权益分类	功能权益	普通用户	{{item.name}}会员
{{category.name}}	{{benefitItem.name}}

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

日本组织结果导向评价体系促进条件的心理学研究

基本信息

批准号：
15330135
负责人：
FURUKAWA Hisataka
金额：
$ 4.42万
依托单位：
KYUSHU UNIVERSITY
依托单位国家：
日本
项目类别：
Grant-in-Aid for Scientific Research (B)
财政年份：
2003
资助国家：
日本
起止时间：
2003 至 2004
项目状态：
已结题

来源：
https://kaken.nii.ac.jp/en/grant/KAKENHI-PROJECT-15330135/
关键词：
outcome-based evaluation system contextual performance team activity Management By Objectives personnel system motivation team management theory of mutual sufficient チーム意識覚醒度業績

项目摘要

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.

研究结果如下，并作为研究报告发表。1通过调查数据，确认并讨论了日本组织中“基于结果的评价系统（OBES）”的最新进展。从五个方面阐述了OBES人事管理的主要原则。本文提出了人力资源与商业模式之间的互补性理论，为充分讨论OBES原则对个人和组织绩效的有效性提供了理论基础。组织领导者的问卷调查数据检验了该理论的有效性。2为了检验OBES的有效性，新开发了两种量表。第一个是衡量“周边绩效”，这意味着个人的贡献，同事和整个工作组通过花费工作努力超出了自己的定义的角色和任务。二是测量群体活动的数量。使用这些新的量表，有效的团队管理的OBES下的必要条件进行了讨论。3我们调查，通过结构化访谈的管理人员和工人，如何管理的对象（MBO）是实际执行的车间。研究结果表明，管理者在对管理层收购的认识和实施管理层收购的方式上存在较大差异。明显的证据表明，密集和成功的做法导致更高的满意度和个人和工作组的表现。4研究结果发表并在心理协会包括国际会议的年度会议上提出。