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)

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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)

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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)

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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

須藤 章 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.1, pp.15-30, 2018-09

著者

田中 堅一郎

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.21, no.2, pp.97-108, 2008 (Released:2020-07-27)

被引用文献数

1

著者

大西 勝二

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.1, pp.23-33, 2002 (Released:2020-07-27)

被引用文献数

1

著者

高橋 潔 西田 直史

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.8, no.1, pp.3-12, 1994 (Released:2020-07-27)

著者

角山 剛 松井 賚夫 都築 幸恵

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.14, no.2, pp.25-34, 2002 (Released:2020-07-27)

著者

池田 浩 秋保 亮太 金山 正樹 藤田 智博 後藤 学 河合 学

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.133-146, 2021 (Released:2022-04-29)

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Organizations require employees to work safely; they must perform their occupations in a safe manner in order to avoid human errors or incidents. However, there is a dearth of empirical research that examines the motivation to adhere to safety standards as an antecedent for employees’ safety behaviors. The purpose of this study was to develop a scale that would measure the motivation to work safely and examine the self-worth sufficiency model as a source of this motivation in medical and health organizations. Items associated with safety motivation were developed based on Neal and Griffin’s (2006) work on a prior scale. A survey (n = 558) in Study 1 demonstrated that an exploratory factor analysis revealed five factors: accomplishment, competition, cooperation, learning, and new safetyoriented motivation. These results suggested that safety-oriented motivation was distinct from achievement-oriented motivation. Furthermore, a different survey (n = 517) showed that pride and a sense of social contribution had a strong effect on the motivation to work safely. Study 2 evaluated the effect of the self-worth sufficiency model as a source of work motivation and identified that this effect was particularly salient in jobs in which the avoidance of failure is paramount. Taken together, this series of studies highlighted the self-worth sufficiency model’s potential in improving employees motivation to work safely, especially for jobs in which the avoidance of failure is paramount.

著者

有吉 美恵 池田 浩 縄田 健悟 山口 裕幸

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.1, pp.3-14, 2018 (Released:2019-11-14)

被引用文献数

1

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Conventional work motivation theories have focused on tasks that require a certain level of performance and achievement. However, it is not clear what kind of psychological process would improve work motivation for performing jobs in which such performances and achievements are not presupposed. By focusing on social contribution, this study aimed to clarify the psychological process to improve work motivation of jobs in which do not require objective or concrete performances and achievements. A survey was conducted on 179 operators from 6 call centers. The questionnaire comprised items on sense of social contribution, feedback from supervisor, work motivation, and work behavior with consideration for the customer. The results showed that the sense of social contribution to customers and to organization mediated the association between positive feedback from supervisors and work motivation. However, negative feedback from supervisors did not have a significant relationship with sense of social contribution and work motivation. These results suggest the importance of enhancing the experience of a sense of contribution to others through the provision of positive feedback while managing jobs in which do not require objective or concrete performances and achievements.

著者

櫻井 研司 ジェックス スティーブ・エム ギレスピ− マイケル・エー

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 (Released:2019-08-05)

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Based on Affective Event theory (Weiss & Cropanzano, 1996) , the current study developed and tested a model examining the mediation effects of negative emotion of the relationship between coworker incivility and both job satisfaction and work withdrawal behavior. In addition, the study investigated the relationship between supervisor ostracism and the frequency of incivility among employees. Analyses based on a structural equation modeling (N = 693) suggested that employee negative emotion mediates the relationship between coworker incivility and both job satisfaction and work withdrawal behavior. Result also suggested that supervisor ostracism is positively related to coworker incivility. Finally, from a stress management perspective, the study investigated and showed a significant interaction effect of interpersonal justice perception for the relationship between negative emotion and work withdrawal behavior. Results and future implications of the study are discussed.

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.23, no.1, pp.15-28, 2009 (Released:2019-08-05)

被引用文献数

7

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The purpose of this research was to study the relationship between psychological aspects and behavioral aspects of career self-reliance and further to study the effect of career self-reliance on career fulfillment and organizational commitment among adult corporate employees. A questionnaire was administered on a website to 335 business persons working in multiple companies mainly in the Tokyo metropolitan area. A path model was proposed for demonstrating the relationships among variables of career self-reliance, career fulfillment and organizational commitment. The following variables was constructed; three psychological variables and four behavioral variables composing career self-reliance, three variables composing career fulfillment and two variables comprising organizational commitment. The model was best fit by covariance structure analysis. Major findings were as follows: (1) psychological variables of career self-reliance such as clarity of career self-concept, career development motivation, and career self-efficacy promoted career selfreliance behavior; (2) career self-reliance influenced career fulfillment; (3) career self-reliance had indirect effects on organizational commitment through career fulfillment.

