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本研究の目的は，高学歴女性が仕事と家庭を両立し，キャリアを形成する上での現在の課題を明らかにすることである．2010 年以降育児休業を取得し現在も正社員として大企業に勤務する女性21 名に対して聞き取りを行った．5 年前と比べると，企業風土は，子育てと仕事の両立を支援する方向へと改善していること，また家庭内の家事分担も，結婚時に比べると改善していることを語る者が多い．しかしながら育児休業取得のタイミングによって昇進パスに乗れない，短時間勤務により一律に評価が下がった，柔軟な働き方を上司に認められなかったことから，仕事や昇進への意欲が減退する課題は残る．他方で，長時間労働でない新しい上司像を自ら意欲的に実践する女性管理職も出てきている． インタビューを実施したお茶の水女子大学3 年生（当時）は，当事者が誇りをもって仕事をしている様子に感銘を受け，自ら働きかけることの重要性を学んだ一方で，自分ごととして両立を実践することは容易でないとも感じている．女性が出産とキャリアを両立するためには，多様なライフステージを前提とした人事制度へとさらなる改革が必要である．

application/pdf, 紀要論文, 本稿は，大学生の年金知識と年金意識に関する調査の分析結果である．永瀬\ 研究室では2016年10月に首都圏23大学967人に調査を行った．大学生の年金満足\ は年金知識や将来の仕事や家庭の見通しで異なるとの仮説をたてた．5 件法の\ 年金満足度に影響を与える要因をみると，世代間扶養を支持する規範と将来子\ どもを持たないことが年金満足に正の影響を与えていた．他方奨学金返済予定\ があることは年金満足を有意に低めた．また6 問の年金知識を出題したが，大\ 学生の年金知識は驚くほど低く，十分な教育が行われていない．しかし多変量\ 解析から年金知識を獲得している者ほど有意に年金満足が下がることから，現\ 在の年金制度の大学生の納得を得にくいという重大な課題が示唆される．大学\ 生の8 割が結婚や出産を期待し，女性の過半数は共働きを志向し，自分の収入\ 期待も高かった．これからの社会保障について，若者の視点を取り入れ，従来\ とは違った形で子育てや奨学金の負担，共働き家族に配慮すべきと考えられる．, This paper reports the results of a survey on University Students’ Knowledge and Attitude\ towards the Pension System, conducted in October 2016 with students at 23 universities in the\ Tokyo metropolitan district. Between 30 to 60 students responded at each university, for a total\ sample size of 967 students. The survey was designed and conducted by university students\ participating in the laboratory of Nobuko Nagase at Ochanomizu University. We hypothesized\ that students’ satisfaction with the national pension system rises with increased knowledge of\ the system, and also that satisfaction varies by one’s plan for future, such as wishing to take care\ of one’s parents, or wishing to become or have a full-time housewife at home, or wishing to have\ children. We found that university students’ knowledge on the pension tax and basic pension\ payment is extremely limited. However, when students have more knowledge, we found in the\ ordinary least square analysis that their satisfaction with the national pension system statistically\ significantly declines. This is an alarming result. In the econometric analysis, we also found that\ when students have student loans, their satisfaction with the pension system statistically\ significantly declines. Only when the students agreed with the concept of supporting the elderly,\ or when they reported not planning to have children in the future, did their satisfaction with the\ pension system increase. We found that 80 percent of students wished to form a family, while\ more than half of university female students did not wish to become full-time housewives in the\ future, and that they expect a much higher income than present Japanese females do earn. The\ National pension system needs to conform with the changing views of youth about their future.

In this paper we take a detailed look at the Japanese university graduate labor market to understand more fully the problems with the current Japanese student loan system identified in Kobayashi and Armstrong (2017). We see that unlike most other countries with a large proportion of female university graduates, Japanese female graduates earn significantly less than male university graduates and this appears to be driven by significant wage falls when female graduates marry or have their first child. This means that understanding the repayment burden problems of the current student loan system and designing alternative income contingent loan systems needs to take into account the household income of graduates. We show that an affordable income contingent loan (ICL) system could be introduced in Japan, however the repayments would probably have to be based on household income. We illustrate this with a couple of example ICLs and highlight further work that needs to be done to come up with a feasible and fair student loan system in Japan for post high school education.

