{"created":"2024-02-19T09:21:24.961530+00:00","id":43552,"links":{},"metadata":{"_buckets":{"deposit":"82e92255-6155-4412-96d5-9d61553304d1"},"_deposit":{"id":"43552","owners":[1],"pid":{"revision_id":0,"type":"depid","value":"43552"},"status":"published"},"_oai":{"id":"oai:jdcat.jsps.go.jp:00043552","sets":["1613031614318"]},"author_link":[],"item_1551264308487":{"attribute_name":" タイトル","attribute_value_mlt":[{"subitem_1551255647225":"仕事と生活の両立支援策と企業業績に関する調査，2005","subitem_1551255648112":"ja"},{"subitem_1551255647225":"Survey on Support toward Work-Life Balance and Business Performance, 2005","subitem_1551255648112":"en"}]},"item_1551264629907":{"attribute_name":"Lisence","attribute_value_mlt":[{"subitem_1602213569986":"https://csrda.iss.u-tokyo.ac.jp/access/condition/","subitem_1602213570623":"ja"},{"subitem_1602213569986":"https://csrda.iss.u-tokyo.ac.jp/en/access/condition/","subitem_1602213570623":"en"}]},"item_1551264822581":{"attribute_name":"Topic","attribute_value_mlt":[{"subitem_1592472785169":"労働条件","subitem_1592472785698":"ja","subitem_1592472786088":"CESSDATopic","subitem_1592472786560":"https://vocabularies.cessda.eu/urn/urn:ddi:int.cessda.cv:TopicClassification"},{"subitem_1592472785169":"特定の社会サービスの利用と供給","subitem_1592472785698":"ja","subitem_1592472786088":"CESSDATopic","subitem_1592472786560":"https://vocabularies.cessda.eu/urn/urn:ddi:int.cessda.cv:TopicClassification"},{"subitem_1592472785169":"雇用","subitem_1592472785698":"ja","subitem_1592472786088":"CESSDATopic","subitem_1592472786560":"https://vocabularies.cessda.eu/urn/urn:ddi:int.cessda.cv:TopicClassification"},{"subitem_1592472785169":"労使関係・争議","subitem_1592472785698":"ja","subitem_1592472786088":"CESSDATopic","subitem_1592472786560":"https://vocabularies.cessda.eu/urn/urn:ddi:int.cessda.cv:TopicClassification"},{"subitem_1592472785169":"貿易、産業、市場","subitem_1592472785698":"ja","subitem_1592472786088":"CESSDATopic","subitem_1592472786560":"https://vocabularies.cessda.eu/urn/urn:ddi:int.cessda.cv:TopicClassification"},{"subitem_1592472785169":"ビジネス・産業経営と組織","subitem_1592472785698":"ja","subitem_1592472786088":"CESSDATopic","subitem_1592472786560":"https://vocabularies.cessda.eu/urn/urn:ddi:int.cessda.cv:TopicClassification"},{"subitem_1592472785169":"Working conditions","subitem_1592472785698":"en","subitem_1592472786088":"CESSDATopic","subitem_1592472786560":"https://vocabularies.cessda.eu/urn/urn:ddi:int.cessda.cv:TopicClassification"},{"subitem_1592472785169":"Specific social services: use and availability","subitem_1592472785698":"en","subitem_1592472786088":"CESSDATopic","subitem_1592472786560":"https://vocabularies.cessda.eu/urn/urn:ddi:int.cessda.cv:TopicClassification"},{"subitem_1592472785169":"Employment","subitem_1592472785698":"en","subitem_1592472786088":"CESSDATopic","subitem_1592472786560":"https://vocabularies.cessda.eu/urn/urn:ddi:int.cessda.cv:TopicClassification"},{"subitem_1592472785169":"Labour relations/conflict","subitem_1592472785698":"en","subitem_1592472786088":"CESSDATopic","subitem_1592472786560":"https://vocabularies.cessda.eu/urn/urn:ddi:int.cessda.cv:TopicClassification"},{"subitem_1592472785169":"TRADE, INDUSTRY AND MARKETS","subitem_1592472785698":"en","subitem_1592472786088":"CESSDATopic","subitem_1592472786560":"https://vocabularies.cessda.eu/urn/urn:ddi:int.cessda.cv:TopicClassification"},{"subitem_1592472785169":"Business/industrial management and organisation","subitem_1592472785698":"en","subitem_1592472786088":"CESSDATopic","subitem_1592472786560":"https://vocabularies.cessda.eu/urn/urn:ddi:int.cessda.cv:TopicClassification"}]},"item_1551264846237":{"attribute_name":"Desc","attribute_value_mlt":[{"subitem_1551255577890":"急速に進行する少子化に対処するため，社会全体での様々な取組が行われている。