{"created":"2023-07-27T07:53:07.287402+00:00","id":28834,"links":{},"metadata":{"_buckets":{"deposit":"fdfd08f9-b6a3-4139-a8e7-e64e234951a0"},"_deposit":{"created_by":21,"id":"28834","owners":[21],"pid":{"revision_id":0,"type":"depid","value":"28834"},"status":"published"},"_oai":{"id":"oai:doshisha.repo.nii.ac.jp:00028834","sets":["4251:5310:5311:5312:9079","8:1050:1051:9078"]},"author_link":["14526"],"item_1693811493084":{"attribute_name":"出版タイプ","attribute_value_mlt":[{"subitem_version_resource":"http://purl.org/coar/version/c_970fb48d4fbd8a85","subitem_version_type":"VoR"}]},"item_1694490770713":{"attribute_name":"権利者情報","attribute_value_mlt":[{"nameIdentifiers":[{"nameIdentifier":"DA15255399","nameIdentifierScheme":"AID","nameIdentifierURI":"https://ci.nii.ac.jp/author/DA15255399"}],"rightHolderNames":[{"rightHolderLanguage":"ja","rightHolderName":"同志社大学社会学会"},{"rightHolderLanguage":"en","rightHolderName":"The Association of Social Studies, Doshisha University"}]}]},"item_1_biblio_info_14":{"attribute_name":"書誌情報","attribute_value_mlt":[{"bibliographicIssueDates":{"bibliographicIssueDate":"2022-03-31","bibliographicIssueDateType":"Issued"},"bibliographicPageEnd":"107","bibliographicPageStart":"79","bibliographicVolumeNumber":"140","bibliographic_titles":[{"bibliographic_title":"評論・社会科学","bibliographic_titleLang":"ja"},{"bibliographic_title":"Hyoron Shakaikagaku (Social Science Review)","bibliographic_titleLang":"en"}]}]},"item_1_description_12":{"attribute_name":"抄録","attribute_value_mlt":[{"subitem_description":"育成人事を基本とする日本企業では，「人材の活用」が女性活躍の第一の目的となり，性別や職種にかかわらず，すべての労働者がその職責を全うできることが女性活躍の到達点となる。メンバーシップ型雇用からジョブ型雇用に移行することによって，企業は役員・管理職・専門職の女性比率を速やかに引き上げることはできるだろうが，それと引き換えに，企業は育成人事と査定制度を放棄することになる。日本企業では，労働契約で職種や勤務地などが限定されないこと(契約の不完備性)から，すべての正社員に「いつでも，どこでも，何でもやる」という働き方が求められているとされる。しかし，実際には，これに加えて企業内に形成された私的秩序により「やり遂げる」ことが求められる。すべての正社員に「やり遂げる」を求めることが，女性活躍推進，長時間労働解消などの取組みの障壁となっている。\nD&Iは，時間や職務など働き方に制約はあるけれど，能力や価値観が他とは異なる労働者を積極的に企業へ受け入れる取り組みにほかならない。したがって，D&Iの意義は就業形態の多様化を促すことにある。しかし，その実現には「いつでも，どこでも，何でも，やり遂げる」という働き方をベースに成り立つ現在の事業体制の見直しが不可欠となる。正社員の働き方を実質的に規律する私的秩序(組織規範)をどのように抑制するか－労働契約の不完備性をどのように整備するか－が，D&Iの労使関係的な意義であるとともに中長期的な実務課題となる。","subitem_description_language":"ja","subitem_description_type":"Abstract"},{"subitem_description":"Human resource utilization becomes the company's primary purpose of promotion of women's labour force participation, since Japanese companies train their workers by on-the-job training. The goal of the promotion is for all workers regardless of gender or occupation to discharge their duties. By shifting to job-based employment, companies may quickly increase the ratio of female executives, managers and professionals, but in exchange, companies would be going to abandon the on-the-job training of their workers and the assessment system. In Japan, labor contracts do not limit types or places of jobs (ambiguity of the labour contract).  Accordingly, it can be said that all regular employees are required to \"do anything, anytime, anywhere.\" In reality, it is also required to \"accomplish the task\" by company's organizational norms. The requirement for all regular employees to \"accomplish the task\" creates a barrier to the measures such as promotion of women's labour participation and mitigation of long working hours.\nDiversity and Inclusion (D & I) is the measures to recruit workers with diverse abilities and values although they have some restrictions on working hours and duties. Therefore, the significance of D & I is to promote diverse working patterns. However, in order to realize the measures, it is essential to review the current business structure, which requires, as described above, all workers to \"accomplishing anything, anytime, anywhere.\" Considering collective bargaining, it will be of significance for D & I to clarify the ambiguity of labour contracts by suppressing the organizational norm, which substantially regulates working patterns of regular workers, although it seems to be a medium and long term practical issue to tackle.","subitem_description_language":"en","subitem_description_type":"Abstract"}]},"item_1_description_13":{"attribute_name":"内容記述","attribute_value_mlt":[{"subitem_description":"論文(Article)","subitem_description_language":"ja","subitem_description_type":"Other"}]},"item_1_identifier_registration":{"attribute_name":"ID登録","attribute_value_mlt":[{"subitem_identifier_reg_text":"10.14988/00028826","subitem_identifier_reg_type":"JaLC"}]},"item_1_publisher_15":{"attribute_name":"出版者","attribute_value_mlt":[{"subitem_publisher":"同志社大学社会学会","subitem_publisher_language":"ja"}]},"item_1_publisher_16":{"attribute_name":"出版者（英）","attribute_value_mlt":[{"subitem_publisher":"The