著者

Nobuyuki Inamizu Mitsuru Makishima

出版者

Global Business Research Center

雑誌

Annals of Business Administrative Science (ISSN:13474464)

巻号頁・発行日

vol.18, no.1, pp.25-36, 2019-02-15 (Released:2019-02-15)

参考文献数

19

被引用文献数

5

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Allen and Gerstberger (1973) reported that non-territorial offices improve privacy. In actuality, however, a view of the office layout after an experiment showed that the office used in the experiment was not just simply made into a non-territorial office, but had various zoning done such that zones could be selected according to circumstance. With that idea in mind, this study analyzes the impact of non-territorial offices on privacy as well as the effect of various zoning, based on data of 6,592 individuals obtained through internet surveys. Results of the analysis showed that 1) non-territorial offices themselves do not have a major impact on privacy (they neither improve nor worsen privacy); 2) rather, various zoning is what improves privacy; and 3) further, of note is that privacy dramatically worsens in non-territorial offices without any various zoning, and vastly improves where various zoning has been thoroughly implemented. These results give one solution for the disputes over non-territorial offices and privacy, and provide suggestions for a new type of office (activity-based working, or an activity-based office).

著者

Nobuyuki Inamizu Mitsuru Makishima

出版者

Global Business Research Center

雑誌

Annals of Business Administrative Science (ISSN:13474464)

巻号頁・発行日

vol.17, no.4, pp.159-169, 2018-08-15 (Released:2018-08-15)

参考文献数

12

被引用文献数

3

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This study analyzes the relationship between work engagement (WE) and job performance based on data from 3,296 individuals obtained in an internet survey. First, the analysis was conducted with WE as an explanatory variable, as well as with job performance, which was measured as the difference in personal and workmate evaluations, as an objective variable, and yet no clear relationship was found. Job performance was then used as an explanatory variable and WE as an objective variable, and that analysis discovered a clear inverse U relationship between the two. In other words, WE is low when job performance is low or high, and high when job performance is in the middle range. Also, when an analysis was done with the prediction that sum of, rather than differences in, personal and workmate assessments will have a strong relationship with WE, it was found that there was a clear, positive linear relationship between the two. In other words, the more a person highly evaluates not only oneself but also one’s workmates, the higher the WE. Existing studies tend to believe that WE heightens job performance, yet this study indicates that the converse is perhaps true in this cause and effect relationship. It also suggests that WE increases as one builds healthy relationships with workmates, evaluates them highly, and works hard and competes in a friendly manner with them.