著者
田中 聡 中原 淳
出版者
The Japanese Association of Administrative Science
雑誌
経営行動科学 (ISSN:09145206)
巻号頁・発行日
vol.30, no.1, pp.13-29, 2017 (Released:2017-09-08)
参考文献数
44

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
小林 敦子 田中 堅一郎
出版者
The Japanese Association of Administrative Science
雑誌
経営行動科学 (ISSN:09145206)
巻号頁・発行日
vol.25, no.3, pp.185-199, 2012 (Released:2013-08-27)
参考文献数
20
被引用文献数
1 1

The purpose of this study was to examine the influence on the mental health of female workers in Japanese organizations in terms of two dimensions of gender harassment (i.e., omission and commission) toward women committed by men, as well as by other women. A questionnaire was administered to a sample of 200 Japanese working women. It revealed the following: (a) Female workers who desire to get promoted perceived discomfort in experiencing omission and commission. (b) The frequency of experiencing omission and perceiving discomfort of commission had negative effects on their mental health through OPD. (c) The frequency of experiencing omission had a direct negative impact on their mental health. (d) The perceived discomfort of commission had a direct positive impact on their mental health.
著者
顧 抱一
出版者
The Japanese Association of Administrative Science
雑誌
経営行動科学 (ISSN:09145206)
巻号頁・発行日
vol.28, no.2, pp.117-137, 2015 (Released:2016-05-10)
参考文献数
68

The purpose of this paper is to investigates predictors for subjective and objective phenomena of withdrawal behaviors, e.g. absenteeism, turnover intention etc. As the most important predictor, this research takes psychological capital, and as other predictors it takes leadership and stress. The data were collected from Chinese 300 employees of an apparel maker in China. Psychological capital, leadership, and stress affected turnover intention and absenteeism. Stress mediated the relationship between psychological capital and absenteeism. Stress also mediated the relationship between psychological capital and turnover intention. Implications of this study's findings were discussed.
著者
中西 善信
出版者
The Japanese Association of Administrative Science
雑誌
経営行動科学 (ISSN:09145206)
巻号頁・発行日
vol.26, no.1, pp.31-44, 2013 (Released:2013-10-10)
参考文献数
36
被引用文献数
2 1

This study focuses on the expertise and experiential learning, especially learning in communities of practice, of flight procedure designers (specialists who design air routes for aircraft). Six experts were interviewed and an analysis using Modified Grounded Theory Approach was conducted. The results indicated that an informal secondary community, formed through activities in a formally established original community, plays an important role in learning for an individual. The secondary community and the original community play complementary roles, exchanging one's inherent information and knowledge with that of the other. Based on these findings, the theoretical and practical significance of such secondary communities was examined. Further consideration was made of environmental factors that would activate a secondary community.
著者
大平 剛士 藤本 哲史
出版者
The Japanese Association of Administrative Science
雑誌
経営行動科学 (ISSN:09145206)
巻号頁・発行日
vol.26, no.3, pp.249-262, 2013 (Released:2014-08-01)
参考文献数
36
被引用文献数
1

In this study, we examine the impacts of monetary and non-monetary rewards on job satisfaction for home care workers in for-profit and nonprofit organizations. We test "the donative-labor hypothesis" (Hansmann, 1980; Preston, 1989; Rose-Ackerman, 1996) which argues that pay for workers in nonprofit organizations are lower than those for workers in for-profit organizations, while satisfaction with non-monetary rewards, along with their impact on job satisfaction, is significantly higher for workers in nonprofit organizations. The results from data analysis based on 390 workers in for-profit organizations and 47 workers in nonprofit organizations showed that those in nonprofit organizations worked for a lower level of pay in exchange for a higher satisfaction with non-monetary rewards and opportunities for training and professional development compared to their counterparts in for-profit organizations. We also found that satisfaction with those rewards and opportunities increased job satisfaction in nonprofit organizations. The implication of the findings and directions for future research are discussed.
著者
柏木 仁
出版者
The Japanese Association of Administrative Science
雑誌
経営行動科学 (ISSN:09145206)
巻号頁・発行日
vol.22, no.1, pp.35-46, 2009 (Released:2011-09-16)
参考文献数
26