Association of Social Studies, Doshisha University","subitem_publisher_language":"en"}]},"item_1_relation_24":{"attribute_name":"関連サイト","attribute_value_mlt":[{"subitem_relation_name":[{"subitem_relation_name_language":"ja","subitem_relation_name_text":"掲載刊行物所蔵情報へのリンク ／ Link to Contents"}],"subitem_relation_type":"isFormatOf","subitem_relation_type_id":{"subitem_relation_type_id_text":"https://doors.doshisha.ac.jp/opac/opac_link/bibid/SB00961338/?lang=0","subitem_relation_type_select":"URI"}}]},"item_1_select_10":{"attribute_name":"所属機関識別子種別","attribute_value_mlt":[{"subitem_select_item":"kakenhi"}]},"item_1_select_11":{"attribute_name":"所属機関識別子","attribute_value_mlt":[{"subitem_select_item":"34310"}]},"item_1_source_id_17":{"attribute_name":"ISSN","attribute_value_mlt":[{"subitem_source_identifier":"02862840","subitem_source_identifier_type":"PISSN"}]},"item_1_source_id_19":{"attribute_name":"書誌レコードID","attribute_value_mlt":[{"subitem_source_identifier":"AN00211207","subitem_source_identifier_type":"NCID"}]},"item_1_subject_27":{"attribute_name":"日本十進分類法","attribute_value_mlt":[{"subitem_subject":"366.21","subitem_subject_scheme":"NDC"}]},"item_1_text_8":{"attribute_name":"著者所属","attribute_value_mlt":[{"subitem_text_language":"ja","subitem_text_value":"同志社大学社会学部准教授"}]},"item_1_text_9":{"attribute_name":"著者所属（英）","attribute_value_mlt":[{"subitem_text_language":"en","subitem_text_value":"Doshisha University"}]},"item_access_right":{"attribute_name":"アクセス権","attribute_value_mlt":[{"subitem_access_right":"open access","subitem_access_right_uri":"http://purl.org/coar/access_right/c_abf2"}]},"item_creator":{"attribute_name":"著者","attribute_type":"creator","attribute_value_mlt":[{"creatorNames":[{"creatorName":"寺井, 基博","creatorNameLang":"ja"},{"creatorName":"テライ, モトヒロ","creatorNameLang":"ja-Kana"},{"creatorName":"Terai, Motohiro","creatorNameLang":"en"}],"nameIdentifiers":[{"nameIdentifier":"14526","nameIdentifierScheme":"WEKO"},{"nameIdentifier":"9000017335222","nameIdentifierScheme":"CiNii ID","nameIdentifierURI":"http://ci.nii.ac.jp/nrid/9000017335222"},{"nameIdentifier":"DA17630331","nameIdentifierScheme":"AID","nameIdentifierURI":"https://ci.nii.ac.jp/author/DA17630331"}]}]},"item_files":{"attribute_name":"ファイル情報","attribute_type":"file","attribute_value_mlt":[{"accessrole":"open_date","date":[{"dateType":"Available","dateValue":"2022-04-13"}],"displaytype":"detail","fileDate":[{"fileDateType":"Issued","fileDateValue":"2022-03-31"}],"filename":"031001400005.pdf","filesize":[{"value":"1.6 MB"}],"format":"application/pdf","licensetype":"license_note","mimetype":"application/pdf","url":{"label":"031001400005.pdf","url":"https://doshisha.repo.nii.ac.jp/record/28834/files/031001400005.pdf"},"version_id":"2e69f3c4-7f71-433f-ac1f-8d9289bf9af5"}]},"item_keyword":{"attribute_name":"キーワード","attribute_value_mlt":[{"subitem_subject":"女性活躍推進","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"私的秩序形成","subitem_subject_language":"ja","subitem_subject_scheme":"Other"},{"subitem_subject":"Measures to support women's success in the workplace","subitem_subject_language":"en","subitem_subject_scheme":"Other"},{"subitem_subject":"Private order","subitem_subject_language":"en","subitem_subject_scheme":"Other"},{"subitem_subject":"D&I","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":"雇用におけるダイバーシティ＆インクルージョンの意義 : 女性活躍推進を分析の起点として","item_titles":{"attribute_name":"タイトル","attribute_value_mlt":[{"subitem_title":"雇用におけるダイバーシティ＆インクルージョンの意義 : 女性活躍推進を分析の起点として","subitem_title_language":"ja"},{"subitem_title":"コヨウ ニオケル ダイバーシティ ＆ インクルージョン ノ イギ : ジョセイ カツヤク スイシン オ ブンセキ ノ キテン トシテ","subitem_title_language":"ja-Kana"},{"subitem_title":"The significance of diversity & inclusion in employment : the analysis of women's labour force participation in Japan","subitem_title_language":"en"}]},"item_type_id":"1","owner":"21","path":["9078","9079"],"pubdate":{"attribute_name":"PubDate","attribute_value":"2022-04-13"},"publish_date":"2022-04-13","publish_status":"0","recid":"28834","relation_version_is_last":true,"title":["雇用におけるダイバーシティ＆インクルージョンの意義 : 女性活躍推進を分析の起点として"],"weko_creator_id":"21","weko_shared_id":-1},"updated":"2025-06-26T02:29:46.101419+00:00"}