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)

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
深田 仁美
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.31, no.2, pp.111-122, 2018 (Released:2019-08-05)

This research examines how local officials have their attitudes toward getting a promotion and what factors influence such attitudes. For pilot study, semi - structured interviews were conducted with local officials (N=16). Study results show they had self-avoidance of getting a promotion. Next, a questionnaire survey was conducted with local officials working in the Tokyo metropolitan area. With the data of 205 valid responses, findings indicate that attitudes toward promotion consist of four factors: (1) Motivation for promotion, (2) Avoidance of promotion due to lack of self -confidence, (3) Avoiding promotion due to heavier responsibilities, and (4) Avoidance of promotion due to emphasis on QOL. Comparison of these four factors indicates that “motivation for promotion” is low and “avoidance of promotion due to lack of self -confidence” is high. This tendency is more significant for women than men.
著者
王 瑋 坂田 桐子 清水 裕士
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.29, no.2, pp.103-112, 2016 (Released:2019-08-05)

We tested the relationship between transformational leadership and stress responses by using a twodimensional stressor framework. Results of a cross-sectional questionnaire (N = 318) showed that transformational leadership had a direct negative effect on stress responses. Meanwhile, transformational leadership had a positive relationship with challenge stressors, and a negative relationship with hindrance stressors. The positive relationship with challenge stressors had a positive effect on promoting work satisfaction, and gave meaning to the work of followers, however it also had a positive relationship with stress responses, which is a point that is usually ignored.
著者
篠田 潤子
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.22, no.1, pp.51-58, 2008 (Released:2019-08-05)

Previous studies on the career paths of professional baseball players have considered only the effects of “fielding position” on players' later careers as managers or coaches. Data for 1,180 Japanese professional baseball players who retired between 1991 and 2005 were analyzed. In addition to fielding position, eight other variables (years as a registered player, lifelong salary, university degree, playing for a company team before becoming professional, salary in the year before retirement, draft status, maximum number of years played for one team, and last team played for before retirement) were analyzed using chi-squared automatic interaction detector (CHAID) analysis. Major findings are as follows. (1) The most important variable in the promotion of managers or coaches was the number of years as a registered player. (2) Fielding position was influential only if they had been registered players for over 14 years. (3) If a player had been registered for 8-13 years, having a university degree had an effect on their subsequent career. For players without a degree, “having played for a company team before becoming a professional” was an important variable in later becoming a manager or coach.
著者
大上 麻海 相馬 敏彦
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.29, no.2, pp.129-138, 2016 (Released:2019-08-05)

This study examined the moderating effect of outcome interdependence (individual or team rewards) on taking charge of prevention-focused employees. Employees focusing on prevention are relatively averse to taking charge because they are likely to be apprehensive about the risk involved in it. We hypothesized that even prevention-focused employees would engage in taking charge by working for team rewards, which would alleviate their anxiety about making mistakes. The following were the major findings: 1) When employees perceive the necessity for an organizational change due to a change in the external environment, those focused on prevention do not engage in taking charges; 2) However, if employees work toward team rewards, they do engage in taking charges. We discuss the implications of our research findings’ for the theory and practice of effective organizational management.
著者
池田 浩 森永 雄太
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.2, pp.171-186, 2017 (Released:2019-08-05)
被引用文献数
1

The purpose of this study was to develop a scale measuring multi-faceted work motivations in Japanese organizations. It also sought to verify the scale’s validity and reliability. In study 1, items of the scale were developed based on Barrick, Stewart, and Piotrowski’s (2002) work on a prior scale, and included additional content on motivational aspects of learning. These items were further elaborated and examined in preliminary investigation to determine whether each reflected three core dimensions: directivity, persistence, and strength. In study 2, web surveys comprising the items were administered to 600 Japanese employees whose responses were later analyzed. An exploratory factor analysis was performed to ascertain the scale’s validity and reliability, which revealed 4 factors: accomplishment, competition, cooperation, and learning-oriented motivation. In study 4, a longitudinal survey was administered to 300 Japanese employees to determine test –retest reliability and relationship between work motivation and job performance. The results generally supported the reliability and validity of the multi-faceted work motivations.
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)

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
中川(井上) 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.28, no.2, pp.133-150, 2015 (Released:2019-08-05)

