{
  "name": "職場の多様性・包摂・差別・所属感 研究メタデータ",
  "version": "0.1",
  "notice": "論文本文・尺度項目は含みません。各権利者の条件に従ってください。",
  "studies": [
    {
      "id": "vandijk-2012",
      "authors": "van Dijk, H., van Engen, M. L., & van Knippenberg, D.",
      "year": 2012,
      "title": "Defying Conventional Wisdom: A Meta-Analytical Examination of the Differences Between Demographic and Job-Related Diversity Relationships With Performance",
      "journal": "Organizational Behavior and Human Decision Processes, 119(1), 38–53",
      "doi": "10.1016/j.obhdp.2012.06.003",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "仕事集団・チーム",
      "sample": "先行研究群",
      "method": "人口統計的・職務関連多様性と業績を統合",
      "finding": "多様性の種類、業績次元、研究設定で関係が異なると報告",
      "limitations": [
        "研究・尺度の異質性",
        "因果方向",
        "権利の根拠とは別"
      ],
      "source_url": "https://doi.org/10.1016/j.obhdp.2012.06.003",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "stahl-2010",
      "authors": "Stahl, G. K., Maznevski, M. L., Voigt, A., & Jonsen, K.",
      "year": 2010,
      "title": "Unraveling the Effects of Cultural Diversity in Teams: A Meta-Analysis of Research on Multicultural Work Groups",
      "journal": "Journal of International Business Studies, 41, 690–709",
      "doi": "10.1057/jibs.2009.85",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "文化的に多様な仕事集団",
      "sample": "先行研究群",
      "method": "文化多様性と過程・成果を統合",
      "finding": "創造性等の利点と葛藤等の過程が併存し、文脈で変わると整理",
      "limitations": [
        "文化指標・チーム差",
        "相関研究を含む",
        "国・時代差"
      ],
      "source_url": "https://doi.org/10.1057/jibs.2009.85",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "joshi-2009",
      "authors": "Joshi, A., & Roh, H.",
      "year": 2009,
      "title": "The Role of Context in Work Team Diversity Research: A Meta-Analytic Review",
      "journal": "Academy of Management Journal, 52(3), 599–627",
      "doi": "10.5465/amj.2009.41331491",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "仕事チーム",
      "sample": "先行研究群",
      "method": "関係・課題・組織・産業文脈を調整要因として統合",
      "finding": "多様性と業績の関係が文脈により異なると報告",
      "limitations": [
        "相関研究中心",
        "カテゴリ定義差",
        "効果の平均化"
      ],
      "source_url": "https://doi.org/10.5465/amj.2009.41331491",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "horwitz-2007",
      "authors": "Horwitz, S. K., & Horwitz, I. B.",
      "year": 2007,
      "title": "The Effects of Team Diversity on Team Outcomes: A Meta-Analytic Review of Team Demography",
      "journal": "Journal of Management, 33(6), 987–1015",
      "doi": "10.1177/0149206307308587",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "仕事チーム",
      "sample": "先行研究群",
      "method": "職務関連・生物人口統計的多様性と成果を統合",
      "finding": "多様性の種類と成果で関係が異なると整理",
      "limitations": [
        "研究年代",
        "測定の粗さ",
        "チーム文脈差"
      ],
      "source_url": "https://doi.org/10.1177/0149206307308587",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "webber-2001",
      "authors": "Webber, S. S., & Donahue, L. M.",
      "year": 2001,
      "title": "Impact of Highly and Less Job-Related Diversity on Work Group Cohesion and Performance: A Meta-Analysis",
      "journal": "Journal of Management, 27(2), 141–162",
      "doi": "10.1177/014920630102700202",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "仕事集団",
      "sample": "先行研究群",
      "method": "多様性、凝集性、業績を統合",
      "finding": "単純な一方向関係ではなく、仕事関連性等で結果が異なると報告",
      "limitations": [
        "古い研究群",
        "凝集性と包摂を区別",
        "相関研究"
      ],
      "source_url": "https://doi.org/10.1177/014920630102700202",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "bell-2011",
      "authors": "Bell, S. T., Villado, A. J., Lukasik, M. A., Belau, L., & Briggs, A. L.",
      "year": 2011,
      "title": "Getting Specific About Demographic Diversity Variable and Team Performance Relationships: A Meta-Analysis",
      "journal": "Journal of Management, 37(3), 709–743",
      "doi": "10.1177/0149206310365001",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "仕事チーム",
      "sample": "先行研究群",
      "method": "個別の人口統計的多様性変数と業績を統合",
      "finding": "属性・課題複雑性・チーム共在等で関係が異なると整理",
      "limitations": [
        "カテゴリ・測定差",
        "相関研究中心",
        "交差性を十分扱わない"
      ],
      "source_url": "https://doi.org/10.1177/0149206310365001",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "guillaume-2017",
      "authors": "Guillaume, Y. R. F., Dawson, J. F., Otaye-Ebede, L., Woods, S. A., & West, M. A.",
      "year": 2017,
      "title": "Harnessing Demographic Differences in Organizations: What Moderates the Effects of Workplace Diversity?",
      "journal": "Journal of Organizational Behavior, 38(2), 276–303",
      "doi": "10.1002/job.2040",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "組織・仕事集団",
      "sample": "先行研究群",
      "method": "多様性効果の個人・チーム・組織条件を統合",
      "finding": "統合・学習、リーダーシップ、仕事設計等の条件を整理",
      "limitations": [
        "レビュー",
        "効果量の独自統合ではない",
        "多様性カテゴリ差"
      ],
      "source_url": "https://doi.org/10.1002/job.2040",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "nishii-2013",
      "authors": "Nishii, L. H.",
      "year": 2013,
      "title": "The Benefits of Climate for Inclusion for Gender-Diverse Groups",
      "journal": "Academy of Management Journal, 56(6), 1754–1774",
      "doi": "10.5465/amj.2009.0823",
