likely to be employed. However, the effects of acculturation patterns on employment outcomes were not found to be mediated by differences in social capital.