著者

石田 潤一郎

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.28, no.2, pp.89-101, 2015 (Released:2019-08-05)

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While the traditional branch of economics often assumes that people make decisions strictly to maximize their material well-being, there are increasingly many works which deviate from this paradigm and incorporate behavioral factors explicitly into economic analysis. A similar trend can also be observed in the field of organizational economics, where more attention is paid to behavioral aspects of incentive design in organizations. What issues are economists interested in, and how do they attempt to approach those issues? In this article, we overview recent developents in this emerging field, with particular focus on consequences which arise from the process of self-identification. We also discuss potential future research topics and the possibility of interdisciplinary collaboration.

著者

向江 亮

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.55-78, 2018 (Released:2019-11-14)

被引用文献数

3

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This article reviewed domestic and international studies on work engagement and considered the prospects for future studies from a viewpoint of effective utilization of the concept of “work engagement” in practice. Unlike other similar concepts (workaholism, job satisfaction, etc.), academic definitions of work engagement are characterized by high activity level and positive attitude/cognition regarding work. Using such a concept enhances interests and active involvements of both individuals and organizations as opposed to conventional mental health care in the workplace, which has focused mainly on prevention, and leads to a more effective practice. Previous studies have revealed antecedent and subsequent factors of work engagement, suggesting positive effects for both individuals and organizations. Meanwhile, although interventions to improve work engagement have shown some degree of effect through meta-analysis, contents and effect size are diverse among studies. In addition, the number of intervention effect studies is not large in Japan. From now on, process evaluation of introduction and implementation in real-life contexts is required. To promote evidence-based practice, it is necessary to not only develop more effective intervention programs but also study how to practice effective interventions.

著者

大沢 武志

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.1, pp.13-21, 1995

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)

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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

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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

大里 大助 高橋 潔

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.55-64, 2001 (Released:2020-07-27)

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)

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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

道谷 里英

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.20, no.2, pp.3-14, 2007-02

著者

道谷 里英

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.20, no.2, pp.3-14, 2007

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

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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)

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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)

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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)

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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.

著者

原 健之

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.139-154, 2018-03

著者

角山 剛 福島 創太 堀内 泰利 片桐 恵子 外島 裕

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.97-99, 2018-09

著者

芳賀 繁 北折 充隆 森 久美子 大山 和政

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.101-103, 2018-09

著者

乳井 瑞代 今井 秀之 山川 朝賢 杉本 徹雄 渡邊 隆之

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.79-95, 2018-09

著者

向江 亮

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.55-77, 2018-09

著者

大嶋 玲未 宮崎 弦太 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.32, no.1, pp.31-41, 2018-09

著者

高原 龍二 釘原 直樹

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.43-54, 2018-09