application/pdf, 紀要論文, 本稿は，国立社会保障・人口問題研究所『第12回出生動向基本調査』夫婦調査（2002年実施）を用いて，女性の結婚・出産後の就業継続の世代による変化を分析した．1953 ～ 83年生まれの世代を比較すると，第1 子出産後の無業割合が7 割以上，正社員就業は16％程度とほぼ一定である．仕事と家庭の両立支援策が近年ほど拡充されてきたにもかかわらず，第1 子1 歳時の就業継続状況が高まらなかった一因は，初職非正規雇用の拡大にある．すなわち第1子1歳時の正社員就業のプロビット分析を行うと，分析対象を「現在正社員である者」に限定すれば，1973年以降生まれは，1953 ～ 62年生まれに比べて出産後の正社員継続が40％程近く高まる大きい効果がみられ，企業勤務者の目線からみれば育児休業制度の効果が出ていると誤解されがちである．しかしながら分析対象を女性全体に広げると，若い世代ほど，小規模ではあるが出産後の正社員就業はむしろ5～7％有意に下がる．この結果は，若年女性の非正規雇用が増えていることに起因する．また，「結婚時正社員」「妊娠時正社員」に限定した場合でも，就業継続の世代による有意な上昇はみられなかった．若年層全体に両立支援策を届けるには，非正規雇用者についても出産時の収入低下および仕事の喪失に対する社会的保護の拡大をする必要があることを本分析は示している．さらに，賃金稼得力が高いことや親同居が出産後の正社員就業を促進し，夫の収入が高いこと，夫が高学歴であること，子が幼いうちは家庭にいるべきとの規範意識は就業を抑制することも示された．子が幼いうちは家庭にいるべきという規範は，子どもを持つ前の期待と子どもを持った後の現実とで若い世代に齟齬が起きている可能性も示した．, The purpose of this paper is to analyze changes in Japanese female employment following marriage and the first childbirth using the National Fertility Survey of 2002 conducted by National Institute of Population and Social Security Research. The survey is conducted to nationally representative samples of wives of married couples under the age of 50 in Japan with 7,916 samples （response rate of 87.8%）. It has retrospective questioning on the work status at\ marriage, at the pregnancy of the first child, and at the age when the first child is one year old. The survey covers cohorts that initiated their work before and after the enactment of the Equal Employment Opportunity Law of 1986, its amendment enacted at 1999, as well as the enactment of Child Care Leave Law of 1992, and its amendment enacted at 1995, 1999, 2001. Work continuation, especially work continuation of seishain , or formal work status, at the first child\ birth is of much interest. Under the Japanese long term employment practices, reentry to seishain sector, the better paid employment status without termination of contract, is difficult once a worker has a long period of non-employment.\ Our analysis showed that the percentage of women out of labor force at marriage, and at the pregnancy of the first child, showed a decreasing trend for the younger cohort. However, no trend was seen when the first child is of age one. More than 70 percent of mothers were found to be out of labor force, while those with seishain work was around 16 percent for different cohorts when their first child is of age one. We made probit estimation of whether one has seishain work or not when the first child is of age one. High estimated wage rate as well as the dwelling in extended families increased probability to have seishain work. On the other hand, husbands’high income, husbands’higher education, and the belief that mother should stay home with infants decreased females’probability to have seishain work. The passage of supportive laws as measured by cohort effect showed a nonsignificant negative sign on the probability to have seishain work after the first child birth for the younger cohorts, for those who had seishain work at pregnancy. However, when the analysis was enlarge to the total population, the sign became significantly negative, and it was found that the probability to have seishain work after child delivery was five to seven percent lower for the younger cohort. This is due to a rapid change in the labor market, a large increase in nonstandard employment of young cohorts who entered the labor market in the late 90’s. Since the Japanese social protection law concerning work and family mostly covers those with seishain work, the cohort effect was small but significantly negative when the total population was dealt with, since younger cohorts are more likely to enter workforce as non seishains . Our analysis suggests that the government should include non-standard employees in its social protection scheme, in order to support the child-rearing of the younger working population.

application/pdf, 紀要論文, 本稿は，企業の採用意欲が低水準から回復に向かった2002年－2007年について，総務省『労働力調査』の月次の個票データを用い，若者の安定雇用への移行がすすんだかどうかを計測するものである。34歳までの男女をみると，多変量解析の結果，学歴が高いほど，年齢が若いほど，またパート・アルバイトに就いているよりは，派遣社員（特に高卒・短大卒女性）や契約社員等を含むそ\\r\\\ の他雇用（男性）に就いている方が，正規職に移行しやすい。また景気の影響であるが卒業時の有効求人倍率が低いことは，特に大卒層の安定雇用参入に大きい負の効果を長期に及ぼす。いったん非正規や無業者になった場合，その後有効求人倍率が上がることは，正規職への移行を助けるもののその効果はかなり限定されている。また労働需給や個人属性をコントロールすると，非正規雇\\r\\\ 用や無業経験確率は年々上昇する傾向があることが見いだされた。政策の効果として，若年人口にしめる県別のジョブカフェ利用者割合を推計に入れると，地域が企業・個人・学校と連携する取り組みをすることは，若年男性の正規就業化に対して弱いが正の効果を持つことが見出された。, The purpose of this paper is to examine different factors that promote transition to permanent employment by gender and by educational groups while taking account of regional labor demand, using the micro data of monthly Labor Force Survey 2002 to 2007 when economy was on the path of recovery. Though Japanese firms are known for long term employment practices, following the financial crisis of 1997 to 1998, firms increased termed and temporary employment in place of long term employees, resulting in a significant decline in youth with employment contract without termination, or Seishain.\\r\\\ Our main findings show that a low job demand at one's school graduation, represented by monthly prefectural job openings to job seekers ratio, significantly decreases the probability of getting a Seishain job. This effect was found to be strong and lasting.\\r\\\ For those in a pool of precarious employment, economic upturn, again represented by monthly prefectural job openings to job seekers ratio, does have positive effect on the youth's transition to permanent employment, but only to a smaller degree. Age has a large negativ\ e effect on transition to stable employment, while education has a positive effect.\\r\\\ Among precarious employment, more women in temporary dispatch are found to make transition to permanent employment as compared to part-time and arubaito , while for men, those in termed full-time employment did the best. The Government is taking measures for improved job placement of the youth. Among arrays of measures, “job caffe ” is one of the core measures, creating prefectural one-stop job seeking center for youth implemented from 2004 to 2006, with 20 “model prefectures” among 47 prefectures initiating variety of activities. By making figures as to the percentage of average visit to “job caffe ” of youth in age group of 15 to 34 by prefectures, and adding this variable in the transition equation, we found that active prefectural “job caffe ” activities have small positive sign in transition to permanent employment for most educational group of males.

