{ "name": "採用・選抜・オンボーディング・組織社会化 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": "schmidt-hunter-1998", "authors": "Schmidt, F. L., & Hunter, J. E.", "year": 1998, "title": "The Validity and Utility of Selection Methods in Personnel Psychology", "journal": "Psychological Bulletin, 124(2), 262–274", "doi": "10.1037/0033-2909.124.2.262", "type": "meta-analytic review", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "人事選抜研究", "sample": "85年間の研究群", "method": "選抜手法の予測妥当性・組合せを統合", "finding": "一般知的能力、職務サンプル、構造化面接等の妥当性を比較", "limitations": [ "古い研究・補正推定", "現代職務・公平性・応募者反応を別途確認", "後続再分析あり" ], "source_url": "https://doi.org/10.1037/0033-2909.124.2.262", "last_human_verified": "2026-07-12" }, { "id": "sackett-2022", "authors": "Sackett, P. R. et al.", "year": 2022, "title": "Revisiting Meta-Analytic Estimates of Validity in Personnel Selection", "journal": "Journal of Applied Psychology, 107(11), 2040–2068", "doi": "10.1037/apl0000994", "type": "meta-analytic reanalysis", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "人事選抜研究", "sample": "主要メタ分析データ", "method": "範囲制限等の補正を再検討し妥当性推定を更新", "finding": "一部選抜手法の妥当性推定が従来より低くなると報告", "limitations": [ "利用可能データ・補正仮定", "職務・基準差", "単一順位表にしない" ], "source_url": "https://doi.org/10.1037/apl0000994", "last_human_verified": "2026-07-12" }, { "id": "ones-1993", "authors": "Ones, D. S., Viswesvaran, C., & Schmidt, F. L.", "year": 1993, "title": "Comprehensive Meta-Analysis of Integrity Test Validities: Findings and Implications for Personnel Selection and Theories of Job Performance", "journal": "Journal of Applied Psychology, 78(4), 679–703", "doi": "10.1037/0021-9010.78.4.679", "type": "meta-analysis", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "誠実性検査研究", "sample": "665妥当性係数", "method": "誠実性検査と業績・反生産行動等を統合", "finding": "検査得点と複数の基準との関連を報告", "limitations": [ "出版社・尺度差", "自己報告・基準汚染", "個人を正直／不正直と断定しない" ], "source_url": "https://doi.org/10.1037/0021-9010.78.4.679", "last_human_verified": "2026-07-12" }, { "id": "barrick-mount-1991", "authors": "Barrick, M. R., & Mount, M. K.", "year": 1991, "title": "The Big Five Personality Dimensions and Job Performance: A Meta-Analysis", "journal": "Personnel Psychology, 44(1), 1–26", "doi": "10.1111/j.1744-6570.1991.tb00688.x", "type": "meta-analysis", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "性格特性と職務業績研究", "sample": "職種横断研究群", "method": "Big Fiveと業績基準を統合", "finding": "誠実性等と業績の平均的関連を報告", "limitations": [ "相関は中程度以下", "職務・基準差", "人格の総合価値にしない" ], "source_url": "https://doi.org/10.1111/j.1744-6570.1991.tb00688.x", "last_human_verified": "2026-07-12" }, { "id": "mcdaniel-1994", "authors": "McDaniel, M. A. et al.", "year": 1994, "title": "The Validity of Employment Interviews: A Comprehensive Review and Meta-Analysis", "journal": "Journal of Applied Psychology, 79(4), 599–616", "doi": "10.1037/0021-9010.79.4.599", "type": "meta-analysis", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "採用面接研究", "sample": "245妥当性係数", "method": "面接の構造、内容、基準等を統合", "finding": "構造化面接は非構造化面接より高い妥当性を示す傾向", "limitations": [ "補正推定・研究年代", "面接者・職務差", "公平性を別途監査" ], "source_url": "https://doi.org/10.1037/0021-9010.79.4.599", "last_human_verified": "2026-07-12" }, { "id": "levashina-2014", "authors": "Levashina, J. et al.", "year": 2014, "title": "The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature", "journal": "Personnel Psychology, 67(1), 241–293", "doi": "10.1111/peps.12052", "type": "integrative and meta-analytic review", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "構造化面接研究", "sample": "主要研究", "method": "構造化の構成要素、信頼性、妥当性、反応を統合", "finding": "質問・採点・面接者手続の標準化が判断の一貫性を高めると整理", "limitations": [ "構造化の実装差", "完全な偏り除去ではない" ], "source_url": "https://doi.org/10.1111/peps.12052", "last_human_verified": "2026-07-12" }, { "id": "campion-1997", "authors": "Campion, M. A., Palmer, D. K., & Campion, J. E.", "year": 1997, "title": "A Review of Structure in the Selection Interview", "journal": "Personnel Psychology, 50(3), 655–702", "doi": "10.1111/j.1744-6570.1997.tb00709.x", "type": "integrative review", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "採用面接研究", "sample": "主要研究", "method": "面接構造化の15要素を整理", "finding": "職務分析、同一質問、行動質問、評価尺度等を提示", "limitations": [ "ナラティブレビュー", "状況に応じた設計が必要" ], "source_url": "https://doi.org/10.1111/j.1744-6570.1997.tb00709.x", "last_human_verified": "2026-07-12" }, { "id": "mcdaniel-2001", "authors": "McDaniel, M. A. et al.", "year": 2001, "title": "Use of Situational Judgment Tests to Predict Job Performance: A Clarification of the Literature", "journal": "Journal of Applied Psychology, 86(4), 