巻号一覧
26 巻 (2013)
- 3 号 p. 189-
- 2 号 p. 97-
- 1 号 p. 1-
26 巻, 3 号
選択された号の論文の5件中1～5を表示しています
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原著
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塩谷 剛2013 年 26 巻 3 号 p. 189-200
発行日: 2013年
公開日: 2014/08/01
ジャーナル フリーThe purpose of this study is to empirically examine whether technological overshooting in the sphere of product characteristics existed in the Japanese flat-screen TV market between 2006 and 2010, by using hedonic approach. "Technological overshooting" is the term used to describe the phenomenon of excessive competition for product characteristics that do not have an effect on consumer satisfaction. Technological overshooting has received attention in the purview of technology management, but there has been little empirical research on the subject. Thus, we suggest an empirical framework for identifying technological overshooting and apply it to the Japanese flat-screen TV market. The result shows that technological overshooting has not been confirmed in product attributes. However we determined that the average price of a TV is dropping continuously.抄録全体を表示PDF形式でダウンロード (465K) -
Naoko Kato-Nitta, Tadahiko Maeda2013 年 26 巻 3 号 p. 201-214
発行日: 2013年
公開日: 2014/08/01
ジャーナル フリーThis study examines whether job satisfaction-job performance relationship models vary when creativity considered as a task characteristic. Although previous studies have pointed out the possibility of a difference in the correlation strength between these two variables based on job complexity, the evidence is incomplete. Using data from a survey of Japanese scientists, we evaluated scientists' performance by categorizing their tasks into two types, creative tasks and formulaic tasks according to creativity demands, and used publication productivity as an objective indicator. We then investigated their relationships with job satisfaction. While the tasks differed in the level of creativity required, they both were high-complexity tasks. The results showed that a job satisfaction-job performance relationship was observed only for job performance related to creative tasks. Furthermore, we examined the need for considering the relationship at both individual and group levels. Our results were consistent for both levels.抄録全体を表示PDF形式でダウンロード (243K) -
宮本 文幸, 梅屋 潤一郎2013 年 26 巻 3 号 p. 215-232
発行日: 2013年
公開日: 2014/08/01
ジャーナル フリーThis study examines whether job satisfaction-job performance relationship models vary when creativity considered as a task characteristic. Although previous studies have pointed out the possibility of a difference in the correlation strength between these two variables based on job complexity, the evidence is incomplete. Using data from a survey of Japanese scientists, we evaluated scientists' performance by categorizing their tasks into two types, creative tasks and formulaic tasks according to creativity demands, and used publication productivity as an objective indicator. We then investigated their relationships with job satisfaction. While the tasks differed in the level of creativity required, they both were high-complexity tasks. The results showed that a job satisfaction-job performance relationship was observed only for job performance related to creative tasks. Furthermore, we examined the need for considering the relationship at both individual and group levels. Our results were consistent for both levels.抄録全体を表示PDF形式でダウンロード (897K)
研究ノート
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高田 朝子2013 年 26 巻 3 号 p. 233-248
発行日: 2013年
公開日: 2014/08/01
ジャーナル フリーWhen many women no longer wish or try to seek any advancement or promotion, we thought we had to find out what exactly had changed the respective attitudes and had motivated those women who presently hold mid-managerial positions. In this study we conducted qualitative research at four regional banks. As a result, we were able to develop a prescriptive implication with regard to fostering a better working environment, in which women's feeling of self-efficacy can be readily generated, fostered and developed so that women can step forward to seek promotion. To achieve the goals mentioned, we learned that we need to keep the door open for women to create broad internal networks and, irrespective of gender, we also learned and pointed out the importance of on-the-job experience of people mingling with and working with persons of excellent caliber.抄録全体を表示PDF形式でダウンロード (541K) -
大平 剛士, 藤本 哲史2013 年 26 巻 3 号 p. 249-262
発行日: 2013年
公開日: 2014/08/01
ジャーナル フリー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.抄録全体を表示PDF形式でダウンロード (433K)
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