The Perception of Cost for Work-Life Balance(WLB) Practice Use and Employee outcomes

近年、経営組織における両立支援施策の導入及び浸透ついて関心が人的資源管理 の観点から高まっているも、実用的な示唆に向け関心があり理論考察と議論が十分に蓄積されていな。本稿は、仕事育児を両立する女性正社員支援施策を利用するにあたって負うとされキャリア上のコスト認識焦点当雇継続及び両立満足への影響を検証した。キャリア上コスト認識は主要な二つ従属変数に負の有意な影響を与えていた。ま、 そは数に負の有意な影響を与えていた。ま、 そは数に負の有意な影響を与えていた。ま、 そはWLB文脈において導出さ れた心理的契約の履行 (psychological contract fulfillment)によって調節された。, Recently, a social and legal foundation has been laid in Japan to support work.life balance(WLB). However, the situation of female regular employees' early retirement for reasons of birth and childcare has not improved, and childcare remains a significant barrier to Japanese companies' employment of human resources. This study examines the cost of WLB practice use, including the career consequences such as downsizing the work autonomy, lowering performance expectation, and its direct impact on employees' outcomes (desire to stay-long, perceived WLB, degree of relational terms in psychological contracts). And also I explored fulfillment of psychological contract in WLB version in Japan and test its moderate effect between “cost of WLB practice use” and employee outcomes. The analysis results show that 1) cost of WLB practice use has a negative effect to all employee outcome variables, and 2) their relationship is moderated by a degree to whether psychological contracts in WLB version were fulfilled.