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

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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

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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

高岸 輝 江川 緑

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.23, no.1, pp.79-86, 2010 (Released:2012-04-01)

著者

田中 堅一郎

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.15, no.1, pp.1-28, 2001-06-30 (Released:2011-01-27)

参考文献数

119

被引用文献数

10 1

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The purpose of the present study was to review the studies on the measurements of organizational citizenship behavior (OCB), determinants of them, the similar and the related concepts of OCB. Several major definitions of OCB were indicated and compared with similar concept (i. e., prosocial organizational behavior, organizational spontaneity, extra-role behavior, contextual performance), and related concepts, i. e., whistle blowing, organizational retaliatory behavior. The author commented on the various OCB scales used in the previous studies, e. g., Smith et al.(1983) and Podsakoff, et al.(1990). Factors affected on OCB were examined: organizational justice (procedural justice, interactional justice, distributive justice), supervisor's leadership, job satisfaction, organizational support, organizational commitment, mood in workplace, personality factors, and demographic factors, and the reasons people performed OCB were examined. Finally, the future direction of studies on OCB was discussed.

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

竹下 浩

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.33, no.1-2, pp.1-24, 2021 (Released:2022-03-26)

参考文献数

37

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Many papers claim to have used GTA, but in empirical studies of Organizational Behaviour and Psychology, illustration of cognitive concepts and categories, that give meaning the participant’s experience, is not a theory. Conventionally, the different GTA versions have been conceptually classified by descriptive researchers from the viewpoint of epistemology, but the differences between the generated GTs have not been theoretically evaluated from the viewpoint of social science. Therefore, this paper evaluates each GTA version in terms of ‘social interaction’ and ‘theory’, which form the basis of GTA, by theoretically comparing the differences between representative GTs using conceptual diagrams. As a result, the utility of the original version and M-GTA were found. The following criteria were obtained to enable evaluation of papers that used GTAs: (1) Being an interpersonal interaction that can be abstracted one-to-one and include thought, emotion and behaviour; (2) Examining scope and parsimony in theoretical saturation. In addition, a new criterion for theoretical saturation was proposed for ‘relationships between main categories.’

著者

大平 剛士 藤本 哲史

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.26, no.3, pp.249-262, 2013 (Released:2014-08-01)

参考文献数

36

被引用文献数

1

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In this study, we examine the impacts of monetary and non-monetary rewards on job satisfaction for home care workers in for-profit and nonprofit organizations. We test "the donative-labor hypothesis" (Hansmann, 1980; Preston, 1989; Rose-Ackerman, 1996) which argues that pay for workers in nonprofit organizations are lower than those for workers in for-profit organizations, while satisfaction with non-monetary rewards, along with their impact on job satisfaction, is significantly higher for workers in nonprofit organizations. The results from data analysis based on 390 workers in for-profit organizations and 47 workers in nonprofit organizations showed that those in nonprofit organizations worked for a lower level of pay in exchange for a higher satisfaction with non-monetary rewards and opportunities for training and professional development compared to their counterparts in for-profit organizations. We also found that satisfaction with those rewards and opportunities increased job satisfaction in nonprofit organizations. The implication of the findings and directions for future research are discussed.

著者

若林 満 斎藤 和志

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.4, no.1, pp.9-17, 1989-04-30 (Released:2011-01-27)

参考文献数

20

被引用文献数

1

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For the purpose of testing the hypothesized major contribution of vertical exchange quality to management development, 1058 line managers at four different hierarchical levels were sampled from five of the leading corporations in Japan. Hierarchical regrssion and path analysis results showed that both vertical exchange quality and the present hierarchical level contributed uniquely to managers' career development activities after the contributions of company, age, tenure, education, technical specialty and intrafirm mobility were controlled. In addition, the contributions of these control variables were estimated and a summary path diagram was presented.Implications of these findings for our understanding of Japanese management development were discussed, focusing upon the two dominant management career paths in Japanese organizations: one through the traditional nenko system and the other through the interpersonal (leader-member relations) path.

