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
被引用文献数
1 1

Since the term "socialization" was defined, numerous researchers have studied its content and function in many fields of research: i. e., sociology, social 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 perspedives 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
荒木 淳子
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.21, no.2, pp.119-128, 2008-08-31 (Released:2011-01-27)
参考文献数
74
被引用文献数
3 2

The purpose of this study was to review previous studies about workplace learning to give a theoretical basis for the future study.Because workplace learning is an interdisciplinary research topic, prevent and previous works in this field have investigated each issue on the discipline basis, e.g., economics, management studies, psychology, and sociology.The author defines workplace learning by the way they view learning and where they draw the boundaries of the workplace.They view learning as reflection through experiences or participation in communities.Reviewing the related studies, the author found that classified into four types:(1)“workplace experience approach, ”(2)“workplace participation approach, ”(3)“cross-boundary participation approach, ” and (4)“cross-boundary experience approach”. Almost all previous works appeared to belong to the “workplace experience approach”, despite the fact that workplace learning in its own form and limitation of learning chances takes place beyond the boundaries of the workplace. This must be taken into consideration in future studies, which will have to increasingly adopt the“cross-boundary experience approach”. We will fmd new conceptions of adult learning through proceeding with studies of “crossboundary experience approach”.
著者
荒木 淳子
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.21, no.2, pp.119-128, 2008-08-31
被引用文献数
2 2

The purpose of this study was to review previous studies about workplace learning to give a theoretical basis for the future study. Because workplace learning is an interdisciplinary research topic, prevent and previous works in this field have investigated each issue on the discipline basis, e.g., economics, management studies, psychology, and sociology. The author defines workplace learning by the way they view learning and where they draw the boundaries of the workplace. They view learning as reflection through experiences or participation in communities. Reviewing the related studies, the author found that classified into four types: (1) "workplace experience approach," (2) "workplace participation approach," (3) "cross-boundary participation approach," and (4) "cross-boundary experience approach". Almost all previous works appeared to belong to the "workplace experience approach", despite the fact that workplace learning in its own form and limitation of learning chances takes place beyond the boundaries of the workplace. This must be taken into consideration in future studies, which will have to increasingly adopt the "cross-boundary experience approach". We will find new conceptions of adult learning through proceeding with studies of "cross-boundary experience approach".
著者
八木 陽一郎
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.20, no.1, pp.75-83, 2007-01-31 (Released:2011-01-27)
参考文献数
26

This research describes some new facts discovered from an actual case regarding individual creativity, which plays an important role in organizational creativity, a topic that has been undergoing extensive discussion since the 1990s.The research on individual creativity had been conducted through laboratory-based research in the field of social psychology so far, but it did not consider effects of human interaction on the assumptions. Thus, the knowledge about what factors affect individual creativity in team situations has not taken shape yet.This research focuses on the positive correlation between individual creativity and levels of intrinsic motivation which is confirmed by many laboratory-based researches, and inspects what impacts occurred on the relationship within the team situations that described as a case study.It was considered that under the team situations, not only a high level of intrinsic motivation, but also a cognitive framework change led by metacognition has a great role in enhancing creativity of individuals.
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

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

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
小川 憲彦
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.18, no.1, pp.31-44, 2005-01-30
被引用文献数
1 4

The purpose of this research is to test the hypotheses suggested by the earlier interview-study (Ogawa, 2003a, b) which delved into the voluntary turnover process of modern Japanese youth. The questionnaire survey was mail-administered with a sample drawn from those who visited the job placement office for 29 younger persons, and the samples were employees who visited the office in their teens or twenties in the past and were regular or contracted full-timers at the time of data collection. The major findings are as follows : (1) Reality shock reduced the reliance of the employees on their bosses, and made their organizational commitment decline, (2) but wasn't much related to job satisfaction, and (3) could be a chance of self-understanding, especially one's aptitude-understanding. Finally, several suggestions for future research are offered.
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

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

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
中西 善信
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.31, no.1-2, pp.1-16, 2019 (Released:2020-06-08)
参考文献数
38

An inter-organizational community of practice (CoP) consisting of employees of multiple organizations plays important roles in individual and organizational learning. However, past studies have mainly focused on CoPs involving organizations in cooperative relationships, without sufficient focus on those involving competitors. To address this problem, we examined a CoP formed by employees of competing Japanese airlines, referencing to the theory of “coopetition,” a situation where organizations simultaneously compete and cooperate. Semistructured interviews were conducted with 22 informants, supplemented by secondary data and observations of the CoP. The modified grounded theory approach was employed to analyze the data. As a result, we found that the airlines established a cooperative relationship that resulted from the common threat they faced, the similarity in tasks they held, and the structure in which one’s cooperative behavior toward the others tended to improve benefits for their own organization. It was also found that the participants’ cooperative behaviors were facilitated further by the rareness and uncertainty of knowledge needed for their tasks. In addition, potential conflicts were mitigated by the separation of competition and cooperation, and by the close business relationship among them.
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

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

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

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
若林 満
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.2, no.1, pp.1-13, 1987-04-15 (Released:2011-01-27)
参考文献数
45
被引用文献数
1 1

A longitudinal research project was initiated in 1972 to track the process of management progress in the Japanese corporation.Results of a 7-year follow-up indicated that the career progress of male college graduates up to the lowest management positions can be predicted quite well based on information collected during the first three years of tenure. Based on these findings, an alternative view of management progress in Japanese organization was suggested. This new view was based on a process of early tournament mobility of managerial talent, rather than on a process of deferred competition. This latter process is commonly believed to be the basic features of management progress in the Japanese organization. The temporal generality of this early tournament mobility view was tested in a 13-year follow-up. Results generally supported the early differentiation view but suggested needed elaborations and refinements. Implications of this model are discussed.