@article{oai:nagoya.repo.nii.ac.jp:00002224,
 author = {若林, 満 and WAKABAYASHI, Mitsuru and 冨安, 玲子 and TOMIYASU, Reiko and 湯川, 隆子 and YUKAWA, Takako},
 journal = {名古屋大學教育學部紀要. 教育心理学科},
 month = {Dec},
 note = {For the purpose of identifying patterns of career development among female managers, two different research methods, namely the interviewing and the questionnaire survey, were employed. Data derived from these two methods were analysed independently as to the types of career development and its determinants. The 181 female supervisors and managers who work for the various industrial organizations in the Nagoya area responded the questionnaire for the career development survey. The questionnaire was designed so that auto-biographical information will be collected systematically from each manager along developmental stages of her occupational life. That is, question items were developed to cover a variety of factors and experiences (mostly categorical data) concerning each manager's childhood, adolescence, and trial and establishment phases in profession. In addition to the above, 30 rating scales, 15 for facilitating factors and also 15 for impeding factors of career development, were included in the questionnaire. Out of 64 female managers who responded the questionnaire and gave consent to being interviewed, 30 female managers were actually asked to participate in interview sessions which we called the "career interview." Interviewers guided the session along a semi-structured format that had been prepared in accordance with contents of the questionnaire. They wrote an interview protocol for each session, and 25 of them were allowed to be used finally, as data for future analyses and publications. Interview protocols were rated along 20 scoring keys which were grouped into the following 6 dimensions: (1) degree of establishing occupational self-identity during childhood and adolescence, (2) the level of external pressures toward independence, (3) the quality of organizational socialization, (4) need strength for promotion, (5) marital status, and (6) family conditions for continuing work (for the married only). All 25 interviewees were dichotomized on each of the above 6 dimensions. Then, they were subject to the successive cross-classification based on these dichotomized scales. This procedure made us possible to classify 25 female managers into 6 distinctive categories: (1) self-acturizing, (2) independence-oriented, (3) bread earner, (4) family building, (5) diligent worker, and (6) the re-started. To explore the determining factors of career progress, correlation coefficients were computed between measures of career outcomes (managerial status and salary levels) and 6 dimensions used for classifying career types. First, it was found that dimensions on organizational socialization and need for promotion showed the highest correlations with career outcome measures, followed by the occupational self-identity dimension. These three dimensions, all put together, were considered to be presenting favorableness of the social-psychological environment for career development of the female. Thus, the self-acturalizing and independence-oriented type managers who enjoyed the most favorable environment were both found achieving the higher status and salary levels, relative to the other type female managers. Second, the dimension of pressures toward independence showed no impact upon outcome measures, but it was found affecting the other important determining factor, the level of education, in a negative manner. Third, being married and having good conditions for continuing the work, were found to have negative relationships with the level of managerial status and salary. Thus, the family-building type managers who were all married and decided to continue to work simply because they could have adequate conditions within the family, tended to be the lowest both in status and salary levels. Results of the analyses based on the questionnaire data supported very strongly the findings derived from interview protocols. Questionnaire responses were transformed into appropriate categorical data so that the method of Hayasi's quantification-III could be applicable. This particular analytic method allowed us to identify basic dimensions for classifying subjects, based on a set of categorical information available through the questionnaire survey. Three meaningful dimensions were extracted as a result of analyses based on the Hayasi's method: (1) facilitating - impeding environment. (2) ascendance - status quo orientation, and (3) family = work - work = single choice. These results exhibited substantial similarity with those derived from the interview data, regarding basic dimensions for determining the career development processes of female managers. Moreover, it was shown that types of career development identified by combining the above three dimensions overlap to a considerable extent with those derived through the analysis of interview data. In conclusion, it was demonstrated that two different methods of research, the semi-structured career interview and the Questionnaire survey on autobiographical facts and experiences, could produce when properly arranged basically similar results, regarding the types of career development and basic dimensions that gave rise to these types. It was suggested that the career interview methods developed by the present study needs more elaboration, so that biases inherent in the interview method (such as defensive attitudes, socially desirable responses, errors in recall, etc. on the part of the interviewee) would be minimized, in addition to the improvement in interview techniques and the structure of questions to be asked., 国立情報学研究所で電子化したコンテンツを使用している。},
 pages = {177--205},
 title = {民間企業における女性管理・監督職のキャリア形成パターンに関する研究 : 面接法に基づく類型化と質問紙データのパターン分類結果との対応関係について},
 volume = {30},
 year = {1983}
}