JILPT 調査シリーズ
No.1192014年 3 月

男女正社員のキャリアと両立支援に関する調査結果（2）― 分析編 ―

まえがき

我が国の企業における女性管理職の少なさが指摘されて久しいところである。実際に課長相当職以上の管理職に占める女性の比率は、2009年時点において、6.5％にとどまっていた。
政府は、第3次男女共同参画基本計画を2010年末に閣議決定し、その中において、2015年の民間企業の課長相当職以上に占める女性の割合を10％程度とすることとしたところである。
このため、2011年度において厚生労働省からの要請を受け、民間企業における女性の管理職登用のための課題について、企業の人事担当者インタビューを中心とした研究を行い、「大企業における女性管理職登用の実態と課題認識」（資料シリーズNo.105）として取りまとめを行ったところである。この中で、女性労働者の昇進意欲にバラツキがあること、両立支援の充実によって長期間通常の働き方をしないことによる意識の変化なども指摘された。
2012年度からプロジェクト研究のサブテーマとして、「民間企業の女性管理職登用等ポジティブ・アクションに関する調査研究」に取り組み、引き続き厚生労働省からの要請もあり、2012年10月に「男女正社員のキャリアと両立支援に関する調査」を実施し、基礎的な集計等を行い、調査シリーズ（No.106－1、No.106－2）として取りまとめを行った。
2013年度に入り、政府は、成長戦略である日本再興戦略（2013年6月閣議決定）において、「出産・子育て等による離職を減少させるとともに、指導的地位に占める女性の割合の増加を図り、女性の中に眠る高い能力を十分に開花させ、活躍できるようにすることは、成長戦略の中核である」として、女性の活躍推進を一層図ることとしたところである。こうした動きなども踏まえつつ、2012年度に実施した本調査を活用して、女性の管理職登用等を巡る更なる課題を抽出すべく、女性の管理職への昇進意欲をはじめとして詳細な集計・分析を行い、本調査シリーズとして取りまとめを行ったところである。
本報告書が、女性の管理職登用等に関心のある企業、労働組合、関係機関の方々、研究者等に役立つとともに、各界・各層での今後の女性の管理職登用などに関する議論に資することができれば、幸いである。
2014 年 3 月
独立行政法人 労働政策研究･研修機構
理事長

菅野和夫

執筆担当者（執筆順）

氏

名

鈴木一光

所属

執筆章

元労働政策研究・研修機構統括研究員

序章、第 2 章、第 3 章
資料 2

酒井計史

労働政策研究・研修機構アシスタントフェロー

第 1 章、資料 1

武石恵美子

法政大学キャリアデザイン学部教授

第4章

伊岐典子

東京労働局長

第5章

周燕飛

労働政策研究・研修機構副主任研究員

第6章

脇坂明

学習院大学経済学部教授

第7章「民間企業の女性管理職登用等ポジティブ・アクションに関する調査研究」研究会（メンバー）（2014 年 3 月時点）
脇坂明

学習院大学経済学部教授

武石恵美子

法政大学キャリアデザイン学部教授

今田幸子

元労働政策研究・研修機構統括研究員

伊岐典子

東京労働局長（元労働政策研究・研修機構主席統括研究員）

鈴木一光

元労働政策研究・研修機構副統括研究員

池添弘邦

労働政策研究・研修機構主任研究員

池田心豪

労働政策研究・研修機構副主任研究員

周燕飛

労働政策研究・研修機構副主任研究員西村純

労働政策研究・研修機構研究員

酒井計史

労働政策研究・研修機構アシスタントフェロー

目序章

調査研究の趣旨・概要···················································· 1１．

調査研究の趣旨・経緯

２．

調査研究の方法

３．

各章の概要

第１章

次·················································· 1························································ 2···························································· 2

女性管理職と女性管理職候補者の仕事とライフスタイル１．はじめに···················· 7································································ 7（１）分析対象···························································· 7（２）年齢分布と平均年齢·················································· 9（３）ライフ・ステージ··················································· 10

２．現在の仕事と職場の状況················································· 12（１）現在の職業（職種）················································· 12（２）仕事の裁量度（３）所属部署······················································· 13··························································· 14（４）職場の男女比、部下の男女比（５）1 週間の平均労働時間··············································· 16（６）休日勤務・深夜勤務の状況（７）昨年の個人年収········································· 15··········································· 16····················································· 17（８）職場・仕事に対する考え············································· 18（９）課長相当職以上の上司との関係
３．これまでの仕事経験（１）転職経験······································· 20····················································· 21··························································· 21（２）現在の勤務先での配置転換の経験（３）昇進した理由····································· 22······················································· 23

４．配偶関係・子どもの有無、有配偶者の仕事と両立状況······················· 23（１）配偶関係と子どもの有無············································· 23（２）有配偶者の配偶者の働き方··········································· 26（３）正社員夫婦の家族生活と妻の両立状況
５．まとめ
コラム１································· 29································································· 33
昇進を望まない理由――「仕事と家庭の両立が困難になる」··········· 35

第２章

ポジティブ・アクションの実施企業の特徴

１．はじめに······························· 37······························································· 37（１）本章の目的··························································· 37（２）分析の対象・方法····················································· 38

２．ポジティブ・アクションの取り組み企業の特徴····························· 40（１）企業属性とポジティブ・アクションの取り組みとの関係（２）ポジティブ・アクションに取り組む理由等との関係（３）両立支援策との関係······················· 52··················································· 56