中でも，企業における仕事と家庭の両立支援や働き方の見直しに対する取組は，最も注目を集めているもののひとつである。ここで注目すべきは，労働者の職業生活と家庭生活の両立やワークライフバランス達成のための支援を行うことは，労働者自身にとってメリットを発生させるだけでなく，優秀な人材の確保・定着等をもたらすという意味で，企業へのメリットをも発生させるという指摘である。今後，より多くの企業においてこうした取組が推進されていくためには，単に取組の重要性を説明するだけでなく，取組を行うことによって企業にとってもメリットが生じること，典型的には企業業績にとっての好影響がもたらされることを具体的に明らかにすることが必要となる。実際，両立支援策の実施が企業業績にどのような好影響をもたらすかについては，近年企業経営や人事管理の現場の視点からも注目されており，欧米においては，研究の蓄積が進みつつある。わが国でも，このテーマに関する実証的な研究は緒についたところであり，いくつかの研究が蓄積されつつあるが，安定的な結論が得られる状況には至っていない。このような背景を踏まえて，2004年度，2005年度の2年間にわたりニッセイ基礎研究所に「両立支援と企業業績に関する研究会」(厚生労働省委託研究)が設置され，両立支援を含むワーク・ライフ・バランス施策と企業業績に関する調査研究手法を開発するとともに，それに基づき，両立支援策と企業業績との関係を明らかにすることを目的として本調査が設計・実施された。独自の特徴として次の点を有する。第一に，両立支援策の実施から企業業績の向上という因果関係をより厳密に検証することを意図して調査設計がなされているという点がある。上述のように，両立支援策と企業業績との関係については検証への取り組みが進行している状況にあるが，両者の関係を因果関係として把握しようとした場合に，次のような無視できない問題が生じる。企業業績の水準決定には，両立支援策の実施という要因だけでなく，それ以外の複数の要因が絡み合って作用しているという事実があり，このため両立支援策が影響をもつことを実証するためには，それら他の要因を統制しながら影響を計測するという困難な作業が必要となる。このような問題認識のもと，本調査では，企業業績に影響しうる要因に関する多数の調査項目を設けている。これによって，企業業績に影響する他の要因を統制した上で，両立支援策の効果を測定することが可能となる。本調査独自の特徴として第二に，両立支援策から企業業績に影響が及ぶまでのプロセスを検討するための調査設計がなされているという点がある。人事管理制度の一つの分野に過ぎない両立支援策の導入は企業業績に直接的に影響をおよぼすというよりも，人的資源管理との交互作用によって効果を与えていると捉えられる。具体的には，両立支援策が実施・充実されることによって，従業員の確保・定着，従業員のモチベーション向上，あるいは業務運営の効率化といった個別の人的資源管理上の改善を通じて，企業業績に好影響を及ぼすというプロセスを想定することができる。従って，両立支援策の影響を評価する際には，単に両立支援策から企業業績との直接的な関係を問うだけでなく，上のようなプロセスの検討を同時に行う必要がある。こうした問題をふまえて，本調査では，上述の人的資源管理上の改善を測定できるような調査設計を行っており，これによって，両立支援策が企業業績に効果を直接的に測定するだけでなく，効果がもたらされるまでのプロセスを検討することが可能になっている。なお，アンケート調査実施の際に回答結果と個別企業の公表されている業績データ（東洋経済新報社会社四季報データ，日本経済新聞社会社年鑑・会社総監データを利用）を関係付けて分析することを依頼状に明記し，回答企業の外部のデータを企業別に取り込んでいる。ただし公開にあたっては，個別企業が特定されないよう，外部データに関しては一部のみの提供となっている。","subitem_1551255592625":"ja"},{"subitem_1551255577890":"Various steps are being taken throughout society to address Japan’s rapidly declining birthrate. One of those attracting the most attention is a review of work styles and support for work-life balance in corporations. What ought to be noted is that supporting workers so that they can achieve balance between their professional and personal lives benefits not only workers but also corporations, as it means securing and retaining better talent. For more corporations to promote such measures in future, corporations not only need to be explained their importance, but there needs to be a specific indication of the benefits to corporations from such measures and typical examples of their positive effects on corporate performance.\n\nIn actuality, the positive effects of implementing balance support measures on corporate performance have recently attracted attention from the perspective of corporate operation and human resource management, and there has been an accumulation of research in Europe and the United States. Empirical research on this subject has just begun in Japan, and although there have been several studies already, no finalized conclusions have yet been drawn.