Recently, the numbers of employees who take on sick leave because of mental problems, mainly mood disorder are increasing. Therefore, return to work programs have been designed to treat mood disorder. The purpose of this article is to review studies on psychological therapy for mood disorder, especially, to introduce ‘mindfulness-based cognitive therapy’ for which numbers of researches have increased to study preventing relapse of mood disorder and to discuss its usefulness for return to work programs.
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)

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.
著者
森田 慎一郎
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.2, pp.155-166, 2018

This study compares regular and involuntary non-regular workers who hold white-collar jobsregarding the relation between their job satisfaction and mental health. In determining job satisfaction,particular attention was given to the support provided by supervisors and co-workers. Data werecollected from 441 regular workers and 311 involuntary non-regular workers using a web-basedquestionnaire survey and then analyzed.First, five subscales regarding job satisfaction were created using factor analysis: specifically, theindividual contributions and activities, supervisors' active listening attitude, amount of discretionallowed in their jobs, evaluation by others and treatment, and supervisors' capabilities and ability tomanage. In addition, a scale for the number of supportive coworkers and an index for determining mentalhealth conditions were created.A t-test showed that compared to involuntary non-regular workers, regular workers had highersatisfaction regarding individual contributions and activities, the amount of discretion allowed in theirjobs, and evaluation by others and treatment. However, they had lower satisfaction regarding thesupervisors' active listening attitude. Following this, using running multiple regression analysis, it wasfound that the mental health condition of regular workers was impacted by age and the extent to whichthey were satisfied with their supervisors' active listening attitude. For the involuntary non-regularworkers, this impact came from the amount of satisfaction associated with individual contributions andactivities, the supervisors' active listening attitude, as well as the number of supportive co-workers andage. Thus, these findings indicate that the supervisors' positive and active listening attitude towards theirsubordinates who approach them for consultation is an ideal way to counter negative mental healthconditions for both regular and involuntary non-regular workers.
著者
富田 真紀子 金井 篤子 平山 順子
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.113-127, 2016 (Released:2019-08-05)

Work-family conflicts (WFC) in university faculty members were investigated. WFC includes time conflicts, family-to-work conflicts, and work-to-family conflicts. Furthermore, energy input into family, work, and personal activities was examined from the perspective of the ideal and reality. A questionnaire survey was conducted with faculty members (N=1757, 1044 women and 713 men ), which inquired about their attributes, WFC, as well as real and ideal energy input into family, work, and personal activities. Results indicated that WFC in female faculty members was higher than in male faculty members, and that WFC in fulltime faculty members was higher than in part-time faculty members. Especially, WFC in female faculty members was significantly high. Moreover, WFC differed depending on the relative amount of energy input into work and family in real life. Results of hierarchical multiple regression analysis indicated that WFC in both male and female faculty members was affected by energy input into family and work in real life. Furthermore, in male faculty members, the effect of energy input in real life on WFC was modified by the expected ideal energy input. In female faculty members, WFC was unavoidable regardless of personal ideals, because energy input in their real life was heavier than in male faculty members. In other words, WFC in male faculty members was inhibited when they had high ideals, even if the energy input into the family increased in their real life.
著者
福尾 弘子 金井 篤子
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.26, no.1, pp.3-18, 2012 (Released:2019-08-05)

The purpose of this study is to investigate the process by which a particular company was compelled to engage in unethical behavior in meeting the requirements of a customer when manufacturing certain products. The results indicate that the company was faced with considerable difficulties in producing a sufficient number of the products according to the customer’s specifications within the required time frame. This in turn led the company to an ethical dilemma as to whether priority should be given to manufacturing the products according to the customer’s specifications or satisfying the contract to deliver the products within the required time frame.
著者
三好 きよみ 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.2, pp.143-157, 2017 (Released:2019-08-05)

The purpose of this study was to examine the expertise process of project manager for Information technology. Semi-structured interviews were conducted with 20 project managers who were at the professional level. The data collected from each participant were analyzed according to the modified grounded theory approach. A hypothetical model was constructed. As a result, 5 category groups, 20 categories, 10 sub-categories, and 67 concepts were created based on the data. The major findings were as follows: in the growth from the first entry-level assignment to the professional level, there are certain improvement processes with reference to performance and personal skills. These two skill processes are intertwined based on the unique motivational project environment. In the process of development, the project manager is subject to positive effects from learning and stimulation from the surrounding people, such as seniors or co-workers, and customers.