Wrzesniewski and Dutton(2001)によって提唱されたジョブ・

本研究の目的は，上司による業務プロセスへのフィードバックとジョブ・

Revision of the Act on Securing Quality, Efficacy and Safety of Products Including Pharmaceuticals and Medical Devices and establishment of community-based integrated care systems are driving reforms in the job performed by pharmacists. As a result, along with pharmacist recruitment, pharmacist job redesign is now a significant issue. It is essential to analyze the factors that promote job crafting, which is organizational behavior in which pharmacists (and other workers) voluntarily redesign their jobs. This study measures job crafting among pharmacists and conducts a preliminary examination of its significance. Specifically, we confirm the correlations between the three components of job commitment and the four components of job crafting. As an improvement to the measurement scale, we propose dividing the job-crafting domain into two categories, "interpersonal" and "non-interpersonal," to properly categorize the different types of work performed by pharmacists.

ジョブ・

女性看護師のプロアクティブパーソナリティ特性と職場のメンタルヘルスで注目されているジョブ・

目的：看護師における健康アウトカムに対する，職域ストレス要因とジョブ・

方法：5団体148名の看護師を対象に自記式質問紙調査を行い，健康アウトカム，職域ストレス要因，JCの4つの下位尺度を測定した．線形回帰分析にて交互作用を評価した．

結果：心理的ストレス反応に対する仕事のストレインと「構造的な資源の向上」，ワーク・エンゲイジメントに対する個人的ないじめと「妨害的な要求度の低減」，疲労に対する個人的ないじめと「対人関係における資源の向上」，心理的ストレス反応に対する個人的ないじめと「挑戦的な要求度の向上」のそれぞれの交互作用が有意（p < 0.05）であった．人口統計学的因子で調整すると，最後の交互作用のみ有意（p < 0.05）であった．

結論：目的に記した交互作用を認めた．「挑戦的な要求度の向上」は，個人的ないじめによるストレスを緩和することが示唆された．

The purpose of this study is to investigate the relationship between internal motivation and job crafting behaviors used by employees. Results showed that both job autonomy and job crafting behaviors had a statistically significant direct impact on employees’internal motivation. Likewise interaction effects between job autonomy and job crafting behaviors were also found to have significant effect on internal motivation. Our results suggest that job crafting behaviors can be an important factor for managers to consider when developing motivational strategies.

本研究の目的は，転職に対する考え方に影響を及ぼす要因について，年代による特徴を明らかにすることである．仕事や普段の意識や行動についてのアンケート調査を実施し統計的に分析した．その結果，40歳未満は，仕事をやりがいのある仕事に見立てる，必要なら新たな仕事を加える，成長のため積極的に取り組む，人生でやりたいことをやるという考えが，転職志向に正の影響を及ぼしていた． 40歳以上は，仕事スキルへの意識，資源を活用，興味があることをより深く学ぶ，好きなことを仕事にするという考えが，転職志向に正の影響を及ぼしていた．自分の担当する仕事をやりがいのある仕事に見立てることは，転職志向に負の影響を及ぼしていた．

 An increasing number of people have experienced temporary disengagements from work organi- zations to assume their other roles, such as fulfilling family responsibilities. Although prior studies have addressed the negative effects of such disengagements on employees, the positive effects of disengage- ments remain unexplored. Therefore, this study examines the positive effects of temporary disengage- ments from work organizations. The study employs self-report data, obtained from people who had experienced child-care leaves. Three factors were identified in both employees’ internal experiences of temporary disengagements and the changes of employee attitude toward work/career and the work organization. Further, we indicate that job crafting was related to experiences of temporary disengage- ments through attitudinal changes. The findings suggest that employees’ temporary disengagements can be beneficial to employers through attitudinal or behavioral changes, such as job crafting.