Japanese Association of Industrial/Organizational Psychology Journal
Online ISSN : 2434-5385
Print ISSN : 0917-0391
Volume 30, Issue 1
Displaying 1-8 of 8 articles from this issue
  • Guirong SHI, Mitsuhiro URA
    2016 Volume 30 Issue 1 Pages 3-11
    Published: 2016
    Released on J-STAGE: August 05, 2019
    JOURNAL FREE ACCESS
    In the previous research, the effect of leader integrity that leader integrity influences subordinates’ work motivation mediating their organization commitment was verified. In this study, it was examined how implicit leader image which subordinates have, influences leader integrity’s effect in the enterprise organizations of Japan and China. The result showed that the influence of implicit leader image was different in Japan and China. In Japan, the leader integrity was effective to the subordinate who make personality to the most important characteristic of his ideal leader, but the leader integrity did not show effective to the subordinate who make capability to the most important characteristic of his ideal leader. On the other hand, in China, the effect of leader integrity was shown in any of the subordinate who makes personal character or capability to the most important characteristic of his ideal leader. It was considered that in Japan, the individual difference of the cognition to leader integrity was remarkable, but in China, leader integrity is usually recognized as an all-inclusive base of the leader behavior.
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  • Yoko HAMADA, Masami SHOJI
    2016 Volume 30 Issue 1 Pages 13-27
    Published: 2016
    Released on J-STAGE: August 05, 2019
    JOURNAL FREE ACCESS
    In order to measure the impact of followership on managers, the objective of this research was to establish perceived followership scale of restaurant chain managers. In study 1, a free-descriptive style survey was conducted on 129 store managers, asking for their followership experiences and expectations of employees. Based on this survey, followership activity list was generated in which 21 items of followership behaviors were extracted. In study 2, test structure on sample of 147 managers, and 16 items, 3 factors scales were constructed. Reliability and validity of the scale were partially confirmed and accumulation of empirical studies was expected.
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  • Tomoko YOSHIDA
    2016 Volume 30 Issue 1 Pages 29-43
    Published: 2016
    Released on J-STAGE: August 05, 2019
    JOURNAL FREE ACCESS
    The effects of interpersonal relationships with supervisors on subordinates’ sense of consent to corporate personnel appraisal were investigated. Scales assessing job satisfaction, characteristics of superiors, operation systems, and characteristics of personnel appraisal were developed. An online panel survey was conducted with service employees and managers lower than the rank of section chiefs that had been working at private companies for over three years as permanent employees. Valid responses (N=330) were analyzed. Factors related to interpersonal relationships with the supervisor on subordinates’ consent to personnel appraisal was examined. The results indicated that a well-developed personnel appraisal system increased the sense of consent to the appraisals. Moreover, the sense of consent to personnel appraisals improved when superiors showed appropriate leadership and when subordinates trusted the superiors. Results also indicated that job satisfaction increased when the sense of consent to personnel appraisals increased.
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  • Junko NAKAMURA, Masaki OKADA
    2016 Volume 30 Issue 1 Pages 45-58
    Published: 2016
    Released on J-STAGE: August 05, 2019
    JOURNAL FREE ACCESS
    The purpose of this research was to examine the concepts that construct a sence of psychological ‘ibasho’ in the professional lives of corporate employees and the occupational factors that influence this sence of psychological ‘ibasho’. A preliminary investigation was conducted by using semi-structured interviews with 15 corporate employees; thereafter, a web-based questionnaire survey was administered to corporate employees (N = 521). The results of analysis indicated the following: 1) Three factors for a sence of psychological ‘ibasho’ appeared: a sense of role, a sense of relief and a sense of authenticity. 2) Six occupational factors were found: ‘valuation of work’, ‘sense that the job is worth doing’, ‘expectation for growth’, ‘adaptability to the workplace’, ‘personal support in the workplace’ and ‘human relationships in the workplace’. Of these six factors, ‘adaptability to the workplace’ had the largest impact on the sence of psychological ‘ibasho’. 3) There was no significant difference in the scores that indicated having a sence of psychological ‘ibasho’ by the gender or the type of employment, but the scores of people in their 50s were significantly higher than those in their 20s.