      "type": "multilevel field study",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "ジェンダー多様な職場単位",
      "sample": "複数職場単位",
      "method": "包摂風土、多様性、葛藤、満足、業績を多水準分析",
      "finding": "包摂風土がジェンダー多様性と葛藤・成果の関係を変えると報告",
      "limitations": [
        "観察研究",
        "ジェンダー二分法",
        "特定組織・国"
      ],
      "source_url": "https://doi.org/10.5465/amj.2009.0823",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "shore-2011",
      "authors": "Shore, L. M., Randel, A. E., Chung, B. G., Dean, M. A., Ehrhart, K. H., & Singh, G.",
      "year": 2011,
      "title": "Inclusion and Diversity in Work Groups: A Review and Model for Future Research",
      "journal": "Journal of Management, 37(4), 1262–1289",
      "doi": "10.1177/0149206310385943",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "仕事集団の構成員",
      "sample": "先行理論・研究",
      "method": "所属感と独自性を統合した包摂モデルを提示",
      "finding": "包摂を集団への所属と個人の独自性の両立として整理",
      "limitations": [
        "概念レビュー",
        "測定・因果証拠を別途確認"
      ],
      "source_url": "https://doi.org/10.1177/0149206310385943",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "randel-2018",
      "authors": "Randel, A. E., Galvin, B. M., Shore, L. M., Ehrhart, K. H., Chung, B. G., Dean, M. A., & Kedharnath, U.",
      "year": 2018,
      "title": "Inclusive Leadership: Realizing Positive Outcomes Through Belongingness and Being Valued for Uniqueness",
      "journal": "Human Resource Management Review, 28(2), 190–203",
      "doi": "10.1016/j.hrmr.2017.07.002",
      "type": "integrative conceptual review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "リーダーと多様な構成員",
      "sample": "先行研究群",
      "method": "包摂的リーダー行動と所属・独自性を統合",
      "finding": "可視性、アクセス可能性、参加、貢献評価等の行動を提示",
      "limitations": [
        "概念レビュー",
        "効果量統合ではない",
        "権限・制度を別途評価"
      ],
      "source_url": "https://doi.org/10.1016/j.hrmr.2017.07.002",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "nembhard-2006",
      "authors": "Nembhard, I. M., & Edmondson, A. C.",
      "year": 2006,
      "title": "Making It Safe: The Effects of Leader Inclusiveness and Professional Status on Psychological Safety and Improvement Efforts in Health Care Teams",
      "journal": "Journal of Organizational Behavior, 27(7), 941–966",
      "doi": "10.1002/job.413",
      "type": "multilevel field study",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "医療改善チーム",
      "sample": "医療チーム標本",
      "method": "リーダー包摂性、地位、心理的安全性、改善関与を分析",
      "finding": "リーダーの包摂的行動が地位差のあるチームの安全性・改善へ関係と報告",
      "limitations": [
        "医療チーム",
        "観察研究",
        "因果方向"
      ],
      "source_url": "https://doi.org/10.1002/job.413",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "carmeli-2010",
      "authors": "Carmeli, A., Reiter-Palmon, R., & Ziv, E.",
      "year": 2010,
      "title": "Inclusive Leadership and Employee Involvement in Creative Tasks in the Workplace: The Mediating Role of Psychological Safety",
      "journal": "The Leadership Quarterly, 21(2), 250–260",
      "doi": "10.1016/j.leaqua.2010.01.001",
      "type": "field study",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "働く人",
      "sample": "職場標本",
      "method": "包摂的リーダーシップ、安全性、創造的関与を分析",
      "finding": "包摂的リーダーシップと創造的関与の関連に心理的安全性が関与と報告",
      "limitations": [
        "横断・自己報告を含む",
        "因果方向",
        "文化・職種差"
      ],
      "source_url": "https://doi.org/10.1016/j.leaqua.2010.01.001",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "jansen-2014",
      "authors": "Jansen, W. S., Otten, S., van der Zee, K. I., & Jans, L.",
      "year": 2014,
      "title": "Inclusion: Conceptualization and Measurement",
      "journal": "European Journal of Social Psychology, 44(4), 370–385",
      "doi": "10.1002/ejsp.2011",
      "type": "measurement studies",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "組織・集団構成員",
      "sample": "複数標本",
      "method": "所属感と真正性から包摂を概念化・尺度検討",
      "finding": "包摂の二次元測定を提示",
      "limitations": [
        "自己報告",
        "文化・翻訳差",
        "真正性開示を強制しない"
      ],
      "source_url": "https://doi.org/10.1002/ejsp.2011",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "morbarak-1998",
      "authors": "Mor Barak, M. E., Cherin, D. A., & Berkman, S.",
      "year": 1998,
      "title": "Organizational and Personal Dimensions in Diversity Climate: Ethnic and Gender Differences in Employee Perceptions",
      "journal": "The Journal of Applied Behavioral Science, 34(1), 82–104",
      "doi": "10.1177/0021886398341006",
      "type": "measurement and field study",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "多様な組織構成員",
      "sample": "職場標本",
      "method": "公正・包摂の認知と個人要因を測定",
      "finding": "属性群により多様性風土の認知が異なる可能性を報告",
      "limitations": [
        "自己報告",
        "研究年代",
        "カテゴリ内差・交差性"
      ],
      "source_url": "https://doi.org/10.1177/0021886398341006",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "baumeister-1995",
      "authors": "Baumeister, R. F., & Leary, M. R.",
      "year": 1995,
      "title": "The Need to Belong: Desire for Interpersonal Attachments as a Fundamental Human Motivation",
      "journal": "Psychological Bulletin, 117(3), 497–529",
      "doi": "10.1037/0033-2909.117.3.497",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "一般集団",
      "sample": "広範な研究群",
      "method": "所属欲求と心理・行動結果を統合",
