著者

藤原 勇

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.31, no.1, pp.37-54, 2017 (Released:2019-08-05)

被引用文献数

1

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This study examines the development of scales measuring supervisor trust of a subordinate (ToSb), as well as subordinate trust of a supervisor (ToSp). First, through the analysis of data (supervisor: N = 20; subordinate: N = 13), ToSp and ToSb were constructed. Next, web data analysis (supervisor: N = 150; subordinate: N = 150), was used to test, the validity and reliability of the ToSp and ToSb constructed in this study. The results confirmed that ToSp and ToSb had high validity and reliability except for the reverse-scored items. Therefore, future research should review reverse scoring items of ToSp and ToSb.

著者

中村 准子 岡田 昌毅

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.30, no.1, pp.45-58, 2016 (Released:2019-08-05)

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The purpose of this research was to examine the concepts that construct a sence of psychological ‘ibasho’ in the professional lives of corporate employees and the occupational factors that influence this sence of psychological ‘ibasho’. A preliminary investigation was conducted by using semi-structured interviews with 15 corporate employees; thereafter, a web-based questionnaire survey was administered to corporate employees (N = 521). The results of analysis indicated the following: 1) Three factors for a sence of psychological ‘ibasho’ appeared: a sense of role, a sense of relief and a sense of authenticity. 2) Six occupational factors were found: ‘valuation of work’, ‘sense that the job is worth doing’, ‘expectation for growth’, ‘adaptability to the workplace’, ‘personal support in the workplace’ and ‘human relationships in the workplace’. Of these six factors, ‘adaptability to the workplace’ had the largest impact on the sence of psychological ‘ibasho’. 3) There was no significant difference in the scores that indicated having a sence of psychological ‘ibasho’ by the gender or the type of employment, but the scores of people in their 50s were significantly higher than those in their 20s.

著者

芳賀 繁 赤塚 肇 白戸 宏明

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.9, no.2, pp.107-114, 1996 (Released:2020-07-27)

著者

林 洋一郎 内藤 知加恵

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.36, no.2, pp.189-211, 2023 (Released:2023-05-24)

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This article aims to clarify the common forms of hypotheses and explain how they are tested in industrial and organizational psychology, social psychology, and other disciplines. There are four types of testable hypotheses: main effect, moderation, mediation, and moderated mediation. Main effect hypotheses predict the relationship between two variables, for example, predictor X and outcome Y. Main effect provides a basis for the other three types of hypotheses. Moderation hypotheses focus on a variable, such as moderator W, which affects the association between two or more variables. Moderation hypotheses predict that the relationship between X and Y will change as a function of moderator W. Mediation hypotheses indicate the presence of an intervening variable, namely, mediator M that transmits the effect of X on Y. In other words, it is concerned with the indirect effect of X on Y through M. Finally, moderated mediation hypotheses refer to the notion that the indirect effect of X on Y through M is moderated by a fourth variable Z. These four types of hypotheses could be constructed from multi-level perspectives as well as a single-level perspective. Furthermore, how each type of hypothesis can be statistically tested is explained with reference to specific empirical studies. Finally, clarifying the form of the hypothesis will help reviewers and readers understand what researchers attempt to reveal. Such manuscripts can elicit a variety of comments from reviewers and readers, resulting in meaningful research publications.

著者

櫻井 研司 エム・ジェックス スティーブ エー・ギレスピー マイケル

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.25, no.1, pp.13-23, 2011-09

被引用文献数

1

著者

木島 伸彦

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.16, no.2, pp.97-103, 2003 (Released:2020-07-27)

著者

天池 雅彦

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.32, no.2, pp.153-166, 2019 (Released:2020-07-27)

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This study investigated that the effects of self- growth and social support at the workplace on work engagement by focusing on the mediating effects of self-growth. A survey was conducted with 254 Japanese employees. According to results of previous studies, the self -growth was expected to mediate the relationship between social support at the workplace and work engagement, in turn, work engagement was expected to be associated positively with performance and negatively with strain. Furthermore, it was anticipated that self-growth would meditate the relationship between social support at work place and strain. In this study, Structural Equation Modeling (SEM) indicated that through the self-growth, social support at the workplace was positively associated with work engagement and negatively associated with strain. Moreover, work engagement was positively associated with performance, whereas it was not associated with strain. These results suggest the importance of enhancing self-growth through the social support at the workplace to work actively with improved performance.

著者

堀内 泰利 岡田 昌毅

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.29, no.2, pp.73-86, 2016 (Released:2019-08-05)

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The purpose of this study was to empirically examine promoting factors of career self-reliance of corporate employees. A questionnaire was administered on a website to 669 corporate employees working in multiple companies. A path model of career self-reliance was developed based on the previous explorative study of psychological processes of career self-reliance as well as other related previous studies. The model proposed four variables; career transition experience, learning from work experience, leader-member exchange (LMX) and team-member exchange (TMX); which promoted career self-reliance. Analyses based on a structural equation modeling indicated that career transition experience, LMX and TMX promoted learning from work experience, and then learning from work experience promoted career self-reliance of employees.