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  • Michiko IZUMITANI, Maiko YASUNO
    2016 Volume 30 Issue 1 Pages 59-69
    Published: 2016
    Released on J-STAGE: August 05, 2019
    JOURNAL FREE ACCESS
    Although there have been a number of leadership programs being established in Japanese higher education institutes within a past decade, there are few programs based on understandings of Japanese students’ leadership identity development. On the contrary, leadership development programs in the U.S are usually designed based upon leadership theories and models that provide leadership educators with tools and guides for curricular and program design, and assessment practices. One of such leadership models is called the Leadership Identity Development Model. The model presents a framework for understanding how individual college students develop the social identity of being collaborative, relational leaders interdependently engaging in leadership as a group process. In this stage-based model, leadership identity moves from a positional hierarchical view to one that embraces leadership as a collaborative, shared process. The purpose of our study is to understand the processes a Japanese student experiences in creating leadership identity. As done in the original study by Komives and others in 2005, we interviewed students and recent college graduates who were considered to demonstrate elements of the Relational Leadership Model such as inclusiveness, empowerment, ethics, purposefulness, and process orientation. Eight students and 4 recent college graduates from 4 different universities participated in the study. The experiences and reflections recorded in the interview were examined using grounded theory method in order to identify influences and involvement that help to form their leadership identities. The emergent grounded theory revealed 5 categories including the key category of leadership identity with 5 stages that are Awareness, Exploration/Engagement, Leader Identified, Leadership Differentiated, and Leadership Expansion.
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  • Mina NAKANO
    2016 Volume 30 Issue 1 Pages 71-79
    Published: 2016
    Released on J-STAGE: August 05, 2019
    JOURNAL FREE ACCESS
    The purpose of this study is to clarify characteristics and background of ”New-type depression” in occupational fields from the viewpoint of occupational health nurses. For comprehensive understanding of the situation, ten occupational health nurses who talked with all involved were interviewed, and the data were analyzed using the Grounded Theory Approach method. The results showed that a certain negative event did not directly cause ”New-type depression”. It was suggested that a lack of resilient and flexible attitude was conspicuous before getting into a depressive state. Also, it was suggested that the employees’ pride and the strict working-place atmosphere made it difficult to consult with others, and a lack of self-analysis involving self-awareness and future perspective was implied. It can be said that promoting self-analysis and improvement of working environment for friendlier atmosphere might contribute as measures against ”New-type depression” in the future.
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  • Kazuko YAMADA, Kenichi OSADA, Satoko MARUTA, Hiroshi HASEGAWA, Noboru ...
    2016 Volume 30 Issue 1 Pages 81-89
    Published: 2016
    Released on J-STAGE: August 05, 2019
    JOURNAL FREE ACCESS
    This study aimed to investigate the relationship between workers’ temperament and their mental health by using TEMPS-A and K10. The “on-job group” (n=289) and the “in-treatment group” (n=54) answered the questionnaire. The results showed that irritable temperament was related to mood disorders attributable to the workplace. Some participants in the on-job group, suffered a decline in mental health despite having no history of undergoing psychiatric consultations. They were unaware of the severity of their condition which was shown in their high K10 scores, and remained untreated. This may aggravate their mental health even further, and carries the risk of their moving on to the in-treatment group, as suffering from atypical depression. They therefore need the active encouragement by people around them to go seek medical assistance.
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  • Jun HATANO
    2016 Volume 30 Issue 1 Pages 91-105
    Published: 2016
    Released on J-STAGE: August 05, 2019
    JOURNAL FREE ACCESS
    This study examined the difficulty nursing home caregivers have in empathizing with their residents. Semi-structured interviews were conducted with 16 caregivers (3 males, 13 females). Categories and concepts were derived using a modified grounded theory approach (Kinoshita, 2003). Data analysis revealed two main categories that related to the research question: time pressure (momentum of urgency, response to urgency, difficulty in empathizing) and conflict with residents (momentum of conflict, conflict avoidance efforts, „human versus human„ perception, abandon empathizing). Caregivers accept task schedule as absolute tended to devote less attention to residents under time pressure. „Human versus human„ perception occurred when caregivers accept the negative acts of resident as true.
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