      "finding": "安定した肯定的関係への欲求を基本的動機として整理",
      "limitations": [
        "職場専用ではない",
        "文化・個人差",
        "所属を同調要求にしない"
      ],
      "source_url": "https://doi.org/10.1037/0033-2909.117.3.497",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "ferris-2008",
      "authors": "Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H.",
      "year": 2008,
      "title": "The Development and Validation of the Workplace Ostracism Scale",
      "journal": "Journal of Applied Psychology, 93(6), 1348–1366",
      "doi": "10.1037/a0012743",
      "type": "measurement and field studies",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "働く人",
      "sample": "複数職場標本",
      "method": "職場排斥尺度を開発・検証",
      "finding": "無視・排除の経験と態度・行動等の関連を報告",
      "limitations": [
        "自己報告",
        "意図と影響を区別",
        "尺度を個人診断に使わない"
      ],
      "source_url": "https://doi.org/10.1037/a0012743",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "robinson-2013",
      "authors": "Robinson, S. L., O’Reilly, J., & Wang, W.",
      "year": 2013,
      "title": "Invisible at Work: An Integrated Model of Workplace Ostracism",
      "journal": "Journal of Management, 39(1), 203–231",
      "doi": "10.1177/0149206312466141",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "職場で排斥を経験する人",
      "sample": "先行研究群",
      "method": "排斥の先行要因・機序・結果を統合",
      "finding": "曖昧で低強度でも排斥が重要な影響を持つ枠組みを提示",
      "limitations": [
        "概念・レビュー",
        "意図推定の困難",
        "文化差"
      ],
      "source_url": "https://doi.org/10.1177/0149206312466141",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "plaut-2009",
      "authors": "Plaut, V. C., Thomas, K. M., & Goren, M. J.",
      "year": 2009,
      "title": "Is Multiculturalism or Color Blindness Better for Minorities?",
      "journal": "Psychological Science, 20(4), 444–446",
      "doi": "10.1111/j.1467-9280.2009.02318.x",
      "type": "field and experimental studies",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "多数派・少数派の従業員等",
      "sample": "職場・実験標本",
      "method": "多文化主義・色盲的多様性観と関与を検討",
      "finding": "多数派に魅力的な色盲的メッセージが少数派には異なる意味を持つ可能性を報告",
      "limitations": [
        "短報",
        "米国の人種文脈",
        "理念と実装を区別"
      ],
      "source_url": "https://doi.org/10.1111/j.1467-9280.2009.02318.x",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "roberson-2007",
      "authors": "Roberson, L., & Kulik, C. T.",
      "year": 2007,
      "title": "Stereotype Threat at Work",
      "journal": "Academy of Management Perspectives, 21(2), 24–40",
      "doi": "10.5465/amp.2007.25356510",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "固定観念の対象となる働く人",
      "sample": "先行研究群",
      "method": "職場のステレオタイプ脅威と組織対応を統合",
      "finding": "能力を否定的に見られる懸念が遂行・関与へ影響する経路を整理",
      "limitations": [
        "実験・教育研究を含む",
        "職場因果研究限定",
        "カテゴリ差"
      ],
      "source_url": "https://doi.org/10.5465/amp.2007.25356510",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "triana-2015",
      "authors": "Triana, M. C., Jayasinghe, M., & Pieper, J. R.",
      "year": 2015,
      "title": "Perceived Workplace Racial Discrimination and Its Correlates: A Meta-Analysis",
      "journal": "Journal of Organizational Behavior, 36(4), 491–513",
      "doi": "10.1002/job.1988",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "人種差別を認知する働く人",
      "sample": "先行研究群",
      "method": "職場人種差別認知と態度・健康・行動等を統合",
      "finding": "差別認知と満足、コミットメント、健康、離職意向等の関連を報告",
      "limitations": [
        "自己報告・相関中心",
        "米国中心",
        "認知と法的認定を区別"
      ],
      "source_url": "https://doi.org/10.1002/job.1988",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "jones-2016",
      "authors": "Jones, K. P., Peddie, C. I., Gilrane, V. L., King, E. B., & Gray, A. L.",
      "year": 2016,
      "title": "Not So Subtle: A Meta-Analytic Investigation of the Correlates of Subtle and Overt Discrimination",
      "journal": "Journal of Management, 42(6), 1588–1613",
      "doi": "10.1177/0149206313506466",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "差別を経験する人",
      "sample": "先行研究群",
      "method": "微妙・明白な差別と結果を統合",
      "finding": "微妙な差別も態度・健康・業績等と有意に関連すると整理",
      "limitations": [
        "自己報告・相関中心",
        "定義・文脈差",
        "個別事案の認定ではない"
      ],
      "source_url": "https://doi.org/10.1177/0149206313506466",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "bertrand-2004",
      "authors": "Bertrand, M., & Mullainathan, S.",
      "year": 2004,
      "title": "Are Emily and Greg More Employable Than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination",
      "journal": "American Economic Review, 94(4), 991–1013",
      "doi": "10.1257/0002828042002561",
      "type": "field experiment",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "求人応募への雇用者反応",
      "sample": "架空履歴書による大規模監査",
      "method": "人種を想起させる氏名を無作為化し面接呼出を比較",
      "finding": "同等履歴書でも氏名シグナルにより呼出差が生じたと報告",
      "limitations": [
        "米国・特定時代・職種",
        "氏名からの属性推定",
        "採用後を扱わない"
      ],
      "source_url": "https://doi.org/10.1257/0002828042002561",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "quillian-2017",
      "authors": "Quillian, L., Pager, D., Hexel, O., & Midtbøen, A. H.",
      "year": 2017,
      "title": "Meta-Analysis of Field Experiments Shows No Change in Racial Discrimination in Hiring Over Time",
