{"created":"2023-05-15T09:55:42.118097+00:00","id":1576,"links":{},"metadata":{"_buckets":{"deposit":"6cb2cb7d-eba8-4a29-ad93-5d1c4a0f9d67"},"_deposit":{"created_by":16,"id":"1576","owners":[16],"pid":{"revision_id":0,"type":"depid","value":"1576"},"status":"published"},"_oai":{"id":"oai:lib.cku.repo.nii.ac.jp:00001576","sets":["1:177:218"]},"author_link":[],"item_5_biblio_info_9":{"attribute_name":"書誌情報","attribute_value_mlt":[{"bibliographicIssueDates":{"bibliographicIssueDate":"2021-12-01","bibliographicIssueDateType":"Issued"},"bibliographicIssueNumber":"65","bibliographicPageEnd":"76","bibliographicPageStart":"55","bibliographic_titles":[{"bibliographic_title":"千葉経済論叢","bibliographic_titleLang":"ja"},{"bibliographic_title":"CHIBA KEIZAI RONSO","bibliographic_titleLang":"en"}]}]},"item_5_description_6":{"attribute_name":"抄録","attribute_value_mlt":[{"subitem_description":"　本稿は，ベトナム・ハノイの日系中小製造業２社の現地従業員に対する質問紙調査から，人材マネジメント（以下HRM）に対する認識，コミットメント，会社に居続ける意思の関係を明らかにしたものである。\n　結論は，生活サポート・福利厚生の充実，適切な評価・報酬，仕事の自由度・達成感がコミットメントに正の影響を与えていた。ただし，日本型HRMと考えられる従業員を公平に扱うという施策は，コミットメントに負の影響を与えており，反発を招きかねないということである。また，会社に居続ける意思には，組織コミットメント（以下OC）の内在化要素および職務へのコミットメントが有意な正の影響を与えていた。意外にも愛着要素OCは会社に居続ける意思に有意な影響を与えていなかった。そして，ベトナム現地従業員のコミットメントを高めるには，経営層の従業員に対する信賞必罰な姿勢，リーダークラスの任免が重要であり，中長期的な人材育成が求められる。","subitem_description_language":"ja","subitem_description_type":"Abstract"}]},"item_5_publisher_10":{"attribute_name":"出版者","attribute_value_mlt":[{"subitem_publisher_language":"ja"}]},"item_5_source_id_11":{"attribute_name":"ISSN","attribute_value_mlt":[{"subitem_source_identifier":"21876320","subitem_source_identifier_type":"EISSN"}]},"item_5_source_id_13":{"attribute_name":"書誌レコードID","attribute_value_mlt":[{"subitem_source_identifier":"AA12625180","subitem_source_identifier_type":"NCID"}]},"item_creator":{"attribute_name":"著者","attribute_type":"creator","attribute_value_mlt":[{"creatorAffiliations":[{"affiliationNames":[{}]}],"creatorNames":[{"creatorName":"塗茂, 克也","creatorNameLang":"ja"},{"creatorName":"ヌシモ, カツヤ","creatorNameLang":"ja-Kana"},{"creatorName":"Nushimo, Katsuya","creatorNameLang":"en"}]}]},"item_files":{"attribute_name":"ファイル情報","attribute_type":"file","attribute_value_mlt":[{"accessrole":"open_date","date":[{"dateType":"Available","dateValue":"2021-12-06"}],"displaytype":"detail","filename":"chibakeizaironso65_05.pdf","filesize":[{"value":"1.1 MB"}],"format":"application/pdf","licensetype":"license_note","mimetype":"application/pdf","url":{"label":"chibakeizaironso65_05.pdf","url":"https://lib.cku.repo.nii.ac.jp/record/1576/files/chibakeizaironso65_05.pdf"},"version_id":"9489b0fe-83e0-433d-896c-36e99d2d2213"}]},"item_keyword":{"attribute_name":"キーワード","attribute_value_mlt":[{"subitem_subject":"ベトナム","subitem_subject_scheme":"Other"},{"subitem_subject":"中小企業","subitem_subject_scheme":"Other"},{"subitem_subject":"人材マネジメント","subitem_subject_scheme":"Other"},{"subitem_subject":"コミットメント","subitem_subject_scheme":"Other"},{"subitem_subject":"従業員の定着","subitem_subject_scheme":"Other"}]},"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"}]},"item_title":"ベトナム日系中小企業の人材マネジメントとその影響 ―現地従業員のHRM認識，コミットメント，会社に居続ける意思の関係とは―","item_titles":{"attribute_name":"タイトル","attribute_value_mlt":[{"subitem_title":"ベトナム日系中小企業の人材マネジメントとその影響 ―現地従業員のHRM認識，コミットメント，会社に居続ける意思の関係とは―","subitem_title_language":"ja"},{"subitem_title":"Human resource management of Japanese SMEs in Vietnam and its impact ―What is the relationship between local employees' HRM awareness, commitment, and willingness to stay in the company? ―","subitem_title_language":"en"}]},"item_type_id":"5","owner":"16","path":["218"],"pubdate":{"attribute_name":"PubDate","attribute_value":"2021-12-06"},"publish_date":"2021-12-06","publish_status":"0","recid":"1576","relation_version_is_last":true,"title":["ベトナム日系中小企業の人材マネジメントとその影響 ―現地従業員のHRM認識，コミットメント，会社に居続ける意思の関係とは―"],"weko_creator_id":"16","weko_shared_id":-1},"updated":"2023-12-06T08:48:56.454477+00:00"}