Psychological research on the facilitative conditions for outcome-based evaluation system in Japanese Organizations.

研究结果如下，并以研究报告的形式发表。1通过调查数据证实和讨论了日本组织在“基于结果的评估系统”方面的最新进展。从五个方面阐述了OBE人事管理的主要原则。提出了人力资源与商业模式相辅相成的理论，旨在为充分讨论各种组织外企业原则对个人和组织绩效的有效性提供理论基础。通过对组织员工的问卷调查，验证了该理论的有效性。2.为了检验组织外聘企业的有效性，我们新编制了两种量表。第一种是测量“背景绩效”，这意味着个人通过花费超出自己定义的角色和任务的工作努力来对同事和整个工作组做出的贡献。第二个是测量小组活动的数量。利用这些新的量表，讨论了OBE下有效的团队管理的必要条件。3我们通过对经理和员工的结构化访谈，调查了目标管理在车间的实际实施情况。研究证实，管理层对管理层收购含义的认识方式以及管理层实施管理层收购的方式存在较大差异。明显的证据表明，密集和成功的实践导致了个人和工作组更高的满意度和表现。4研究结果发表在包括国际会议在内的心理学会年度会议上。

Research outcomes are as follows, and are published as a research report.1 Recent progress of "outcome-based evaluation system (OBES)" in Japanese organizations were confirmed and discussed through survey data. Major principles underlying in personnel management by OBES were described in terms of five aspects. A theory of mutual sufficiency between human resources and business models which is to provide theoretical foundation for the adequate discussion on the effectiveness of each OBES principle upon individual and organizational performance, are newly proposed. The usefulness of the theory are examined by the questionnaire data answered by organizational employees.2 Two kinds of scales are newly developed in order to examine the effectiveness of OBES. The first one is to measure the "contextual performance" which means the individual's contributions to peer workers and whole work group by spending work efforts beyond one's defined role and task. The second one is to measure the quantity of group activities. Using these new scales, necessary conditions for the effective team management under OBES were discussed.3 We surveyed, by the structured interview with manager and workers, how the Management By Objects (MBO) are actually carrying out in the workshop. It was confirmed that there exists large differences in the way of recognition of the meaning as well as practicing MBO by managers. Obvious evidence indicated that the intensive and successful practices leaded to higher satisfaction and performance of individual and workgroup.4 Research findings were published and presented at the annual meeting of psychological associations including international congress.