      "journal": "Proceedings of the National Academy of Sciences, 114(41), 10870–10875",
      "doi": "10.1073/pnas.1706255114",
      "type": "meta-analysis of field experiments",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "求人応募への雇用者反応",
      "sample": "米欧のフィールド実験群",
      "method": "人種・民族シグナルと採用差別を時系列統合",
      "finding": "米国の一部人種差別が長期に大きく変わらないと報告",
      "limitations": [
        "国・集団・職種差",
        "応募段階中心",
        "時点以後の変化を更新"
      ],
      "source_url": "https://doi.org/10.1073/pnas.1706255114",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "koch-2015",
      "authors": "Koch, A. J., D’Mello, S. D., & Sackett, P. R.",
      "year": 2015,
      "title": "A Meta-Analysis of Gender Stereotypes and Bias in Experimental Simulations of Employment Decision Making",
      "journal": "Journal of Applied Psychology, 100(1), 128–161",
      "doi": "10.1037/a0036734",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "採用・評価判断者",
      "sample": "実験研究群",
      "method": "ジェンダー、役割適合、判断条件を統合",
      "finding": "男性優位職等の条件でジェンダーバイアスが生じ得ると報告",
      "limitations": [
        "実験シミュレーション",
        "性別二分法",
        "実職場・時代差"
      ],
      "source_url": "https://doi.org/10.1037/a0036734",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "correll-2007",
      "authors": "Correll, S. J., Benard, S., & Paik, I.",
      "year": 2007,
      "title": "Getting a Job: Is There a Motherhood Penalty?",
      "journal": "American Journal of Sociology, 112(5), 1297–1338",
      "doi": "10.1086/511799",
      "type": "laboratory and field experiments",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "求人応募・評価判断者",
      "sample": "実験・監査標本",
      "method": "親であることのシグナルと採用評価を比較",
      "finding": "母親に対する能力・推薦・提示賃金等の不利益を報告",
      "limitations": [
        "米国・特定職務",
        "ジェンダー二分法",
        "時代・制度差"
      ],
      "source_url": "https://doi.org/10.1086/511799",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "willness-2007",
      "authors": "Willness, C. R., Steel, P., & Lee, K.",
      "year": 2007,
      "title": "A Meta-Analysis of the Antecedents and Consequences of Workplace Sexual Harassment",
      "journal": "Personnel Psychology, 60(1), 127–162",
      "doi": "10.1111/j.1744-6570.2007.00067.x",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "職場で性的ハラスメントを経験する人",
      "sample": "先行研究群",
      "method": "先行要因と仕事・健康結果を統合",
      "finding": "組織風土とハラスメント、態度・健康・離職等の関連を整理",
      "limitations": [
        "自己報告・相関中心",
        "研究年代",
        "性別・文化差"
      ],
      "source_url": "https://doi.org/10.1111/j.1744-6570.2007.00067.x",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "cortina-2008",
      "authors": "Cortina, L. M.",
      "year": 2008,
      "title": "Unseen Injustice: Incivility as Modern Discrimination in Organizations",
      "journal": "Academy of Management Review, 33(1), 55–75",
      "doi": "10.5465/amr.2008.27745097",
      "type": "conceptual integrative review",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "職場の低強度な無礼を経験する人",
      "sample": "先行理論・研究",
      "method": "選択的無礼と現代的差別を統合",
      "finding": "曖昧な無礼が特定集団へ偏る可能性を理論化",
      "limitations": [
        "概念レビュー",
        "意図・法的認定を推定しない",
        "実証を別途確認"
      ],
      "source_url": "https://doi.org/10.5465/amr.2008.27745097",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "bezrukova-2016",
      "authors": "Bezrukova, K., Spell, C. S., Perry, J. L., & Jehn, K. A.",
      "year": 2016,
      "title": "A Meta-Analytical Integration of Over 40 Years of Research on Diversity Training Evaluation",
      "journal": "Psychological Bulletin, 142(11), 1227–1274",
      "doi": "10.1037/bul0000067",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "多様性研修の参加者",
      "sample": "40年以上の研究群",
      "method": "反応、認知、態度、行動等を統合",
      "finding": "多様性研修の平均効果と、統合的設計・期間等の条件を報告",
      "limitations": [
        "研究・成果の異質性",
        "長期組織結果限定",
        "出版バイアス"
      ],
      "source_url": "https://doi.org/10.1037/bul0000067",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "kalinoski-2013",
      "authors": "Kalinoski, Z. T., Steele-Johnson, D., Peyton, E. J., Leas, K. A., Steinke, J., & Bowling, N. A.",
      "year": 2013,
      "title": "A Meta-Analytic Evaluation of Diversity Training Outcomes",
      "journal": "Journal of Organizational Behavior, 34(8), 1076–1104",
      "doi": "10.1002/job.1839",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "多様性研修の参加者",
      "sample": "先行研究群",
      "method": "認知・情動・技能等の成果を統合",
      "finding": "平均的に複数成果の改善を報告し、設計・測定条件差を整理",
      "limitations": [
        "実験・教育場面を含む",
        "行動・長期結果限定",
        "研究異質性"
      ],
      "source_url": "https://doi.org/10.1002/job.1839",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "forscher-2019",
      "authors": "Forscher, P. S., Lai, C. K., Axt, J. R., Ebersole, C. R., Herman, M., Devine, P. G., & Nosek, B. A.",
      "year": 2019,
      "title": "A Meta-Analysis of Procedures to Change Implicit Measures",
      "journal": "Journal of Personality and Social Psychology, 117(3), 522–559",
      "doi": "10.1037/pspa0000160",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "暗黙測度を用いた研究参加者",
      "sample": "実験研究群",
      "method": "暗黙測度を変える手続を統合",
      "finding": "暗黙測度は変化し得るが、行動・長期効果への一般化は限定と整理",
      "limitations": [
        "職場専用ではない",
        "測度変化と行動変化を区別",
        "持続性限定"
      ],