730–740", "doi": "10.1037/0021-9010.86.4.730", "type": "meta-analysis", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "状況判断テスト研究", "sample": "102係数", "method": "SJTの妥当性と測定要因を統合", "finding": "SJTと業績の関連、認知負荷・反応形式の差を報告", "limitations": [ "構成概念の混合", "職務固有性", "問題漏洩・コーチング" ], "source_url": "https://doi.org/10.1037/0021-9010.86.4.730", "last_human_verified": "2026-07-12" }, { "id": "roth-2005", "authors": "Roth, P. L. et al.", "year": 2008, "title": "Work Sample Tests in Personnel Selection: A Meta-Analysis of Black–White Differences in Overall and Exercise Scores", "journal": "Personnel Psychology, 61(4), 1003–1033", "doi": "10.1111/j.1744-6570.2008.00125.x", "type": "meta-analysis", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "職務サンプル研究", "sample": "研究群", "method": "職務サンプル得点の群差を統合", "finding": "演習・総合得点に人種群差が生じ得ると報告", "limitations": [ "米国分類", "課題・採点差", "妥当性と群別影響を両方確認" ], "source_url": "https://doi.org/10.1111/j.1744-6570.2008.00125.x", "last_human_verified": "2026-07-12" }, { "id": "sanchez-levine-2012", "authors": "Sanchez, J. I., & Levine, E. L.", "year": 2012, "title": "The Rise and Fall of Job Analysis and the Future of Work Analysis", "journal": "Annual Review of Psychology, 63, 397–425", "doi": "10.1146/annurev-psych-120710-100401", "type": "annual review", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "職務・仕事分析", "sample": "主要研究", "method": "伝統的職務分析と変化する仕事の分析を整理", "finding": "固定職務記述だけでなく文脈・将来・相互依存を扱う必要を提示", "limitations": [ "ナラティブレビュー", "分析方法・職種差" ], "source_url": "https://doi.org/10.1146/annurev-psych-120710-100401", "last_human_verified": "2026-07-12" }, { "id": "campion-2011", "authors": "Campion, M. A. et al.", "year": 2011, "title": "Doing Competencies Well: Best Practices in Competency Modeling", "journal": "Personnel Psychology, 64(1), 225–262", "doi": "10.1111/j.1744-6570.2010.01207.x", "type": "best-practice review", "evidence_role": "基礎理論・測定", "status": "peer-reviewed", "population": "コンピテンシーモデリング", "sample": "実務・研究文献", "method": "職務との接続、行動化、関係者参加等を整理", "finding": "曖昧な価値語でなく観察可能・職務関連な要件を作る実務を提示", "limitations": [ "実務レビュー", "妥当性検証を別途実施", "万能能力辞書にしない" ], "source_url": "https://doi.org/10.1111/j.1744-6570.2010.01207.x", "last_human_verified": "2026-07-12" }, { "id": "highhouse-2008", "authors": "Highhouse, S.", "year": 2008, "title": "Stubborn Reliance on Intuition and Subjectivity in Employee Selection", "journal": "Industrial and Organizational Psychology, 1(3), 333–342", "doi": "10.1111/j.1754-9434.2008.00058.x", "type": "critical review", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "人事選抜判断", "sample": "研究・実務文献", "method": "直観的選抜が維持される理由を整理", "finding": "専門家の自信や個別化欲求が構造化判断を妨げ得ると論じる", "limitations": [ "論評・レビュー", "機械判断の無条件優位を意味しない" ], "source_url": "https://doi.org/10.1111/j.1754-9434.2008.00058.x", "last_human_verified": "2026-07-12" }, { "id": "kuncel-2013", "authors": "Kuncel, N. R. et al.", "year": 2013, "title": "Mechanical versus Clinical Data Combination in Selection and Admissions Decisions: A Meta-Analysis", "journal": "Journal of Applied Psychology, 98(6), 1060–1072", "doi": "10.1037/a0034156", "type": "meta-analysis", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "選抜・入学判断", "sample": "研究群", "method": "機械的統合と臨床的統合を比較", "finding": "一貫したルールによる統合が人の総合判断を平均的に上回ると報告", "limitations": [ "入力の偏り・妥当性に依存", "人の異議・例外手続が必要" ], "source_url": "https://doi.org/10.1037/a0034156", "last_human_verified": "2026-07-12" }, { "id": "dana-2013", "authors": "Dana, J., Dawes, R., & Peterson, N.", "year": 2013, "title": "Belief in the Unstructured Interview: The Persistence of an Illusion", "journal": "Judgment and Decision Making, 8(5), 512–520", "doi": "10.1017/S1930297500003612", "type": "experiments", "evidence_role": "介入・実証研究", "status": "peer-reviewed", "population": "実験参加者", "sample": "複数実験", "method": "非構造化面接情報と予測・自信を検討", "finding": "無用・有害な面接情報でも予測への自信が高まる結果を報告", "limitations": [ "実験課題", "実採用への一般化", "面接全般の否定ではない" ], "source_url": "https://doi.org/10.1017/S1930297500003612", "last_human_verified": "2026-07-12" }, { "id": "gilliland-1993", "authors": "Gilliland, S. W.", "year": 1993, "title": "The Perceived Fairness of Selection Systems: An Organizational Justice Perspective", "journal": "Academy of Management Review, 18(4), 694–734", "doi": "10.5465/amr.1993.9402210155", "type": "conceptual review", "evidence_role": "基礎理論・測定", "status": "peer-reviewed", "population": "応募者の公正知覚", "sample": "理論・研究文献", "method": "職務関連性、説明、発言、一貫性等の選抜公正ルールを提示", "finding": "選抜手続と応募者反応を結ぶモデルを提示", "limitations": [ "概念論", "法的公正と知覚公正を区別" ], "source_url": "https://doi.org/10.5465/amr.1993.9402210155", "last_human_verified": "2026-07-12" }, { "id": "hausknecht-2004", "authors": "Hausknecht, J. P., Day, D. V., & Thomas, S. C.", "year": 2004, "title": "Applicant