巻号一覧
23 巻 (2009 - 2010)
- 2 号 p. 91-
- 1 号 p. 3-
23 巻, 2 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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杉谷 陽子2010 年 23 巻 2 号 p. 91-101
発行日: 2010年
公開日: 2019/08/05
ジャーナル フリーThe purpose of this study was to investigate how, after the scandal of a company is made public, the company should communicate the facts of the scandal and apologize for it to its consumers in order to restore trust. Previous studies have shown that trust is composed of two dimensions: the integrity-based dimension and the professional ability-based dimension. In this study, the author proposed that the former dimension is based on one's feelings, while the latter dimension is founded on knowing the fact, such as the objective factual data. The hypotheses of the study were as follows. If a company publishes an apology in a newspaper or has it reported on television, (1) emphasizing the emotional message, as opposed to stressing on the logical aspect, would be more effective in restoring the integrity-based trust, and (2) the reverse would be true in the case of restoring the professional ability-based trust. The experiment mostly supported these hypotheses. The implications of the results for the theory of attitude and trust were also discussed.抄録全体を表示PDF形式でダウンロード (1311K) -
毛呂 准子2010 年 23 巻 2 号 p. 103-115
発行日: 2010年
公開日: 2019/08/05
ジャーナル フリーThis study aims to investigate the structures active in human resources development of subordinates by supervisors, and the effect of situational factors on individual supervisor behaviour. Respondents were 250 supervisors working for various Japanese organizations. Several behavioural traits, which had not been identified in previous research, were addressed. Situational factors include: (1) employee development-linked appraisal systems and, (2) the influence of career interviews given by supervisors on the human resources development of subordinates. Individual supervisor factors include: (1) interest in careers, (2) commitment to the task and, (3) the influence of feeling threatened by a high performing subordinate on the human resources development of that subordinate. Additionally, differences amongst personnel at the management level were found with respect to supervisor behaviour and influencing factors.抄録全体を表示PDF形式でダウンロード (1440K) -
蔡 芢錫2010 年 23 巻 2 号 p. 117-128
発行日: 2010年
公開日: 2019/08/05
ジャーナル フリーWork performance has long been the most important dependent variable in the fields of I/O Psychology and Organizational Behaviors. However, there had been little research accumulation especially about the validity of the construct until the 1980s, which resulted in many undesirable phenomena such as the proliferation of applied research without validity study, the narrow perspective on the construct, and the widening gab between the objective performance scales preferred by researchers and the subjective ones by organizations. Fortunately, there has been a great development in the theory of performance since the 1990s. This paper reviews its recent theoretical advancements, focusing specifically on the validity study of work performance, its four dimensions, and the future research direction.抄録全体を表示PDF形式でダウンロード (1336K) -
野上 真, 古川 久敬2010 年 23 巻 2 号 p. 129-144
発行日: 2010年
公開日: 2019/08/05
ジャーナル フリーWe review studies that dealt with goal setting, by focusing not only on the phase of the goal attainment process but also on how goal setting management is carried out. Our findings revealed that goal setting management strategy can be described as falling into three categories i.e., achievement demand (including vision clarification and achievement emphasis), achievement support (including support provision and feedback provision) and promotion of participation. Goal setting management generally had positive effects on goal level, motivation, learning, performance, satisfaction and organizational commitment. Many of the studies that we reviewed showed positive effects of achievement support and promotion of participation. In contrast only a small number of studies demonstrated the promoting effect of achievement demand. Finally, we posed two research questions for future study and we suggested several implications.抄録全体を表示PDF形式でダウンロード (1286K) -
江口 圭一, 戸梶 亜紀彦2010 年 23 巻 2 号 p. 145-154
発行日: 2010年
公開日: 2019/08/05
ジャーナル フリーMaladjustment of employees to occupational life has become a serious social issue. The purpose of the present study was to develop a work values scale in order to understand their behaviors at occupational life and support them to adjust themselves to their occupational life. In the preliminary study, 70 items for the scale were collected from previous literature as candidates for the scale. In the empirical study, we surveyed work values to clarify the factor structure of the work values scale, using the 70 items (n =342). As a result of explanatory factor analysis, 7 factors of the 38 items were extracted. These 7 factors agreed with the theoretical framework that we had assumed. Additionally, Cronbach's reliability coefficients of the 7 subscales showed sufficiently high internal consistency. In the future, it will be necessary to conduct an experimental study of validity of the scale.抄録全体を表示PDF形式でダウンロード (1257K) -
巨大地震とプラントの安全性細田 聡, 王 徳忠, 首藤 由紀2010 年 23 巻 2 号 p. 155-161
発行日: 2010年
公開日: 2020/10/08
ジャーナル フリーPDF形式でダウンロード (1375K)
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