The research on cross-gender mentoring and womeris career development

跨性别辅导与女性职业发展研究

• 批准号: 17510227
• 负责人: YOSHIDA Satoru
• 金额: $ 2.43万
• 依托单位: Bunkyo University (2006-2007)Komazawa Women's University (2005)
• 依托单位国家: 日本
• 项目类别: Grant-in-Aid for Scientific Research (C)
• 财政年份: 2005
• 资助国家: 日本
• 起止时间: 2005 至 2007
• 项目状态: 已结题
• 来源: https://kaken.nii.ac.jp/grant/KAKENHI-PROJECT-17510227/
• 关键词: Cross-Gender relationships; Women's Career development; Human relations training; Mentoring; Mentor-protege relations; クロス・ジェンダー関係

I summarized the part of results of research of 2005-2007 years in the report. At first, with Chapter 1, I discussed that core of the self-concept of the woman was maintenance of relationships. Therefore, in area of the career development, I discussed that human relations in workplace had an influence on the career development of women. In various human relations in the workplace, I commented that mentor - protege relations were in particular effective on women's career development. However. I pointed out possibility to functionless than male mentor - female protege relations than male mentor - male protege relations. In Chapter 2, interview investigation was conducted for the female employees. By interviews, it was going to solve the male superior-female subordinate relationships from the point of mentoring functions. Before interviews, I arranged the career functions of mentoring (Sponsorship, Exposure / Visibility, Challenging Assignments, Protection), the psycho - social functions (Acceptance / Confirmation, Counseling, Friendship), the role Modeling function in 34 question items. Along the items, I had each interviewee talk freely. Finally I had each interviewee evaluate every each item for as ten-point full marks. I printed the basic information about all interviewees, and interview record whole sentence in the report. With Chapter 3, I described the summary about the effects of mentor-protege relationships deposited from every interview.

我在报告中总结了2005-2007年的部分研究成果。首先，在第一章中，我讨论了女性自我概念的核心是维持关系。因此，在职业发展方面，我探讨了职场人际关系对女性职业发展的影响。在职场的各种人际关系中，我认为师徒关系对于女性的职业发展尤其有效。然而。我指出了男师-女门生关系比男师-男门生关系无用的可能性。第二章对女性员工进行访谈调查。通过访谈，从师徒职能的角度解决男女上下关系。面试前，我在34个问题项中安排了指导的职业功能（赞助、暴露/可见性、挑战性任务、保护）、心理社会功能（接受/确认、咨询、友谊）、角色塑造功能。沿着这些项目，我让每个受访者自由地交谈。最后我让每位受访者对每一项进行评分，满分为十分。我打印了所有受访者的基本信息，并在报告中记录了整句话的采访内容。在第三章中，我总结了每次访谈中积累的师徒关系的影响。