著者
田中 聡 中原 淳
出版者
The Japanese Association of Administrative Science
雑誌
経営行動科学 (ISSN:09145206)
巻号頁・発行日
vol.30, no.1, pp.13-29, 2017 (Released:2017-09-08)
参考文献数
44

The aim of this study is to examine learning by middle management through the experience of new business incubation. We carried out a study consisting of semi-structured interviews of 15 middle managers working in new business departments of private enterprises. We analyzed the qualitative data from the 15 participants on the basis of the Modified Grounded Theory Approach(M-GTA) and constructed a learning process model. As a result of the M-GTA based analysis, it became clear that the learning of middle management through the experience of new business incubation had four phases: I. the responsibility avoidance phase, II. the reality acceptance phase, III. the critical reflection phase, and IV. the perspective transformation phase.
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 1

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
荒木 淳子
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.21, no.2, pp.119-128, 2008-08-31
被引用文献数
2 1

The purpose of this study was to review previous studies about workplace learning to give a theoretical basis for the future study. Because workplace learning is an interdisciplinary research topic, prevent and previous works in this field have investigated each issue on the discipline basis, e.g., economics, management studies, psychology, and sociology. The author defines workplace learning by the way they view learning and where they draw the boundaries of the workplace. They view learning as reflection through experiences or participation in communities. Reviewing the related studies, the author found that classified into four types: (1) "workplace experience approach," (2) "workplace participation approach," (3) "cross-boundary participation approach," and (4) "cross-boundary experience approach". Almost all previous works appeared to belong to the "workplace experience approach", despite the fact that workplace learning in its own form and limitation of learning chances takes place beyond the boundaries of the workplace. This must be taken into consideration in future studies, which will have to increasingly adopt the "cross-boundary experience approach". We will find new conceptions of adult learning through proceeding with studies of "cross-boundary experience approach".
著者
荒木 淳子
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.21, no.2, pp.119-128, 2008-08-31 (Released:2011-01-27)
参考文献数
74
被引用文献数
3 1

The purpose of this study was to review previous studies about workplace learning to give a theoretical basis for the future study.Because workplace learning is an interdisciplinary research topic, prevent and previous works in this field have investigated each issue on the discipline basis, e.g., economics, management studies, psychology, and sociology.The author defines workplace learning by the way they view learning and where they draw the boundaries of the workplace.They view learning as reflection through experiences or participation in communities.Reviewing the related studies, the author found that classified into four types:(1)“workplace experience approach, ”(2)“workplace participation approach, ”(3)“cross-boundary participation approach, ” and (4)“cross-boundary experience approach”. Almost all previous works appeared to belong to the “workplace experience approach”, despite the fact that workplace learning in its own form and limitation of learning chances takes place beyond the boundaries of the workplace. This must be taken into consideration in future studies, which will have to increasingly adopt the“cross-boundary experience approach”. We will fmd new conceptions of adult learning through proceeding with studies of “crossboundary experience approach”.
著者
田中 聡 中原 淳
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.30, no.1, pp.13-29, 2017

The aim of this study is to examine learning by middle management through the experience of new business incubation. We carried out a study consisting of semi-structured interviews of 15 middle managers working in new business departments of private enterprises. We analyzed the qualitative data from the 15 participants on the basis of the Modified Grounded Theory Approach(M-GTA) and constructed a learning process model. As a result of the M-GTA based analysis, it became clear that the learning of middle management through the experience of new business incubation had four phases: I. the responsibility avoidance phase, II. the reality acceptance phase, III. the critical reflection phase, and IV. the perspective transformation phase.
著者
関口 倫紀 林 洋一郎
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.22, no.1, pp.1-12, 2009 (Released:2011-09-16)
参考文献数
66
被引用文献数
2 1

We review the recent advancement of organizational justice research by focusing on three different kinds of individual motives (instrumental, relational and moral motives) toward a fair treatment and organizational justice climate as an aggregated form of individual-level fairness perceptions. The literature review demonstrates that since the early years of organizational justice research, the construct of organizational justice has been reconceptualized several times to contain broader and deeper meanings, which narrows the gap between practitioners' theories on fair management and scientific knowledge on organizational justice. Based on the review, we propose a comprehensive causal model in which top management's moral or ethical aspirations for establishing fair management lead to various kinds of fair practices, develop the organization's justice climate, and eventually promote a sustainable competitive advantage for the organization. We finally discuss the directions for future research.
著者
小川 憲彦
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.18, no.1, pp.31-44, 2005-01-30
被引用文献数
1 4

The purpose of this research is to test the hypotheses suggested by the earlier interview-study (Ogawa, 2003a, b) which delved into the voluntary turnover process of modern Japanese youth. The questionnaire survey was mail-administered with a sample drawn from those who visited the job placement office for 29 younger persons, and the samples were employees who visited the office in their teens or twenties in the past and were regular or contracted full-timers at the time of data collection. The major findings are as follows : (1) Reality shock reduced the reliance of the employees on their bosses, and made their organizational commitment decline, (2) but wasn't much related to job satisfaction, and (3) could be a chance of self-understanding, especially one's aptitude-understanding. Finally, several suggestions for future research are offered.
著者
若林 満
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.2, no.1, pp.1-13, 1987-04-15 (Released:2011-01-27)
参考文献数
45
被引用文献数
1 1

