Does the use of WLB practice effect on women's career development?
| Project/Area Number |
15K03688
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| Research Category |
Grant-in-Aid for Scientific Research (C)
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| Allocation Type | Multi-year Fund |
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| Section | 一般 |
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| Research Field |
Management
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| Research Institution | Hosei University |
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Principal Investigator |
Sakazume Hiromi 法政大学, キャリアデザイン学部, 教授 (10329021)
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| Co-Investigator(Kenkyū-buntansha) |
林 有珍 山梨学院大学, 現代ビジネス学部, 講師 (40633889)
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| Project Period (FY) |
2015-04-01 – 2018-03-31
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| Project Status |
Completed (Fiscal Year 2017)
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| Budget Amount *help |
¥4,680,000 (Direct Cost: ¥3,600,000、Indirect Cost: ¥1,080,000)
Fiscal Year 2017: ¥2,080,000 (Direct Cost: ¥1,600,000、Indirect Cost: ¥480,000)
Fiscal Year 2016: ¥520,000 (Direct Cost: ¥400,000、Indirect Cost: ¥120,000)
Fiscal Year 2015: ¥2,080,000 (Direct Cost: ¥1,600,000、Indirect Cost: ¥480,000)
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| Keywords | 管理職行動 / 女性正社員のキャリア / ダイバーシティ・マネジメント / 女性活躍 / ダイバーシティ / 管理職 / 短時間勤務 / 短時間勤務制度利用者 / 仕事の質 / 心理的契約 / ワーク・ライフ・バランス / 女性のキャリア / 短時間勤務制度 |
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| Outline of Final Research Achievements |
Previous researches point out that women are tend to less experience challenging jobs, receive less negative feedback and get less support from their supervisors than men at work. Eliminating these gender differences is one of the biggest challenges in female career development.
The purpose of this study is to clarify the factors that affect line managers’ behaviors against their female subordinates in diversity management practices. The results indicate that these practices trigger positive effects on managers’ challenging job assignment, negative feedback and support for career development.
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Report
(4 results)
Research Products
(6 results)