      "source_url": "https://doi.org/10.1037/pspa0000160",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "devine-2012",
      "authors": "Devine, P. G., Forscher, P. S., Austin, A. J., & Cox, W. T. L.",
      "year": 2012,
      "title": "Long-Term Reduction in Implicit Race Bias: A Prejudice Habit-Breaking Intervention",
      "journal": "Journal of Experimental Social Psychology, 48(6), 1267–1278",
      "doi": "10.1016/j.jesp.2012.06.003",
      "type": "longitudinal experiment",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "成人研究参加者",
      "sample": "実験参加者",
      "method": "複合介入と暗黙バイアスの長期変化を検討",
      "finding": "意識・関心を伴う介入群で暗黙測度の低下を報告",
      "limitations": [
        "職場専用ではない",
        "行動・制度結果限定",
        "再現・一般化を確認"
      ],
      "source_url": "https://doi.org/10.1016/j.jesp.2012.06.003",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "paluck-2021",
      "authors": "Paluck, E. L., Porat, R., Clark, C. S., & Green, D. P.",
      "year": 2021,
      "title": "Prejudice Reduction: Progress and Challenges",
      "journal": "Annual Review of Psychology, 72, 533–560",
      "doi": "10.1146/annurev-psych-071620-030619",
      "type": "systematic integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "偏見低減介入の参加者・集団",
      "sample": "広範な研究群",
      "method": "実地・実験の偏見低減介入を批判的整理",
      "finding": "大規模・長期・行動・制度結果の証拠不足と有望な方向を整理",
      "limitations": [
        "職場専用ではない",
        "介入・成果の異質性",
        "出版バイアス"
      ],
      "source_url": "https://doi.org/10.1146/annurev-psych-071620-030619",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "kalev-2006",
      "authors": "Kalev, A., Dobbin, F., & Kelly, E.",
      "year": 2006,
      "title": "Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies",
      "journal": "American Sociological Review, 71(4), 589–617",
      "doi": "10.1177/000312240607100404",
      "type": "longitudinal organizational study",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "米国企業の管理職構成",
      "sample": "大規模組織パネル",
      "method": "多様性施策と管理職構成変化を縦断分析",
      "finding": "責任構造、採用・育成等の施策で結果が異なると報告",
      "limitations": [
        "米国・特定時代",
        "観察研究",
        "導入の内生性"
      ],
      "source_url": "https://doi.org/10.1177/000312240607100404",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "castilla-2015",
      "authors": "Castilla, E. J.",
      "year": 2015,
      "title": "Accounting for the Gap: A Firm Study Manipulating Organizational Accountability and Transparency in Pay Decisions",
      "journal": "Organization Science, 26(2), 311–333",
      "doi": "10.1287/orsc.2014.0950",
      "type": "organizational field study",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "組織の報酬決定",
      "sample": "企業データ・制度変更",
      "method": "説明責任・透明性施策と報酬格差を分析",
      "finding": "決定者への説明責任と透明性導入後の格差変化を報告",
      "limitations": [
        "単一企業",
        "制度変更の同時要因",
        "他国・他判断への一般化"
      ],
      "source_url": "https://doi.org/10.1287/orsc.2014.0950",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "stone-1996",
      "authors": "Stone, D. L., & Colella, A.",
      "year": 1996,
      "title": "A Model of Factors Affecting the Treatment of Disabled Individuals in Organizations",
      "journal": "Academy of Management Review, 21(2), 352–401",
      "doi": "10.5465/amr.1996.9605060216",
      "type": "conceptual integrative model",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "障害のある働く人",
      "sample": "先行理論・研究",
      "method": "個人、観察者、仕事、組織、法的環境を統合",
      "finding": "障害者の処遇を多水準で説明する枠組みを提示",
      "limitations": [
        "概念モデル",
        "障害の多様性・自己定義",
        "現在の技術・制度更新が必要"
      ],
      "source_url": "https://doi.org/10.5465/amr.1996.9605060216",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "lindsay-2018",
      "authors": "Lindsay, S., Cagliostro, E., Albarico, M., Mortaji, N., & Karon, L.",
      "year": 2018,
      "title": "A Systematic Review of the Benefits of Hiring People With Disabilities",
      "journal": "Journal of Occupational Rehabilitation, 28, 634–655",
      "doi": "10.1007/s10926-018-9756-z",
      "type": "systematic review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "障害のある働く人を雇用する組織",
      "sample": "関連研究群",
      "method": "雇用の組織・個人・社会的便益を体系的整理",
      "finding": "定着、安全、利益、文化等の報告を整理",
      "limitations": [
        "研究設計・質の差",
        "便益による権利条件化を避ける",
        "出版バイアス"
      ],
      "source_url": "https://doi.org/10.1007/s10926-018-9756-z",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "ng-2012-age",
      "authors": "Ng, T. W. H., & Feldman, D. C.",
      "year": 2012,
      "title": "Evaluating Six Common Stereotypes About Older Workers With Meta-Analytical Data",
      "journal": "Personnel Psychology, 65(4), 821–858",
      "doi": "10.1111/peps.12003",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "年齢の高い働く人",
      "sample": "先行研究群",
      "method": "動機、訓練参加、変化抵抗等の固定観念を統合検証",
      "finding": "複数の否定的固定観念が証拠と一致しないと整理",
      "limitations": [
        "年齢定義・職種差",
        "平均差を個人へ適用しない"
      ],
      "source_url": "https://doi.org/10.1111/peps.12003",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "cech-2014",
      "authors": "Cech, E. A., & Blair-Loy, M.",
      "year": 2014,
      "title": "Consequences of Flexibility Stigma Among Academic Scientists and Engineers",
      "journal": "Work and Occupations, 41(1), 86–110",
