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

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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.

著者

谷口 真美 入江 崇介 鈴木 康之 飯田 信一 唐沢 龍也

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.24, no.1, pp.37-65, 2011

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

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.2, pp.143-160, 2009

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

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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.

著者

尾形 真実哉

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.2, pp.91-112, 2012

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In recent years, Japan has witnessed new phenomena such as early turnover among young workers and the proliferation of "freeters" and "NEETs." These phenomena denote the social problems faced by young workers when adapting to the workplace. Resolving these rising problems is important to Japanese companies and their management. In this study, the factors that promote young workers' organizational adaptation are analyzed and examined. Specifically, this study focuses on anticipatory socialization, the superior, the colleague, the peer, and the workplace. This study defines them as organizational adaptation agents. In order to understand the role of such agents, the authors conducted a comparison analysis on data collected through questionnaire surveys from young white-collar workers (N=227) and nurses (N=237). The results revealed the existence of a variety of organizational adaptation agents, and that different agents influenced early affective commitment, organizational socialization, and turnover intentions. This study's results can facilitate young worker's organizational adaptation and preclude early turnover.