\n\nAgainst this backdrop, the “Study group for balance support and corporate performance” (Ministry of Health, Labour and Welfare commissioned study) was established at the NLI Research Institute for a two-year period in the fiscal year 2004 and 2005. This survey was designed and conducted for the purpose of developing survey research techniques on work-life balance measures, including balance support and corporate performance, and using them as a basis for identifying the relationship between balance support measures and corporate performance.\n\nThis survey has following characteristics. First, it was designed with the intention of definitively verifying the causal relationship between implementing balance support measures and improved corporate performance. As stated above, steps are being pursued to verify the relationship between balance support measures and corporate performance. However, the following unavoidable problems arise when attempting to assess the relationship between the two as a causal relationship. The fact is that corporate performance is determined not only by the implementation of balance support measures but by the involvement of various other factors. Hence, verifying the effects of balance support measures requires the complex task of measuring effects while also negotiating those other factors. With these problems in mind, this survey provides multiple survey items concerning the factors that may affect corporate performance. It is thereby possible to measure the effects of balance support measures, while negotiating the other factors affecting corporate performance.\n\nThe second defining characteristic of this survey is that the survey was designed to examine the process from balance support measures to when they affect corporate performance. The introduction of balance support measures affecting more than one part of a human resource management system not only directly influences corporate performance but has effects resulting from interactions with human resource management. Specifically, a process may be imagined in which balance support measures are implemented/enhanced, resulting in individual improvements in human resource management in the form of improved securing/retaining of employees, improved employee motivation, and more efficient business operations, which positively affect corporate performance. Consequently, when evaluating the effects of balance support measures, the direct relationship of balance support measures and corporate performance as well as the above process need to be examined at the same time. Based on such problems, this survey provides survey design such that the above improvements in human resource management are measurable, and thus, this survey is capable of examining the process until effects are realized, in addition to directly measuring the effects of balance support measures on corporate performance.\n\nFurthermore, when the actual questionnaire survey is conducted, a request form clearly indicates that response results and the performance data released by individual corporations (using Toyo Keizai quarterly report company data [kaisha shikiho] and Nikkei Annual Corporation Reports/general manager [kaisha sokan] data) will be analyzed in relation to each other, and the external data of responding corporations will be incorporated per corporation. However, upon release of the survey, only some external data will be provided so that individual corporations cannot be