{"created":"2023-05-15T14:40:58.667883+00:00","id":3069,"links":{},"metadata":{"_buckets":{"deposit":"36baf40b-0c99-4477-8191-871c8dbcea06"},"_deposit":{"created_by":13,"id":"3069","owners":[13],"pid":{"revision_id":0,"type":"depid","value":"3069"},"status":"published"},"_oai":{"id":"oai:suzuka.repo.nii.ac.jp:00003069","sets":["1:264:268"]},"author_link":["9023","619","8543","9022"],"item_10002_biblio_info_7":{"attribute_name":"書誌情報","attribute_value_mlt":[{"bibliographicIssueDates":{"bibliographicIssueDate":"2023-02-28","bibliographicIssueDateType":"Issued"},"bibliographicIssueNumber":"6","bibliographicPageEnd":"150","bibliographicPageStart":"139","bibliographic_titles":[{"bibliographic_title":"鈴鹿大学・鈴鹿大学短期大学部紀要"},{"bibliographic_title":"Journal of Suzuka Universuty and Suzuka Junior College","bibliographic_titleLang":"en"}]}]},"item_10002_description_5":{"attribute_name":"抄録（日）","attribute_value_mlt":[{"subitem_description":"2003年，内閣府が発表した「女性の指導的地位（女性管理職）の割合を2020年度までに30％程度まで増加させる」との目標は,結果的にその半分程度しか実現しなかった．本研究は,到達することのできなかった理由を明らかにし，2030年度へ先延ばしされた目標を達成するための方策について検討した．到達できなかった理由として，女性就業者の意識，雇用制度,ワークライフバランスなど，様々な課題があることが明確になった．\n今後は，女性管理職だけにとどまらず，ダイバーシティ経営を推奨し，社会全体の意識を変える教育を行うことが有効と考える．同時に，女性の大学スポーツ活動の推進を取り入れ，女性のリーダーシップ教育と自己効力感を高める取り組みを合わせて行うことが．より効果を上げられるのではないかとの結論に達した．今後は，日本の女性管理職と大学スポーツ実施の関係性について検証する必要性を感じた．\n\n","subitem_description_type":"Other"}]},"item_10002_source_id_9":{"attribute_name":"ISSN","attribute_value_mlt":[{"subitem_source_identifier":"2435-6530","subitem_source_identifier_type":"ISSN"}]},"item_10002_textarea_24":{"attribute_name":"抄録（英）","attribute_value_mlt":[{"subitem_textarea_language":"en","subitem_textarea_value":"In 2003, the Japanese government cabinet office announced a goal of ``increasing the percentage of women in leadership positions (female managers) to about 30% by fiscal 2020,'' but in the end, only about half of that was achieved. This study clarifies the reasons why it was not possible to reach the goals, and examines measures to achieve the goals that were postponed to fiscal 2030. It became clear that there were various issues, such as work-life balance that must be resolved. In the future, it will be beneficial to promote diversity management not only for women in managerial positions, but also to provide education to change the awareness of society as a whole. In conclusion, it would be more effective to combine efforts to encourage change. In future research, the relationship between Japanese women in managerial positions and the implementation of university sports will be examined. "}]},"item_creator":{"attribute_name":"著者","attribute_type":"creator","attribute_value_mlt":[{"creatorNames":[{"creatorName":"田中, 利佳"},{"creatorName":"タナカ, リカ","creatorNameLang":"ja-Kana"}],"nameIdentifiers":[{"nameIdentifier":"8543","nameIdentifierScheme":"WEKO"}]},{"creatorNames":[{"creatorName":"脇, 寛"},{"creatorName":"ワキ, ヒロシ","creatorNameLang":"ja-Kana"}],"nameIdentifiers":[{"nameIdentifier":"9022","nameIdentifierScheme":"WEKO"}]},{"creatorNames":[{"creatorName":"TANAKA, Rika","creatorNameLang":"en"}],"nameIdentifiers":[{"nameIdentifier":"619","nameIdentifierScheme":"WEKO"}]},{"creatorNames":[{"creatorName":"WAKI, Hiroshi","creatorNameLang":"en"}],"nameIdentifiers":[{"nameIdentifier":"9023","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":"2023-03-01"}],"displaytype":"detail","filename":"女性就業実態の現状から見る女性管理職登用の課題 .pdf","filesize":[{"value":"1.4 MB"}],"format":"application/pdf","licensetype":"license_note","mimetype":"application/pdf","url":{"label":"女性就業実態の現状から見る女性管理職登用の課題","url":"https://suzuka.repo.nii.ac.jp/record/3069/files/女性就業実態の現状から見る女性管理職登用の課題 .pdf"},"version_id":"52f1395c-cf56-4e48-a0ed-1505a1461e19"}]},"item_keyword":{"attribute_name":"キーワード","attribute_value_mlt":[{"subitem_subject":"女性管理職｜ ダイバーシティ経営｜ジェンダーギャップ","subitem_subject_scheme":"Other"},{"subitem_subject":"female managers｜diversity management｜gender gap","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":"女性就業実態の現状から見る女性管理職登用の課題","item_titles":{"attribute_name":"タイトル","attribute_value_mlt":[{"subitem_title":"女性就業実態の現状から見る女性管理職登用の課題"},{"subitem_title":"Appointing Women to Management Positions as Seen From the Current Status of Women’s Employment","subitem_title_language":"en"}]},"item_type_id":"10002","owner":"13","path":["268"],"pubdate":{"attribute_name":"公開日","attribute_value":"2023-03-01"},"publish_date":"2023-03-01","publish_status":"0","recid":"3069","relation_version_is_last":true,"title":["女性就業実態の現状から見る女性管理職登用の課題"],"weko_creator_id":"13","weko_shared_id":-1},"updated":"2023-05-15T14:44:34.049190+00:00"}