{"created":"2025-07-05T06:21:29.314245+00:00","id":2000386,"links":{},"metadata":{"_buckets":{"deposit":"cf3f3719-767f-4716-a911-e8b86db05c58"},"_deposit":{"created_by":14,"id":"2000386","owners":[14],"pid":{"revision_id":0,"type":"depid","value":"2000386"},"status":"published"},"_oai":{"id":"oai:kitakyu.repo.nii.ac.jp:02000386","sets":["12:1750989107694:1750989918217"]},"author_link":[],"control_number":"2000386","item_10002_biblio_info_7":{"attribute_name":"書誌情報","attribute_value_mlt":[{"bibliographicIssueDates":{"bibliographicIssueDate":"2025-03","bibliographicIssueDateType":"Issued"},"bibliographicPageEnd":"124","bibliographicPageStart":"83","bibliographicVolumeNumber":"18","bibliographic_titles":[{"bibliographic_title":"北九州市立大学マネジメント論集","bibliographic_titleLang":"ja"}]}]},"item_10002_description_5":{"attribute_name":"抄録","attribute_value_mlt":[{"subitem_description":"本研究は社会人の性格特性分析を行うことにより、企業定着率が高い人材（入社後3 年以上を経過している労働者）の特徴を明らかにした。加えて、現代の就活生における性格特性が企業選択に及ぼす影響を分析することにより、協調性と生活安定のこだわりの度合いを測定することによって、入社後の企業定着率向上に繋がる可能性を示した。これは、早期離職に伴う人手不足を課題とする企業や団体が、新卒の大学生および大学院生を採用する際に、企業定着率が高い人材を獲得することに寄与する。また、採用コストの抑制、安定的な事業活動に繋がり、企業の生産性向上と企業価値の向上が期待される。","subitem_description_language":"ja","subitem_description_type":"Abstract"}]},"item_10002_publisher_8":{"attribute_name":"出版者","attribute_value_mlt":[{"subitem_publisher":"北九州市立大学大学院マネジメント研究科","subitem_publisher_language":"ja"}]},"item_10002_source_id_11":{"attribute_name":"書誌レコードID","attribute_value_mlt":[{"subitem_source_identifier":"AA12314216","subitem_source_identifier_type":"NCID"}]},"item_10002_source_id_9":{"attribute_name":"ISSN","attribute_value_mlt":[{"subitem_source_identifier":"18827101","subitem_source_identifier_type":"PISSN"}]},"item_access_right":{"attribute_name":"アクセス権","attribute_value_mlt":[{"subitem_access_right":"open access","subitem_access_right_uri":"http://purl.org/coar/access_right/c_abf2"}]},"item_creator":{"attribute_name":"著者","attribute_type":"creator","attribute_value_mlt":[{"creatorNames":[{"creatorName":"松井　俊輔","creatorNameLang":"ja"}]},{"creatorNames":[{"creatorName":"松田　憲","creatorNameLang":"ja"}]}]},"item_files":{"attribute_name":"ファイル情報","attribute_type":"file","attribute_value_mlt":[{"accessrole":"open_access","date":[{"dateType":"Available","dateValue":"2025-07-05"}],"filename":"(MR000018MS)松井俊輔・松田憲.pdf","filesize":[{"value":"4.3 MB"}],"format":"application/pdf","mimetype":"application/pdf","url":{"objectType":"fulltext","url":"https://kitakyu.repo.nii.ac.jp/record/2000386/files/(MR000018MS)松井俊輔・松田憲.pdf"},"version_id":"fd134400-4a6c-423b-9400-0e77eb8b27b1"}]},"item_keyword":{"attribute_name":"キーワード","attribute_value_mlt":[{"subitem_subject":"BIG5|RJP理論|新卒採用|企業定着率","subitem_subject_language":"ja","subitem_subject_scheme":"Other"}]},"item_language":{"attribute_name":"言語","attribute_value_mlt":[{"subitem_language":"jpn"}]},"item_resource_type":{"attribute_name":"資源タイプ","attribute_value_mlt":[{"resourcetype":"departmental bulletin paper","resourceuri":"http://purl.org/coar/resource_type/c_6501"}]},"item_title":"就活生の性格特性分析は入社後の企業定着率向上の要因となり得るか","item_titles":{"attribute_name":"タイトル","attribute_value_mlt":[{"subitem_title":"就活生の性格特性分析は入社後の企業定着率向上の要因となり得るか","subitem_title_language":"ja"},{"subitem_title":"Can the personality analysis of job-hunting student contribute to improving employee retention after hiring?","subitem_title_language":"en"}]},"item_type_id":"10002","owner":"14","path":["1750989918217"],"pubdate":{"attribute_name":"PubDate","attribute_value":"2025-07-05"},"publish_date":"2025-07-05","publish_status":"0","recid":"2000386","relation_version_is_last":true,"title":["就活生の性格特性分析は入社後の企業定着率向上の要因となり得るか"],"weko_creator_id":"14","weko_shared_id":-1},"updated":"2025-07-05T06:38:17.241931+00:00"}