著者

梅村 祐子 金井 篤子

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.19, no.2, pp.151-162, 2006-03-31 (Released:2011-01-27)

参考文献数

18

被引用文献数

1

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The purpose of this study was to investigate following four hypotheses.(1) Students who do career decision-making have ideal self-concept in vocational context, and they aim at actualizing the ideal self-concept.(2) While making career decisions, they recognize the gap between either ideal self-concept and actual self-concept, or ideal self-concept and social context or both ideal self-concept and actual self-concept, and ideal self-concept and social context. After recognizing them, they cope with those gaps.(3) While making career decisions, they think over their ideal self-concept, actual self-concept, and social context.(4) Through career decision-making, their ideal self-concept in vocational context gets clarified. Twenty-nine senior university students were interviewed, and the results were as follows. Hypothesis (1) and hypothesis (4) weresupPorted, and hypothesis (2) and hypothesis (3) were partly supported. Finally, these four analyses were unified, and a hypothetical model of integrating ideal self-concept and actual self-concept, ideal self-concept and social context was proposed.

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.13, no.3, pp.137-158, 2000-03-31 (Released:2011-01-27)

参考文献数

39

被引用文献数

2 2

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This study tested a model of the relationship between job satisfaction, organizational commitment, organizational justice, organizational citizenshipbehavior, and work group performance. Most research on the nature ofrelationships between job performance has not yielded convincing evidence thatsuch a relationship exists to the degree most managers believe. One reason forthis might lie in the way in which job performance is measured. Numerousstudies have reported that using organizational citizenship behavior to supplantmore traditional measures of job performance may result in more robustrelationship between job satisfaction and job performance. In this study 2076employees who provided self-report answers designed to examine the relationshipbetween job satisfaction, organizational commitment, organizationaljustice, organizational citizenship behavior, and work group performance.Results from Study supported the hypothesized model but also suggested thatalternative models fit the data well.

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 (Released:2011-01-27)

参考文献数

1

著者

松原 敏浩 林 文俊

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.1, no.2, pp.79-89, 1986-10-15

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This study aimed to examine the influences of subordinate job characteristics and personality on the relationship between perceived leader behavior and subordinate morale and performance. The main results are as follows: (1) The relationship between consideration and intrinsic satisfaction was more positive for job high in variety than for job low in variety. (2) The relationship between initiating structure and intrinsic satisfaction was more positive for job low in variety than for job high in variety. (3) The relationship between initiating structure and extrinsic satisfaction was more positive for job low in cooperation requirement than for job high in cooperation requirement. (4) The relationship between consideration and performance was more positive for job high in autonomy than for job low in autonomy. (5) The relationship between consideration and performance was more positive for job low in cooperation requirement than for job high in cooperation requirement. (6) The relationship between initiating structure and individual performance was more positive on the subordinates of low growth need than on those of high growth need. The results of this study did not support the hypothesises of the path-goal theory. The reason of disagreement was discussed.

著者

大平 剛士 藤本 哲史

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.13, pp.174-179, 2010-11-12

著者

YAMAGUCHI Kazumi

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

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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

坂根 正弘 金井 壽宏

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.26, no.1, pp.45-62, 2013 (Released:2013-10-10)

著者

小川 千里 豊田 則成 服部 泰宏 金井 壽宏 重野 弘三郎

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.2, pp.143-160, 2009 (Released:2012-03-30)

著者

板谷 和彦 丹羽 清

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.24, no.2, pp.109-123, 2011 (Released:2013-07-22)

参考文献数

26

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The aim of this study is qualitative analysis of the effects of the discoverysupporting management on the process of discovery. Four characteristics of management are individual inflexibility or organizational restriction, and promoting breakthroughs and insight in research activities.

