巻号一覧
5 巻 (1990)
- 2 号 p. 59-
- 1 号 p. 1-
5 巻, 1 号
選択された号の論文の6件中1～6を表示しています
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小林 和久1990 年 5 巻 1 号 p. 1-7
発行日: 1990/04/30
公開日: 2011/01/27
ジャーナル フリーOn the basis of Korman's self-consistency theory, this study examined effects of self-esteem on vocatinal behavior (e. g. attitudes toward working, needs for training, adjustability to work, and life plan). It was assumed that levels of self-esteem has different effects on attitudes toward working and adjustability to work. That is, high self-esteem persons maintain a positive attitude toward working and more adjustable to organizations. On the other hand, low self-esteem persons take a negative attitude toward working and less adjustable to organizations. The results indicated that for high self-esteem persons appraisal of current job tended to be high, levels of self-esteem related to abjustability to organizations, and levels of esteem for actual self negatively correlated with those for ideal self.抄録全体を表示PDF形式でダウンロード (949K) -
佐野 守, 江見 佳俊, 千野 直仁1990 年 5 巻 1 号 p. 9-16
発行日: 1990/04/30
公開日: 2011/01/27
ジャーナル フリーThis paper is one of a series of papers whose purpose is to identity fundamental structures of interdependence among factors in determining the span of management. In this paper a replication study was conducted to confirm the hypothesis that the organizational differences in each of the five factors that were extracted by factor analysis based on 51 variables in determining the span of managements depend on the level of group performance as well as the goodness of human relations. Results indicated the lack of support for many of the findings reported earlier. A possible explanation for the lack of support is that extracted factors in this study were not strictly the same as those in the original study reported elsewhere since we analyzed two sets of data separately.抄録全体を表示PDF形式でダウンロード (916K) -
榊原 國城, 若林 満1990 年 5 巻 1 号 p. 17-25
発行日: 1990/04/30
公開日: 2011/01/27
ジャーナル フリーThe purpose of this study is to identify basic dimensions associated with managerial abilities among local government employees, and to explore which managerial abilities are most needed for the middle manegement posision (Kacho) in local govenment agencies. The 155 managers in charge of personnel, and education and training fuctions at the city and municipal government offices in Aichi Prefecture responded questionnaires that listed 25 managerial abilities and was asking to rate them by using a 5-point scale regarding:(1) the present level of managerial abilities maintained by the Kacho, and (2) the degree of reinforcement each ability should receive to develop Kacho's managerial abilities in respective local government offices.
Factor analyses identified four factors for the present abilities and three factors for the reinforcement abilities, with a considerable overlap between the two. The gap between present and reinforcement abilities was caluculated as a measure of training needs. Results of the analysis indicated that the Kacho in local government agencies needed to be developed most in the area of motivational and group revitalizing skills and abilities.抄録全体を表示PDF形式でダウンロード (1117K) -
特定企業を対象とした事例研究林 文俊, 松浦 いね, 松浦 均, 若林 満1990 年 5 巻 1 号 p. 27-38
発行日: 1990/04/30
公開日: 2011/01/27
ジャーナル フリーA mail questionnaire survey was conducted to examine relationships between the nature and the kind of past work experiences and the present quality of life perceived by the retirees from one large private corporation located in the Tokyo area. Out of 457 retired managers listed, 302 (66.1%) provided usable data for the present study. The respondents' average age was found to be 63.3, and average years after retirement 8.0.
A set of measures was developed to evaluate the quality of life after retirement, namely a Life Satisfaction Scale, a Degree of Contribution Scale, and a Sense of Life Meaningfulness Scale. Results of analyses indicated that past experiences of internal control on the job, intrinsic job satisfaction and organizat ional commitment (in terms of Porter's OCS) significantly related to a set of QL measures, after controlling for age, income, and housing conditions. These findings were discussed regarding the corporate personnel policies which are generally sugested for reconsideration at the starting stage of the aging society in Japan toward the years in 2000s.抄録全体を表示PDF形式でダウンロード (1403K) -
城戸 康彰1990 年 5 巻 1 号 p. 39-45
発行日: 1990/04/30
公開日: 2011/01/27
ジャーナル フリーThis study is to explore the impact of the Equal Employment Opportunity Law on women's treatments in personnel management and in the work place, and to examine the ways to promote womens' employment and full utilization of their potential talents. Datawere collected through interviews with personnel manegers in 10 electric appliances manufacturers. The results show that some measures introduced by the EEO Law has promoted the equal opportunity and treatment between men and women, especially in such areas as recruitment and hiring, vocational training, and fringe benifits. However, it is also pointed out that in spite of companies offorts to meet EEO requirements, the number of female employees to be promoted to managerial positions and to be rotated for career development was actually very small. Finally, from the point of view of long-term employment, flexible working systems and firm's measures to support womens' maternity are discussed.抄録全体を表示PDF形式でダウンロード (1017K) -
男女雇用機会均等法の影響について宗方 比佐子, 若林 満1990 年 5 巻 1 号 p. 47-57
発行日: 1990/04/30
公開日: 2011/01/27
ジャーナル フリーSince implementation of EEO statutes in 1986 in Japan, many studies have reported that the direct impact of this law in bringing about equal employment opportunities for female workers is very limited. To examine this question, a study was attempted to evaluate to what extent the EEO statutes impacted upon improving employment conditions of female workers in Aichi Prefecture since 1986. A mail questionnaire survey was done in October, 1989. The 437 establishments responded the questionnaire.
Results of the data analysis indicated that corporate practices to provide equal opportunities had been done most extensively in the area of recruitment and selection, and separation and retirement. Next, training and education was the area in which efforts had been expended considerably to achieve equality between male and female workers. However, equal opportunities for job assignment, job rotation, and promotion were found to be the least affected areas by the EEO statutes since 1986. These findings coincided with those reported by the other local government agencies, Metoropolitan Tokyo and Kanagawa Prefecture, for example.抄録全体を表示PDF形式でダウンロード (1414K)
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