      "doi": "10.1177/0730888413515497",
      "type": "field study",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "科学・工学分野の働く人",
      "sample": "職場標本",
      "method": "柔軟勤務利用へのスティグマとキャリア結果を分析",
      "finding": "柔軟勤務への偏見が満足・離職意向等と関連すると報告",
      "limitations": [
        "特定専門職・国",
        "観察研究",
        "制度・性別役割差"
      ],
      "source_url": "https://doi.org/10.1177/0730888413515497",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "clair-2005",
      "authors": "Clair, J. A., Beatty, J. E., & MacLean, T. L.",
      "year": 2005,
      "title": "Out of Sight but Not Out of Mind: Managing Invisible Social Identities in the Workplace",
      "journal": "Academy of Management Review, 30(1), 78–95",
      "doi": "10.5465/amr.2005.15281431",
      "type": "conceptual integrative review",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "不可視の社会的アイデンティティを持つ働く人",
      "sample": "先行理論・研究",
      "method": "開示・秘匿・アイデンティティ管理を統合",
      "finding": "開示判断を個人・関係・組織文脈で捉える枠組みを提示",
      "limitations": [
        "概念レビュー",
        "開示結果の集団差",
        "開示を強制しない"
      ],
      "source_url": "https://doi.org/10.5465/amr.2005.15281431",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "gluszek-2010",
      "authors": "Gluszek, A., & Dovidio, J. F.",
      "year": 2010,
      "title": "The Way They Speak: A Social Psychological Perspective on the Stigma of Nonnative Accents in Communication",
      "journal": "Personality and Social Psychology Review, 14(2), 214–237",
      "doi": "10.1177/1088868309359288",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "非母語話者・聞き手",
      "sample": "先行研究群",
      "method": "非母語アクセントの知覚、スティグマ、相互作用を統合",
      "finding": "アクセントが評価・相互作用へ影響する経路を整理",
      "limitations": [
        "職場専用ではない",
        "言語・文化差",
        "技能とアクセントを混同しない"
      ],
      "source_url": "https://doi.org/10.1177/1088868309359288",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "levari-2010",
      "authors": "Lev-Ari, S., & Keysar, B.",
      "year": 2010,
      "title": "Why Don’t We Believe Non-Native Speakers? The Influence of Accent on Credibility",
      "journal": "Journal of Experimental Social Psychology, 46(6), 1093–1096",
      "doi": "10.1016/j.jesp.2010.05.025",
      "type": "experiments",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "聞き手と非母語話者",
      "sample": "実験参加者",
      "method": "同一内容の発話アクセントと真実性評価を比較",
      "finding": "処理の困難さが非母語話者の信頼性評価を下げ得ると報告",
      "limitations": [
        "短い実験研究",
        "職場への一般化",
        "言語・アクセント差"
      ],
      "source_url": "https://doi.org/10.1016/j.jesp.2010.05.025",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "mccall-2005",
      "authors": "McCall, L.",
      "year": 2005,
      "title": "The Complexity of Intersectionality",
      "journal": "Signs, 30(3), 1771–1800",
      "doi": "10.1086/426800",
      "type": "conceptual methodological review",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "複数の社会的位置を持つ人・集団",
      "sample": "理論・方法論",
      "method": "交差性研究の複雑性と方法を整理",
      "finding": "カテゴリ間・カテゴリ内・反カテゴリ的アプローチを提示",
      "limitations": [
        "方法論論文",
        "職場介入効果ではない",
        "カテゴリ固定化に注意"
      ],
      "source_url": "https://doi.org/10.1086/426800",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "holvino-2010",
      "authors": "Holvino, E.",
      "year": 2010,
      "title": "Intersections: The Simultaneity of Race, Gender and Class in Organization Studies",
      "journal": "Gender, Work & Organization, 17(3), 248–277",
      "doi": "10.1111/j.1468-0432.2008.00400.x",
      "type": "conceptual integrative review",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "組織内の複数の社会的位置",
      "sample": "組織研究群",
      "method": "人種・ジェンダー・階級の同時性を整理",
      "finding": "組織分析で複数の権力関係を同時に扱う枠組みを提示",
      "limitations": [
        "概念論文",
        "米国中心の理論史",
        "測定・介入を別途設計"
      ],
      "source_url": "https://doi.org/10.1111/j.1468-0432.2008.00400.x",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "selbst-2019",
      "authors": "Selbst, A. D., Boyd, D., Friedler, S. A., Venkatasubramanian, S., & Vertesi, J.",
      "year": 2019,
      "title": "Fairness and Abstraction in Sociotechnical Systems",
      "journal": "Proceedings of the Conference on Fairness, Accountability, and Transparency, 59–68",
      "doi": "10.1145/3287560.3287598",
      "type": "conceptual systems analysis",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "自動意思決定の設計・運用組織",
      "sample": "事例・理論",
      "method": "公平性を社会技術システムから切り離す抽象化の罠を分析",
      "finding": "モデル指標だけで制度・文脈・権力を扱えない問題を提示",
      "limitations": [
        "概念分析",
        "職場固有の効果量ではない",
        "法的公平と区別"
      ],
      "source_url": "https://doi.org/10.1145/3287560.3287598",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "edmondson-1999",
      "authors": "Edmondson, A. C.",
      "year": 1999,
      "title": "Psychological Safety and Learning Behavior in Work Teams",
      "journal": "Administrative Science Quarterly, 44(2), 350–383",
      "doi": "10.2307/2666999",
      "type": "multilevel field study",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "仕事チーム",
      "sample": "製造・医療等のチーム",
      "method": "心理的安全性、学習行動、業績を多水準分析",
      "finding": "対人リスクを取れる共有認知と学習行動の関連を報告",
      "limitations": [
        "観察研究",
        "包摂・差別・法的安全とは別",
        "チーム文脈差"
      ],
      "source_url": "https://doi.org/10.2307/2666999",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "ilo-c111",
