{"created":"2021-03-01T06:34:13.028613+00:00","id":16929,"links":{},"metadata":{"_buckets":{"deposit":"968c6940-4213-41ab-94f0-95bfcda3a202"},"_deposit":{"id":"16929","owners":[],"pid":{"revision_id":0,"type":"depid","value":"16929"},"status":"published"},"_oai":{"id":"oai:repository.dl.itc.u-tokyo.ac.jp:00016929","sets":["55:864:884:890","9:504:867:886:891"]},"item_4_alternative_title_1":{"attribute_name":"その他のタイトル","attribute_value_mlt":[{"subitem_alternative_title":"Empirical Analysis of Gender Difference in Ambition for Promotion"}]},"item_4_biblio_info_7":{"attribute_name":"書誌情報","attribute_value_mlt":[{"bibliographicIssueDates":{"bibliographicIssueDate":"2012-12-01","bibliographicIssueDateType":"Issued"},"bibliographicIssueNumber":"1","bibliographicPageEnd":"154","bibliographicPageStart":"134","bibliographicVolumeNumber":"64","bibliographic_titles":[{"bibliographic_title":"社會科學研究"}]}]},"item_4_description_5":{"attribute_name":"抄録","attribute_value_mlt":[{"subitem_description":"本稿では、20代の正社員を対象に管理職への昇進希望に影響を与える要因の男女間差異について実証分析を行った。分析の結果、男性よりも女性の昇進希望はかなり弱いことが分かった。「課長クラス以上への昇進希望」は個人属性や企業属性などさまざまな要因をコントロールしてもなお女性よりも男性の方が約34ポイント強い。また、昇進希望を規定する要因は男女で大きく異なり、女性の場合、自身がスペシャリストタイプの社員であると認識している女性は管理職希望が弱く、面倒見の良い上司の下で働く女性は管理職希望が強いことが分かった。一方、男性正社員の場合、チーム作業である仕事や職場で働く男性の管理職希望が弱く、反対に裁量性の高い仕事や職場で働く男性の管理職希望が強い傾向が示された。そして、男女ともに観察された結果として、仕事と生活の調和が取れていないために昇進希望が弱くなるという関係は観察されなかった。","subitem_description_type":"Abstract"},{"subitem_description":"In this paper, we analyze gender difference in the ambition for promotions. We use a micro data set of regular employees in their twenties to determine the factors of ambition for promotion. After controlling for personal and firm characteristics, male ambition for promotion is 34 points higher than female, confirming a large gender gap. The analysis revealed that female workers are less ambitious as they considered themselves as specialists rather than generalist workers. Furthermore, female workers are more ambitious for promotion in firms that their supervisor takes good care of female workers. On the other hand, male workers are less ambitious for promotion in firms that regard team work as important and more ambitious in firms that regard flexible work as important.","subitem_description_type":"Abstract"}]},"item_4_description_6":{"attribute_name":"内容記述","attribute_value_mlt":[{"subitem_description":"特集　「ワーク・ライフ・バランス」と「男女雇用機会均等」","subitem_description_type":"Other"}]},"item_4_full_name_3":{"attribute_name":"著者別名","attribute_value_mlt":[{"nameIdentifiers":[{"nameIdentifier":"161183","nameIdentifierScheme":"WEKO"}],"names":[{"name":"YASUDA, Hiroki"}]}]},"item_4_publisher_20":{"attribute_name":"出版者","attribute_value_mlt":[{"subitem_publisher":"東京大学社会科学研究所"}]},"item_4_select_14":{"attribute_name":"著者版フラグ","attribute_value_mlt":[{"subitem_select_item":"publisher"}]},"item_4_source_id_10":{"attribute_name":"書誌レコードID","attribute_value_mlt":[{"subitem_source_identifier":"AN00108966","subitem_source_identifier_type":"NCID"}]},"item_4_source_id_8":{"attribute_name":"ISSN","attribute_value_mlt":[{"subitem_source_identifier":"2189-4256","subitem_source_identifier_type":"ISSN"}]},"item_4_text_21":{"attribute_name":"出版者別名","attribute_value_mlt":[{"subitem_text_value":"Institute of Social Science, The University of Tokyo"}]},"item_4_text_4":{"attribute_name":"著者所属","attribute_value_mlt":[{"subitem_text_value":"慶応義塾大学経済学部"}]},"item_creator":{"attribute_name":"著者","attribute_type":"creator","attribute_value_mlt":[{"creatorNames":[{"creatorName":"安田, 宏樹"}],"nameIdentifiers":[{"nameIdentifier":"161182","nameIdentifierScheme":"WEKO"}]}]},"item_files":{"attribute_name":"ファイル情報","attribute_type":"file","attribute_value_mlt":[{"accessrole":"open_date","date":[{"dateType":"Available","dateValue":"2020-07-14"}],"displaytype":"detail","filename":"shk064001008.pdf","filesize":[{"value":"1.0 MB"}],"format":"application/pdf","licensetype":"license_note","mimetype":"application/pdf","url":{"label":"shk064001008.pdf","url":"https://repository.dl.itc.u-tokyo.ac.jp/record/16929/files/shk064001008.pdf"},"version_id":"5c55f608-cf4e-4ceb-b1ca-750788738a3d"}]},"item_keyword":{"attribute_name":"キーワード","attribute_value_mlt":[{"subitem_subject":"昇進希望","subitem_subject_scheme":"Other"},{"subitem_subject":"男女間差異","subitem_subject_scheme":"Other"},{"subitem_subject":"スペシャリストタイプ","subitem_subject_scheme":"Other"},{"subitem_subject":"上司の役割","subitem_subject_scheme":"Other"},{"subitem_subject":"ワーク・ライフ・バランス","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":"管理職への昇進希望に関する男女間差異","item_titles":{"attribute_name":"タイトル","attribute_value_mlt":[{"subitem_title":"管理職への昇進希望に関する男女間差異"}]},"item_type_id":"4","owner":"1","path":["890","891"],"pubdate":{"attribute_name":"公開日","attribute_value":"2016-11-20"},"publish_date":"2016-11-20","publish_status":"0","recid":"16929","relation_version_is_last":true,"title":["管理職への昇進希望に関する男女間差異"],"weko_creator_id":"1","weko_shared_id":null},"updated":"2022-12-19T03:55:50.279386+00:00"}