著者

松葉 博雄

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.89-103, 2008-08-31

被引用文献数

2

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The purpose of this research is to verify the management method based on the concept of Service Profit Chain (SPC) advocated by Heskett et al. (1994, 1997). The proposed hypothesis is "The permeation of the management philosophy is the tool that makes Customer Satisfaction (CS) and Employee Satisfaction (ES) to be compatible". However, the management method based on SPC is a chain of causality, and the primary factors in this chain of causality, especially the primary factor that links CS and ES, were not known to us. In order to verify the hypothesis, I have applied SPC as the management method in actual management. As a result, it became clear that deep permeation of the management philosophy is a factor in making CS and ES compatible. An interesting discovery is that the CS is being determined almost entirely by human interactions. I discuss the point at issue from five different view-points and finally state the solution.

著者

矢冨 直美 渡辺 直登

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.10, no.1, pp.23-34, 1995-07-30

被引用文献数

2

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Many studies on organizational stress have been accumulated in last two decades. This field of study, however, is now facing serious problems with respect to its model development and methodology of stress measurement. The purpose of this study was to explore the feasibility of application of IRT analysis to an organizational stress research for overcoming the problems. The data on PSRS (Psychological Stress Response Scale) obtained from 1,410 employees working for a computer manufacturing company were analyzed by IRT. The results suggested; (1) Seven out of 53 PSRS items does not maintain appropriate item characteristics, and (2) PSRS is useful for measuring the persons whose latent trait (stress response) are relatively high. It was also discussed that procedures of IRT analysis could be utilized not only to item analysis but also to model development of study on organizational stress.

著者

永井 裕久 椿 広計

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.2, pp.145-153, 2005-03-30

被引用文献数

1

著者

小方 孝 戸梶 亜紀彦 森田 均

出版者

経営行動科学学会

雑誌

経営行動科学学会年次大会 : 発表論文集

巻号頁・発行日

no.5, pp.43-45, 2002-11-05

著者

都澤 真智子 二村 英幸 今城 志保 内藤 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.18, no.1, pp.21-30, 2005-01-30

被引用文献数

1 2

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This study reports the results of two meta-analyses of validation studies of a personality test using performance appraisals as criteria. The purpose of this study is twofold. Firstly we seek out the general levels of personality validity coefficients with Japanese samples and their generalizability across situations such as different jobs or organizations. Secondly we address issues of aggregating studies with different criteria, study purposes, and study periods. Five out of seventeen scales showed corrected validity coefficients higher than .10 in absolute value, with the highest coefficient of .21 on "Vitality". The results were similar with those of the previous meta-analyses on U.S. and European samples. Our second meta-analysis included only the studies that met the all three conditions of being conducted within a certain periods of time, using the same criterion, and being confined to research purposes. As a result, the validity coefficients became higher and more generalizable compared to the initial analysis. It is argued that the differences among studies that were often not dealt with in preceding meta-analyses have a significant effect.

著者

Kazumi YAMAGUCHI

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.15, no.1, pp.57-71, 2001-06-30 (Released:2011-01-27)

参考文献数

98

被引用文献数

2

---

This paper reviews literature concerning an applicant's self-presentation (ingratiation, self-promotion, exemplification) and nonverbal behaviors, e. g., eye contact, smiling behavior, and head nodding, and discusses the significance of these behaviors in job interviews. The extent to which a person engages in these nonverbal behaviors is influenced by gender, status, and personality. In the context of a job interview, these behaviors affect person perception, interpersonal attraction, and perceived job aptitude. These attributes of nonverbal behavior were associated with specific functions: there are an intimacyexpressing function of eye contact and smiling behavior, a reaction-feedback function of eye contact, an impression management function of smiling behavior, and a reinforcing function of head nodding. I propose that these nonverbal behaviors affected the interview as follows: these could be used for ingratiation, which provided a positive feeling to interviewers, self-promotion, which emphasized the competence of the applicants, or exemplification, which indicated the integrity of the applicants. Consequently, these results suggested that eye contact, smiling behavior, and head nodding by an applicant could affect the hiring decision.

