著者

玉井 颯一 五十嵐 祐 TAMAI Ryuichi IGARASHI Tasuku

出版者

名古屋大学大学院教育発達科学研究科

雑誌

名古屋大学大学院教育発達科学研究科紀要. 心理発達科学 (ISSN:13461729)

巻号頁・発行日

vol.61, pp.77-84, 2014

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Ostracism, the act of ignoring, exclusion and rejection, occurs across the life span and has been documented as harmful and powerful not only for the ostracized member, but also for the ostracizing member and the observers. To ostracize others, individuals vary in the extent to which they evaluate ostracism as an effective and just method to promote group solidarity and efficiency. In this study, we developed and validated the Legitimacy of Ostracism Scale (LOS) that measures one's tendency to accept ostracizing someone from a group as a legitimate action to increase group benefits. Japanese undergraduates (n = 513) completed a questionnaire including LOS (10 items), Machiavellianism, vigilance, relational models, and prevention focus. Exploratory factor analysis indicated a single-factor structure with seven items (α = .832). Confirmatory factor analysis on 7-item LOS also indicated that the data best fit a single-factor model. As theoretically predicted, LOS was positively correlated with Machiavellianism, vigilance, orientations for authority ranking and equality matching, and prevention focus. These results demonstrate the high reliability and validity of the 7-item LOS. Further studies need to show that LOS indicates one's actual propensity to ostracize others.

著者

白木 優馬 五十嵐 祐 SHIRAKI Yuma IGARASHI Tasuku

出版者

名古屋大学大学院教育発達科学研究科

雑誌

名古屋大学大学院教育発達科学研究科紀要. 心理発達科学 (ISSN:13461729)

巻号頁・発行日

vol.62, pp.97-106, 2015-12-28

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The development of Information Technology has unraveled a new form of employment, crowdsourcing. With the spread of crowdsourcing, psychological researchers began collecting data with crowdsourcing. Crowdsourcing enables them to collect data from a wider range of people in a shorter timespan relative to the conventional methods. Although the application of crowdsourcing has gained popularity in foreign psychological research in recent times, Japanese researchers have not yet tapped this resource. Therefore, this paper presents the available framework of crowdsourcing service for Japanese researchers and its usage aiming for the spread of crowdsourcing in Japanese psychological research. Furthermore, we underline the required precautionary measures while collecting data using crowdsourcing.

著者

樽井 この美 五十嵐 祐 タルイ コノミ イガラシ タスク Tarui Konomi Igarashi Tasuku

出版者

大阪大学大学院人間科学研究科対人社会心理学研究室

雑誌

対人社会心理学研究 = Japanese journal of interpersonal and social psychology (ISSN:13462857)

巻号頁・発行日

no.16, pp.33-39, 2016-03

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本研究は、集団討議場面において集団成員が問題解決に寄与する言動をしないことを沈黙として捉え、集団内での沈黙を抑制する要因について検討した。集団内の圧力への屈服、ネガティブなフィードバックへの恐れ、現状維持といった沈黙の要因は、制御焦点(Higgins,1997)のうち予防焦点と関連すると考えられることから、本研究では、集団討議場面において、予防焦点の優勢な個人の発言時間が促進焦点の優勢な個人よりも短くなると予測し、隠れたプロフィール課題を用いて3名集団での集団討議実験を行った。分析の結果、制御焦点の操作によって発言時間に有意な差はみられなかった。その一方で、促進焦点が優勢となっている場合、特性的な予防焦点が発言と関連しており、特性的予防焦点と、促進焦点のプライミングの交互作用が発言に影響する可能性が示唆された。This study investigated psychological factors that decrease in-group silence.Silence is regarded as behaving passively or doing nothing to influence group decision making in a group,and lead by in-group pressure,threats of getting negative feedback,and status quo. Based on the regulatory focus theory,this study used a hidden profile task in a group with three members and predicted that a minority member in the group primed with prevention focus is likely to speak shorter than those with promotion focus. Results showed that no significant differences were found between promotion focus and prevention focus priming.On the other hand,trait prevention focus of the minorities increased an illocutionally act in the promotion-focused condition.Implication of the result interpreted by the impact of activated motivation on the avoidance of criticism for passive involvements in group tasks among people with chronic prevention focus.

著者

佐藤 有紀 五十嵐 祐 吉田 俊和 SATO Yuki IGARASHI Tasuku YOSHIDA Toshikazu

出版者

名古屋大学大学院教育発達科学研究科

雑誌

名古屋大学大学院教育発達科学研究科紀要 (ISSN:13461729)

巻号頁・発行日

vol.60, pp.39-47, 2013-12-27 (Released:2014-03-06)

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Today, most Japanese corporations implement a merit pay or pay-for-performance system in order to enhance job performance. This study investigated the effect of pay-for-performance system on employees’ preference for organizational citizenship behavior using the hypothetical Prisoner’s Dilemma. Based on regulatory focus theory (Higgins, 1997), we focused on reward expectation for performance (e.g., promotion) and performance pressure (e.g., fears of failure), both of which presumably affect employees’ approach motivation in a different way. We hypothesized that employees’ reward expectation for performance increases their preference for organizational citizenship behavior while performance pressure decreases it. Three hundred and nineteen Japanese employees completed a take-home questionnaire; however, we only examined 175 of those (126 men and 49 women) who were working under management by objectives. Logistic regression analysis confirmed our hypotheses, suggesting that under pressure employees prioritize their individualized objectives rather than cooperate with others for a common goal. Expectation for reward increased employees’ preference for cooperative behavior when a situation calls for dealing with a coworker’s favor. Furthermore, these results were seen only for employees under pay-for-performance system such that those under the traditional system showed the reverse trend. Future studies should examine situational factors as well as each employee’s approach motivation.

著者

五十嵐 祐 Igarashi Tasuku

出版者

名古屋大学大学院教育発達科学研究科

雑誌

名古屋大学大学院教育発達科学研究科紀要 (ISSN:13461729)

巻号頁・発行日

vol.51, pp.145-162, 2004-12-27 (Released:2007-04-04)

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国立情報学研究所で電子化したコンテンツを使用している。