The purpose of this paper is to deepen our understanding of value systems of business leaders and changes of value structures as managers develop as leaders. The author adopted a qualitative approach and structured the research framework using the universal value theory of Schwartz. Among managers working for Japanese small-to-medium sized manufacturing firms operating globally, middle managers and senior managers who can objectively be considered developing as leaders were selected as samples of the study, and then primary data obtained through multiple interviews to middle and senior managers as well as their responses to the Value Questionnaire of Schwartz were analyzed. Findings of the study suggest that leaders have a tendency to give priority to the values of benevolence, achievement and security; and that leaders' value structures are changing in a way to develop sublated values such as "altruistic selfishness" and "innovative conservation." Implications include presence of a relation between the prioritized values of middle managers and their attitudes and behaviors toward their senior managers, and events triggering changes in value systems of middle managers. Future research is also discussed.
著者
北岡 和代 増田 真也 森河 裕子 中川 秀昭
出版者
The Japanese Association of Administrative Science
雑誌
経営行動科学 (ISSN:09145206)
巻号頁・発行日
vol.28, no.1, pp.53-63, 2015 (Released:2015-12-25)
参考文献数
37

The Center for Organizational Research & Development, Acadia University, Canada developed a new measure, Areas of Worklife Survey (AWS) that measures six areas in the work environment. The objective of the present study is to translate the AWS into Japanese and evaluate factorial validity and examine criterion-related validity as well as reliability. The Japanese AWS was prepared and administered to a sample of employees at one IT enterprise. A total of 1,214 valid data was obtained. The AWS consists of 29 items that produce distinct scores for each of the six areas of worklife: workload, control, reward, community, fairness, and values. The exploratory factor analysis replicated the same six-factor structure as the original. The confirmatory factor analysis supported a six-factor model. Cronbach's alpha coefficients for all six subscales were .66-.88. The AWS had significant correlations with three subscales of the MBI-GS but not for workload-professional efficacy. In all, the examination found support for the validity as well as reliability of the Japanese AWS although a couple of issues to be resolved in the near future remain.
著者
佐藤 佑樹
出版者
The Japanese Association of Administrative Science
雑誌
経営行動科学 (ISSN:09145206)
巻号頁・発行日
vol.27, no.1, pp.13-34, 2014 (Released:2014-08-11)
参考文献数
75
被引用文献数
1

The purpose of this paper is to review the literature on the theoretical foundation, antecedents, consequences, and measurement of perceived organizational support (POS). The study of POS has recently received considerable attention in the Organizational Behavior and Human resource Management literature. This paper proceeds as follows. First, the concept and scale of POS is described. Second, Organizational Support Theory that provides a theoretical base for POS is overviewed. Third, various factors affecting POS are identified: Fairness, Organizational Politics, Human Resources practices (HR practices), Supervisor Support, and so on. Last, the future directions of studies on POS are discussed.
著者
David E. Jio
出版者
The Japanese Association of Administrative Science
雑誌
経営行動科学 (ISSN:09145206)
巻号頁・発行日
vol.7, no.1, pp.13-22, 1992-06-10 (Released:2011-01-27)
参考文献数
15

