著者

中村 准子 岡田 昌毅

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.30, no.1, pp.45-58, 2016 (Released:2019-08-05)

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The purpose of this research was to examine the concepts that construct a sence of psychological ‘ibasho’ in the professional lives of corporate employees and the occupational factors that influence this sence of psychological ‘ibasho’. A preliminary investigation was conducted by using semi-structured interviews with 15 corporate employees; thereafter, a web-based questionnaire survey was administered to corporate employees (N = 521). The results of analysis indicated the following: 1) Three factors for a sence of psychological ‘ibasho’ appeared: a sense of role, a sense of relief and a sense of authenticity. 2) Six occupational factors were found: ‘valuation of work’, ‘sense that the job is worth doing’, ‘expectation for growth’, ‘adaptability to the workplace’, ‘personal support in the workplace’ and ‘human relationships in the workplace’. Of these six factors, ‘adaptability to the workplace’ had the largest impact on the sence of psychological ‘ibasho’. 3) There was no significant difference in the scores that indicated having a sence of psychological ‘ibasho’ by the gender or the type of employment, but the scores of people in their 50s were significantly higher than those in their 20s.

著者

堀内 泰利 岡田 昌毅

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.29, no.2, pp.73-86, 2016 (Released:2019-08-05)

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The purpose of this study was to empirically examine promoting factors of career self-reliance of corporate employees. A questionnaire was administered on a website to 669 corporate employees working in multiple companies. A path model of career self-reliance was developed based on the previous explorative study of psychological processes of career self-reliance as well as other related previous studies. The model proposed four variables; career transition experience, learning from work experience, leader-member exchange (LMX) and team-member exchange (TMX); which promoted career self-reliance. Analyses based on a structural equation modeling indicated that career transition experience, LMX and TMX promoted learning from work experience, and then learning from work experience promoted career self-reliance of employees.

著者

南 裕子 岡田 昌毅

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.32, no.2, pp.127-137, 2019 (Released:2020-07-27)

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We conducted a study on a scale to measure the emotions of young unemployed people who intended to change occupation, during their unemployment. We conducted a web-based survey of 406 young people who had experience in changing occupations. The results showed that there were three factors that were titled as “affirmation of aspiration,” “anxiety and regret,” and “anger and dissatisfaction.” Furthermore, a path analysis showed that negative reasons for leaving and changing occupation led to feelings of “anxiety and regret” or “anger and dissatisfaction” during unemployment, and that positive reasons for leaving and changing occupation led to feelings of “affirmation of aspiration” during unemployment.

著者

持田 聖子 岡田 昌毅

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.34, no.2, pp.147-163, 2021 (Released:2022-04-29)

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The purpose of this study was to examine the process how Japanese mothers working at private companies as a generalist balance their work and family life, and how they adapt their working style after returning from their first maternity leave. Semi-structured interviews were conducted with 20 working mothers who worked at 9 private companies in the Tokyo metropolitan area. The interview data were qualitatively analyzed according to the Modified Grounded Theory Approach (M-GTA). A hypothetical model was constructed with 6 category groups, 23 categories, 1 subcategory, and 81 concepts based on the data. The major findings were as follows. Working mothers face work-family conflict when they return to work from maternity leave, and when they want to develop their careers. In order to manage their work and family tasks, working mothers develop and utilize as many as 40 practical and psychological coping strategies. In the process of doing this, working mothers acquire skills such as multitasking, time management, working in team, etc. When work-family conflict is resolved through these skills, a doublerole lifestyle under restrictive time limitations is normalized for working mothers. Finally, working mothers come to feel work-family enrichment which can be described as “the fruits of the working mother life.” These findings may be used for deeper understandings of the dynamics involved from the perspective of industrial organizational psychology.

