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正社員登用の仕組みと非正社員の仕事経験 : 技能形成の機会への効果に着目して(<特集>「労働」と「格差」)
http://hdl.handle.net/2261/43944
7497e75f-9e0f-46ee-b9c2-b1c289ef94d2
| 名前 / ファイル | ライセンス | アクション | |
|---|---|---|---|
shk062003003.pdf (2.1 MB)
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| Item type | 紀要論文 / Departmental Bulletin Paper(1) | |||||
|---|---|---|---|---|---|---|
| 公開日 | 2011-06-06 | |||||
| タイトル | ||||||
| タイトル | 正社員登用の仕組みと非正社員の仕事経験 : 技能形成の機会への効果に着目して(<特集>「労働」と「格差」) | |||||
| 言語 | ||||||
| 言語 | jpn | |||||
| キーワード | ||||||
| 主題 | 格差 | |||||
| 主題Scheme | Other | |||||
| キーワード | ||||||
| 主題 | 非正社員 | |||||
| 主題Scheme | Other | |||||
| キーワード | ||||||
| 主題 | 正社員登用 | |||||
| 主題Scheme | Other | |||||
| キーワード | ||||||
| 主題 | キャリア | |||||
| 主題Scheme | Other | |||||
| キーワード | ||||||
| 主題 | 技能形成 | |||||
| 主題Scheme | Other | |||||
| 資源タイプ | ||||||
| 資源 | http://purl.org/coar/resource_type/c_6501 | |||||
| タイプ | departmental bulletin paper | |||||
| その他のタイトル | ||||||
| その他のタイトル | Firm's appointment system to regular employee from non-regular employee and job experience of non-regular employee : What is necessary for skill formation of non-regular worker? (<Featured Theme>"Labour" and "Inequality") | |||||
| 著者 |
佐野, 嘉秀
× 佐野, 嘉秀 |
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| 著者別名 | ||||||
| 識別子 | ||||||
| 識別子 | 27093 | |||||
| 識別子Scheme | WEKO | |||||
| 姓名 | ||||||
| 姓名 | Sano, Yoshihide | |||||
| 著者所属 | ||||||
| 法政大学経営学部 | ||||||
| 抄録 | ||||||
| 内容記述タイプ | Abstract | |||||
| 内容記述 | 本稿では, 労働における「格差」として, 正社員と非正社員のあいだの技能形成の機会のちがいに着目し, そうした「格差」の是正につながりうる人事管理上の施策として, 非正社員から正社員への登用の仕組みの効果について検討した. 個人アンケート調査を用いた分析の結果, 企業が非正社員から正社員への登用の仕組みを取り入れ実質的に運用することにより, 1)非正社員として働く人が, 正社員となることで, 長期的にキャリアと技能を伸ばす機会が増えるだけでなく, 2)非正社員として働くなかでも, 徐々に幅広い仕事や高度な仕事, 責任のある仕事を経験することで, 技能を向上させる機会が広がる可能性があることが明らかになった. 正社員と非正社員のあいだの技能形成の機会の「格差」を是正するうえで, 正社員登用の仕組みが普及し, 実質的にも非正社員から正社員への転換の仕組みとして機能していくことが, 重要な役割をはたすと考えられる. | |||||
| 抄録 | ||||||
| 内容記述タイプ | Abstract | |||||
| 内容記述 | In this paper, I paid my attention to the difference at the opportunity of the skill formation between regular worker and non-regular worker as an undesirable "gap" among worker and, as a measure in the human resource management which could diminish the "gap", examined an effect of the appointment system to the regular employee from non-regular employee. As a result of analysis, it becomes clear that when a company takes in the appointment system, opportunities when non-regular employee experiences various jobs in a company opens, and opportunities to improve their skill increase. Therefore, for diminishing the "gap" of the opportunity of the skill formation between regular employee and non-regular employee, it is important that the appointment system to regular employee from non-regular employee spreads among companies. | |||||
| 書誌情報 |
社會科學研究 巻 62, 号 3-4, p. 25-55, 発行日 2011-03-15 |
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| ISSN | ||||||
| 収録物識別子タイプ | ISSN | |||||
| 収録物識別子 | 03873307 | |||||
| 書誌レコードID | ||||||
| 収録物識別子タイプ | NCID | |||||
| 収録物識別子 | AN00108966 | |||||
| 日本十進分類法 | ||||||
| 主題 | 300 | |||||
| 主題Scheme | NDC | |||||
| 出版者 | ||||||
| 出版者 | 東京大学社会科学研究所 | |||||
| 出版者別名 | ||||||
| Institute of Social Science, The University of Tokyo | ||||||