著者

廣川 佳子 芳賀 繁

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.36, no.2, pp.173-187, 2023 (Released:2023-05-24)

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The purpose of this study was to develop a scale to measure the permeation of a management philosophy among organizational members. For this scale, we assumed a three-factor structure of “cognition,” “empathic understanding,” and “behavior”, referring to previous studies. As a preliminary survey, 35 scale items were developed based on previous studies and interview surveys. Questionnaire surveys were conducted at three locations of two companies. Based on the analysis of this questionnaire, 17 items were selected for a pilot version of the Management Philosophy Scale. We commissioned a research company to conduct a web-based survey of regular employees (from general employees to managers) working in companies with management philosophies (n=521) . As a result of the exploratory factor analysis, three factors (12 items) were extracted:“cognition,” “empathic understanding,” and “behavior”. Reliability showed high internal consistency with α=.80−.89. A model assuming the superordinate concept of “permeation of management philosophy” commonly affecting “cognition,” “empathic understanding,” and “behavior” (second-order factor structure model) was adopted, and its structural validity was verified. The relationships between the scale and affective commitment and intrinsic motivation were examined. The Criterion-related validity of the scale was verified.

著者

丸山 淳市 藤 桂

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.35, no.3, pp.381-392, 2022 (Released:2022-12-29)

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In this study, we aimed to examine the effects of humor on employees' creativity, focusing on the relationship between humor and psychological safety. A total of 600 Japanese workers responded to questionnaires on workplace humor, psychological safety, and creativity. A covariance structural analysis showed that experience-sharing humor have a direct positive effect on employee's creativity, and humor have a positive effect on creativity through the mediation of psychological safety. Based on these results, we discussed that workplace humor that promotes sharing one’s experiences among colleagues can influence creativity directly and indirectly.

著者

堀尾 志保 中原 淳

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.36, no.1, pp.29-52, 2022 (Released:2023-05-24)

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The purpose of this study is to identify gaps in existing research of shared leadership focusing on its antecedent and moderator factors and to look ahead to what kind of research is required for the future. A detailed review based on a scoping review identified research gaps in each of the following research groups : 1.antecedents research group focusing on vertical leader factors, 2.antecedents research group focusing on factors other than vertical leader factors, 3.moderators research group focusing on factors other than vertical leader factors, 4.moderators research group focusing on the vertical leader factors. Group1. lacked research on the process and mechanisms by which vertical leaders’ leadership behaviors positively influence shared leadership. Group2. lacked research on organizational level factors and research on the relationships among antecedents those have already been identified. Group3. lacked research on commonality needed to leverage differences among members, also research on moderator effects of external environment factors of the team were also lacked. As to Group4., none of research was done in this group. According to above gaps in existing research, future research possibilities for further development of the shared leadership research field were discussed.

著者

縄田 健悟 池田 浩 青島 未佳

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.35, no.1, pp.117-129, 2021 (Released:2022-12-29)

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This study examined how the rapid spread of telework triggered by the COVID-19 pandemic has affected organizational behavior, especially teamwork. The spread of COVID-19 in 2020 led to a significant increase in telework in Japanese companies. Since telework involves non-face-to-face communication, it may have a negative impact on teamwork. We compared the teamwork of 23 teams in an organization by conducting a pre- (January 2020) and post-survey (May 2020) during the first wave of COVID-19 in Japan. We found that the proportions of telework and team virtuality increased significantly from pre-survey to post-survey. However, the teamwork and team performance data remained almost constant. Rather, on examining the data from May 2020 (post-survey), we found that team virtuality, especially technology use, had a positive correlation with teamwork. Thus, the rapid spread of telework and team virtuality does not necessarily hamper teamwork; rather, the technology-proficient teams may have excellent team processes and high team performance.

著者

縄田 健悟 山口 裕幸 波多野 徹 青島 未佳

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.29, no.1, pp.29-43, 2015 (Released:2019-08-05)

被引用文献数

1

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This study investigated the relationship between team composition based on work orientation and team performance. By examining the correlation between team performance and the maximum and minimum scores for work orientation, we determined whether the score of member with the highest work orientation correlated with team performance and whether the score of those with the lowest correlated with team performance. A survey of 161 teams comprising 1400 members from five different companies was conducted. The survey results show that the minimum score significantly correlated with team performance and team processes; however, the maximum score did not. This result suggests that a team member with negative work orientation worsens the overall team performance.

著者

南 裕子 岡田 昌毅

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.32, no.2, pp.127-137, 2019 (Released:2020-07-27)

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We conducted a study on a scale to measure the emotions of young unemployed people who intended to change occupation, during their unemployment. We conducted a web-based survey of 406 young people who had experience in changing occupations. The results showed that there were three factors that were titled as “affirmation of aspiration,” “anxiety and regret,” and “anger and dissatisfaction.” Furthermore, a path analysis showed that negative reasons for leaving and changing occupation led to feelings of “anxiety and regret” or “anger and dissatisfaction” during unemployment, and that positive reasons for leaving and changing occupation led to feelings of “affirmation of aspiration” during unemployment.

