著者

北野 泰奈 中村 祐美子 卾 爽 畠山 雄有 山本 和史 坂本 有宇 都築 毅 仲川 清隆 宮澤 陽夫

出版者

社団法人 日本食品科学工学会

雑誌

日本食品科学工学会誌 (ISSN:1341027X)

巻号頁・発行日

vol.62, no.4, pp.182-190, 2015-04-10 (Released:2015-05-31)

参考文献数

53

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我々は最近,1975年頃の日本食は現代の日本食に比べて健康有益性が高いことを示した.1975年日本食の特徴のひとつに肉類の摂取量が低いことがあげられる.そのため,肉類を他の食品と置換することで,健康有益性の増加が期待できた.そこで本研究では,現代の日本において広く食べられている「ソーセージ」を伝統的な日本の食品である「かまぼこ」に置換することによる効果を,ラットを用いて検討した.凍結乾燥·粉末化した「ソーセージ」または「かまぼこ」を通常飼育食に重量当たり20%混合し,SD系ラットに4週間与えた.その結果,「ソーセージ」群に比べて「かまぼこ」群において,血漿と肝臓における脂質量と過酸化脂質量が低下した.次に,「かまぼこ」のタンパク質·脂質·炭水化物のエネルギーバランスと塩分を精製飼料のみを用いて再現した「mimicかまぼこ」を作製した.これを通常飼育食に混合し,ラットに4週間与えた.その結果,「mimicかまぼこ」群に比べて「かまぼこ」群で脂質量と過酸化脂質量が低下した.以上より,「ソーセージ」を「かまぼこ」で置換することは脂質量と過酸化脂質量を低減するために健康有益性が増加することが示され,この効果は「かまぼこ」のエネルギーバランスのみに依存しないことが示唆された.

著者

山本 和史

出版者

日本労務学会

雑誌

日本労務学会誌 (ISSN:18813828)

巻号頁・発行日

vol.18, no.1, pp.4-20, 2017-06-01 (Released:2018-06-01)

参考文献数

34

被引用文献数

2

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This study identifies issues with and countermeasures for the hiring of new graduates in small and medium-sized enterprise (SMEs) while considering the differences in such hiring behavior among large firms. Differences between large firms and SMEs were confirmed to understand the characteristics of hiring behaviors in SMEs, the subject of the research, and the research focus was subsequently narrowed. Issues with SMEs were (1) population formation due to the low brand power for hiring; (2) shortages of human resources for hiring and know-how; and (3) trade-offs between early informal job offers through RJP initiatives and early turnover rates. The study then examined how SMEs that focus on these selected issues, and those that are successful in hiring, respond to these issues. The results of the analysis were as follows.First, regarding population formation, SMEs used different methods from large firms by strategically coordinating the timing of hiring new graduates and using unique promotion methods and channels such as Facebook, other social media, and dedicated websites.Second, in response to a lack of human resources, SMEs used outside professionals if there was no hiring know-how in the company. In addition, executives and employees outside of human resources aggressively participated in hiring. However, there were risks in hiring behavior where there were no partnerships with executives or those responsible for human resources.Third, for RJP, many employees, including executives, participated in hiring rather than having the human resources group lead the process. This increased opportunities for different types of communication with students. With SMEs in particular, there is a risk of informal offers being turned down when they are simply given information on the work environment, whereas sympathetically sharing information, such as workplace experience via other hirees (in actual internships) or even the traditional company briefing, produced results.Based on these cases, successful measures for SMEs are those that are unique to each company rather than the imitation of hiring methods used by large firms. However, these measures are not shared among SMEs. If effective ways for hiring new graduates can be shared outside individual companies and with society as a whole, then they can be useful in reducing mismatches in the new graduate labor market.

著者

後迫 宏紀 大石 強 鈴木 大介 西田 達也 山本 和史 藤田 倫匡

出版者

中部日本整形外科災害外科学会

雑誌

中部日本整形外科災害外科学会雑誌 (ISSN:00089443)

巻号頁・発行日

vol.58, no.5, pp.925-926, 2015-09-01 (Released:2015-12-18)

参考文献数

6

被引用文献数

2