application/pdf, 紀要論文, The purpose of this paper is to analyze the recent patterns of work and family choices\\r\\\ among university graduate women in Japan. The first half of the paper uses data from the National Fertility Survey of 2005 by ISSPR, to show that there are still more than seventy percent of women who are full-time housewives when their first child is one year old, and that the percentage has stayed relatively the same for different cohorts, despite the consecutive strengthening of the Equal Employment Opportunity Law and the Child Care\\r\\\ Leave Law in the 90's and 2000's. In most developed countries, the number of married\\r\\\ women with young children participating in the labor force has increased. The question\\r\\\ arises, why do many Japanese female university graduates quit working?\\r\\\ For the purposes of focusing on women in their early careers yet with solid work\\r\\\ experience, we created an in depth interview with seventeen university graduated women,\\r\\\ within the age group of 26 to 33 years old, in the Tokyo metropolitan area by using a\\r\\\ snow bowl sampling method. The interviews were conducted from 2006 to 2008.\\r\\\ nWe discovered that firm practices are the primary reason why women quit working. The women who challenged the career ladder, which was formerly accessible only to males, saw little time available for child bearing due to longer work hours and a high number of requirements. For others, it was difficult to plan on establishing future careers in their firms, since the female role model was rare. Other women were given traditional clerical assistant jobs. They thought the clerical work was uninteresting which resulted in them quitting their jobs early.\\r\\\ About half of those interviewed were employed by long term employment, which\\r\\\ was formerly only open for male university graduates. One fourth of the women were\\r\\\ employed in clerical assistant work, a traditional women's work realm, and one fourth of the women were employed in the public sector through examination placement.\\r\\\ Among those who worked for private enterprise, we found many women who said\\r\\\ it was not easy to balance work and family. Whether or not their firms have a familyfriendly\\r\\\ culture was important for keeping employment status after childbirth. Apart from working traits, factors that also affected whether a women quit their job was the mother role, inc\ luding whether women think it is better to stay at home when children were of a\\r\\\ young age. Their own mother's attitude towards work also seemed to affect the daughter's attitude. Availability of familial support, mostly the support of grandparents, was also of importance in caring for children and keeping employment. The majority of females had little expectation towards their husbands’ role in child care., 本稿は，日本の若年女性労働が1990年代から2000年代にかけての規制改革変化，統計が示す実態変化を踏まえた上で，なぜ雇用機会均等法や育児介護休業法における規制強化にかかわらず，意欲の高い女性が出産を乗り越えられないのか，一定の職場経験を経た26－33歳の大卒女性の聞き取り調査から明らかにする。第13回出生動向基本調査の特別集計から，出産を乗り越えて就業継続する女性の割合は，若いコホートでも依然として低いままということが示される。また統計調査から，総合職という働き方は女性の働き方としては依然として少数派ということも示される。聞き取り調査の対象は，優秀大卒女性層であり，大企業や公務部門に勤務する総合職女性が中心である。しかし出産後も仕事を\\r\\\ 継続しているケースは少数であった。総合職であっても，男性と異なる配置から将来見通しが持てなかったり，一般職として採用され，仕事の発展性が見えなかったりして離職を考える者は少なくない。一方，完全に男女均等な職場に勤務する女性は，仕事意欲ややりがい感は高いものだったが，従来の男性の働き方が標準であるために，出産による労働時間制約は取り戻せないダメージをキャリアに与えると予想して家族形成を躊躇していた。規制強化がすすむ正社員においても，両立支援策は成功しているとはいえず，規制の緩い非正規雇用の雇用が拡大していることから課題は一層大きい。企業慣行の他に，出産離職に影響するのは，親族からの子育て支援が受けられかどうかの見通し，子供が幼いうちは母親が家庭にいた方が良いと考えるかどうかの規範である。後者は女性自身の母親の生き方に対する肯定や否定から大きい影響を受けている。出産が日本ほど大きいキャリアのネックである国は珍しいが，少子高齢社会の中でその解消は必要であり，子どもを産む性である女性の目線から，日本の雇用慣行への改革の提言と実践がまさに望まれている。