著者

木川 大輔 髙橋 宏和 松尾 隆

出版者

首都大学東京大学院経営学研究科経済経営学会

雑誌

経済経営研究 (ISSN:2434690X)

巻号頁・発行日

vol.2, pp.1-22, 2020-03-20

---

This paper reviews the theoretical background and recent trends within ecosystem research. Although the concept of an ecosystem is attracting attention these days, its definition remains ambiguous. Thus, we aim to clarify what makes ecosystem so ambiguous, and what makes ecosystem different from other research streams — the real features. The results of our reviews highlights that is based on the fact that ecosystem has developed from two different perspective : “Organizational Approach (given the existence of a central actor (leader) responsible for the overall value proposition of the ecosystem, leaders can connect directly with complemental actor to control and coordinate them directly)” and “Structural Approaches (an agreedupon interorganizational relationship that does not assume the existence of a central actor (leader) which does not necessarily link actors directly)” and that “structural approach” has developed by incorporating various elements. We also derive that the ecosystem concept is characterized by “Multilateral, nongeneral, non-hierarchical complementarity”.

著者

粟野 智子

出版者

首都大学東京大学院経営学研究科経済経営学会

雑誌

経済経営研究 (ISSN:2434690X)

巻号頁・発行日

no.1, pp.35-61, 2019-03-20

---

The aim of the current study is to clarify the process of internalization of management philosophy in individuals based on the viewpoint of “autonomous individuals”. Although a few previous studies have mentioned the necessity of exploring the internalization of the management philosophy based on the viewpoint of autonomous individuals, little research addressed the internalization mechanism based on the premise of autonomous individuals. Data was obtained from interview with employees in a mission-oriented organization. Results of data analysis using M-GTA revealed the integration process of personal core values and management philosophy along with change in individual work identity and meaning of work. These results support the notion in previous studies that respect for employee’s autonomy is a key to promote sharing of management philosophy.