DSpace コレクション: Working Paper Series / Center for Japanese Business Studies

POSITIVE AND NEGATIVE PATHS FROM WORK-LIFE BALANCE PRACTICE USE:USING JAPANESE DATA OF FULLTIME WORKER

Fri, 29 Mar 2013 22:58:59 GMT

Title: POSITIVE AND NEGATIVE PATHS FROM WORK-LIFE BALANCE PRACTICE USE:USING JAPANESE DATA OF FULLTIME WORKER

Authors: IM, YOUJIN

本論文は、育児休業施策と短時間勤務施策を利用する育児中の女性正社員を対象とし、それぞれの施策効果がいかなる状況で得られるのかについて検討することを目的とする。分析は、フルサンプル・育児休業施策利用者・短時間勤務施策利用者で行われ、ぞれぞれのデータセットにおいて両立支援施策を利用することによるコスト意識と（ネガティブパス）組織からの支援（WPC、ポジティブパス）といった二つのメカニズムを探索的に検討した。分析結果、両立支援施策の利用によるコスト認識が組織支援によって解消される模様と度合いにおいて、育児休業者と短時間勤務者の間に明確な違いがあった。キャリア意識の高低を示す代理変数として施策利用状況を解釈できるとするならば、本論文はキャリア観の違いに応じた組織からの個別的な取り組みについて議論する必要性を支持するものである。; While the academic attentions toward work-life balance (WLB) practice in Japan have been growing, there are not enough arguments using consensual theoretical framework. This paper depicts the both light and shadow effects attached in WLB practice use from the view of employees’ perception. The results using data from interview and survey shows two unconventional findings. 1) WLB practice use can has negative impact on employee’s perceived WLB and willingness to stay long for a standard Japanese fulltime worker, because of the cost perception which WLB practice use can draws losses of opportunities in internal labor market. 2) There is WLB domain-specific Psychological Contracts (WPC) and its fulfillment can has positive impact on employee outcomes. This study browse there is not the easy way from the introduction of WLB practice to employee outcomes, negative with positive paths coexisting practically and also theoretically. Further study focusing how WLB implement at workplace fit to overall Human Resource functions each other, is needed.

文脈特殊の心理的契約－ライフ・イベントの変化に対応する組織と従業員の雇用関係の見直しプロセス－

Fri, 29 Mar 2013 22:58:59 GMT

Title: 文脈特殊の心理的契約－ライフ・イベントの変化に対応する組織と従業員の雇用関係の見直しプロセス－

Authors: 林, 有珍

本論文の目的は、「仕事と育児の両立」という文脈で組織と従業員間における交換関係がいかに成り立っているかについて考察することである。その理論的枠組として心理的契約を援用し既存の両立支援施策文献を再整理することで、「仕事と育児の両立」の文脈における組織と従業員の義務項目と履行状況を測定した。分析結果は以下の3 つで要約できる。第一に、性別に基づく差別的文化を是正することや両立支援施策を幅広く設けるなどの組織義務が多く履行されているほど、両立に対する従業員の満足や長期雇用への意思が高まった。第二に、従業員の価値観を反映する従業員義務の影響を確認したところ、自らの義務を多く果たしたと本人が認識するほど、ポジティブ態度結果を示した。第三に、休業前のキャリア相談といった既存研究では勧められた一部の組織的取り組みは従業員にかえってネガティブな心理的影響を与えていた。本論文の結果から、一括的に提供されがちな両立支援施策やその取り組みが個人のキャリア感や人生感における違いを踏まえた上での再考察が必要であるという点が提示される。; This paper is aimed to get more profound arguments about Work-Family Balance practices in Japanese organization. Borrowing psychological contract framework, we asssumed that there are new psychological contracts in the WFB domain. Listing obligation from employer’s and employee’s, we also checked whether each obligation is fulfilled or not. The result showed sum of fulfilments has the positive effects on employee’s deisrable outcomes(perceived WLB, willingness to stay in current organization). Further, we browsed the independent effect from each obligation and it’s fulfillment. Considering the result as a whole, we argued that there are significant difference between female fulltime workers in terms of career orientation, which makes them perceive the norm of exchange differently.

Entrepreneurial Universities and Industrial Creation in China

Tue, 26 Feb 2013 22:58:59 GMT

Title: Entrepreneurial Universities and Industrial Creation in China

Authors: Jin, Hua

Industry crisis and leadership in high-performing organizations: The case of the Japanese orange industry, 1968–1989

Fri, 29 Mar 2013 22:58:59 GMT

Title: Industry crisis and leadership in high-performing organizations: The case of the Japanese orange industry, 1968–1989

Authors: MATSUBARA, Hideto

The purpose of this study is to identify and explore the determinants of success in the context of an industry crisis. To do so, we used the Japanese orange industry as an illustrative case, from which valuable information was obtained. Between 1968 and 1989, the Japanese orange industry underwent a period of crisis that was characterized by low levels of profitability, stunted growth, and limited development. This economic downturn compelled the production sector of the orange industry to develop innovative solutions for dealing with the crisis, as the shipping associations’ failure to respond to the crisis would damage their market position in the long term. Despite the pervasive economic crisis, those associations that were able to maintain internal contradictions became industry leaders. These events raise several questions. First, what factors incited aggressive associations to employ such counterintuitive strategies? Second, in a period of economic crisis, how could a successful shipping association realize favorable strategies? Based on our analysis, we drew the following conclusions. First, although some shipping associations in the orange industry dealt with the economic crisis through the elimination of internal contradictions (which were impediments to success), it led to a reduced ability to respond to changes in the supply chain. Related to this, although other associations were rife with internal contradictions in the short run, they could achieve desirable outcomes by positively utilizing issues that were perceived as problems. Finally, we found that organizational leadership played a critical role in transforming problems into key factors for success.