女性管理職のキャリア形成プロセスにおける ワークモチベーションと自己調整に関する一考察 A Study on Work Motivation and Self-Regulation in the Career Development Process of Women in Management Ki

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1 女性管理職のキャリア形成プロセスにおける ワークモチベーションと自己調整に関する一考察 A Study on Work Motivation and Self-Regulation in the Career Development Process of Women in Management Kieko HORII 15 Abstract This paper seeks to define a future course of action for managing women employees by identifying what, in the process of their career-building efforts, regulates job motivation among women active in management positions as well as whether that motivation is being maintained and/or improved through various forms of self-regulation. The results of the study indicated that the problem of job motivation among the fifteen subjects shifted as women s careers developed, going from a personal issue to an issue being faced by a member of the organization, and finally to an issue concerning a member in a position of authority within that organization. When it came to self-regulation, the study also found a diverse range of responses, from dealing with the issue by taking action, to dealing with it mentally and emotionally, to taking advantage of contingencies. The results suggest that there is a need to accept current realities and actively make use of contingencies in terms 137

2 of the ease of building in-company networks, retention management, and making suggestions to individual women. Keywords: women, management positions, work motivation, self-regulation, career stage % %

3 Herzberg, 1959; Vroom, 1964; Adams, 1965 Hackman & Lawler, 1971; Hackman & Oldham, 1975;, , 2010;,

4 SD= SD= SD=

5 IC Schein 1978 Schein KJ

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11 女性管理職のキャリア形成プロセスにおけるワークモチベーションと自己調整に関する一考察 り考えても元には戻らないので じゃあこれからどうするかということを考えた方がいい んじゃないかなと思い直して " とあるように すぐに好転しない状況を悩むのでは なく 目線を変えるために 発想の転換 を行うことや 我慢 という心理的な方策を用 いて 現状の許容 を図り ワークモチベーションを維持しようとする内容が得られた 管理職以降のキャリアステージにおけるワークモチベーションの規定要因 表 8 管理職以降のキャリアステージにおけるワークモチベーション促進要因 表 9 管理職以降のキャリアステージにおけるワークモチベーション阻害要因 女性管理職の管理職以降のキャリアステージでは ワークモチベーションの促進要因と して 9 カテゴリー 17 サブカテゴリーが ワークモチベーションの阻害要因として 11 カ このキャリアステージでは テゴリー 29 サブカテゴリーが抽出された 表 8 表 9 管理職に昇進し 組織や様々な人物との密接な関わり合いから生起するカテゴリーが多く 抽出された 対象者は 管理職への昇進 を契機にワークモチベーションが高まったことから始ま り それに伴う 責任の増大 や対象者の責任や指揮命令のもとで 自律的な仕事 を担 当したことでワークモチベーションを向上させていた 147

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17 Alexander, 2003;,

18 Nelson & Quick 1985 Nelson & Quick Mitchell & Krumboltz 1996 planned happenstance

19 Adams, J. S Inequity in social exchange. In L. Berkwitz (Ed.), Advances in experimental social psychology. Vil.2. New York: Academic Press. Alexander, M Broadroom Networks among Australian Directors, 1976 and 1996: The Impact of Investor Capitalism, Journal of Sociology, 29, pp pp Hackman, J. R., & Lawler, E. E Employee reactions to job characteristics, Journal of Applied Psychology Monograph, 55 (3), pp Hackman, J. R., & Oldman, G. R Development of the job diagnostic survey, Journal of Applied Psychology, 60, pp Herzberg, F., Mausner, B., & Snyderman, B. B The motivation to work. New York: John Wiley GEMC journal 7 pp pp pp < list/dl/71-25r-07.pdf>, Mitchell, L. K. & Krumboltz, J. D Krumboltz s Learning Theory of Career Choice and Counseling, In D. Brown, L. Books & Associates (Eds.), Career Choice and Development (3 rd ed.) N.Y.: John Wiley & Sons pp < > Nelson, D. L., & Quick, J. C Professional women: Are distress and disease inevitable? Academy of Management Review, 10, pp < Finansurance pp pp Schein, E.H Career dynamics: Matching individual and organizational needs. Reading, MA: Addison-Wesley

20 pp Vroom, V. H Work and motivation. New York: Wiley %

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