{"created":"2024-10-10T00:41:43.579157+00:00","id":2001931,"links":{},"metadata":{"_buckets":{"deposit":"26c656af-8806-497b-964b-8ab0e1610a15"},"_deposit":{"created_by":10,"id":"2001931","owner":"10","owners":[10],"pid":{"revision_id":0,"type":"depid","value":"2001931"},"status":"published"},"_oai":{"id":"oai:kansai-u.repo.nii.ac.jp:02001931","sets":["528:1385:1386:1728448557905"]},"author_link":["6522"],"control_number":"2001931","item_10_alternative_title_20":{"attribute_name":"その他のタイトル","attribute_value_mlt":[{"subitem_alternative_title":"The Dilemma of Childcare Support in the Workforce and Advancement to Management Positions : Interviews in Manufacturing Companies","subitem_alternative_title_language":"en"}]},"item_10_biblio_info_7":{"attribute_name":"書誌情報","attribute_value_mlt":[{"bibliographicIssueDates":{"bibliographicIssueDate":"2024-09-30","bibliographicIssueDateType":"Issued"},"bibliographicIssueNumber":"1","bibliographicPageEnd":"147","bibliographicPageStart":"121","bibliographicVolumeNumber":"56","bibliographic_titles":[{"bibliographic_title":"関西大学社会学部紀要","bibliographic_titleLang":"ja"}]}]},"item_10_description_4":{"attribute_name":"概要","attribute_value_mlt":[{"subitem_description":"本論文は、育児をしながら仕事を続ける女性の増加にもかかわらず、女性の管理職昇進が少ないという問題を、製造業企業で働く人々へのインタビューをもとに検討する。調査対象企業は、平均的な企業よりも育児休業や短時間勤務の制度が整っており、多くの女性が育休後も専門的な仕事を続けており、男性育休も増加傾向にある。しかし、手厚い両立支援を利用し、短時間勤務を取得するのは女性に限られていた。また、以前よりは減っているが、重要とされる部署ほど、長時間残業を前提とする仕事量となっており、時短中の女性はこうした長時間労働に対応できないことが多かった。さらに、時短者を部下に持つ中級管理職は、個人の能力を伸ばすという目的に従って、負荷の高い仕事を配分していくという従来の方法が当てはまらないことに戸惑いを感じていた。先行研究が指摘してきたように、女性管理職の増加には、両立支援制度だけでは十分ではない。また上司からの評価やサポートは有効だが、それ以上に、過大な労働量を前提とした職場文化そのものを変えていく必要を示唆している。","subitem_description_language":"ja","subitem_description_type":"Other"},{"subitem_description":"This study examines the issue of the low number of women promoted to managerial positions despite an increasing number continuing to work after taking childcare leave. It is based on interviews with employees working in manufacturing companies. Compared to an average company, the surveyed companies demonstrated superior childcare support. Many women continued to work, even after childcare leave. However, it was solely women who availed themselves of comprehensive work–life balance support and reduced working hours. Moreover, a considerable number of employees, particularly those in the most crucial departments, were obliged to work overtime, although to a lesser extent than in the past. Those who worked shorter hours were frequently unable to adapt to these extended working hours. Furthermore, mid-level managers expressed confusion regarding the applicability of the traditional method of workload distribution, which is typically geared toward developing individual skills, to their circumstances. Previous studies have demonstrated that work–life support systems, while beneficial, are not sufficient to increase the representation of female managers. The data indicate that in addition to these support systems, there is a need for a shift in the companies’ workplace culture, which is currently characterized by excessive