著者

正木 澄江 岡田 昌毅

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.28, no.1, pp.43-57, 2014 (Released:2019-08-05)

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The purpose of this study was to examine the fostering process of personal meaning in work among employees. Semi-structured interviews were conducted with 14 business persons in their 30s working for Japanese private companies. The verbal protocols for each participant were analyzed according to the modified grounded theory approach (M-GTA). As a consequence, 6 category groups, 14 categories, 14 sub-categories, and 59 concepts were created based on data. The major findings were as follows: 1) the process of meaning in work is understood in terms of employees deepen the personal understanding of working, while heading one’s worth in society, 2) the process is facilitated by the societal involvement and work practice in organization, and 3) interpersonal conflict promote the meaning in work significantly.

著者

須藤 章 岡田 昌毅

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.32, no.1, pp.15-30, 2018-09

著者

堀内 泰利 岡田 昌毅

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.23, no.1, pp.15-28, 2009 (Released:2019-08-05)

被引用文献数

7

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The purpose of this research was to study the relationship between psychological aspects and behavioral aspects of career self-reliance and further to study the effect of career self-reliance on career fulfillment and organizational commitment among adult corporate employees. A questionnaire was administered on a website to 335 business persons working in multiple companies mainly in the Tokyo metropolitan area. A path model was proposed for demonstrating the relationships among variables of career self-reliance, career fulfillment and organizational commitment. The following variables was constructed; three psychological variables and four behavioral variables composing career self-reliance, three variables composing career fulfillment and two variables comprising organizational commitment. The model was best fit by covariance structure analysis. Major findings were as follows: (1) psychological variables of career self-reliance such as clarity of career self-concept, career development motivation, and career self-efficacy promoted career selfreliance behavior; (2) career self-reliance influenced career fulfillment; (3) career self-reliance had indirect effects on organizational commitment through career fulfillment.

著者

髙橋 南海子 岡田 昌毅

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.26, no.2, pp.121-138, 2013 (Released:2019-08-05)

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Characteristics of the feeling of self-growth resulting from job hunting were investigated. New employees were interviewed about the reality and the effects of job hunting. Results indicated that the feeling of self-growth specific to job hunting included "understanding of society" and "the power to act." Next, a questionnaire was developed based on the concept that was extracted. New company employees with less than 6 months work experience (n = 296) responded to the questionnaire. Factor analysis of the responses indicated five factors: "Interpersonal relationship" "Self-understanding and self-acceptance" "Active participation in society" "Control of feelings" and "Acquisition of problem solving skills." It was also suggested that specialty, the amount of effort spent on the activity, the degree of difficulty of the activity, and the satisfaction from the results of the activity influenced the feeling of growth experienced through job hunting. Furthermore, path analysis was conducted and it was confirmed that "Acquisition of problem solving skills," "Self-understanding and self-acceptance" influenced the behavior before entering a company.

著者

道谷 里英 岡田 昌毅 Michitani Rie Okada Masaki

出版者

筑波大学心理学系

雑誌

筑波大学心理学研究 (ISSN:09158952)

巻号頁・発行日

no.41, pp.33-43, 2011-02-10

著者

三好 きよみ 岡田 昌毅

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.30, no.2, pp.143-157, 2017 (Released:2019-08-05)

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The purpose of this study was to examine the expertise process of project manager for Information technology. Semi-structured interviews were conducted with 20 project managers who were at the professional level. The data collected from each participant were analyzed according to the modified grounded theory approach. A hypothetical model was constructed. As a result, 5 category groups, 20 categories, 10 sub-categories, and 67 concepts were created based on the data. The major findings were as follows: in the growth from the first entry-level assignment to the professional level, there are certain improvement processes with reference to performance and personal skills. These two skill processes are intertwined based on the unique motivational project environment. In the process of development, the project manager is subject to positive effects from learning and stimulation from the surrounding people, such as seniors or co-workers, and customers.

著者

髙橋 南海子 岡田 昌毅

出版者

筑波大学人間系心理学域

雑誌

筑波大学心理学研究 = Tsukuba psychological research (ISSN:09158952)

巻号頁・発行日

no.47, pp.25-36, 2014-02-25

著者

正木 澄江 岡田 昌毅

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.28, no.1, pp.43-57, 2014-09

著者

尾野 裕美 岡田 昌毅

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.28, no.1, pp.31-41, 2014-09