第12分野 目標設定・人事評価・フィードバック・報酬
賃金公平・AI評価・労働者データ
透明性、同一価値、格差、説明、救済をつなぎます。
文献最終確認日 分野完成版 v0.1
能力主義を掲げるだけでは偏りを防げません。賃金基準と格差を監査し、AI評価を社会技術システムとして扱い、人による実質的な再審査を用意します。
このページの主な出典
- Colella, A., Paetzold, R. L., Zardkoohi, A., & Wesson, M. J. (2007). Exposing Pay Secrecyintegrative conceptual review
- Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y. (2001). Justice at the Millennium: A Meta-Analytic Review of 25 Years of Organizational Justice Researchmeta-analysis
- Castilla, E. J., & Benard, S. (2010). The Paradox of Meritocracy in Organizationsexperiments
- Joshi, A., Son, J., & Roh, H. (2015). When Can Women Close the Gap? A Meta-Analytic Test of Sex Differences in Performance and Rewardsmeta-analysis
- Kellogg, K. C., Valentine, M. A., & Christin, A. (2020). Algorithms at Work: The New Contested Terrain of Controlintegrative review
- Parent-Rocheleau, X., & Parker, S. K. (2022). Algorithms as Work Designers: How Algorithmic Management Influences the Design of Jobsintegrative conceptual review
- National Institute of Standards and Technology (2023). Artificial Intelligence Risk Management Framework (AI RMF 1.0)official risk management framework
- International Labour Organization (1997). Protection of Workers’ Personal Data: An ILO Code of Practiceofficial code of practice
- International Labour Organization (1951). Equal Remuneration Convention, 1951 (No. 100)international labour convention
- European Parliament and Council of the European Union (2023). Directive (EU) 2023/970 to Strengthen the Application of the Principle of Equal Pay for Equal Work or Work of Equal Value Through Pay Transparency and Enforcement Mechanismsofficial legal instrument
- European Parliament and Council of the European Union (2024). Directive (EU) 2024/2831 on Improving Working Conditions in Platform Workofficial legal instrument
- World Health Organization (2022). WHO Guidelines on Mental Health at Workofficial evidence-based guideline