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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | Leon van Jaarsveldt(Leon van Jaarsveldt) | |
| dc.contributor.author | Misako Yano | en |
| dc.contributor.author | 矢野美砂子 | zh_TW |
| dc.date.accessioned | 2023-03-19T23:32:57Z | - |
| dc.date.copyright | 2022-09-26 | |
| dc.date.issued | 2022 | |
| dc.date.submitted | 2022-09-19 | |
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Retrieved from https://www.washingtonpost.com/news/worldviews/wp/2018/08/02/a-medical-school-in-japan-didnt-want-too-many-women-so-it-lowered-their-grades/ The Tokyo Shimbun. (2022). Tokyo Metro Government Announces New Nickname for Childcare Leave, Hopes to Change Atmosphere. The Tokyo Shimbun Web. Retrieved from https://www.tokyo-np.co.jp/article/186868?rct=covid19_in_english Tsugawa, Y., Jena, A.B., & Figueroa, J.F. (2017). Comparison of Hospital Mortality and Readmission Rates for Medicare Patients Treated by Male vs Female Physicians. JAMA Internal Medicine. Retrieved from https://jamanetwork.com/journals/jamainternalmedicine/fullarticle/2593255 United Nations. (2021). Goal 5 Achieve gender equality and empower all women and girls. United Nations Department of Economics and Social Affairs. Retrieved from https://sdgs.un.org/goals/goal5 UN Women. (2018). Facts and Figures: Economic Empowerment. UN Women. 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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/86015 | - |
| dc.description.abstract | Companies with women on board deliver higher average returns on equity, lower net debt-to-equity, and better average growth (Catalyst, 2007). Women are keen on social responsibility, customer satisfaction, and corporate governance (International Labour Office, 2015). Socially conscious investors worldwide interested in ESG investment will invest in companies with women on board. Despite much evidence, women are still underrepresented in the workforce worldwide. It is remarkably seen in Japan. Japan lists 120th in the Global Gender Gap Report (World Economic Forum, 2021). In 2017, among MSCI Japan Investable Market Index top 500 constituents, only 5 companies had over 30% of women on boards, and 287 companies had no female board directors (MSCI ESG Research, 2018). It shows that Japan’s gender gap in business is significant. This study aims to reveal the key issues Japanese female employees face in different industries. The research interviewed ten Japanese female leaders working in Japan, asking about their experiences. Qualitative data analysis was attempted to understand what the interviewees experienced, how they felt, and what is needed to change the situation. The finding indicated that the critical factor hindering women’s advancement is people’s unconscious biases for many years. Changing the deep-rooted common sense and habits in society is not easy. However, some measures that can be taken were revealed. These measures found in the research should provide knowledge for the future study of organizational diversity. | en |
| dc.description.provenance | Made available in DSpace on 2023-03-19T23:32:57Z (GMT). No. of bitstreams: 1 U0001-1709202215335400.pdf: 1290356 bytes, checksum: 1f54cfee4c7a46a4eaa4adf22d8ab962 (MD5) Previous issue date: 2022 | en |
| dc.description.tableofcontents | Acknowledgement i Abstract ii Table of Contents iii List of Tables v 1. Introduction 1 1.1 Background 1 1.2 Research Aim and Objectives 1 1.3 The Structure of the Study 2 2. Literature Review 3 2.1 Growing Importance of Female Leaders in Business 3 2.2 Women in the Past 4 2.3 Japanese Cultural Environment for Female Employees 5 2.4 Issues Faced by Female Leaders in Japan 7 2.4.1 Hiring System That Creates Inequality 8 2.4.2 No Training, No Role Model 9 2.4.3 Social and Company Culture Makes It Hard for Women 10 3. Methodology 12 3.1 Research Strategy 12 3.2 Data Collection Method 12 3.3 Interview Participants 13 3.4 Interview Procedure 14 3.5 Data Analysis 15 4. Results 16 4.1 Issues Japanese Female Employees Face in Different Industries 16 4.2 In-depth Analysis 17 4.2.1 The Glass Ceiling 17 4.2.2 Training and Work Experience 18 4.2.3 Mentor and Network 18 4.2.4 Inequality During Student Years 19 4.2.5 Inequality During Job Searching 19 4.2.6 Japanese Men and Household Chores 20 5. Discussion 21 5.1 Discussion of the Findings 21 5.1.1 Distinctly Different Experience for Professional Services Industry 21 5.1.2 Traditional Values Causing the Glass Ceiling 21 5.1.3 Diversity and Inclusion Training 22 5.1.4 Mentor and Role Models 23 5.1.5 Career Development and Hiring 23 5.1.6 Male Employees 25 5.1.7 Maternity Leaves 26 5.1.8 Transition Period 27 5.2 Limitations and Recommendations for Future Research 28 6. Conclusion 30 References 31 Appendix A: 36 Interview Information Sheet 36 Appendix B: 38 Interviews (Translated from Japanese to English) 38 | |
| dc.language.iso | en | |
| dc.title | 日本女性員工於不同行業別所面臨之困境－探索性研究 | zh_TW |
| dc.title | Problems Faced by Japanese Female Employees in the Different Industries: An Exploratory Study | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 110-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 許文馨(Wen-Hsin Hsu),謝昇峯(Sheng-Feng Hsieh) | |
| dc.subject.keyword | 女性領袖,多樣性,性別不平等,日本,育兒假, | zh_TW |
| dc.subject.keyword | Female Leaders,Diversity,Gender Inequality,Japan,Childcare Leave, | en |
| dc.relation.page | 86 | |
| dc.identifier.doi | 10.6342/NTU202203509 | |
| dc.rights.note | 同意授權(全球公開) | |
| dc.date.accepted | 2022-09-19 | |
| dc.contributor.author-college | 管理學院 | zh_TW |
| dc.contributor.author-dept | 企業管理碩士專班 | zh_TW |
| dc.date.embargo-lift | 2022-09-26 | - |
| 顯示於系所單位： | 管理學院企業管理專班(Global MBA) | |
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