{"@context":{"@vocab":"https://cir.nii.ac.jp/schema/1.0/","rdfs":"http://www.w3.org/2000/01/rdf-schema#","dc":"http://purl.org/dc/elements/1.1/","dcterms":"http://purl.org/dc/terms/","foaf":"http://xmlns.com/foaf/0.1/","prism":"http://prismstandard.org/namespaces/basic/2.0/","cinii":"http://ci.nii.ac.jp/ns/1.0/","datacite":"https://schema.datacite.org/meta/kernel-4/","ndl":"http://ndl.go.jp/dcndl/terms/","jpcoar":"https://github.com/JPCOAR/schema/blob/master/2.0/"},"@id":"https://cir.nii.ac.jp/crid/1050292583779655168.json","@type":"Article","productIdentifier":[{"identifier":{"@type":"URI","@value":"https://u-shizuoka-ken.repo.nii.ac.jp/records/5237"}}],"resourceType":"紀要論文(departmental bulletin paper)","dc:title":[{"@value":"女性の管理職への意識に関する調査―Ａ社リーダー研修応募者に対する質問票調査に基づく分析―"},{"@language":"en","@value":"An analysis of women's ambition for a managerial position:A study of prospective female leaders"}],"dc:language":"ja","description":[{"type":"Other","notation":[{"@value":"application/pdf"}]},{"type":"Abstract","notation":[{"@value":"本研究は、 女性の管理職への昇進に対する考え方に関連する要因の実態を明らかにすることを目的とする。 具体的には、 状況要因としてロールモデルの有無と家庭状況、 ワーク・ファミリー・コンフリクト、 認知的要因としてジェンダー観とワーク・ライフ・イデオロギー、 さらに昇進への意識に関する概念として、 キャリア自己効力感、 管理職自己効力感、 キャリア展望、 管理職意向を取り上げる。 これらの状況要因と認知的要因が、 昇進への意識にどのように関係しているかを確認した。"}]}],"creator":[{"@id":"https://cir.nii.ac.jp/crid/1070292583779655168","@type":"Researcher","foaf:name":[{"@value":"国保, 祥子"}]},{"@id":"https://cir.nii.ac.jp/crid/1070292583779655170","@type":"Researcher","foaf:name":[{"@value":"神吉, 直人"}]},{"@id":"https://cir.nii.ac.jp/crid/1420845751158713344","@type":"Researcher","personIdentifier":[{"@type":"KAKEN_RESEARCHERS","@value":"10548845"},{"@type":"NRID","@value":"1000010548845"},{"@type":"CINII_AUTHOR_ID","@value":"DB00047602"},{"@type":"URI","@value":"https://ci.nii.ac.jp/author/DB00047602#entity"},{"@type":"URI","@value":"https://viaf.org/viaf/NII%7CDB00047602"},{"@type":"NRID","@value":"9000386336407"},{"@type":"NRID","@value":"9000335182467"},{"@type":"NRID","@value":"9000237668796"},{"@type":"RESEARCHMAP","@value":"https://researchmap.jp/read0144770"}],"foaf:name":[{"@value":"黒澤, 壮史"}]},{"@id":"https://cir.nii.ac.jp/crid/1070015675353834882","@type":"Researcher","foaf:name":[{"@language":"en","@value":"Akiko, KOKUBO"}]},{"@id":"https://cir.nii.ac.jp/crid/1070015675353834880","@type":"Researcher","foaf:name":[{"@language":"en","@value":"Naoto, KANKI"}]},{"@id":"https://cir.nii.ac.jp/crid/1070015675353834881","@type":"Researcher","foaf:name":[{"@language":"en","@value":"Masashi, KUROSAWA"}]}],"publication":{"publicationIdentifier":[{"@type":"ISSN","@value":"09188215"}],"prism:publicationName":[{"@value":"経営と情報"},{"@language":"en","@value":"Review of Management and Information"}],"dc:publisher":[{"@value":"静岡県立大学経営情報学部"}],"prism:publicationDate":"2021-12-28","prism:volume":"34","prism:number":"1","prism:startingPage":"1","prism:endingPage":"25"},"reviewed":"true","url":[{"@id":"https://u-shizuoka-ken.repo.nii.ac.jp/records/5237"}],"project":[{"@id":"https://cir.nii.ac.jp/crid/1040000782005739136","@type":"Project","projectIdentifier":[{"@type":"KAKEN","@value":"18K18564"},{"@type":"JGN","@value":"JP18K18564"},{"@type":"URI","@value":"https://kaken.nii.ac.jp/grant/KAKENHI-PROJECT-18K18564/"}],"notation":[{"@language":"ja","@value":"ナラティヴ・アプローチによるオープンイノベーションの効果的実践プロセスの解明"},{"@language":"en","@value":"Effective process of open innovation through narrative approach"}]},{"@id":"https://cir.nii.ac.jp/crid/1040282256993072512","@type":"Project","projectIdentifier":[{"@type":"KAKEN","@value":"19K01864"},{"@type":"JGN","@value":"JP19K01864"},{"@type":"URI","@value":"https://kaken.nii.ac.jp/grant/KAKENHI-PROJECT-19K01864/"}],"notation":[{"@language":"ja","@value":"育児休業を取得して働く女性の基幹人材化に関する個人の意識変化と職場要因の研究"},{"@language":"en","@value":"A Study on Individual Attitude and Workplace of working women from the perspective of Human Resource Development."}]}],"dataSourceIdentifier":[{"@type":"IRDB","@value":"oai:irdb.nii.ac.jp:01487:0005379428"},{"@type":"KAKEN","@value":"PRODUCT-23699824"},{"@type":"KAKEN","@value":"PRODUCT-23948064"}]}