研究課題/領域番号 |
22K01516
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研究種目 |
基盤研究(C)
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配分区分 | 基金 |
応募区分 | 一般 |
審査区分 |
小区分07050:公共経済および労働経済関連
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研究機関 | 一橋大学 |
研究代表者 |
小野 浩 一橋大学, 大学院経営管理研究科, 教授 (80747981)
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研究期間 (年度) |
2022-04-01 – 2025-03-31
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研究課題ステータス |
交付 (2022年度)
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配分額 *注記 |
4,030千円 (直接経費: 3,100千円、間接経費: 930千円)
2024年度: 1,300千円 (直接経費: 1,000千円、間接経費: 300千円)
2023年度: 1,300千円 (直接経費: 1,000千円、間接経費: 300千円)
2022年度: 1,430千円 (直接経費: 1,100千円、間接経費: 330千円)
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キーワード | diversity / ideal worker / life satisfaction / gender / unconscious bias |
研究開始時の研究の概要 |
We conduct a quantitative investigation of employees in large Japanese firms to challenge conventional wisdom on barriers to upward mobility for women in the Japanese workplace, and to identify initiatives that have met with demonstrable success in promoting gender equality.
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研究実績の概要 |
In 2022, we continued to collect employee data to further add to our database. We published academic papers and presented at academic conferences on topics related to gender inequality and well-being in the workplace. Our work on diversity, equity and inclusion (DEI) received recognition from the press and from the general audience, and were featured in several media outlets. The topic of DEI is now mentioned on a regular basis in Japan. Our research is ideally positioned to better understand and to advance DEI in Japanese society. We look forward to making a contribution in this area through our theoretical and empirical research.
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現在までの達成度 (区分) |
現在までの達成度 (区分)
2: おおむね順調に進展している
理由
2022 was yet another year affected by Covid but we were still able to collect employee data to add to our database. Data collection for the current year completed in December 2022. We are currently cleaning and coding the data in preparation for analyses.
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今後の研究の推進方策 |
We plan to start hypothesis testing and data analyses in the second half of 2023. We are particularly interested in examining how deviations from the ideal worker model may affect particular outcomes such as promotion and pay. We have collected sufficient data from companies to construct a hypothetical ideal worker along such attributes as gender, work hours, willingness to do overtime work, willingness to participate in social activities after work, etc. We hypothesize that workers who deviate from the (hypothetical) ideal worker will be positioned at a disadvantage relative to those who maintain and behave according to the norm.
Also in 2023, we will continue to collect employee data from companies that we have worked with in the past.
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