Reactions to Selection Procedures: An Updated Model and Meta-Analysis", "journal": "Personnel Psychology, 57(3), 639–683", "doi": "10.1111/j.1744-6570.2004.00003.x", "type": "meta-analysis", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "応募者反応研究", "sample": "研究群", "method": "選抜手続特性、公正知覚、組織魅力等を統合", "finding": "職務関連性・対人扱い等と反応の関連を報告", "limitations": [ "自己報告・相関研究", "採否結果の影響", "妥当性と人気を分ける" ], "source_url": "https://doi.org/10.1111/j.1744-6570.2004.00003.x", "last_human_verified": "2026-07-12" }, { "id": "truxillo-2002", "authors": "Truxillo, D. M. et al.", "year": 2002, "title": "Selection Fairness Information and Applicant Reactions: A Longitudinal Field Study", "journal": "Journal of Applied Psychology, 87(6), 1020–1031", "doi": "10.1037/0021-9010.87.6.1020", "type": "longitudinal field study", "evidence_role": "介入・実証研究", "status": "peer-reviewed", "population": "公的部門応募者", "sample": "実選抜標本", "method": "手続説明と応募者反応を縦断分析", "finding": "説明が公正知覚等へ関係する条件を報告", "limitations": [ "特定選抜・公的部門", "採否結果の影響" ], "source_url": "https://doi.org/10.1037/0021-9010.87.6.1020", "last_human_verified": "2026-07-12" }, { "id": "ployhart-holtz-2008", "authors": "Ployhart, R. E., & Holtz, B. C.", "year": 2008, "title": "The Diversity–Validity Dilemma: Strategies for Reducing Racioethnic and Sex Subgroup Differences and Adverse Impact in Selection", "journal": "Personnel Psychology, 61(1), 153–172", "doi": "10.1111/j.1744-6570.2008.00109.x", "type": "integrative review", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "選抜の妥当性・群差", "sample": "研究文献", "method": "妥当性と不利な影響を両立する戦略を整理", "finding": "予測子設計、重み、募集、基準等の多面的対応を提示", "limitations": [ "米国法・分類中心", "妥当性と公平性を単一最適化しない" ], "source_url": "https://doi.org/10.1111/j.1744-6570.2008.00109.x", "last_human_verified": "2026-07-12" }, { "id": "de-corte-2007", "authors": "De Corte, W., Lievens, F., & Sackett, P. R.", "year": 2007, "title": "Combining Predictors to Achieve Optimal Trade-Offs between Selection Quality and Adverse Impact", "journal": "Journal of Applied Psychology, 92(5), 1380–1393", "doi": "10.1037/0021-9010.92.5.1380", "type": "optimization study", "evidence_role": "介入・実証研究", "status": "peer-reviewed", "population": "選抜予測子", "sample": "シミュレーション・実データ", "method": "妥当性と群別影響の重み付けを検討", "finding": "予測子の組合せで妥当性と不利な影響のトレードオフが変わると報告", "limitations": [ "仮定・入力データ依存", "権利判断を数理最適化だけへ委ねない" ], "source_url": "https://doi.org/10.1037/0021-9010.92.5.1380", "last_human_verified": "2026-07-12" }, { "id": "bobko-1999", "authors": "Bobko, P., Roth, P. L., & Potosky, D.", "year": 1999, "title": "Derivation and Implications of a Meta-Analytic Matrix Incorporating Cognitive Ability, Alternative Predictors, and Job Performance", "journal": "Personnel Psychology, 52(3), 561–589", "doi": "10.1111/j.1744-6570.1999.tb00172.x", "type": "meta-analytic synthesis", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "選抜予測子", "sample": "メタ分析相関行列", "method": "認知能力、代替予測子、業績、群差を統合", "finding": "複数予測子の妥当性・群差の関係を整理", "limitations": [ "古い研究群", "米国人種分類", "補正仮定" ], "source_url": "https://doi.org/10.1111/j.1744-6570.1999.tb00172.x", "last_human_verified": "2026-07-12" }, { "id": "chapman-2005", "authors": "Chapman, D. S. et al.", "year": 2005, "title": "Applicant Attraction to Organizations and Job Choice: A Meta-Analytic Review of the Correlates of Recruiting Outcomes", "journal": "Journal of Applied Psychology, 90(5), 928–944", "doi": "10.1037/0021-9010.90.5.928", "type": "meta-analysis", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "応募者・採用研究", "sample": "研究群", "method": "仕事・組織特性、採用担当者、手続と魅力・選択を統合", "finding": "仕事・組織属性、公正知覚、採用担当者行動等との関連を報告", "limitations": [ "相関研究中心", "実際の入社と意図を区別", "候補者操作に使わない" ], "source_url": "https://doi.org/10.1037/0021-9010.90.5.928", "last_human_verified": "2026-07-12" }, { "id": "breaugh-2013", "authors": "Breaugh, J. A.", "year": 2013, "title": "Employee Recruitment", "journal": "Annual Review of Psychology, 64, 389–416", "doi": "10.1146/annurev-psych-113011-143757", "type": "annual review", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "採用研究", "sample": "主要研究", "method": "募集目標、情報、媒体、応募者、選考前過程を統合", "finding": "対象者・募集源・メッセージ・時期を一つの過程として整理", "limitations": [ "ナラティブレビュー", "技術・労働市場の変化" ], "source_url": "https://doi.org/10.1146/annurev-psych-113011-143757", "last_human_verified": "2026-07-12" }, { "id": "premack-wanous-1985", "authors": "Premack, S. L., & Wanous, J. P.", "year": 1985, "title": "A Meta-Analysis of Realistic Job Preview Experiments", "journal": "Journal of Applied Psychology, 70(4), 706–719", "doi": "10.1037/0021-9010.70.4.706", "type": "meta-analysis", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "現実的職務情報研究", "sample": "実験・フィールド研究群", "method": "RJPと期待、満足、離職等を統合", "finding": "効果は小さく、媒体・時期・結果で異なると報告", "limitations": [ "古い研究群", "研究間異質性", "脅し・覚悟確認にしない" ], "source_url": "https://doi.org/10.1037/0021-9010.70.4.706", "last_human_verified": "2026-07-12" }, { "id": "phillips-1998", "authors": "Phillips, J. M.", "year": 1998, "title": "Effects of Realistic Job Previews on Multiple Organizational Outcomes: A Meta-Analysis", "journal": "Academy of Management Journal, 41(6), 673–690", "doi": "10.2307/256964", "type": "meta-analysis", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "現実的職務情報研究", "sample": "研究群", "method": "RJPと期待、態度、業績、離職を統合", "finding": "RJPは一部結果に小さい関連・効果を持つと報告", "limitations": [ "研究年代・媒体差", "自己選抜と適応を分ける" ], "source_url": "https://doi.org/10.2307/256964", "last_human_verified": "2026-07-12" }, { "id": "theurer-2018", "authors": "Theurer, C. P. et al.", "year": 2018, "title": "Employer Branding: A Brand Equity-Based Literature Review and Research Agenda", "journal": "International Journal of Management Reviews, 20(1), 155–179", "doi": "10.1111/ijmr.12121", "type": "systematic review", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "雇用主ブランド研究", "sample": "研究文献", "method": "雇用主知識、魅力、応募・定着等を体系整理", "finding": "ブランド概念と募集・従業員経験の接続を整理", "limitations": [ "ブランド研究中心", "実態との乖離・採用マーケティングの害を別途確認" ], "source_url": "https://doi.org/10.1111/ijmr.12121", "last_human_verified": "2026-07-12" }, { "id": "dineen-2007", "authors": "Dineen, B. R., Ling, J., Ash, S. R., & DelVecchio, D.", "year": 2007, "title": "Aesthetic Properties and Message Customization: Navigating the Dark Side of Web Recruitment", "journal": "Journal of Applied Psychology, 92(2), 356–372", "doi": "10.1037/0021-9010.92.2.356", "type": "experiments", "evidence_role": "介入・実証研究", "status": "peer-reviewed", "population": "求職者", "sample": "ウェブサイト実験", "method": "求人サイトの美観・個別化と魅力・適合認知を検討", "finding": "表示設計が魅力・情報処理へ影響する結果を報告", "limitations": [ "実験・技術年代", "操作的パーソナライズへ使わない" ], "source_url": "https://doi.org/10.1037/0021-9010.92.2.356", "last_human_verified": "2026-07-12" }, { "id": "kristof-brown-2005", "authors": "Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C.", "year": 2005, "title": "Consequences of Individuals’ Fit at Work: A Meta-Analysis of Person–Job, Person–Organization, Person–Group, and Person–Supervisor Fit", "journal": "Personnel Psychology, 58(2), 281–342", "doi": "10.1111/j.1744-6570.2005.00672.x", "type": "meta-analysis", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "個人‐環境適合研究", "sample": "研究群", "method": "複数適合次元と態度・業績・離職等を統合", "finding": "適合次元ごとに異なる結果関連を報告", "limitations": [ "知覚適合・自己報告が多い", "採用の主観的相性と区別" ], "source_url": "https://doi.org/10.1111/j.1744-6570.2005.00672.x", "last_human_verified": "2026-07-12" }, { "id": "arthur-2006", "authors": "Arthur, W. et al.", "year": 2006, "title": "The Use of Person–Organization Fit in Employment Decision Making", "journal": "Journal of Applied Psychology, 91(4), 786–801", "doi": "10.1037/0021-9010.91.4.786", "type": "meta-analysis", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "採用・適合研究", "sample": "研究群", "method": "適合測定の採用基準としての妥当性を統合", "finding": "適合指標の増分妥当性は限定・測定方法依存と報告", "limitations": [ "主観的同質性を増幅する危険", "公平性監査" ], "source_url": "https://doi.org/10.1037/0021-9010.91.4.786", "last_human_verified": "2026-07-12" }, { "id": "rivera-2012", "authors": "Rivera, L. A.", "year": 2012, "title": "Hiring as Cultural Matching", "journal": "American Sociological Review, 77(6), 999–1022", "doi": "10.1177/0003122412463213", "type": "qualitative field study", "evidence_role": "介入・実証研究", "status": "peer-reviewed", "population": "専門サービス企業の採用", "sample": "採用担当者・観察・面接", "method": "文化的類似性による採用評価を質的分析", "finding": "趣味・経験・自己呈示の類似が評価へ入り得ると報告", "limitations": [ "特定高所得業界・米国", "質的研究", "すべての適合評価を否定しない" ], "source_url": "https://doi.org/10.1177/0003122412463213", "last_human_verified": "2026-07-12" }, { "id": "cable-judge-1997", "authors": "Cable, D. M., & Judge, T. A.", "year": 1997, "title": "Interviewers’ Perceptions of Person–Organization Fit and Organizational Selection Decisions", "journal": "Journal of Applied Psychology, 82(4), 546–561", "doi": "10.1037/0021-9010.82.4.546", "type": "field study", "evidence_role": "介入・実証研究", "status": "peer-reviewed", "population": "応募者・面接者", "sample": "実採用標本", "method": "面接者の適合認知と採用判断を分析", "finding": "主観的適合認知が採用推奨と強く関連", "limitations": [ "単一企業群", "共通方法・類似性", "職務関連性を確認" ], "source_url": "https://doi.org/10.1037/0021-9010.82.4.546", "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": "correspondence field experiment", "evidence_role": "介入・実証研究", "status": "peer-reviewed", "population": "求人応募", "sample": "約5,000通の履歴書", "method": "人種を示唆する名前を無作為化した応募実験", "finding": "同等履歴書でも名前によりコールバック率が異なると報告", "limitations": [ "米国・特定都市・時代", "名前と人種の代理", "交差性" ], "source_url": "https://doi.org/10.1257/0002828042002561", "last_human_verified": "2026-07-12" }, { "id": "quillian-2017", "authors": "Quillian, L. et al.", "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", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "採用差別実験", "sample": "1989–2015年の米国研究", "method": "対応実験を時系列統合", "finding": "白人・黒人応募者間の差別が大きく減少していないと報告", "limitations": [ "米国中心", "人種分類・職種差", "コールバック段階" ], "source_url": "https://doi.org/10.1073/pnas.1706255114", "last_human_verified": "2026-07-12" }, { "id": "pager-2009", "authors": "Pager, D., Western, B., & Bonikowski, B.", "year": 2009, "title": "Discrimination in a Low-Wage Labor Market: A Field Experiment", "journal": "American Sociological Review, 74(5), 777–799", "doi": "10.1177/000312240907400505", "type": "audit field experiment", "evidence_role": "介入・実証研究", "status": "peer-reviewed", "population": "低賃金求人応募", "sample": "監査研究", "method": "人種・犯罪歴を操作した対面応募を比較", "finding": "人種と犯罪歴で採用過程に差が生じると報告", "limitations": [ "米国都市・男性応募者", "特定職種", "実験倫理" ], "source_url": "https://doi.org/10.1177/000312240907400505", "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", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "採用・雇用判断実験", "sample": "研究群", "method": "性別ステレオタイプ・偏りと文脈を統合", "finding": "男性型職務等の条件で性別偏りが変わると報告", "limitations": [ "実験シミュレーション", "性別二分法", "実組織結果を別途確認" ], "source_url": "https://doi.org/10.1037/a0036734", "last_human_verified": "2026-07-12" }, { "id": "fernandez-2000", "authors": "Fernandez, R. M., Castilla, E. J., & Moore, P.", "year": 2000, "title": "Social Capital at Work: Networks and Employment at a Phone Center", "journal": "American Journal of Sociology, 105(5), 1288–1356", "doi": "10.1086/210432", "type": "organizational field study", "evidence_role": "介入・実証研究", "status": "peer-reviewed", "population": "求人応募・紹介者", "sample": "単一企業の採用データ", "method": "紹介ネットワークと応募・採用過程を分析", "finding": "紹介が応募者プール・選考・情報等へ関係する経路を報告", "limitations": [ "単一企業・観察研究", "ネットワーク同質性・時代差" ], "source_url": "https://doi.org/10.1086/210432", "last_human_verified": "2026-07-12" }, { "id": "raghavan-2020", "authors": "Raghavan, M. et al.", "year": 2020, "title": "Mitigating Bias in Algorithmic Hiring: Evaluating Claims and Practices", "journal": "Proceedings of the 2020 Conference on Fairness, Accountability, and Transparency, 469–481", "doi": "10.1145/3351095.3372828", "type": "empirical industry review", "evidence_role": "介入・実証研究", "status": "peer-reviewed", "population": "AI採用ベンダー・実務", "sample": "ベンダー資料・インタビュー", "method": "偏り軽減の主張・実務・監査を分析", "finding": "公平性主張の定義・検証・透明性に大きな差があると報告", "limitations": [ "公開情報・少数企業", "製品変化", "独立監査を別途確認" ], "source_url": "https://doi.org/10.1145/3351095.3372828", "last_human_verified": "2026-07-12" }, { "id": "kochling-2020", "authors": "Köchling, A., & Wehner, M. C.", "year": 2020, "title": "Discriminated by an Algorithm: A Systematic Review of Discrimination and Fairness by Algorithmic Decision-Making in the Context of HR Recruitment and HR Development", "journal": "Business Research, 13, 795–848", "doi": "10.1007/s40685-020-00134-w", "type": "systematic review", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "アルゴリズム人事研究", "sample": "研究文献", "method": "採用・人材開発の差別・公平性研究を体系整理", "finding": "データ、設計、代理変数、透明性等のリスクを整理", "limitations": [ "新興研究・実証不足", "技術変化", "法的判断を代替しない" ], "source_url": "https://doi.org/10.1007/s40685-020-00134-w", "last_human_verified": "2026-07-12" }, { "id": "woods-2020", "authors": "Woods, S. A. et al.", "year": 2020, "title": "Personnel Selection in the Digital Age: A Review of Validity and Applicant Reactions, and Future Research Challenges", "journal": "European Journal of Work and Organizational Psychology, 29(1), 64–77", "doi": "10.1080/1359432X.2019.1681401", "type": "integrative review", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "デジタル選抜研究", "sample": "主要研究", "method": "ゲーム、動画、SNS、モバイル、AI等を妥当性・反応から整理", "finding": "デジタル化が測定・アクセス・プライバシーを変えると整理", "limitations": [ "新興技術・研究不足", "ベンダー固有性" ], "source_url": "https://doi.org/10.1080/1359432X.2019.1681401", "last_human_verified": "2026-07-12" }, { "id": "langer-2019", "authors": "Langer, M., König, C. J., & Papathanasiou, M.", "year": 2019, "title": "Highly Automated Job Interviews: Acceptance under the Influence of Stakes", "journal": "International Journal of Selection and Assessment, 27(3), 217–234", "doi": "10.1111/ijsa.12246", "type": "experiments", "evidence_role": "介入・実証研究", "status": "peer-reviewed", "population": "応募者役割の参加者", "sample": "複数実験", "method": "自動面接、説明、利害と受容を検討", "finding": "自動化・説明・選抜の重大性で受容が異なると報告", "limitations": [ "シナリオ・実験", "実際の妥当性・差別影響を別途確認" ], "source_url": "https://doi.org/10.1111/ijsa.12246", "last_human_verified": "2026-07-12" }, { "id": "van-iddekinge-2016", "authors": "Van Iddekinge, C. H., Raymark, P. H., & Roth, P. L.", "year": 2005, "title": "Assessing Personality with a Structured Employment Interview: Construct-Related Validity and Susceptibility to Response Inflation", "journal": "Journal of Applied Psychology, 90(3), 536–552", "doi": "10.1037/0021-9010.90.3.536", "type": "validation studies", "evidence_role": "介入・実証研究", "status": "peer-reviewed", "population": "応募者・学生", "sample": "複数標本", "method": "構造化面接による性格測定と反応歪曲を検討", "finding": "構成概念妥当性と回答膨張の問題を報告", "limitations": [ "性格測定文脈", "自己呈示", "採用での一般化" ], "source_url": "https://doi.org/10.1037/0021-9010.90.3.536", "last_human_verified": "2026-07-12" }, { "id": "roth-social-2016", "authors": "Roth, P. L. et al.", "year": 2016, "title": "Social Media in Employee-Selection-Related Decisions: A Research Agenda for Uncharted Territory", "journal": "Journal of Management, 42(1), 269–298", "doi": "10.1177/0149206313503018", "type": "integrative review", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "SNS選考研究", "sample": "研究文献", "method": "妥当性、プライバシー、法的・実務課題を整理", "finding": "SNS情報の標準化・職務関連性・同意・群差に課題を提示", "limitations": [ "当時の実証不足", "技術変化", "公開情報＝自由利用ではない" ], "source_url": "https://doi.org/10.1177/0149206313503018", "last_human_verified": "2026-07-12" }, { "id": "bauer-2007", "authors": "Bauer, T. N. et al.", "year": 2007, "title": "Newcomer Adjustment during Organizational Socialization: A Meta-Analytic Review of Antecedents, Outcomes, and Methods", "journal": "Journal of Applied Psychology, 92(3), 707–721", "doi": "10.1037/0021-9010.92.3.707", "type": "meta-analysis", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "新入者社会化研究", "sample": "研究群", "method": "役割明確性、自己効力、社会的受容、適合と結果を統合", "finding": "近位調整指標が満足、業績、定着等へ関係すると整理", "limitations": [ "相関研究中心", "自己報告", "歓迎イベントの単独効果ではない" ], "source_url": "https://doi.org/10.1037/0021-9010.92.3.707", "last_human_verified": "2026-07-12" }, { "id": "saks-2007", "authors": "Saks, A. M., Uggerslev, K. L., & Fassina, N. E.", "year": 2007, "title": "Socialization Tactics and Newcomer Adjustment: A Meta-Analytic Review and Test of a Model", "journal": "Journal of Vocational Behavior, 70(3), 413–446", "doi": "10.1016/j.jvb.2006.12.004", "type": "meta-analysis", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "組織社会化戦術研究", "sample": "研究群", "method": "制度化・個別化戦術と調整結果を統合", "finding": "制度化戦術は役割明確性・適合等と関連", "limitations": [ "相関研究中心", "戦術分類・文化差", "同化強制にしない" ], "source_url": "https://doi.org/10.1016/j.jvb.2006.12.004", "last_human_verified": "2026-07-12" }, { "id": "jones-1986", "authors": "Jones, G. R.", "year": 1986, "title": "Socialization Tactics, Self-Efficacy, and Newcomers’ Adjustments to Organizations", "journal": "Academy of Management Journal, 29(2), 262–279", "doi": "10.2307/256188", "type": "field study", "evidence_role": "介入・実証研究", "status": "peer-reviewed", "population": "新入社員", "sample": "組織新入者標本", "method": "社会化戦術、自己効力、役割志向、調整を分析", "finding": "制度化戦術と調整・役割志向の関連を報告", "limitations": [ "観察研究", "単一時代・組織群", "革新性との緊張" ], "source_url": "https://doi.org/10.2307/256188", "last_human_verified": "2026-07-12" }, { "id": "morrison-1993", "authors": "Morrison, E. W.", "year": 1993, "title": "Newcomer Information Seeking: Exploring Types, Modes, Sources, and Outcomes", "journal": "Academy of Management Journal, 36(3), 557–589", "doi": "10.2307/256592", "type": "longitudinal field study", "evidence_role": "介入・実証研究", "status": "peer-reviewed", "population": "新入社員", "sample": "複数時点調査", "method": "情報探索の内容・方法・情報源・結果を分析", "finding": "新入者が複数の方法・相手から情報を得る過程を報告", "limitations": [ "自己報告", "探索しない理由・安全を別途確認" ], "source_url": "https://doi.org/10.2307/256592", "last_human_verified": "2026-07-12" }, { "id": "wanberg-2000", "authors": "Wanberg, C. R., & Kammeyer-Mueller, J. D.", "year": 2000, "title": "Predictors and Outcomes of Proactivity in the Socialization Process", "journal": "Journal of Applied Psychology, 85(3), 373–385", "doi": "10.1037/0021-9010.85.3.373", "type": "longitudinal field study", "evidence_role": "介入・実証研究", "status": "peer-reviewed", "population": "新入社員", "sample": "複数時点標本", "method": "情報探索、関係構築、フィードバック探索等を分析", "finding": "プロアクティブ行動と調整の関連を報告", "limitations": [ "自己選択・相関", "新人へ適応責任を転嫁しない" ], "source_url": "https://doi.org/10.1037/0021-9010.85.3.373", "last_human_verified": "2026-07-12" }, { "id": "kammeyer-2003", "authors": "Kammeyer-Mueller, J. D., & Wanberg, C. R.", "year": 2003, "title": "Unwrapping the Organizational Entry Process: Disentangling Multiple Antecedents and Their Pathways