著者

服部 泰宏 矢寺 顕行 新井 康平

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.34, no.1-2, pp.1-19, 2022 (Released:2023-04-15)

参考文献数

45

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Organizations must make decisions about which resources to prioritize and to whom to allocate them. In order to do so, evaluation practices are used to clarify the quality of employees. The purpose of this study is to examine the relationship between performance appraisal and personal reputation, which are two types of personnel appraisal practices used in organizations. Using questionnaire data and HR data analysis from a Japanese manufacturing company, we empirically took on this problem. The results of questionnaire data and HR data analysis from a Japanese manufacturing company showed that the capital that affects the two evaluation scores was found to be different from each other. In addition, psychological capital was found to be an antecedent of both.

著者

柏木 仁

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.3, pp.235-244, 2005-07-31 (Released:2011-01-27)

参考文献数

39

被引用文献数

1

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This research note aims to produce a lead for future theoretical and empirical research projects on stewardship theory. In contrast to agency theory, which views human beings as opportunistic and self-interested, stewardship theory argues that people are selfactualizing and good stewards in nature, thus they are motivated to work hard for their company and to look after its interests and those of its shareholders. It is a relatively new management theory, and most of the empirical studies conducted to date have focused on corporate governance, i. e., relations between CEO duality/board compositions, and organizational outcomes, especially financial performance. However, more research is required to identify new constructs and their interactions, and to delineate theoretical details. The paper presents what we know about stewardship theory including psychological and structural components, literature reviews and implications for the future research from the perspective of integrating agency and stewardship theories.

著者

林 浩一

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.33, no.3, pp.157-178, 2022 (Released:2022-09-06)

参考文献数

31

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The objective of this study was to clarify the process behind the empathy effect caused by biological constraints occurring in online communication. I conducted this study by focusing on web conference media that became rapidly popular due to the COVID-19 pandemic. I established two analytical themes that were “Process of empathy effect in the online environment where biological constraints exist” and “Process of empathy effect in the offline environment where no biological constraints exist” about free talk discussion nineteen people participated and utilized M-GTA to analyze. Within an online environment, we discovered concepts like “information poorness phenomenon”,“ meta-self-interventions”,“ essence-oriented context”, and“ lateral thinking context”. Within an offline environment, we discovered concepts like “high-resolution context sharing”, “misleading empathy”, “relationship building-oriented context”, and “emotion sharing-oriented context”. These concepts enabled us to visualize the unobservable social structural in individual relationships and the process by which empathy is generated through mechanisms that influence the individual relationships. I realized that biological constraints hindered an individual’s communication, but they also variegated and expanded the individual’s empathy levels.

著者

高田 朝子

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.33, no.1-2, pp.39-61, 2021 (Released:2022-03-26)

参考文献数

65

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The daughter successors of family business have not been common in Japanese Business. The research focused the succession process of daughter-father relationship. Based on 27 in depth interviews with daughter successors this study identifies three themes that contribute to a high quality predecessor– successor relationship in father–daughter successions and its structuring two dimensions. Japanese culture strongly supports primogeniture. Hence the daughters used to be treated as a second choice. I examine contextual factors that influence the selection and self-selection of successors in family businesses. Japanese gender norms, which are automatically activated, blind daughters to possibilities of succession. We found the two-step model of daughter father succession model in Japan. The first step stats when she joins her family business. The second step starts as soon as her father declares her inheritance.

著者

石山 恒貴

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.32, no.1-2, pp.11-28, 2020 (Released:2022-03-26)

参考文献数

56

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This paper analyzes the negotiation of meaning at boundary crossings. Many studies have shown how the concept of boundary crossings is used in an interdisciplinary sense. In this paper, I focus on boundary crossings based on activity theory and communities of practice. In the existing literature, the negotiation of meaning is mainly placed in a homogeneity context. However, this paper offers a perspective on the importance of the negotiation of meaning at boundary crossings in a heterogeneity context. The review of the literature reveals that brokers in external communities of practice can introduce external practices into internal communities of practice through the reconciliation of decentralized selves. For brokers, the experience of crossing boundaries promotes the cognition and conflict of decentralized selves. The mechanism of reconciliation of decentralized selves for brokers can be explained with dialogical self theory with polyphony. Furthermore, the reconciliation of decentralized selves promotes brokers to deliver the negotiation of meaning at boundary crossings in a heterogeneity context.