A longitudinal research project was initiated in 1972 to track the process of management progress in the Japanese corporation.Results of a 7-year follow-up indicated that the career progress of male college graduates up to the lowest management positions can be predicted quite well based on information collected during the first three years of tenure. Based on these findings, an alternative view of management progress in Japanese organization was suggested. This new view was based on a process of early tournament mobility of managerial talent, rather than on a process of deferred competition. This latter process is commonly believed to be the basic features of management progress in the Japanese organization. The temporal generality of this early tournament mobility view was tested in a 13-year follow-up. Results generally supported the early differentiation view but suggested needed elaborations and refinements. Implications of this model are discussed.
著者
楠奥 繁則
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.22, no.3, pp.255-265, 2009-12-31

According to numerous reports, enhancing career decision-making self-efficacy (CDMSE) is concerned with reducing the problem of career indecision of undergraduates. However research in this area is currently very limited. What I wish to show in this paper is to indicate a proposed method in order to enhance CDMSE based on experimental learning by laboratory method. Social skills (SS) was found to be the most important factor in enhancing CDMSE based upon reports on the NEET (Not in education, employment or training) problem in Japan. A survey conducted upon undergraduates of R University was used to investigate the relationship between CDMSE and SS (KiSS-18). The correlation coefficient was 0.691 (p<0.001, n=385). According to this result, since experimental learning in the laboratory is a way to improve SS, the learning method would be also one way to enhance CDMSE. A panel survey was conducted at the first and last lectures in the "Talent Development Theories at R University" series. This survey confirmed the effect (n=33). In this paper, this case is introduced and discussed.
著者
細見 正樹
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.28, no.1, pp.19-38, 2015 (Released:2015-12-25)
参考文献数
53

To examine the factors promoting employees' work-life balance (WLB), I focus on the psychological process of their middle managers. Specifically, I classify middle managers' attitudes toward their subordinates' WLB into two types: support for 1) family needs and 2) personal needs, and formulate hypotheses based on the job demands-resources model. The hypotheses were tested using survey data from 1,483 Japanese full-time middle managers. Consistent with our prediction, we found that job autonomy influences middle managers' supportive attitudes toward their subordinates' personal needs. On the other hand, assistance from immediate supervisors improves the middle managers' supportive attitudes toward their subordinates' family needs. Moreover, the middle managers' anticipation of negative effects caused by employer-sponsored WLB programs was found to mediate the latter relationship.
著者
高田 朝子
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.26, no.3, pp.233-248, 2013 (Released:2014-08-01)
参考文献数
41

When many women no longer wish or try to seek any advancement or promotion, we thought we had to find out what exactly had changed the respective attitudes and had motivated those women who presently hold mid-managerial positions. In this study we conducted qualitative research at four regional banks. As a result, we were able to develop a prescriptive implication with regard to fostering a better working environment, in which women's feeling of self-efficacy can be readily generated, fostered and developed so that women can step forward to seek promotion. To achieve the goals mentioned, we learned that we need to keep the door open for women to create broad internal networks and, irrespective of gender, we also learned and pointed out the importance of on-the-job experience of people mingling with and working with persons of excellent caliber.
著者
山下 勝
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.14, no.1, pp.15-31, 2000-10-30
被引用文献数
2

The "producers" in Japanese film industry are empirically examined on the basis of an intensive interview, focusing on (1) their roles, and (2) their careers. Ten roles are identified and they are suggestive of importance of creating relations with sponsors and creators (e.g., directors and camera operators). It was found that those relations were formed in their careers. Regardless of whether producers are independent or not, at some point in their careers, successful ones spent several years within a firm as employed company staff members. Career paths, as such, should be realized as a strategic component in nurturing producers in creative arenas such as film industry, as those paths are nothing but a vehicle to create necessary relations.
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 3

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
松葉 博雄
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.21, no.2, pp.89-103, 2008-08-31 (Released:2011-01-27)
参考文献数
29
被引用文献数
2

The purpose of this research is to verify the management method based on the concept of Service Profit Chain (SPC) advocated by Heskett et al.(1994, 1997). The proposed hypothesis is “The permeation of the management philosophy is the tool that makes Customer Satisfaction (CS) and Employee Satisfaction (ES) to be compatible”. However, the management method based on SPC is a chain of causality, and the primary factors in this chain of causality, especially the primary factor that links CS and ES, were not known to us. In order to verify the hypothesis, I have applied SPC as the management method in actual management. As a result, it became clear that deep permeation of the management philosophy is a factor in making CS and ES compatible. An interesting discovery is that the CS is being determined almost entirely by human interactions. I discuss the point at issue from five different viewpoints and fmally state the solution.