to Adjustment", "journal": "Journal of Applied Psychology, 88(5), 779–794", "doi": "10.1037/0021-9010.88.5.779", "type": "longitudinal field study", "evidence_role": "介入・実証研究", "status": "peer-reviewed", "population": "新入社員", "sample": "複数時点標本", "method": "入社前・組織・個人要因から調整への経路を分析", "finding": "入社前知識、組織社会化、情報探索等の複数経路を報告", "limitations": [ "観察研究", "自己報告", "組織・職種差" ], "source_url": "https://doi.org/10.1037/0021-9010.88.5.779", "last_human_verified": "2026-07-12" }, { "id": "klein-2015", "authors": "Klein, H. J., Polin, B., & Sutton, K. L.", "year": 2015, "title": "Specific Onboarding Practices for the Socialization of New Employees", "journal": "International Journal of Selection and Assessment, 23(3), 263–283", "doi": "10.1111/ijsa.12113", "type": "field studies", "evidence_role": "介入・実証研究", "status": "peer-reviewed", "population": "新入社員", "sample": "複数組織標本", "method": "具体的オンボーディング施策の実施・有用性を分析", "finding": "施策数・時期と新人の知覚・態度の関連を報告", "limitations": [ "自己報告・相関", "施策パッケージ", "因果確定ではない" ], "source_url": "https://doi.org/10.1111/ijsa.12113", "last_human_verified": "2026-07-12" }, { "id": "allen-2006", "authors": "Allen, D. G.", "year": 2006, "title": "Do Organizational Socialization Tactics Influence Newcomer Embeddedness and Turnover?", "journal": "Journal of Management, 32(2), 237–256", "doi": "10.1177/0149206305280103", "type": "longitudinal field study", "evidence_role": "介入・実証研究", "status": "peer-reviewed", "population": "新入社員", "sample": "複数時点標本", "method": "社会化戦術、埋め込み、離職を分析", "finding": "制度化戦術と埋め込み・離職の関連経路を報告", "limitations": [ "観察研究", "自己選択", "定着を本人の自由より優先しない" ], "source_url": "https://doi.org/10.1177/0149206305280103", "last_human_verified": "2026-07-12" }, { "id": "jokisaari-2009", "authors": "Jokisaari, M., & Nurmi, J.-E.", "year": 2009, "title": "Change in Newcomers’ Supervisor Support and Socialization Outcomes after Organizational Entry", "journal": "Academy of Management Journal, 52(3), 527–544", "doi": "10.5465/amj.2009.41330971", "type": "longitudinal field study", "evidence_role": "介入・実証研究", "status": "peer-reviewed", "population": "新入社員", "sample": "複数時点標本", "method": "上司支援の変化と役割明確性・満足等を追跡", "finding": "入社後の上司支援低下と調整結果の関連を報告", "limitations": [ "観察研究", "フィンランド標本", "因果方向" ], "source_url": "https://doi.org/10.5465/amj.2009.41330971", "last_human_verified": "2026-07-12" }, { "id": "rousseau-1989", "authors": "Rousseau, D. M.", "year": 1989, "title": "Psychological and Implied Contracts in Organizations", "journal": "Employee Responsibilities and Rights Journal, 2, 121–139", "doi": "10.1007/BF01384942", "type": "conceptual review", "evidence_role": "基礎理論・測定", "status": "peer-reviewed", "population": "心理的契約", "sample": "理論文献", "method": "明示的契約と個人が信じる相互義務を区別", "finding": "採用・社会化で形成される期待・約束を理論化", "limitations": [ "概念論", "法的契約と区別", "主観的信念を事実としない" ], "source_url": "https://doi.org/10.1007/BF01384942", "last_human_verified": "2026-07-12" }, { "id": "zhao-2007", "authors": "Zhao, H. et al.", "year": 2007, "title": "The Impact of Psychological Contract Breach on Work-Related Outcomes: A Meta-Analysis", "journal": "Personnel Psychology, 60(3), 647–680", "doi": "10.1111/j.1744-6570.2007.00087.x", "type": "meta-analysis", "evidence_role": "統合研究", "status": "peer-reviewed", "population": "心理的契約違反研究", "sample": "研究群", "method": "違反知覚と態度・行動・離職等を統合", "finding": "心理的契約違反知覚は不利な仕事結果と関連", "limitations": [ "相関研究中心", "自己報告", "法的違反と区別" ], "source_url": "https://doi.org/10.1111/j.1744-6570.2007.00087.x", "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": "ILO NORMLEX", "url": "https://normlex.ilo.org/dyn/nrmlx_en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C111", "type": "international labour convention", "evidence_role": "公式指針・制度", "status": "official", "population": "批准国の雇用・職業", "sample": "公式原典", "method": "法令・条約・指針の原文確認", "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規定", "limitations": [ "批准・国内法上の保護事由を確認" ], "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-c159", "authors": "International Labour Organization", "year": 1983, "title": "Vocational Rehabilitation and Employment (Disabled Persons) Convention, 1983 (No. 159)", "journal": "ILO NORMLEX", "url": "https://normlex.ilo.org/dyn/nrmlx_en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C159", "type": "international labour convention", "evidence_role": "公式指針・制度", "status": "official", "population": "批准国・障害のある人", "sample": "公式原典", "method": "法令・条約・指針の原文確認", "finding": "職業リハビリテーションと雇用機会・待遇の平等を促進する政策を規定", "limitations": [ "批准・国内実施を確認", "現代の障害権利枠組みと併読" ], "source_url": "https://normlex.ilo.org/dyn/nrmlx_en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C159", "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", "evidence_role": "公式指針・制度", "status": "official", "population": "障害のある人", "sample": "公式原典", "method": "法令・条約・指針の原文確認", "finding": "第27条等で労働・雇用、合理的配慮、差別禁止を規定", "limitations": [ "批准・国内実施を確認", "個別法的助言ではない" ], "source_url": "https://www.ohchr.org/en/instruments-mechanisms/instruments/convention-rights-persons-disabilities", "last_human_verified": "2026-07-12" }, { "id": "japan-eeoa", "authors": "日本国", "year": 1972, "title": "雇用の分野における男女の均等な機会及び待遇の確保等に関する法律", "journal": "e-Gov法令検索", "url": "https://laws.e-gov.go.jp/law/347AC0000000113", "type": "Japanese statute", "evidence_role": "公式指針・制度", "status": "official", "population": "日本の労働者・事業主", "sample": "公式原典", "method": "法令・条約・指針の原文確認", "finding": "募集・採用を含む雇用の機会・待遇等を規定", "limitations": [ "現行条文・指針・個別該当性を確認" ], "source_url": "https://laws.e-gov.go.jp/law/347AC0000000113", "last_human_verified": "2026-07-12" }, { "id": "japan-disability-employment", "authors": "日本国", "year": 1960, "title": "障害者の雇用の促進等に関する法律", "journal": "e-Gov法令検索", "url": "https://laws.e-gov.go.jp/law/335AC0000000123", "type": "Japanese statute", "evidence_role": "公式指針・制度", "status": "official", "population": "日本の障害者・事業主等", "sample": "公式原典", "method": "法令・条約・指針の原文確認", "finding": "障害者雇用、差別禁止、合理的配慮等を規定", "limitations": [ "現行条文・指針・適用を確認" ], "source_url": "https://laws.e-gov.go.jp/law/335AC0000000123", "last_human_verified": "2026-07-12" }, { "id": "japan-appi", "authors": "日本国", "year": 2003, "title": "個人情報の保護に関する法律", "journal": "e-Gov法令検索", "url": "https://laws.e-gov.go.jp/law/415AC0000000057", "type": "Japanese statute", "evidence_role": "公式指針・制度", "status": "official", "population": "日本の個人情報取扱事業者・本人等", "sample": "公式原典", "method": "法令・条約・指針の原文確認", "finding": "個人情報の取得・利用・安全管理・本人関与等を規定", "limitations": [ "採用データの個別運用はガイドライン・専門家へ確認" ], "source_url": "https://laws.e-gov.go.jp/law/415AC0000000057", "last_human_verified": "2026-07-12" }, { "id": "japan-employment-security", "authors": "日本国", "year": 1947, "title": "職業安定法", "journal": "e-Gov法令検索", "url": "https://laws.e-gov.go.jp/law/322AC0000000141", "type": "Japanese statute", "evidence_role": "公式指針・制度", "status": "official", "population": "日本の求人者・求職者・職業紹介等", "sample": "公式原典", "method": "法令・条約・指針の原文確認", "finding": "労働力需給調整、求人情報、職業紹介等を規定", "limitations": [ "現行条文・省令・指針を確認" ], "source_url": "https://laws.e-gov.go.jp/law/322AC0000000141", "last_human_verified": "2026-07-12" }, { "id": "japan-labor-standards", "authors": "日本国", "year": 1947, "title": "労働基準法", "journal": "e-Gov法令検索", "url": "https://laws.e-gov.go.jp/law/322AC0000000049", "type": "Japanese statute", "evidence_role": "公式指針・制度", "status": "official", "population": "日本の労働者・使用者", "sample": "公式原典", "method": "法令・条約・指針の原文確認", "finding": "労働条件の明示等を含む最低基準を規定", "limitations": [ "適用・書面明示事項・改正を確認" ], "source_url": "https://laws.e-gov.go.jp/law/322AC0000000049", "last_human_verified": "2026-07-12" }, { "id": "mhlw-fair-recruitment", "authors": "厚生労働省", "year": 2026, "title": "公正な採用選考をめざして", "journal": "厚生労働省", "url": "https://kouseisaiyou.mhlw.go.jp/", "type": "official guidance portal", "evidence_role": "公式指針・制度", "status": "official", "population": "日本の事業主・採用担当者・求職者", "sample": "公式原典", "method": "法令・条約・指針の原文確認", "finding": "応募者の基本的人権を尊重し適性・能力に基づく採用選考を案内", "limitations": [ "法令・指針の現行内容と個別事案を確認" ], "source_url": "https://kouseisaiyou.mhlw.go.jp/", "last_human_verified": "2026-07-12" }, { "id": "eu-ai-act", "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", "evidence_role": "公式指針・制度", "status": "official", "population": "EUのAI提供者・導入者等", "sample": "公式原典", "method": "法令・条約・指針の原文確認", "finding": "雇用・労働者管理等の高リスクAIを含むリスク・透明性・人の監督等を規定", "limitations": [ "EU法令", "段階的適用・改正・日本への非直接適用を確認" ], "source_url": "https://eur-lex.europa.eu/eli/reg/2024/1689/oj/eng", "last_human_verified": "2026-07-12" }, { "id": "eu-pay-2023", "authors": "European Parliament and Council of the European Union", "year": 2023, "title": "Directive (EU) 2023/970 on Pay Transparency and Equal Pay", "journal": "Official Journal of the European Union", "url": "https://eur-lex.europa.eu/eli/dir/2023/970/oj/eng", "type": "official legal instrument", "evidence_role": "公式指針・制度", "status": "official", "population": "EU加盟国の労使・応募者", "sample": "公式原典", "method": "法令・条約・指針の原文確認", "finding": "採用前の賃金情報、賃金履歴質問、情報・報告・救済等を規定", "limitations": [ "EU法令", "国内実装・適用範囲を確認", "日本へ直接適用されない" ], "source_url": "https://eur-lex.europa.eu/eli/dir/2023/970/oj/eng", "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", "evidence_role": "公式指針・制度", "status": "official", "population": "労働者・求職者の個人データ", "sample": "公式原典", "method": "法令・条約・指針の原文確認", "finding": "目的限定、直接収集、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" } ] }