著者

中森 孝文

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.32, no.3, pp.123-139, 2021 (Released:2022-03-26)

参考文献数

8

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The corporate governance functions effectively by calling for outside experts into the executive board. An inclusion of outside professionals gets Japanese companies cope with encountered business challenges effectively. As compared to large companies, small and medium enterprises (SMEs) in Japan are reluctant to invite outside people into board members. To date, little research has been done regarding why and how Japanese SMEs have introduced outside executives in corporate decision-makings. There are two main functions provided by part-time executives; monitoring function and advising function for the corporate management. A questionnaire survey and face-to-face interviews were administered in the Kyoto area in order to examine the use of outside experts in SMEs. The current study reports that Japanese SMEs hire outside experts as advisers, rather than part-time board members. It clarifies the important roles played by external executives for managing SMEs, and suggests the credibility of professors in business schools as advisors.

著者

高橋 潔

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.14, no.2, pp.67-85, 2001-01-31 (Released:2011-01-27)

参考文献数

63

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This study examines convergent and discriminant validity of the 360 degree feedback systems in which managerial behavior and performance are evaluated by multiple raters including bosses, peers, subordinates, and self. Multitraitmultirater (MTMR) correlation matrix was constructed from the data of 177 Japanese managers and 1, 187 coworkers. The matrix was investigated by zero-order correlations and confirmatory factor analyses (CFA). Results of correlation analyses found that 1) in any domain of managerial behavior (traits), ratings within the same rater were correlated highly, proving that discriminant validity was low; and that 2) ratings of the same trait provided by different raters were not associated highly, suggesting that convergent validity is questioned. Confirmatory factor analyses found that among three models, i.e., rater model, trait model, and rater-trait combined model, the combined model fit best, suggesting that both rater effect and trait effect were interwoven in the actual ratings of the 360 degree feedback.

著者

藤本 哲史 篠原 さやか

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.2, pp.105-115, 2015

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The proportion of women working in research and development is much lower in Japan than other industrialized nations, and little has been investigated about the issues these women face. Career persistence among female professionals is one of the important issues. Using a recent national sample of female research and development engineers, we investigate; (1) the relationships between family status, unavailability of time for self, perceptions of worklife imbalance, and intentions to persist in engineering careers, (2) the relationship between professional role confidence as engineers and intentions to persist in engineering careers, and (3) the moderating role of professional role confidence in the relationship between family status or work-life imbalance and career persistence. Results showed that family status and unavailability of time for self were not related to attitudes towards persisting in engineering careers. However, perceptions of work-life imbalance were negatively associated with career persistence. Professional role confidence was positively related to persistence, but we did not find a moderating role for it in the relationship between work-life imbalance and career persistence.

著者

佐野 守 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.23-35, 1987-04-15 (Released:2011-01-27)

参考文献数

20

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Relationship between the stated corporate philosophy and characteristics of the organiza-tional climate of the corporation was examined based on the 5 manufacturing corporations in Aichi Prefecture. Clmate data were collected by using a Semantic Differential format from three different hierarchical levels: subordinate, leader, and superior levels in each corporation. Factor analyses on the climate data produced two orthogonal factors, effectiveness in goal achievement and warmth of the organizational environment. Results of the analysis indicated that in general, especially among less progressive corporations, the effectiveness dimension tended to be rated high at lower levels, while the warmth dimension high at high hierarchical levels. This indicated a lack of communication and insufficient penetration of corporate philosophy across hierachical levels. But, it was found that in some progressive corporations, both dimensions were rated high by all constituent groups. Implications of the findings were disscussed regarding consistency involving a stated philosophy, implementing managerial practices, and an organizational climate perceived by the people in the organization.

著者

林 洋一郎 高橋 潔

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.16, no.1, pp.15-24, 2002-07-31 (Released:2011-01-27)

参考文献数

16

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The purpose of the present study was to examine the relationships between several personnel practices that were employed for implementing the merit basedtreatment and the perception of fairness in performance evaluation. This study shed light on three personnel practices: performance appraisals, Management by Objectives (MBO), and the annual “salary system.” Because all three were, in part, utilized in the attempt of realizing the idea of merit treatment in work settings, their effects on the perception of fair treatment were subject to scientific investigation. Hence, the study examined empirically whether three personnel practices improve perceived fairness of performance evaluation. Survey results of the data collected from 1, 823 Japanese employees showed that only the annual “salary plan” was positively related to perceived fairness. In addition, the study investigated if the competitive climates moderate the relationships between three practices and employees' perception of fairness. Hierarchical regression analyses indicated that the relationships between these practices and employees' perception of fairness varied by the degree of competitiveness in the workplace. Implications of the study findings were discussed.

