著者
正木 郁太郎 村本 由紀子
出版者
日本社会心理学会
雑誌
社会心理学研究 (ISSN:09161503)
巻号頁・発行日
pp.2001, (Released:2021-06-15)
参考文献数
42

This study examined the presence of pluralistic ignorance about diversity beliefs and its relationship with relational conflict, using group-level survey data. We hypothesized that employees would misperceive their colleagues’ diversity beliefs and estimate them as less positive than their personal beliefs, and that this would cause conflict in the workplace. We surveyed 514 employees at a manufacturing company in Japan regarding 1) their personal diversity beliefs, 2) their perception of colleagues’ diversity beliefs, and 3) their relational and task conflict in the workplace. As hypothesized, the employees’ perceptions of their colleagues’ diversity beliefs were more negative than both their personal beliefs (misalignment) and the average beliefs of colleagues who worked alongside them (misperception). The misalignment and misperception scores had intraclass correlations (rwg), implying that employees in the same workplace misaligned and misperceived their colleagues’ beliefs to the same degree. We also found that the more employees perceived the misalignment, the more they felt relational conflicts with their colleagues. The results demonstrate pluralistic ignorance about diversity beliefs in an organization and its negative consequences in the form of higher relational conflict.
著者
正木 郁太郎 村本 由紀子
出版者
日本グループ・ダイナミックス学会
雑誌
実験社会心理学研究 (ISSN:03877973)
巻号頁・発行日
pp.1519, (Released:2017-06-07)
参考文献数
39
被引用文献数
3

本研究の目的は,日本社会の特徴を踏まえたダイバーシティ風土の類型化を行った上で,組織制度との関係や,その機能を検討することである。多様な企業に勤める社員618名を対象にオンライン調査を実施し,その結果を分析した。第一に,ダイバーシティ風土として5因子からなる質問項目を作成し,各因子と組織の人事制度の関係を検討した。その結果,柔軟な働き方を促す制度(短時間勤務やフレックスタイム勤務など)がダイバーシティ風土の高さと関係していた一方で,育児休暇制度などの一部の制度には,正負両面の複雑な関係が見られた。第二に,ダイバーシティ風土が持つ,職場の性別ダイバーシティの心理的影響の調整効果を検討した。分析の結果,一部のダイバーシティ風土の知覚が弱い場合には職場の性別ダイバーシティが離職意図や,低いワークモチベーションにつながっていた。これらの結果は,多様な働き方を受容する風土の醸成が重要であることを示唆している。
著者
正木 郁太郎 村本 由紀子
出版者
日本グループ・ダイナミックス学会
雑誌
実験社会心理学研究 (ISSN:03877973)
巻号頁・発行日
vol.57, no.1, pp.12-28, 2017 (Released:2017-09-07)
参考文献数
39
被引用文献数
3

本研究の目的は,日本社会の特徴を踏まえたダイバーシティ風土の類型化を行った上で,組織制度との関係や,その機能を検討することである。多様な企業に勤める社員618名を対象にオンライン調査を実施し,その結果を分析した。第一に,ダイバーシティ風土として5因子からなる質問項目を作成し,各因子と組織の人事制度の関係を検討した。その結果,柔軟な働き方を促す制度(短時間勤務やフレックスタイム勤務など)がダイバーシティ風土の高さと関係していた一方で,育児休暇制度などの一部の制度には,正負両面の複雑な関係が見られた。第二に,ダイバーシティ風土が持つ,職場の性別ダイバーシティの心理的影響の調整効果を検討した。分析の結果,一部のダイバーシティ風土の知覚が弱い場合には職場の性別ダイバーシティが離職意図や,低いワークモチベーションにつながっていた。これらの結果は,多様な働き方を受容する風土の醸成が重要であることを示唆している。
著者
正木 郁太郎 村本 由紀子
出版者
日本社会心理学会
雑誌
社会心理学研究 (ISSN:09161503)
巻号頁・発行日
vol.31, no.1, pp.46-55, 2015-08-31 (Released:2015-09-09)
参考文献数
26
被引用文献数
2

Although past research has pointed out the importance of the relationship between organizational commitment and organizational learning, there is little consensus regarding how they are influenced by one another. In the present research, we attempted (1) to differentiate two components of organizational learning (i.e., single-loop and double-loop learning) and (2) to figure out the effect of organizational commitment, especially “organizational identification” (one of the two sub-factors of the affective commitment) on each of the two components. We conducted an empirical study using mail survey data randomly sampled in Tokyo. As we predicted, organizational learning behaviors consisted of two discriminating components. We also found that organizational identification had a positive effect on single-loop learning but no significant effect on double-loop learning. Furthermore, emotional attachment to the organization (the other sub-factor of the affective commitment) had no significant effect on organizational learning. The result suggests that organizational identification plays an important role to promote organizational learning, whereas emotional attachment does not.
著者
正木 郁太郎
出版者
日本社会心理学会
雑誌
社会心理学研究 (ISSN:09161503)
巻号頁・発行日
vol.39, no.1, pp.15-30, 2023-07-31 (Released:2023-07-31)
参考文献数
42

Although many studies on gratitude indicated positive effects of gratitude on various attitudes and behaviors, how the effects of gratitude expression and receipt differ in the work context remains unclear. The current study distinguished the expression and receipt of gratitude and examined their effects on work engagement and contextual performance. The results showed that both expression and receipt of gratitude had a positive effect on work engagement and contextual performance, and the difference between their effects was not statistically significant. In addition, the results showed the congruence effect of expression and reception of gratitude on work engagement from response surface analysis. This study contributes to the literature on workplace gratitude by identifying the congruence effects between these two aspects of gratitude.
著者
正木 郁太郎 村本 由紀子
出版者
The Japanese Association of Administrative Science
雑誌
経営行動科学 (ISSN:09145206)
巻号頁・発行日
vol.30, no.3, pp.133-149, 2018 (Released:2018-07-31)
参考文献数
41
被引用文献数
1

This research aimed to examine whether workplace gender diversity moderates the psychological effects of job characteristics (i.e., task interdependence and role ambiguity) on employees in Japanese organizations. We conducted two employee surveys, Study 1 in two service industry companies, and Study 2 in a HR service company. As a result, the negative interaction effects of task interdependence and workplace gender diversity on affective commitment were found both in Study 1 and 2. Specifically, task interdependence increased affective commitment of employees only when gender diversity was relatively low. A multilevel analysis performed in Study 2 also revealed that individual level role ambiguity had the same interaction effect. These results indicate that workplace gender diversity needs to be treated as an important contextual factor in job characteristics research.