{"_buckets": {"deposit": "b0cf1031-2c6b-423e-b283-3cb36a4ac6fe"}, "_deposit": {"id": "40523", "owners": [], "pid": {"revision_id": 0, "type": "depid", "value": "40523"}, "status": "published"}, "_oai": {"id": "oai:teapot.lib.ocha.ac.jp:00040523", "sets": ["846"]}, "item_11_biblio_info_8": {"attribute_name": "書誌情報", "attribute_value_mlt": [{"bibliographicIssueDates": {"bibliographicIssueDate": "2011-10-31", "bibliographicIssueDateType": "Issued"}, "bibliographicPageEnd": "65", "bibliographicPageStart": "47", "bibliographicVolumeNumber": "18", "bibliographic_titles": [{"bibliographic_title": "生活社会科学研究"}]}]}, "item_11_description_17": {"attribute_name": "フォーマット", "attribute_value_mlt": [{"subitem_description": "application/pdf", "subitem_description_type": "Other"}]}, "item_11_description_46": {"attribute_name": "資源タイプ", "attribute_value_mlt": [{"subitem_description": "紀要論文", "subitem_description_type": "Other"}]}, "item_11_description_6": {"attribute_name": "抄録", "attribute_value_mlt": [{"subitem_description": "今日，結婚後に労働市場に留まる女性の数は増えている。しかしながら，第１子の出産を期に，労働市場から退出する女性は依然として７割弱，存在する。\\\\r\\\\\\\nそのような現象には仕事環境ばかりでなく，家族生活のあり方が影響を及ぼしていると考えられる。転職行動に関しては，産業・組織心理学，経済学や社会学でそれぞれ学問固有の研究成果が観察されるが，その多くは仕事時間，キャリア成長感，残業といった職場環境など仕事生活の変数からのみなり，家族生活の変数を考慮にいれたものは少ない。\\\\r\\\\\\\n本研究では，第一に，ワーク･ファミリー･コンフリクトの主要な結果であり，かつ転職行動の規定要因である「仕事パフォーマンス」，「仕事満足度」，および\\\\r\\\\\\\n「組織コミットメント」の３変数について，先行研究から相関係数や因果関係の関係を明らかにする。その後，Hom and Kinichi2001モデルを参考に，ワーク･ファミリー･コンフリクトの変数を考慮したプロセス・モデルを構築する。", "subitem_description_type": "Abstract"}, {"subitem_description": "The number of women who have been staying in labor market after marriages has increased today. However, during the birth of first child, women leaving from the labor market are still nearly 70%. It is considered that not only work life but also family life affects such behavior. Although there are many articles which focus on work domain for the turnover by industrial organizational psychology, economics, and sociology respectively, but they analysis only work domain variables, such as work hours, career\\\\r\\\\\\\ngrowth opportunities, overtime work, and there are few studies which consider the\\\\r\\\\\\\nvariables of the family domain variables, such as living together parents, division of household labor.\\\\r\\\\\\\nFor the purpose of building theoretical framework including both work and family domain, I first make the analysis the previous works to clarify the relations between correlation coefficient and causal relation of the three variables of job performance, job satisfaction and organizational commitment that are the main outcomes of work- family conflict and also the antecedents of the turnover. Then I aim to construct the pr\\\nocess model, referred to the Hom and Kinichi turnover model, which considers the variable of work family conflict. 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