著者

木島 伸彦 渡辺 直登

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.17, pp.199-204, 2014-11-08

著者

久村 恵子

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.13, no.1, pp.43-52, 1999-06-30 (Released:2011-01-27)

参考文献数

29

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This study focuses on the necessity of autonomous human resource development (=HRD) that considers not only the training and development for improving skills and knowledge, but also support to career and psychosocial aspect for individuals. In this study, the concept of mentoring is used as autonomous support to individuals' career development and psychosocial aspects.The purpose of this study is to clarify the trend of individuals' mentoring behavior in Japanese work organizations through investigating the factors influencing present mentoring behavior. A questionnaire survey was conducted with 417 subjects who have been working in a variety of work organizations in Japan for more than three years. The influence of the achievement motive, self-consciousness, collaboration-value, and mentoring behavior received in the past to present mentoring behavior was examined.Results showed that mentoring behavior consisting of career-and psychosocial function is positively influenced by the individuals' length of service, achievement motive, and the experience of mentoring received in the past. To be exact, the results showed that the length of service influences both career-and psychosocial function of mentoring behavior. On the other hand, mentoring behavior received in the past influences mainly career function, and the achievement motive influences mainly psychosocial function.Based on these results, future directions of HRD which are applied using the idea of mentoring were discussed for fostering a better mentoring climate in work organizations.

著者

永井 隆雄

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.8, pp.181-188, 2005-10-20

著者

高橋 潔

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.15, pp.57-60, 2012-11-17

著者

西田 豊昭 渡辺 直登

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.14, pp.483-489, 2011-11-26

著者

関口 倫紀

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.3, pp.179-188, 2002-03-31 (Released:2011-01-27)

参考文献数

22

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In Japan, it is often said that riding on or managing “nagare” is very important. Japanese practitioners often use the word “nagare”, which roughly translates into the English word “flow”, to represent the changing phenomena as a whole. Despite the importance of this concept, there is almost no research that directly focuses on the concept of flow in management studies. Therefore, the purpose of this study is to conduct qualitative research in order to understand and describe how people cope with the flow of phenomena in management practice. Two models were developed based on data gathered through questionnaires, interviews, my work experience, and various kinds of literature. Model 1 captures the cyclic nature of flow-conscious behavior that consists of (1) making sense of flow, (2) manipulating flow and (3) riding on or taking advantage of flow. Model 2 classifies the strategies for coping with flow into (1) becoming the center of flow by producing and enlarging it, (2) taking advantage of the flow that is produced by others, and (3) reacting passively to the flow that is produced by others. The relationship to other theoretical issues and implications for practice are discussed.

著者

関口 倫紀

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.75-87, 2005-03-30 (Released:2011-01-27)

参考文献数

29

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The usefulness of the flow construct (nagare in Japanese) in business and managementpractices is analyzed. It is considered that the flowconstruct in the practical context isessentially metaphorical and thus it is called a “conceptual metaphor.” The function ofconceptual metaphor explains how people use the flow construct in making sense ofchanging phenomena. Based on this, perspectives suchas cultural studies, evolutionarypsychology, and social constructionism are synthesizedto make arguments about whybeing conscious about flow in practice is considered effective especially for Japanesepeople. Limitations of using the flow construct in practice are also discussed.

著者

関口 倫紀

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.8, pp.268-277, 2005-10-20

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.26, no.2, pp.115-132, 2013 (Released:2014-08-01)

参考文献数

36

被引用文献数

2 1

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The increase in knowledge acquisition and co-configuration work has in the past prompted discussions about the impact of changes in learning beyond company borders. The purpose of this study is to analyze how brokers in external communities of practice can introduce external practices into internal communities of practice. A total of 15 brokers were interviewed in this study. The major findings are as follows: 1) Brokers acquire skills suited to co-configuration work. 2) Brokering generates conflicts in internal communities of practice. However, eventually, brokers can introduce external practices into such communities. Therefore it is suggested that companies should understand the importance of brokering and its role in internalizing new practices.

著者

柳田 明子 村上 英樹

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.15, pp.189-194, 2012-11-17

著者

萩原 扶未子

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.8, pp.56-59, 2005-10-20