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

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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

西田 豊昭

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.101-122, 1997-10-20 (Released:2011-01-27)

参考文献数

75

被引用文献数

6 1

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One of the most widely believed axioms of management is that a happy worker is a productive worker. However, most research on the nature of relationships between job satisfaction and job performance has not yielded convincing evidence that such a relationship exists to the degree most managers believe. One reason for this might lie in the way in which job performance is measured. Numerous studies have reported that using Organizational Citizenship Behavior to supplant more traditional measures of job performance may result in more robust relationship between job satisfaction and job performance. Although citizenship behavior has been regarded as an important factor and done as a daily work in Japanese company, little research has focused on it. In this study 71 employees who work for the Japanese company were interviewed and found that the most employees engaged in the citizenship behavior for their selfinterests. And then a questionnaire survey was conducted with 403 subjects who provided self-report answers designed to examine the relationship between citizenship behavior and satisfaction, commitment, and stress. In addition the relationship between citizenship behavior and employees' awareness of evaluation was examined. Results showed support for the relative importance of employees' awareness of evaluation as well as satisfaction. Implications for research on the causes of citizenship are discussed.

著者

木村 裕斗

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.3, pp.197-212, 2016

被引用文献数

1

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The present study defined "creative team learning" as the kind of team learning geared towards seeking creative results for the team as whole, and aimed to show its structure and influencing process. Responses from 198 survey subjects were subjected to factor analysis to identify conceptual elements, followed by covariance structure analysis. The conclusion can be summed up in two points. First, the structure and process influencing team learning with regard to creative results were confirmed. Overlapped learning, which is a basic activity aimed at improving the quality of reflection, was found to promote creative results through reflective learning. Similarly, new insights obtained through reflective learning were found to influence creative results through diversified learning. Second, the influence of the group characteristics on team learning and its results varied with team results. In preceding studies, task cohesion influenced team effectiveness. In the present study, however, group cohesion and duty orientation did not influence creative results except through team learning. Respect for individuals and personal interaction orientation had a direct influence on creative results.

著者

参鍋 篤司 齋藤 隆志

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.20, no.1, pp.85-90, 2007-01-31 (Released:2011-01-27)

参考文献数

13

被引用文献数

3

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The purpose of this study is to investigate whether employees' job satisfaction has affected labor productivity.Using a unique data set which comprises survey data on about 60000 Japanese union workers from 1990 to 2004, we find a positive and significant relationship between Job Satisfaction and per capita operating profits which is used as a proxy variable of labor productivity. Concretely, it was shown that if the company succeeded in raising average Job Satisfaction 0.1 point, per capita operating profit goes up by 1.48 million Japanese yen. In order to control potential simultaneity problems, we implement Two Stage Least Squares estimation and use marriage rate as an Instrumental Variable.

著者

金井 壽宏

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.2, pp.152-154, 2009-08-31

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

被引用文献数

2

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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

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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

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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 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

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 2

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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.

著者

堀江 常稔 犬塚 篤 井川 康夫

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.20, no.1, pp.1-12, 2007

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The purpose of this study is to investigate the relation between knowledge contribution and intrinsic motivation of R&D researchers using statistical analysis. The function and the role of the R&D department in an organization occupy significant positions within technology management, such as in creating innovation or developing new technology both efficiently and effectively, as well as in product development. Prior research discussed the necessity of knowledge acquisition and knowledge sharing, to enhance profit and capability at the organizational level, ignoring the aspect of individuals offering worthwhile knowledge to the organization. In this study, we mainly focused on and analyzed individuals who participate in basic or applied research, because study of knowledge sharing should begin with the individual. A questionnaire survey of 398 R&D researchers was conducted in the R&D laboratory of a Japanese Manufacturing Company. We analyzed factors to enhance intrinsic motivation based upon Deci’s self-determination theory, and the effects of intrinsic motivation on improving knowledge contribution. As the result, the analysis showed that autonomy enhanced intrinsic motivation intensively, and intrinsic motivation mediated between knowledge acquisition and knowledge contribution. From these findings, we inferred an important role for intrinsic motivation in sharing knowledge in R&D organizations.

著者

安藤 史江 坂爪 洋美 加藤 容子 塩崎 敦子 宮原 淳二

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.27, no.1, pp.35-60, 2014