      "authors": "International Labour Organization",
      "year": 1958,
      "title": "Discrimination (Employment and Occupation) Convention, 1958 (No. 111)",
      "journal": "International Labour Organization",
      "url": "https://normlex.ilo.org/dyn/nrmlx_en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C111",
      "type": "international labour convention",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人・求職者・組織・制度",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "雇用・職業における差別をなくし、機会・待遇の平等を促進する原則を提示",
      "limitations": [
        "批准・国内法上の保護事由を確認",
        "個別案件の法的判断ではない"
      ],
      "source_url": "https://normlex.ilo.org/dyn/nrmlx_en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C111",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "ilo-c190",
      "authors": "International Labour Organization",
      "year": 2019,
      "title": "Violence and Harassment Convention, 2019 (No. 190)",
      "journal": "International Labour Organization",
      "url": "https://normlex.ilo.org/dyn/nrmlx_en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C190",
      "type": "international labour convention",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人・求職者・組織・制度",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "仕事の世界における暴力・ハラスメントのない権利と包摂的・統合的対応を提示",
      "limitations": [
        "批准・国内法を確認",
        "適用範囲・定義は制度差"
      ],
      "source_url": "https://normlex.ilo.org/dyn/nrmlx_en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C190",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "ilo-r206",
      "authors": "International Labour Organization",
      "year": 2019,
      "title": "Violence and Harassment Recommendation, 2019 (No. 206)",
      "journal": "International Labour Organization",
      "url": "https://normlex.ilo.org/dyn/nrmlx_en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:R206",
      "type": "international labour recommendation",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人・求職者・組織・制度",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "予防、保護、執行、救済、支援、訓練等の具体的指針を提示",
      "limitations": [
        "勧告であり条約ではない",
        "国内制度を確認"
      ],
      "source_url": "https://normlex.ilo.org/dyn/nrmlx_en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:R206",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "ilo-c100",
      "authors": "International Labour Organization",
      "year": 1951,
      "title": "Equal Remuneration Convention, 1951 (No. 100)",
      "journal": "International Labour Organization",
      "url": "https://normlex.ilo.org/dyn/nrmlx_en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C100",
      "type": "international labour convention",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人・求職者・組織・制度",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "同一価値労働に対する同一報酬の原則を提示",
      "limitations": [
        "批准・国内法を確認",
        "歴史的なジェンダー二分法"
      ],
      "source_url": "https://normlex.ilo.org/dyn/nrmlx_en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C100",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "ilo-c156",
      "authors": "International Labour Organization",
      "year": 1981,
      "title": "Workers with Family Responsibilities Convention, 1981 (No. 156)",
      "journal": "International Labour Organization",
      "url": "https://normlex.ilo.org/dyn/nrmlx_en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C156",
      "type": "international labour convention",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人・求職者・組織・制度",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "家族的責任を持つ労働者の機会・待遇の平等と両立支援を提示",
      "limitations": [
        "批准・国内法を確認",
        "ケア形態・家族定義の制度差"
      ],
      "source_url": "https://normlex.ilo.org/dyn/nrmlx_en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C156",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "un-lgbti-2017",
      "authors": "Office of the United Nations High Commissioner for Human Rights",
      "year": 2017,
      "title": "Standards of Conduct for Business: Tackling Discrimination against Lesbian, Gay, Bi, Trans, and Intersex People",
      "journal": "United Nations Human Rights",
      "url": "https://www.ohchr.org/sites/default/files/Documents/Publications/UN-Standards-of-Conduct.pdf",
      "type": "official business and human rights guidance",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人・求職者・組織・制度",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "LGBTIの人々に対する差別の解消、支援、人権尊重に関する企業行動基準を提示",
      "limitations": [
        "法的拘束力のない指針",
        "地域・国内法・安全文脈を確認",
        "本人の開示を前提にしない"
      ],
      "source_url": "https://www.ohchr.org/sites/default/files/Documents/Publications/UN-Standards-of-Conduct.pdf",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "un-crpd",
      "authors": "United Nations",
      "year": 2006,
      "title": "Convention on the Rights of Persons with Disabilities",
      "journal": "United Nations Human Rights",
      "url": "https://www.ohchr.org/en/instruments-mechanisms/instruments/convention-rights-persons-disabilities",
      "type": "international human rights convention",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人・求職者・組織・制度",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "障害のある人の労働・雇用、アクセシビリティ、合理的配慮、差別禁止等を定める",
      "limitations": [
        "批准・国内法を確認",