workloads.","subitem_description_language":"en","subitem_description_type":"Other"}]},"item_10_identifier_registration":{"attribute_name":"ID登録","attribute_value_mlt":[{"subitem_identifier_reg_text":"10.32286/0002001931","subitem_identifier_reg_type":"JaLC"}]},"item_10_publisher_34":{"attribute_name":"出版者","attribute_value_mlt":[{"subitem_publisher":"関西大学社会学部","subitem_publisher_language":"ja"}]},"item_10_source_id_10":{"attribute_name":"書誌レコードID","attribute_value_mlt":[{"subitem_source_identifier":"AN00046982","subitem_source_identifier_type":"NCID"}]},"item_10_source_id_8":{"attribute_name":"ISSN","attribute_value_mlt":[{"subitem_source_identifier":"02876817","subitem_source_identifier_type":"PISSN"}]},"item_10_version_type_17":{"attribute_name":"著者版フラグ","attribute_value_mlt":[{"subitem_version_resource":"http://purl.org/coar/version/c_970fb48d4fbd8a85","subitem_version_type":"VoR"}]},"item_access_right":{"attribute_name":"アクセス権","attribute_value_mlt":[{"subitem_access_right":"open access","subitem_access_right_uri":"http://purl.org/coar/access_right/c_abf2"}]},"item_creator":{"attribute_name":"著者","attribute_type":"creator","attribute_value_mlt":[{"creatorNames":[{"creatorName":"酒井, 千絵","creatorNameLang":"ja"},{"creatorName":"Sakai, Chie","creatorNameLang":"en"}],"familyNames":[{"familyName":"酒井","familyNameLang":"ja"},{"familyName":"Sakai","familyNameLang":"en"}],"givenNames":[{"givenName":"千絵","givenNameLang":"ja"},{"givenName":"Chie","givenNameLang":"en"}],"nameIdentifiers":[{"nameIdentifier":"6522","nameIdentifierScheme":"WEKO"},{"nameIdentifier":"30510680","nameIdentifierScheme":"e-Rad_Researcher","nameIdentifierURI":"https://nrid.nii.ac.jp/ja/nrid/1000030510680"}]}]},"item_files":{"attribute_name":"ファイル情報","attribute_type":"file","attribute_value_mlt":[{"accessrole":"open_access","date":[{"dateType":"Available","dateValue":"2024-10-10"}],"displaytype":"detail","filename":"KU-1100-20240930-04.pdf","filesize":[{"value":"844 KB"}],"format":"application/pdf","mimetype":"application/pdf","url":{"objectType":"fulltext","url":"https://kansai-u.repo.nii.ac.jp/record/2001931/files/KU-1100-20240930-04.pdf"},"version_id":"7f543902-fdf4-4328-aba7-40f613f0b4e8"}]},"item_keyword":{"attribute_name":"キーワード","attribute_value_mlt":[{"subitem_subject":"女性管理職","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"ワークライフバランス","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"製造業","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"ジェンダー","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"キャリア構築","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"female managers","subitem_subject_language":"en","subitem_subject_scheme":"Other"},{"subitem_subject":"work-life balance","subitem_subject_language":"en","subitem_subject_scheme":"Other"},{"subitem_subject":"manufacturing company","subitem_subject_language":"en","subitem_subject_scheme":"Other"},{"subitem_subject":"gender","subitem_subject_language":"en","subitem_subject_scheme":"Other"},{"subitem_subject":"career-building","subitem_subject_language":"en","subitem_subject_scheme":"Other"},{"subitem_subject":"関西大学","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"Kansai University","subitem_subject_language":"en","subitem_subject_scheme":"Other"}]},"item_language":{"attribute_name":"言語","attribute_value_mlt":[{"subitem_language":"jpn"}]},"item_resource_type":{"attribute_name":"資源タイプ","attribute_value_mlt":[{"resourcetype":"departmental bulletin paper","resourceuri":"http://purl.org/coar/resource_type/c_6501"}]},"item_title":"女性の就労継続と管理職登用のジレンマ : 製造業企業社員への聞き取りから","item_titles":{"attribute_name":"タイトル","attribute_value_mlt":[{"subitem_title":"女性の就労継続と管理職登用のジレンマ : 製造業企業社員への聞き取りから","subitem_title_language":"ja"}]},"item_type_id":"10","owner":"10","path":["1728448557905"],"pubdate":{"attribute_name":"PubDate","attribute_value":"2024-10-10"},"publish_date":"2024-10-10","publish_status":"0","recid":"2001931","relation_version_is_last":true,"title":["女性の就労継続と管理職登用のジレンマ : 製造業企業社員への聞き取りから"],"weko_creator_id":"10","weko_shared_id":-1},"updated":"2025-03-03T07:24:17.044849+00:00"}