著者

長町 三生

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.11, no.1, pp.27-39, 1997 (Released:2020-07-27)

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.195-202, 2021 (Released:2022-04-29)

著者

高橋 美保 可知 悠子

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.33, no.1, pp.51-64, 2019 (Released:2020-10-30)

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To explore measures to remedy Japan’s dearth of labor power, this study focuses on the population that wishes to find employment on nonpermanent bases, but is unable to, and is thus unable to join the labor force. In addition to obtaining an overall perspective on the actual situation of this population, this study aimed to shed light on how factors, such as child-rearing and caregiving, influence the population’s desire for non-regular employment. Secondary analysis of data from the household and health questionnaires of the FY2018 Comprehensive Survey of Living Conditions revealed that 66.35% of the population that wishes to work, but is unemployed, seeks non-regular employment. No significant relationship was found, regardless of sex or age, between child-rearing and the desire to find any kind of employment, suggesting the necessity to prepare not only non-regular but also regular employment opportunities for people who are occupied with child-rearing. Moreover, among the people occupied with caregiving, the young adult females and middle-aged-and-above males desired non-regular employment. In addition, while a tendency was found among young single adult males to desire non-regular employment, the analysis also suggested a tendency among those with poor mental health to desire regular employment. Further, a tendency to desire regular employment was found among single women, regardless of age. Indeed, young adult females in difficult economic situations seek regular employment, more so than other groups. Overall, the analysis suggested that both men and women desire regular employment and its stability, the more they are exposed to risks related to mental health issues or economic difficulty. Social support is necessary to ensure that living conditions do not restrict working conditions, regardless of sex or age.

著者

富田 真紀子 加藤 容子 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.25, no.2, pp.107-120, 2012 (Released:2019-08-05)

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The purpose of this study was to examine association between the comprehensive work and family conflict variables (work-family conflict ; WFC, behavior to cope with WFC) and sex, sex-role attitudes and gender types. The responses to an anonymous questionnaire survey of full-time dual-career couples having preschool children contained 102 males and 125 females were analyzed. First, females showed higher WFC (time conflict, choice conflict, family→work conflict), and coping behavior (flexible work role assignment, work role reduction, family role reduction) at a higher frequency than males. Second, egalitarian sex-role attitudes showed lower work→family conflict and coping behavior at a higher frequency. And subjects were classified into an androgynous, masculinity, femininity, or undifferentiated type. The WFC and coping behavior had differences by these gender types. Especially, in psychological androgyny, which is characterized by high masculinity and high femininity, higher frequency coping behavior of WFC occurred than in other gender types. This paper showed that sex, sex-role attitudes and gender types had a significant impact on work and family conflict variables.

著者

髙橋 南海子 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.26, no.2, pp.121-138, 2013 (Released:2019-08-05)

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Characteristics of the feeling of self-growth resulting from job hunting were investigated. New employees were interviewed about the reality and the effects of job hunting. Results indicated that the feeling of self-growth specific to job hunting included "understanding of society" and "the power to act." Next, a questionnaire was developed based on the concept that was extracted. New company employees with less than 6 months work experience (n = 296) responded to the questionnaire. Factor analysis of the responses indicated five factors: "Interpersonal relationship" "Self-understanding and self-acceptance" "Active participation in society" "Control of feelings" and "Acquisition of problem solving skills." It was also suggested that specialty, the amount of effort spent on the activity, the degree of difficulty of the activity, and the satisfaction from the results of the activity influenced the feeling of growth experienced through job hunting. Furthermore, path analysis was conducted and it was confirmed that "Acquisition of problem solving skills," "Self-understanding and self-acceptance" influenced the behavior before entering a company.

著者

石黒 香苗

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.55-67, 2017 (Released:2019-08-05)

被引用文献数

1

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The purpose of this quantitative research is to understand the process of young people going through unwilling career, from the first year to around third year of employment. The subject of this research is newly-hired employees, who unwillingly entered a company. This study consists of semi-structured interviews and they were analyzed based on the M-GTA. As a result, 51 concepts were generated. These were organized into 12 categories, and a result chart was made. According to this, the whole process consists of three layers; future, present and past. This process is divided into 4 terms –temporary term, deadlocked term, constructing term, and acceptance term. This research suggests that the most important way for them to be able to overcome the mental instability (deadlocked period) is to be aware of their own “turning point”, and put their efforts to face their present work, which lead them to develop their own new future perspective.

著者

青木 惠之祐

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.15, no.1, pp.13-25, 2001 (Released:2020-07-27)

著者

守島 基博

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.10, no.1, pp.3-14, 1996 (Released:2020-07-27)