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女性活躍推進と不本意非正規労働
https://twcu.repo.nii.ac.jp/records/26633
https://twcu.repo.nii.ac.jp/records/26633342ffc13-3571-4275-b91f-3130ea9c0551
名前 / ファイル | ライセンス | アクション |
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Full_Text KUROKAWA Sumire (895.2 kB)
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Item type | 紀要論文 / Departmental Bulletin Paper(1) | |||||
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公開日 | 2020-07-23 | |||||
タイトル | ||||||
タイトル | 女性活躍推進と不本意非正規労働 | |||||
言語 | ||||||
言語 | jpn | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | 女性労働 | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | 非正規雇用労働 | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | 女性活躍推進法 | |||||
キーワード | ||||||
言語 | en | |||||
主題Scheme | Other | |||||
主題 | female labor | |||||
キーワード | ||||||
言語 | en | |||||
主題Scheme | Other | |||||
主題 | non-regular employment | |||||
キーワード | ||||||
言語 | en | |||||
主題Scheme | Other | |||||
主題 | promotion of female participation and career advancement | |||||
資源タイプ | ||||||
資源タイプ識別子 | http://purl.org/coar/resource_type/c_6501 | |||||
資源タイプ | departmental bulletin paper | |||||
タイトル(別表記) | ||||||
その他のタイトル | Promotion of Female Participation and Career Advacement and Unwilling Non-Regular Work | |||||
著者 |
黒川, すみれ
× 黒川, すみれ |
|||||
著者名ヨミ | ||||||
値 | クロカワ, スミレ | |||||
著者名(別表記) | ||||||
値 | KUROKAWA, Sumire | |||||
内容 | ||||||
内容記述タイプ | Other | |||||
内容記述 | 女性活躍推進法の制定以降,企業の人事制度改革はさらなる注目を集めている.女性の積極的な活用を目指し,企業には女性が能力を発揮できる就業環境・制度の配備が求められている.その一環として,女性の非正社員から正社員への転換や,過去に在籍していた女性の正社員としての再雇用など,女性の基幹労働力化が重視されており,女性の多様なキャリアコースに対応できる制度が企業内にあることが,女性の活躍推進にとって大きな役割を果たすと期待されている.こうしたキャリアアップを重点的にすすめるべき対象は,「正社員で働きたくても働けない非正社員」のいわゆる不本意非正規労働者であることは論を待たない.本稿では,特に壮年層の不本意非正規女性において課題が残る状況であることを確認したうえで,どのような女性が不本意非正規になりやすいのかに関して,その特徴を明らかにした.第一に,不本意非正規女性の多くは無配偶女性であり,若年層では主に未婚者,壮年層では離死別経験者も多く含まれる女性たちが不本意な非正規労働に従事していること,第二に,壮年層の不本意非正規のキャリアアップのためには,求職者と求人のマッチング精度を高める必要があること,第三に,初職が事務職の派遣社員であったことが現在の不本意な非正規労働とつながることである. Since enactment of the Act on the Promotion of Female Participation and Career Advancement in the Workplace, the reform of personnel management gets attention. Companies are required to provide working environments and systems that enable women to demonstrate their abilities. Emphasis is being placed on women as a core labor force, conversion of female non-regular employees to full-time employees, re-employment of women who had been enrolled in the past as full-time employees. It is hoped that an in-house system that can support various career courses for women will play a major part in promoting women's active roles. Targets who should be prioritized for career advancement are so-called unwilling non-regular workers who are "non-regular employees who want to work as regular employees but cannot do so". In this study, we clarified the characteristics of women who were more likely to become unwilling non-regular workers. First, many unwilling non-regular women are unmarried. Young people are often unmarried, and middle-aged people may be single due to divorce or widowhood. Second, it is necessary to increase the matching accuracy between job seekers and job applicants to improve middle-aged unwilling non-regular women’s careers. Third, the fact that the first job was a temporary staffer leads to unwilling non-regular work. |
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出版者 | ||||||
出版者 | 東京女子大学現代教養学部国際社会学科社会学専攻紀要編集委員会 | |||||
コンテンツの種類 | ||||||
値 | 紀要論文 | |||||
ファイル形式 | ||||||
値 | application/pdf | |||||
ISSN | ||||||
収録物識別子タイプ | ISSN | |||||
収録物識別子 | 21876401 | |||||
書誌情報 |
東京女子大学社会学年報 = Tokyo Woman's Christian University annals of sociology 号 8, p. 1-16, 発行日 2020-03-02 |