著者

竹内 倫和 竹内 規彦

出版者

日本経営学会

雑誌

日本経営学会誌 (ISSN:18820271)

巻号頁・発行日

no.23, pp.37-49, 2009-05-25

被引用文献数

1

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There has been a growing attention among researchers and practitioners regarding how newcomers adjust themselves to their organizations that can be influenced by multiple factors including both pre- and post-entry factors of their organizational entry. In this study, we proposed an integrative model of newcomers' adjustment that subsumes pre- and post-entry factors on newcomers' adjustment. The model was then tested with our unique dataset collected from several waves of survey at different time points. This paper was organized into Studies 1 and 2 for examining pre- and post entry factors influencing newcomers' adjustment process, respectively. Firstly, our analyses in Study 1, using a cross-sectional survey data of 297 newcomers from 56 companies, uncovered that firms' early recruitment practice, especially advertising practice as perceived by newcomers during pre-entry period, was related positively to organizational commitment and negatively to turnover intentions among newcomers as of their organizational entry. Secondly, our findings in Study 1 clarified that an individual's career self exploration was positively related to his/her organizational commitment and achievement motivation to work after organizational entry. Thirdly, a structural equation modeling analysis of our longitudinal data in Study 2, including 74 newcomers' matched data collected at the first and second years of their entry, revealed that the degree of newcomers' organizational adjustment had increased over one year via the mediating effect of their mastery of socialization learning contents. Finally, our Study 2 also explored that firms' socialization tactics had facilitated the newcomers' adjustment via the mediating effect of socialization learning contents. Findings have contributed to extant career studies by proposing and testing a more integrative model of newcomers' socialization that includes both pre- and post-entry factors as predictors of their adjustment processes.

著者

鄭 有希 竹内 規彦 竹内 倫和

出版者

日本経営学会

雑誌

日本経営学会誌 (ISSN:18820271)

巻号頁・発行日

vol.27, pp.41-54, 2011-06-25 (Released:2017-08-01)

参考文献数

36

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The importance of employee development is increasing for establishing potential long-term competitiveness for firms. However, little is known about how a firm's investment in employee development, especially as perceived by employees, leads to an increase in employee work outcomes. We, therefore, highlight the concept of perceived investment in employee development (PIED), which can be defined as employees' belief that their organizations care about their well-being, career development, and personal growth by equipping them with new knowledge and skills. Specifically, drawing on social exchange theory and fit theory perspectives, we propose to examine the mediating role of person and environment (P-E) fit, such as person and organization (P-O) fit and person and job (P-J) fit, in how employees' perceptions of investment in employee development by organization leads to increased work outcomes, including job satisfaction, job involvement, and intent to stay. Additionally, we incorporated into the mediation process the moderating effects of career planning on the relationships between P-O and work outcomes and between P-J fit and work outcomes, as guided by a goal-setting theory. We tested the hypothesized mediational and moderational relationships using a sample of 144 Korean employees working for privately owned firms in Korea. Our empirical analyses generally supported the mediating effects of both P-O and P-J fit and the moderating effects of career planning in the process that relates PIED to improved employees' work outcomes, except for the mediating effects of P-E fit (i.e., P-O fit, P-J fit) on the relationship between PIED and employees' turnover intentions. We use the findings to discuss the role of P-E fit and individual career planning in the effectiveness of employee development practices that organizations offer. We also discuss the study's limitations and the direction of future studies.

著者

竹内 規彦

出版者

特定非営利活動法人 組織学会

雑誌

組織科学 (ISSN:02869713)

巻号頁・発行日

vol.57, no.1, pp.39-50, 2023-09-20 (Released:2023-09-30)

参考文献数

50

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本稿では,人的資本を扱う戦略的人的資源管理(SHRM)研究の文献レビューから,既存研究の課題を整理するとともに今後の研究方向性について議論する.具体的には,株主価値向上モデルに基づく従来のSHRM研究において,人的資本の議論がより狭義の「認知的KSAOs」に限定されている点を明らかにした.さらに,経済的,社会的,環境的側面での価値向上を重視する持続可能性パラダイム下では,「非認知的KSAOs」を含む新たな人的資本の構成要素にも着目することや,既存の認知的KSAOsとの相互作用が重要となることを提起する.

著者

竹内 倫和 竹内 規彦

出版者

特定非営利活動法人 組織学会

雑誌

組織科学 (ISSN:02869713)

巻号頁・発行日

vol.44, no.3, pp.132-145, 2011-03-20 (Released:2022-08-20)

参考文献数

39

被引用文献数

3

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本研究では,社会的情報処理理論を基に,新規参入者が結ぶ上司及び同僚との社会的交換関係(LMX・TMX)の質が,組織社会化戦術と組織適応とを媒介する仮説が導かれ,その検討が行われた.新規参入者137名の縦断的調査(入社1・2年目) データの分析から,仮説が支持された.この結果から,入社初期段階での上司・同僚との社会的交換関係の重要性が示唆され,その理論的・実践的含意が議論された.

著者

竹内 規彦 竹内 倫和

出版者

特定非営利活動法人 組織学会

雑誌

組織科学 (ISSN:02869713)

巻号頁・発行日

vol.43, no.2, pp.38-50, 2009-12-20 (Released:2022-08-20)

参考文献数

33

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近年,ミクロ及びマクロの諸理論・諸概念の統合化を図る新たな視点からのリーダーシップ研究が注目されつつある.本研究では,このメソ・アプローチと呼ばれるリーダーシップ研究について,既存の研究類型を踏まえた3つの基本的なメソ・モデル(行動的・文脈的・関係性アプローチ)を提起する.更に,これらモデルを応用した今後のメソ・リーダーシップ研究の理論的・方法論的課題について,2つの研究事例を通じて考察する.

著者

竹内 倫和 竹内 規彦

出版者

労働政策研究・研修機構

雑誌

日本労働研究雑誌 (ISSN:09163808)

巻号頁・発行日

vol.52, no.2, pp.85-98, 2010-02

著者

竹内 倫和 竹内 規彦

出版者

経営行動科学学会

雑誌

経営行動科学学会年次大会 : 発表論文集

巻号頁・発行日

no.7, pp.203-212, 2004-11-05