著者

杉本 和夫

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.65-73, 2007-01-31 (Released:2011-01-27)

参考文献数

9

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The purpose of this research is to estimate how many career consultants should be required in Japan. The so-called career consultants generally shall consult with working people who face a turning point of their career process such as job incompetence, internal replacement or promotion. They also shall encourage both students and unemployed people to get jobs with psychological and technical support. In 2002 the Ministry of Health, Labor and Welfare (MHLW) declared that 50, 000 consultants should be created in Japan within next five years. Organizations as schools, companies, public employment bureau and private human business seem to require career consultants. However, up to now the MHLW has not reported such definite number required for each organization.This report is the first research to estimate the career consultants' number required in Japan. The required number shall be altogether 85, 000, a far larger number than MHLW announced.

著者

小暮 真弘 岩坪 友義

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.141-151, 2008-08-31 (Released:2011-01-27)

参考文献数

15

被引用文献数

1 1

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An analysis of corporate brands and consumer evaluations of quality was performed to characterize the market positioning of the five main companies in the cup noodle market. Among the five main companies, Nisshin Food Products Co., Ltd.with the highest consumer evaluation of 3.8 points (with 5 being the perfect score) has had many hot sellers, and is categorized as a “multi-brand type.”With second-place ranking by consumers, and products considered to represent a “Japanese style, ”Toyo Suisan Kaisha, Ltd.is categorized as a“Japanese-style specialization type.”The consumer evaluation of quality of products of Myojo Foods Co., Ltd., took third place, while consumers indicated satisfaction with value for price. It is considered a “price satisfaction type.”The consumer evaluation of Sanyo Shokuhin Co., Ltd.put it in fourth place.It is categorized as a “mono-brand type”because it raised company brand value by adding the “Sapporo Ichiban”brand to all products.The consumer evaluation of Ace Cook Co., Ltd.was the lowest of the five companies, but it received a good evaluation.Large-size cup noodles were marketed on the package design, and it is categorized as a “package design specialization type”because quantity was emphasized over quality.

著者

都澤 真智子 二村 英幸 今城 志保 内藤 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.18, no.1, pp.21-30, 2005-01-30 (Released:2011-01-27)

参考文献数

37

被引用文献数

2 2

---

This study reports the results of two meta-analyses of validation studies of a personality test using performance appraisals as criteria. The purpose of this study is twofold. Firstly we seek out the general levels of personality validity coefficients with Japanese samples and their generalizability across situations such as different jobs or organizations.Secondly we address issues of aggregating studies with different criteria, study purposes, and study periods.Five out of seventeen scales showedcorrected validity coefficients higher than. 10 in absolute value, with the highest coefficient of. 21 on “Vitality”. The results were similar with those of the previous meta-analyses on U. S. and European samples. Our second metaanalysis included only the studies that met the all three conditions of being conducted within a certain periods of time, using the same criterion, and being confined to researchpurposes. As a result, the validity coefficients became higher and more generalizable compared to the initial analysis. It is argued that the differences among studies that were often not dealtwith in preceding meta-analyses have a significant effect.

著者

柏木 仁

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.27, no.3, pp.209-224, 2014

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Calling in the context of career research and practice has recently been rediscovered and efforts are being made to delineate the definition and characteristics of the construct of the calling mainly among researchers abroad. To contribute to such movement and to clarify the characteristics of the construct of the calling in the Japanese context, a survey was conducted on a sample of 275 undergraduates in Japan. Based on literature survey, some of the relations of the calling and career-related variables were tested using hypotheses, while others were explored. As a result, the hypotheses regarding career self-efficacy and intrinsic motivation were supported, and through the exploratory approach, several findings were obtained about relations between work values/ vocational interests and the calling. A cluster analysis was then conducted to identify the types of those who reported a stronger sense of calling, and three types showing varying combinations of career-related valuables were identified. The author also discusses future research.