{"created":"2023-05-15T14:19:28.538884+00:00","id":827,"links":{},"metadata":{"_buckets":{"deposit":"9e140c39-98fa-4e66-96c0-804912302873"},"_deposit":{"created_by":3,"id":"827","owners":[3],"pid":{"revision_id":0,"type":"depid","value":"827"},"status":"published"},"_oai":{"id":"oai:bunkyo.repo.nii.ac.jp:00000827","sets":["1:22:123"]},"author_link":["1522"],"item_5_biblio_info_13":{"attribute_name":"書誌情報","attribute_value_mlt":[{"bibliographicIssueDates":{"bibliographicIssueDate":"2011-03-01"},"bibliographicPageEnd":"39","bibliographicPageStart":"31","bibliographicVolumeNumber":"32","bibliographic_titles":[{"bibliographic_title":"人間科学研究"},{"bibliographic_title":"Bulletin of Human Science"}]}]},"item_5_date_43":{"attribute_name":"作成日","attribute_value_mlt":[{"subitem_date_issued_datetime":"2011-03-08"}]},"item_5_description_12":{"attribute_name":"抄録","attribute_value_mlt":[{"subitem_description":"The purpose of this study was to investigate the four types of career effectiveness. In this research, career effectiveness means a general degree of success in a career as judged by oneself and others (career success). D.T. Hall (2002) presented a model consisting of four dimensions regarding career effectiveness. The model has two foci, task and self, and depicts how they develop over time; a task focus is indicated by career performance in the short-term and career attitudes in the long-term while a self focus is indicated by personal attitudes in the short-term and identity in the long-term. A questionnaire consisting of 118 items was delivered to 2,067 working people, 60 percent of whom were full-time employees of an organization and 40 percent of whom were otherwise employed. Results revealed that people are cognizant of and distinguish between \"career performance\" and \"career satisfaction\" and that a high level of \"career adaptability\" leads to better \"career performance.\"\n\\n本研究は、キャリアの効果性について検討しようとするものである。キャリアの効果性とは、自己および他者の目から見たキャリアにおける全般的な成功度（キャリア・サクセス）を表す。ホール(2002)によるキャリアの効果性の概念に基づいて、構成概念を尺度化し、2067名の社会人に対する質問紙調査によって構成概念の間の関係性を分析した。その結果、キャリア成果とキャリア満足とは人々によって弁別して認識されること、また、キャリア適応が高い場合にはキャリア成果が高まることなど、構成概念の弁別と因果関係についていくつかの仮説が検証された。","subitem_description_type":"Abstract"}]},"item_5_description_38":{"attribute_name":"フォーマット","attribute_value_mlt":[{"subitem_description":"application/pdf","subitem_description_type":"Other"}]},"item_5_source_id_19":{"attribute_name":"ISSN","attribute_value_mlt":[{"subitem_source_identifier":"03882152"}]},"item_5_text_39":{"attribute_name":"本文言語","attribute_value_mlt":[{"subitem_text_value":"日本語"}]},"item_5_text_42":{"attribute_name":"ID","attribute_value_mlt":[{"subitem_text_value":"BKK0001007"}]},"item_5_text_7":{"attribute_name":"Author","attribute_value_mlt":[{"subitem_text_value":"Masuda, Tsutomu"}]},"item_5_text_8":{"attribute_name":"所属機関","attribute_value_mlt":[{"subitem_text_value":"文教大学人間科学部"}]},"item_5_text_9":{"attribute_name":"Institution","attribute_value_mlt":[{"subitem_text_value":"Bunkyo University, Faculty of Human Science"}]},"item_5_version_type_35":{"attribute_name":"著者版フラグ","attribute_value_mlt":[{"subitem_version_type":"VoR"}]},"item_creator":{"attribute_name":"著者","attribute_type":"creator","attribute_value_mlt":[{"creatorNames":[{"creatorName":"益田, 勉"}],"nameIdentifiers":[{}]}]},"item_files":{"attribute_name":"ファイル情報","attribute_type":"file","attribute_value_mlt":[{"accessrole":"open_date","date":[{"dateType":"Available","dateValue":"2018-03-22"}],"displaytype":"detail","filename":"BKK0001007.pdf","filesize":[{"value":"1.8 MB"}],"format":"application/pdf","licensetype":"license_note","mimetype":"application/pdf","url":{"label":"BKK0001007.pdf","url":"https://bunkyo.repo.nii.ac.jp/record/827/files/BKK0001007.pdf"},"version_id":"b5e1d6b0-176f-4484-8b56-9c8eaa99b88c"}]},"item_keyword":{"attribute_name":"キーワード","attribute_value_mlt":[{"subitem_subject":"career effectiveness"},{"subitem_subject":"career adaptability"},{"subitem_subject":"identity"},{"subitem_subject":"job satisfaction"},{"subitem_subject":"キャリアの効果性"},{"subitem_subject":"キャリア・アダプタビリティ"},{"subitem_subject":"アイデンティティ"},{"subitem_subject":"職務満足度"}]},"item_language":{"attribute_name":"言語","attribute_value_mlt":[{"subitem_language":"jpn"}]},"item_resource_type":{"attribute_name":"資源タイプ","attribute_value_mlt":[{"resourcetype":"departmental bulletin paper","resourceuri":"http://purl.org/coar/resource_type/c_6501"}]},"item_title":"キャリアの効果性の4類型の検討","item_titles":{"attribute_name":"タイトル","attribute_value_mlt":[{"subitem_title":"キャリアの効果性の4類型の検討"},{"subitem_title":"An Investigation of Four Types of Career Effectiveness"}]},"item_type_id":"5","owner":"3","path":["123"],"pubdate":{"attribute_name":"公開日","attribute_value":"2011-03-22"},"publish_date":"2011-03-22","publish_status":"0","recid":"827","relation_version_is_last":true,"title":["キャリアの効果性の4類型の検討"],"weko_creator_id":"3","weko_shared_id":-1},"updated":"2023-05-16T18:25:04.342960+00:00"}