巻号一覧
34 巻 (2022 - 2023)
- 3 号 p. 57-
- 1-2 号 p. 1-
34 巻, 1-2 号
選択された号の論文の3件中1～3を表示しています
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服部 泰宏, 矢寺 顕行, 新井 康平2022 年 34 巻 1-2 号 p. 1-19
発行日: 2022年
公開日: 2023/04/15
ジャーナル フリーOrganizations must make decisions about which resources to prioritize and to whom to allocate them. In order to do so, evaluation practices are used to clarify the quality of employees. The purpose of this study is to examine the relationship between performance appraisal and personal reputation, which are two types of personnel appraisal practices used in organizations. Using questionnaire data and HR data analysis from a Japanese manufacturing company, we empirically took on this problem. The results of questionnaire data and HR data analysis from a Japanese manufacturing company showed that the capital that affects the two evaluation scores was found to be different from each other. In addition, psychological capital was found to be an antecedent of both.抄録全体を表示PDF形式でダウンロード (957K) -
麓 仁美, 松下 将章, 森永 雄太2022 年 34 巻 1-2 号 p. 21-37
発行日: 2022年
公開日: 2023/04/15
ジャーナル フリーThe purpose of the present study is to re-examine the effects of receiving social support from supervisors and coworkers on work-family conflict （WFC）in terms of the type of social support and moderator effects of extent of telecommuting. The relationship between WFC and workplace social support has been repeatedly examined in previous studies, but the results have not always been consistent. In the present study, we divided support into proactive helping and reactive helping, focused on the extent of telecommuting as the context in which support occurs, and examined the relationship between support and WFC. The results showed that the impact of proactive and reactive helping on WFC is not the same, and extent of telecommuting would moderate the positive relationship between acceptance of proactive helping and FIW.抄録全体を表示PDF形式でダウンロード (1249K) -
荒木 淳子, 正木 郁太郎2022 年 34 巻 1-2 号 p. 39-53
発行日: 2022年
公開日: 2023/04/15
ジャーナル フリーAlthough interest in work–life balance （WLB） among employees is growing in Japan, there is little research on creating a work environment that allows employees to develop their careers while achieving WLB and increasing organizational productivity. This study aims to reveal the relationship between work–family positive spillover and behaviors of WLB managers overseeing subordinates and working effectively with a high awareness of WLB. This study also focused on the mediating effect of work engagement. We conducted a web-based survey of 802 full-time non-managerial working mothers raising preschool children through a survey company. The results supported those behaviors of WLB managers affect work–family positive spillover and mediate work engagement. The results also suggested that the behaviors of WLB managers enhanced working mothers' work engagement and facilitated their work–family positive spillover.抄録全体を表示PDF形式でダウンロード (937K)
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