identified.","subitem_1551255592625":"en"}]},"item_1551264917614":{"attribute_name":"publisher","attribute_value_mlt":[{"subitem_1551255702686":"SSJデータアーカイブ","subitem_1551255710277":"ja"},{"subitem_1551255702686":"SSJDA","subitem_1551255710277":"en"}]},"item_1551265002099":{"attribute_name":"Lang","attribute_value_mlt":[{"subitem_1551255818386":"jpn"}]},"item_1551265075370":{"attribute_name":"Version","attribute_value_mlt":[{"subitem_1591254915406":"ja"}]},"item_1586157591881":{"attribute_name":"Study 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C","attribute_value_mlt":[{"subitem_1602144573160":"2005-10-01","subitem_1602144578572":"ja","subitem_1602144587621":"start"},{"subitem_1602144573160":"2005-10-01","subitem_1602144578572":"ja","subitem_1602144587621":"end"}]},"item_1586253224033":{"attribute_name":"UoA","attribute_value_mlt":[{"subitem_1596608607860":"組織","subitem_1596608609366":"ja"},{"subitem_1596608607860":"Organization","subitem_1596608609366":"en"}]},"item_1586253249552":{"attribute_name":"Universe","attribute_value_mlt":[{"subitem_1596608974429":"東洋経済新報社会社四季報に掲載されている従業員数301～2000人規模の企業3464社（内訳は上場企業1791社，未上場企業1673社）。","subitem_1596608975087":"ja"},{"subitem_1596608974429":"A total of 3,464 companies with a staff size of 301 to 2,000 employees listed in the Toyo Keizai quarterly report company data [kaisha shikiho] (breakdown: 1,791 listed companies, 1,673 unlisted companies)","subitem_1596608975087":"en"}]},"item_1586253349308":{"attribute_name":"CollM","attribute_value_mlt":[{"subitem_1596610500817":"自記式調査票：紙","subitem_1596610501381":"ja"},{"subitem_1596610500817":"Self-administered questionnaire: Paper","subitem_1596610501381":"en"}]},"item_1586253589529":{"attribute_name":"Sampling R","attribute_value_mlt":[{"subitem_1596609826487":"有効回答数 446社 （有効回答率 12.9％）","subitem_1596609827068":"ja"},{"subitem_1596609826487":"Number of valid responses: 446 companies （Valid response rate: 12.9%）","subitem_1596609827068":"en"}]},"item_1588260046718":{"attribute_name":"Data K","attribute_value_mlt":[{"subitem_1591178807921":"量的調査: ミクロデータ","subitem_1591178808409":"ja","subitem_1592380784883":"Other"},{"subitem_1591178807921":"quantitative research: micro data","subitem_1591178808409":"en","subitem_1592380784883":"Other"}]},"item_1588260178185":{"attribute_name":"Access_e","attribute_value_mlt":[{"subitem_1522650717957":"ja","subitem_1522650727486":"制約付きアクセス"},{"subitem_1522650717957":"en","subitem_1522650727486":"restricted access"}]},"item_1592405734122":{"attribute_name":"Distributor","attribute_value_mlt":[{"subitem_1591320889728":"SSJDA","subitem_1591320890384":"Institute of Social Science, The University of Tokyo","subitem_1591320914113":"https://csrda.iss.u-tokyo.ac.jp/ssjda/","subitem_1591320918354":"Distributor","subitem_1592369405220":"SSJ データアーカイブ","subitem_1592369407829":"ja"},{"subitem_1591320889728":"SSJDA","subitem_1591320890384":"Institute of Social Science, The University of Tokyo","subitem_1591320914113":"https://csrda.iss.u-tokyo.ac.jp/en/ssjda/","subitem_1591320918354":"Distributor","subitem_1592369405220":"SSJDA","subitem_1592369407829":"en"}]},"item_1592405735401":{"attribute_name":"Related P","attribute_value_mlt":[{"subitem_1602214559588":"ja","subitem_1602214560358":"https://ssjda.iss.u-tokyo.ac.jp/Direct/resultsearch.php?lang=jpn&eid=0701"},{"subitem_1602214559588":"en","subitem_1602214560358":"https://ssjda.iss.u-tokyo.ac.jp/Direct/resultsearch.php?lang=eng&eid=0701"}]},"item_1592880868902":{"attribute_name":"Bib","attribute_value_mlt":[{"subitem_1586228465211":"〔二次分析〕に当たり、東京大学社会科学研究所附属社会調査・データアーカイブ研究センターSSJデータアーカイブから〔「仕事と生活の両立支援策と企業業績に関する調査，2005」(厚生労働省　雇用均等・児童家庭局職業家庭両立課)〕の個票データの提供を受けました。