著者

山浦 一保 堀下 智子 金山 正樹

出版者

公益社団法人 日本心理学会

雑誌

心理学研究 (ISSN:00215236)

巻号頁・発行日

vol.83, no.6, pp.517-525, 2013 (Released:2013-05-01)

参考文献数

25

被引用文献数

2 1

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This experimental study investigated how leader-member exchange (LMX) and positive feedback pertinent to the goal is related to subordinates' responsibility, assessment of their supervisors, and feeling of being implicitly scolded, to elaborate and confirm the findings of Bezuijen et al. (2010). We hypothesized that positive feedback pertinent to the goal would be more effective compared to unrelated feedback. Secondly, we hypothesized that this effect would be moderated by the quality of LMX. Undergraduate students (29 male, 51 female; 20.4±.63 yrs) participated as subordinates in an experiment consisting of two sessions. The results supported our hypotheses. We found that the positive feedback pertinent to the goal led to increased levels of responsibility. This effect was greater under high-quality LMX conditions, but was inhibited under low-quality LMX conditions. In the high-quality LMX condition, subordinates who did not get any feedback decreased their responsibility, gave lower supervisor assessment ratings, and felt more strongly scolded than under conditions where they received feedback. We discussed the importance of the combination of the quality of the relationship and positive feedback related to the goal, and provided directions for future research.

著者

池田 浩 秋保 亮太 金山 正樹 藤田 智博 後藤 学 河合 学

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.133-146, 2021 (Released:2022-04-29)

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Organizations require employees to work safely; they must perform their occupations in a safe manner in order to avoid human errors or incidents. However, there is a dearth of empirical research that examines the motivation to adhere to safety standards as an antecedent for employees’ safety behaviors. The purpose of this study was to develop a scale that would measure the motivation to work safely and examine the self-worth sufficiency model as a source of this motivation in medical and health organizations. Items associated with safety motivation were developed based on Neal and Griffin’s (2006) work on a prior scale. A survey (n = 558) in Study 1 demonstrated that an exploratory factor analysis revealed five factors: accomplishment, competition, cooperation, learning, and new safetyoriented motivation. These results suggested that safety-oriented motivation was distinct from achievement-oriented motivation. Furthermore, a different survey (n = 517) showed that pride and a sense of social contribution had a strong effect on the motivation to work safely. Study 2 evaluated the effect of the self-worth sufficiency model as a source of work motivation and identified that this effect was particularly salient in jobs in which the avoidance of failure is paramount. Taken together, this series of studies highlighted the self-worth sufficiency model’s potential in improving employees motivation to work safely, especially for jobs in which the avoidance of failure is paramount.