The purpose of this paper is to explain the current issues associated with an ever growing controversy in the United States: Whether Japanese companies in the United States discriminate against U. S. citizens, in favor of their own expatriates. The first half of the paper will discuss some theories on why Japanese companies are singled out more so than other foreign or U. S. companies when employment discrimination is alleged. The second half of the paper will discuss the current U. S. discrimination laws that are applicable to foreign companies operating in the United States. The major issue surrounding these laws is the vagueness and uncertainty they have on the issue of whether a Japanese company can legally discriminate and hire a Japanese expatriate over a U. S. citizen. A conflict exists between Title VII of the Civil Rights Act of 1964 which prohibits discrimination and the U. S.-Japan Friendly Cooperation and Navigation treaty which permits Japanese companies to discriminate for certain executive and specialist positions. Unfortunately the U. S. courts have not resolve this conflict. The Japanese companies do not know what constitutes discrimination and what is legally allowed. As long as the discrimination laws that are applicable to Japanese companies are not clarified, these companies will be exposed to the risk of possibly violating U. S. discrimination laws. The consequences of these uncertainty can only result in more litigation cost for the Japanese companies and more importantly, an increase in anti-Japanese sentiments. Thus, it is important for the Japanese companies to avoid employment discrimination allegations. Unfortunately, the U. S. courts have not helped to further clarify what type of discrimination practice is acceptable.
著者
正木 郁太郎 村本 由紀子
出版者
The Japanese Association of Administrative Science
雑誌
経営行動科学 (ISSN:09145206)
巻号頁・発行日
vol.30, no.3, pp.133-149, 2018 (Released:2018-07-31)
参考文献数
41

This research aimed to examine whether workplace gender diversity moderates the psychological effects of job characteristics (i.e., task interdependence and role ambiguity) on employees in Japanese organizations. We conducted two employee surveys, Study 1 in two service industry companies, and Study 2 in a HR service company. As a result, the negative interaction effects of task interdependence and workplace gender diversity on affective commitment were found both in Study 1 and 2. Specifically, task interdependence increased affective commitment of employees only when gender diversity was relatively low. A multilevel analysis performed in Study 2 also revealed that individual level role ambiguity had the same interaction effect. These results indicate that workplace gender diversity needs to be treated as an important contextual factor in job characteristics research.
著者
Ken'ichiro Tanaka Atsuko Kobayashi
出版者
The Japanese Association of Administrative Science
雑誌
経営行動科学 (ISSN:09145206)
巻号頁・発行日
vol.28, no.3, pp.213-232, 2016 (Released:2016-08-31)
参考文献数
52

The effect of gender harassment in the workplace on job-related behaviors of working Japanese women, including organizational citizenship behavior (OCB) and organizational withdrawal behavior (OWB) was investigated through an on-line survey. Japanese women working in Japanese corporations (N = 500) participated in the study by responding to the survey. Results of hierarchical multiple regression analysis linking the frequency of experiencing gender harassment to job-related behaviors indicated that in working Japanese women (a) experiencing more frequent gender harassment at the workplace was associated with more frequent OWB and OCB; (b) higher evaluation of interactional justice at the workplace was associated with more frequent OCB; and (c) lower interactional justice at the workplace was associated with more frequent OWB under the commission model. Based on these findings in this study, we discuss the effect of gender harassment on job-related behaviors of Japanese women and future implications.
著者
柏木 仁
出版者
The Japanese Association of Administrative Science
雑誌
経営行動科学 (ISSN:09145206)
巻号頁・発行日
vol.27, no.3, pp.209-224, 2014 (Released:2015-04-23)
参考文献数
34

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.
著者
宋 増偉
出版者
The Japanese Association of Administrative Science
雑誌
経営行動科学 (ISSN:09145206)
巻号頁・発行日
vol.21, no.1, pp.11-25, 2008

The present study examined the relationships among career development opportunities within organizations, employees' perception of the opportunities, and their turnover intention. It was hypothesized that organizational career supportive policies (e.g., organizational support and supervisory support) and career development practices (e.g., internal promotion policies and empowerment instruments) would provide incentives for employees and positively affect the perception of the career development opportunities, which in turn would affect their turnover intention negatively. Additionally, we included in the causal model an individual's social exchange ideology as a moderating variable. Specifically, we investigated whether the ideology would affect the effects of organizational career supportive policies or development practices on career development perceptions, and the effects of career development perceptions on turnover intention. A series of hierarchical regression analyses were employed to test the causal relationships.Data were collected from a local job agency and a Japanese investment firm in the southern part of China. The results indicated that the effects of organizational career development practices on turnover intention tended to be mediated throughindividuals' perception of the career development opportunities. Moreover, it was found that individuals with strong emphasis on social reciprocity and equivalence tended to respond positively to the organizational career supportive policies. The implications of the results and future research directions are discussed.