Kanai A
Department of Developmental Clinical Studies, Graduate School of Education, Nagoya University.
Shinrigaku Kenkyu. 1994 Jun;65(2):112-20. doi: 10.4992/jjpsy.65.112.
For the purpose of examining the determinants of turnover and quitting among working women, 283 working women were sampled from several private corporations in Japan. The causal relation model was named "Career Stress Model among Working Women" since it involved, among others, unique job stressors for working women. The results of path analysis showed that among women, the higher the stressors due to sex discrimination in working spaces, the higher the turnover. Further, the results showed that the lower the job commitment, the higher the quitting. However, since job commitment increases with corporate eagerness towards development of women's careers, corporate efforts to remove all elements of sex discrimination and efforts to implement policies which assist development of women's careers were considered to be important in reducing turnover and quitting among working women.
为了研究职业女性离职和辞职的决定因素，从日本几家私营公司中抽取了283名职业女性作为样本。该因果关系模型被命名为“职业女性职业压力模型”，因为它涉及职业女性特有的工作压力源等因素。路径分析结果表明，在女性中，工作场所性别歧视导致的压力源越高，离职率越高。此外，结果表明，工作承诺越低，辞职率越高。然而，由于工作承诺会随着公司对女性职业发展的热情而增加，因此，公司消除所有性别歧视因素的努力以及实施有助于女性职业发展政策的努力，被认为对于降低职业女性的离职率和辞职率很重要。