３．ポジティブ・アクションの取り組み個数の規定要因
４．まとめ··················· 40························· 59································································· 62

コラム２「採用の時点で女性が少ない企業」は女性社員を積極的に採用しているか
第３章

ポジティブ・アクションなどの女性の継続就業や役職者登用への影響

１．はじめに·· 65······· 69······························································· 69（１）本章の目的··························································· 69（２）分析の対象・方法····················································· 70

２．ポジティブ・アクションによる影響······································· 73（１）企業間評価··························································· 73（２）企業内評価··························································· 77（３）総合的な整理························································· 81

３．両立支援策等による影響················································· 82（１）企業間評価··························································· 82（２）企業内評価··························································· 87（３）女性正社員の継続就業の状況（４）総合的な整理··········································· 92························································· 96

４．ポジティブ・アクションと両立支援策との関係····························· 97（１）ポジティブ・アクションに積極的な企業からみた影響（２）両立支援策に積極的な企業からみた影響
５．まとめ
第４章

····················· 97································ 101································································ 105

女性の仕事への意欲を高める職場の要因―女性の昇進意欲と仕事のやりがいに関する分析

１．問題意識······················ 107······························································ 107

２．女性の昇進に関する現状と先行研究サーベイ
３．分析課題、分析の枠組み、データ······························ 108········································ 113

（１）分析課題、分析の枠組み（２）分析データ·············································· 113·························································· 113（３）昇進意欲と仕事のやりがい（４）企業と職場の要因············································ 114···················································· 115

４．女性の昇進意欲に関する分析結果········································ 123（１）企業調査からみた女性の管理職昇進の現状······························ 123（２）従業員調査からみた管理職への昇進意欲の男女差························ 125（３）管理職への昇進意欲と企業要因、職場要因······························ 127

５．女性の仕事へのやりがいに関する分析結果································ 127（１）仕事のやりがいの男女差·············································· 127（２）仕事のやりがいと企業要因、職場要因
６．計量分析·································· 129······························································ 129（１）変数と分析モデル···················································· 129（２）昇進意欲の分析結果·················································· 131（３）仕事のやりがいの分析結果············································ 133（４）上司マネジメントの特徴·············································· 135

７．結論
第５章

·································································· 137

女性の昇進意欲の決定要因―育児支援制度及びその利用との関連を中心として ······················ 141

１．はじめに······························································ 141

２．女性従業員の昇進意欲についての先行研究································ 142

３．仮説·································································· 143（１）前提································································ 143（２）手の届きやすさ仮説―意欲は可能性から生まれる（３）両立負担感による意欲減退仮説········································ 145（４）育児休業・短時間勤務期間長期化による意欲減退仮説（５）収入必要性による昇進意欲増進仮説
４．データ···················· 145···································· 146································································ 146（１）使用データとその性格················································ 146（２）クロス集計からみた昇進希望の状況
５．変数······················ 144···································· 147·································································· 151（１）被説明変数·························································· 151（２）説明変数···························································· 152

６．推定結果······························································ 154

（１）基本モデルと未婚子供なし・既婚子供なし・子供ありモデル·············· 154（２）育児休業の取得との関係を見るための同一企業長期勤務者モデル
７．まとめ································································ 161（１）手の届きやすさ仮説について·········································· 161（２）両立負担感による意欲減退仮説について································ 161（３）育児休業・短時間勤務期間長期化による意欲減退仮説について（４）収入必要性による昇進意欲増進仮説について
第６章·········· 159

育児休業が女性の管理職登用に与える影響

１．育休取得は女性管理職登用の妨げなのか············ 162···························· 162······························ 167·································· 167

２．既存研究からの知見···················································· 168

３．仮説と実証モデル······················································ 170

４．観察されない属性の影響················································ 171

５．データ································································ 172

６．単純集計······························································ 174（１）育休取得の標準コース················································ 174（２）育休取得女性の属性·················································· 174（３）育休取得と昇進に関する意識
７．推定結果·········································· 176······························································ 177（１）育休取得の管理職登用ペナルティが本当か（２）育休取得者の昇進の遅れ感が強いのか
８．結果の解釈と頑健性
９．結びにかえて第７章······························ 177·································· 179···················································· 181·························································· 182「遅い選抜」は女性に不利に働いているか―国際比較をめざした企業データと管理職データの分析················ 187

１．問題の背景···························································· 187

２．先行研究······························································ 187

３．使用データ···························································· 189

４．変数·································································· 189（１）説明変数···························································· 189（２）被説明変数·························································· 191

５．企業調査による分析結果················································ 194（１）女性管理職との関係·················································· 194（２）WLB 施策··························································· 199

６．管理職の分析·························································· 205（１）課長以上の女性管理職（２）係長・主任の特徴················································ 205···················································· 205（３）管理職自身の昇進スピードと男女の昇進差の感じ方（４）育児休業利用との関係について········································ 209（５）女性用の係長・主任ポストについて
７．まとめ······················ 206···································· 210································································ 211＜補足資料＞
資料１

コース別雇用管理関連データの修正について·························· 221

資料２

ポジティブ・アクションの管理職の女性社員の育成への影響············ 225＜参考資料＞「男女正社員のキャリアと両立支援に関する調査」
・企業調査票······························································ 251

・管理職調査票···························································· 267

・一般従業員調査票························································ 283