The data for this secondary analysis, \"Survey on Support toward Work-Life Balance and Business Performance, 2005 of the survey, Work and Family Harmonization Division, Equal Employment,Children and Families Bureau, Ministry of Health, Labour and Welfare of the depositor,\" was provided by the Social Science Japan Data Archive, Center for Social Research and Data Archives,Institute of Social Science, The University of Tokyo.","subitem_1586228490356":"ja"},{"subitem_1586228465211":"When publishing the results of the secondary analysis of SSJDA dataset(s), I shall acknowledge the data source by citing as follows: The data for this secondary analysis, \"Survey on Support toward Work-Life Balance and Business Performance, 2005 of the survey, Work and Family Harmonization Division, Equal Employment,Children and Families Bureau, Ministry of Health, Labour and Welfare of the depositor,\" was provided by the Social Science Japan Data Archive, Center for Social Research and Data Archives, Institute of Social Science, The University of Tokyo.Note: When publishing the results of the analysis of JGSS dataset(s), I shall acknowledge the data source by copying and pasting the citation found in the \"Readme\" file included with my dataset(s).","subitem_1586228490356":"en"}]},"item_1593074267803":{"attribute_name":"Author","attribute_type":"creator","attribute_value_mlt":[{"creatorNames":[{"creatorName":"ニッセイ基礎研究所","creatorNameLang":"ja"},{"creatorName":"NLI Research Institute","creatorNameLang":"en"}]}]},"item_1600078832557":{"attribute_name":"ファイル情報","attribute_type":"file","attribute_value_mlt":[{"url":{"label":"https://ssjda.iss.u-tokyo.ac.jp/Direct/gaiyo.php?eid=0701"}},{"url":{"label":"https://ssjda.iss.u-tokyo.ac.jp/Direct/gaiyo.php?lang=eng&eid=0701"}}]},"item_1602145007095":{"attribute_name":"URI","attribute_value_mlt":[{"subitem_1602144759036":"https://ssjda.iss.u-tokyo.ac.jp/Direct/gaiyo.php?eid=0701"},{"subitem_1602144759036":"https://ssjda.iss.u-tokyo.ac.jp/Direct/gaiyo.php?lang=eng&eid=0701"}]},"item_1602145192334":{"attribute_name":"Time P","attribute_value_mlt":[{"subitem_1602144573160":"2005","subitem_1602144578572":"ja","subitem_1602144587621":"start"},{"subitem_1602144573160":"2005","subitem_1602144578572":"ja","subitem_1602144587621":"end"}]},"item_1602145817646":{"attribute_name":"Fund","attribute_value_mlt":[{"subitem_1602142815328":"ja"}]},"item_1602147887655":{"attribute_name":"provider","attribute_value_mlt":[{"subitem_1602143328410":"厚生労働省　雇用環境・均等局職業生活両立課","subitem_1602143330068":"ja"},{"subitem_1602143328410":"Employment Environment and Equal Employment Bureau, Ministry of Health, Labour and Welfare","subitem_1602143330068":"en"}]},"item_title":"Survey on Support toward Work-Life Balance and Business Performance, 2005","item_type_id":"20","owner":"1","path":["1613031614318"],"pubdate":{"attribute_name":"PubDate","attribute_value":"2024-07-21"},"publish_date":"2024-07-21","publish_status":"0","recid":"43552","relation_version_is_last":true,"resourcetype":{"attribute_name":"ResourceType","attribute_value_mlt":[{"resourcetype":"dataset","resourceuri":"http://purl.org/coar/resource_type/c_ddb1"}]},"title":["Survey on Support toward Work-Life Balance and Business Performance, 2005"],"weko_creator_id":"1","weko_shared_id":-1},"updated":"2024-10-16T01:33:07.981303+00:00"}