        "合理的配慮は個別文脈で判断"
      ],
      "source_url": "https://www.ohchr.org/en/instruments-mechanisms/instruments/convention-rights-persons-disabilities",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "un-guiding-2011",
      "authors": "United Nations",
      "year": 2011,
      "title": "Guiding Principles on Business and Human Rights",
      "journal": "Office of the United Nations High Commissioner for Human Rights",
      "url": "https://www.ohchr.org/sites/default/files/documents/publications/guidingprinciplesbusinesshr_en.pdf",
      "type": "official human rights framework",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人・求職者・組織・制度",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "人権尊重の企業責任、人権デューディリジェンス、実効的救済へのアクセスを提示",
      "limitations": [
        "法的義務は国・制度により異なる",
        "個別法的判断ではない"
      ],
      "source_url": "https://www.ohchr.org/sites/default/files/documents/publications/guidingprinciplesbusinesshr_en.pdf",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "eu-equality-2000",
      "authors": "Council of the European Union",
      "year": 2000,
      "title": "Council Directive 2000/78/EC Establishing a General Framework for Equal Treatment in Employment and Occupation",
      "journal": "Official Journal of the European Communities",
      "url": "https://eur-lex.europa.eu/eli/dir/2000/78/oj/eng",
      "type": "official legal instrument",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人・求職者・組織・制度",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "宗教・信条、障害、年齢、性的指向に関する雇用・職業上の平等待遇枠組みを定める",
      "limitations": [
        "EU法令",
        "日本へ直接適用されない",
        "国内実装・判例を確認"
      ],
      "source_url": "https://eur-lex.europa.eu/eli/dir/2000/78/oj/eng",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "eu-ai-2024",
      "authors": "European Parliament and Council of the European Union",
      "year": 2024,
      "title": "Regulation (EU) 2024/1689 Laying Down Harmonised Rules on Artificial Intelligence",
      "journal": "Official Journal of the European Union",
      "url": "https://eur-lex.europa.eu/eli/reg/2024/1689/oj/eng",
      "type": "official legal instrument",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人・求職者・組織・制度",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "採用・選考・配置・昇進・解雇・監視・評価等の一部AIを高リスクとして要件を定め、職場の感情認識等を制限",
      "limitations": [
        "EU法令",
        "段階適用と例外を確認",
        "日本へ直接適用されない"
      ],
      "source_url": "https://eur-lex.europa.eu/eli/reg/2024/1689/oj/eng",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "who-2022",
      "authors": "World Health Organization",
      "year": 2022,
      "title": "WHO Guidelines on Mental Health at Work",
      "journal": "World Health Organization",
      "url": "https://www.who.int/publications/i/item/9789240053052",
      "type": "official evidence-based guideline",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人・求職者・組織・制度",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "心理社会的リスクへの組織介入、管理職訓練、合理的配慮、復職支援等を提示",
      "limitations": [
        "包摂・差別専用ではない",
        "医療・国内制度を確認"
      ],
      "source_url": "https://www.who.int/publications/i/item/9789240053052",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "wcag-22",
      "authors": "World Wide Web Consortium",
      "year": 2023,
      "title": "Web Content Accessibility Guidelines (WCAG) 2.2",
      "journal": "W3C Recommendation",
      "url": "https://www.w3.org/TR/WCAG22/",
      "type": "official technical standard",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人・求職者・組織・制度",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "知覚可能・操作可能・理解可能・堅牢という原則とWebアクセシビリティ達成基準を提示",
      "limitations": [
        "Webコンテンツ中心",
        "法的適合要件は国・調達制度を確認",
        "個別配慮を代替しない"
      ],
      "source_url": "https://www.w3.org/TR/WCAG22/",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "ilo-data",
      "authors": "International Labour Organization",
      "year": 1997,
      "title": "Protection of Workers’ Personal Data: An ILO Code of Practice",
      "journal": "International Labour Organization",
      "url": "https://www.ilo.org/publications/protection-workers%E2%80%99-personal-data-ilo-code-practice",
      "type": "official code of practice",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人・求職者・組織・制度",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "労働者個人データの目的限定、透明性、アクセス等の原則を提示",
      "limitations": [
        "拘束的条約ではない",
        "国内法を別途確認"
      ],
      "source_url": "https://www.ilo.org/publications/protection-workers%E2%80%99-personal-data-ilo-code-practice",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "nist-ai-100",
      "authors": "National Institute of Standards and Technology",
      "year": 2023,
      "title": "Artificial Intelligence Risk Management Framework (AI RMF 1.0)",
      "journal": "NIST AI 100-1",
      "doi": "10.6028/NIST.AI.100-1",
      "type": "official risk management framework",
      "status": "official technical report",
      "evidence_role": "公式指針・制度",
      "population": "AIを設計・導入・利用する組織",
      "sample": "該当なし",
      "method": "公式リスク管理枠組み",
      "finding": "AIリスクをGovern・Map・Measure・Manageで扱う枠組みを提示",
      "limitations": [
        "米国の自発的枠組み",
        "法的義務そのものではない",
        "用途固有評価が必要"
      ],
      "source_url": "https://doi.org/10.6028/NIST.AI.100-1",
      "last_human_verified": "2026-07-12"
    }
  ]
}