著者

高橋 弘司

出版者

経営行動科学学会

雑誌

経営行動科学 (ISSN:09145206)

巻号頁・発行日

vol.8, no.1, pp.1-22, 1993-06-20

被引用文献数

1 2

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Since the term "socialization" was defined, numerous researchers have studied its content and function in many fields of research: i. e., sociology, social psychology, etc. Socialization is, in this sense, an interdisciplinary topic which contains subnotions that are peculiar to each field of study. In the field of organizational behavior, that is called "organizational socialization." The purpose of this study is to review the theories of organizational socialization critically and reconsider the characteristics of organizational socialization theoretically. The areas covered by this review are: (1) the comprehensive concept of socialization with organizational socialization as a subnotion, (2) a critical review of past research, and (3) the two major perspedives adopted in past research. This research has two major conclusions about (a) the difference in the perspectives of organizational socialization between the career development field and organizational behavior field, and (b) the insufficiency of empirical research approaches that focus on the "stage-model" and individual mechanisms which facilitate attitude change.

著者

高橋 弘司

出版者

経営行動科学学会

雑誌

経営行動科学 (ISSN:09145206)

巻号頁・発行日

vol.8, no.1, pp.1-22, 1993-06-20 (Released:2011-01-27)

参考文献数

154

被引用文献数

25 2

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Since the term “socialization”was defined, numerous researchers have studied its content and function in many fields of research: i. e., sociology, socia psychology, etc. Socialization is, in this sense, an interdisciplinary topic which contains subnotions that are peculiar to each field of study.In the field of organizational behavior, that is called “organizational socialization.”The purpose of this study is to review the theories of organizational socialization critically and reconsider the characteristics of organizational socialization theoretically. The areas covered by this review are:(1) the comprehensive concept of socialization with organizational socialization as a subnotion, (2) a critical review of past research, and (3) the two major perspectives adopted in past research. This research has two major conclusions about (a) the difference in the perspectives of organizational socialization between the career development field and organizational behavior field, and (b) the insufficiency of empirical research approaches that focus on the “stage-model” and individual mechanisms which facilitate attitude change.

著者

高橋 弘司

出版者

経営行動科学学会

雑誌

経営行動科学 (ISSN:09145206)

巻号頁・発行日

vol.11, no.2, pp.123-136, 1997-10-20

被引用文献数

1 7

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The purpose of this study was to empirically yield item characteristics of three sub-dimensions of organizational commitment scale. Recent studies relevant to organizational commitment have claimed that organizational commitment, per se, contained three sub-dimensions that had been explored in various academic fields. 0f such studies, Allen and Meyer (1990) reorganized controversies and developed three-dimensional organizational commitment scale composed of affective, continuance, and normative dimensions, which afterwards has been used frequently in North America, indicating whose high reliability and validity verified empirically. However, past research has not revealed characteristics of items which compose of each subscale neither in North America nor in Japan. In the present study, questionnaire survey was conducted using 292 Japanese workers as resopondents and the data were analyzed primarily by exploratory factor analysis to investigate dimensionality, followed by Item Response Theory (IRT) techniques to vield item and test (dimensional) characteristics. Results showed that: (1) dimensional classification was revealed as valid; (2) both attitudinal commitment and normative commitment dimensions were reliable enough; and (3) each item and dimension was well-structured and useful for discriminating and being sensitive for respondents with various levels of latent trait theta. Implications for future research were discussed.

著者

高橋 弘司 鈴木 竜太 谷口 真美 板倉 宏昭

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.5, pp.190-191, 2002-11-05

著者

高橋 弘司 野口 裕之 安藤 雅和 渡辺 直登

出版者

経営行動科学学会

雑誌

経営行動科学 (ISSN:09145206)

巻号頁・発行日

vol.13, no.2, pp.113-123, 1999-11-20

被引用文献数

1

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Organization image, defined as psychological reproduction of organization made by individual who is a member of or is involved in the organization, has been less examined in the past research. Instead, quite a few research dealing with "non-membership" image, which was built by non-member or non-involved person of the organization, have been conducted. It is inconsistent with the definition of image literally, which has an affinity for impression toward object. In this article, we developed a new scale to measure membership image of organization, tested its reliability and validity, and revealed item characteristics of the scale items using graded response model of Item Response Theory (IRT). Questionnaire survey was executed to 3,412 university, college, or junior college students who were informally promised their first job employment. Results of exploratory factor analysis showed that factor structure was consistent with the notion on which the scale was based, and discriminant validity of the scale and reliability of each subscale yielded as high. Results brought by IRT analyses also showed general tendencies that each value of item characteristics parameter emerged high in discriminant and relatively low in difficulty. Further discussion was made about (1) dimensionality of the scale and its overall feasibility; (2) psychodynamic account for organizational image; and (3) future direction to improve validity of the scale.