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.35, no.3, pp.415-420, 2022 (Released:2022-12-29)

著者

亀山 晶子 樫原 潤 山川 樹 村中 昌紀 坂本 真士

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.34, no.2, pp.165-177, 2021 (Released:2022-04-29)

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Recently, a case of depression called “modern-type depression” (MTD), which has different characteristics from melancholic or traditional-type depression (TTD), has been discussed. At the workplace, it has been suggested that employees with MTD are regarded as a problem, so this study examined the characteristics of impressions and attitudes toward MTD compared to those regarding TTD among supervisors and coworkers. Survey participants were 245 managers and 208 non-managerial employees from Japan. They read two vignettes that described fictitious employees with either TTD or MTD, and completed items regarding their impressions and attitudes toward these employees. Results indicated the following: (a) both managerial and non-managerial employees recognized there were employees similar to those described in the MTD vignette in society, especially among the youngest generations; (b) both managerial and non-managerial employees had more negative impressions and attitudes toward employees with MTD compared to those regarding employees with TTD; and (c) managers were more likely to attribute the cause of MTD to the employee’s personality and have lower sense of familiarity and understanding toward MTD characteristics. It is suggested that there are less understanding and support for MTD in the workplace and countermeasures for these problems are required.

著者

尾野 裕美

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.34, no.1, pp.43-58, 2020 (Released:2021-09-09)

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The purpose of this study is to examine the process of promoting male parental leave in enterprises. Semi-structured interviews were conducted for 12 private enterprise promoting male parental leave. The verbal protocols for each participant were analyzed by Modified Grounded Theory Approach (M-GTA). As a result, 59 concepts in 26 categories were created based on the data. The results are summarized as follows: (1)Enterprises that promote male parental leave position work-life balance as a management strategy. (2)Specific measures to promote male parental leave include formulating promotion rules and cultivating culture. (3)As a result of promoting male parental leave, results such as realization of work-life balance and strengthening organizational structure can be obtained.

著者

尾野 裕美

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.34, no.1, pp.19-30, 2020 (Released:2021-09-09)

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The purpose of this study was to examine whether and how working fathers’ taking parental leave affects career self-reliance and work-family facilitation. I asked 653 married male workers with children under 10 years of age to answer a questionnaire on the internet which consisted of psychological variables of career self-reliance (clarity of career self-image, career development motivation, and career self-responsibility awareness), career self-reliance behavior (adaptation to environmental changes, career development behavior, networking behavior, and proactive job behavior), and work-family facilitation (work-to-family facilitation and family-to-work facilitation). As a result of multiple regression analysis, it was clarified that parental leave promoted clarity of career self-image, career development behavior, adaptation to environmental changes, proactive job behavior, and networking behavior. In addition, it was shown that parental leave promoted work-to-family facilitation.

著者

持田 聖子 岡田 昌毅

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.34, no.2, pp.147-163, 2021 (Released:2022-04-29)

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The purpose of this study was to examine the process how Japanese mothers working at private companies as a generalist balance their work and family life, and how they adapt their working style after returning from their first maternity leave. Semi-structured interviews were conducted with 20 working mothers who worked at 9 private companies in the Tokyo metropolitan area. The interview data were qualitatively analyzed according to the Modified Grounded Theory Approach (M-GTA). A hypothetical model was constructed with 6 category groups, 23 categories, 1 subcategory, and 81 concepts based on the data. The major findings were as follows. Working mothers face work-family conflict when they return to work from maternity leave, and when they want to develop their careers. In order to manage their work and family tasks, working mothers develop and utilize as many as 40 practical and psychological coping strategies. In the process of doing this, working mothers acquire skills such as multitasking, time management, working in team, etc. When work-family conflict is resolved through these skills, a doublerole lifestyle under restrictive time limitations is normalized for working mothers. Finally, working mothers come to feel work-family enrichment which can be described as “the fruits of the working mother life.” These findings may be used for deeper understandings of the dynamics involved from the perspective of industrial organizational psychology.

著者

正木 澄江 岡田 昌毅

出版者

産業・組織心理学会

雑誌

産業・組織心理学研究 (ISSN:09170391)

巻号頁・発行日

vol.28, no.1, pp.43-57, 2014 (Released:2019-08-05)

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The purpose of this study was to examine the fostering process of personal meaning in work among employees. Semi-structured interviews were conducted with 14 business persons in their 30s working for Japanese private companies. The verbal protocols for each participant were analyzed according to the modified grounded theory approach (M-GTA). As a consequence, 6 category groups, 14 categories, 14 sub-categories, and 59 concepts were created based on data. The major findings were as follows: 1) the process of meaning in work is understood in terms of employees deepen the personal understanding of working, while heading one’s worth in society, 2) the process is facilitated by the societal involvement and work practice in organization, and 3) interpersonal conflict promote the meaning in work significantly.