Psychological Studies on the Impacts and Settlement of Organizational Change

组织变革影响及解决的心理学研究

• 批准号: 11610125
• 负责人: FURUKAWA Hisataka
• 金额: $ 2.24万
• 依托单位: KYUSHU UNIVERSITY
• 依托单位国家: 日本
• 项目类别: Grant-in-Aid for Scientific Research (C)
• 财政年份: 1999
• 资助国家: 日本
• 起止时间: 1999 至 2000
• 项目状态: 已结题
• 来源: https://kaken.nii.ac.jp/grant/KAKENHI-PROJECT-11610125/
• 关键词: organizational change; motivation for change; leadership behavior; value and standard; learning of members; knowledge; 知識スキルの学習; E-mail導入; 知識とスキルの学習; 変革; 定着; 構造的変革; 制度的変革; 心理プロセス; 組織

(1) Recent programs implemented for organizational change were reviewed and categorized in terms of procedures, objectives, and span of responsibility. As for the targets of change, "structural change"(e.g., alternation in hierarchical level and division) and "institutional change" (e.g., role shift, alteration of principles in performance appraisal, personnel assignment, and reward distribution) were revealed.(2) This paper, in contrast with previous studies, stood on the perspective of employees and paid attention to work values that they have. Empirical study was done to reveal what kinds of employees'work values relate to their motivation toward organizational change. Among nine major work values, the degree of affirmation rated by employees were higher on "openness of the policy in evaluation and treatment, " "acceptance of diversity in evaluation and treatment, " "orientation for independent career, " and "desire for good working-environment." Further, the result of multiple regression analysis showed that "acceptance of diversity in evaluation and treatment" and "understanding and internalizing of organizational vision" had significant relationship with change motivation.(3) Characteristics of learning in a high performance team were revealed. Research was done for sales teams that were working via face-to-face and e-mail communication. By analyzing the contents of all communication logs stored in a server computer, we could delineate properties of team learning, which don't appear by the questionnaire method alone. Results clearly showed that the high performance team learned well "knowledge and skills, " "location of knowledge, " "value and standard, " and "ways of cooperation" needed for sales activities.

(1)最近实施的组织变革方案进行了审查和分类的程序，目标和责任范围。至于变革的目标，“结构性变革”（例如，等级和分工的交替）和“制度变革”（例如，角色转变，考绩，人事分配，奖金分配原则改变）。(2)与以往的研究不同，本文站在员工的角度，关注员工的工作价值观。通过实证研究，揭示了员工的工作价值观与其组织变革动机的关系。在九项主要工作价值观中，员工对“评核及待遇政策的开放性”、“接受评核及待遇的多样性”、“独立事业取向”及“渴望良好的工作环境”的肯定程度较高。此外，多元回归分析的结果显示，“接受多样性的评价与待遇”与“了解与内化组织愿景”与变革动机有显著的相关。(3)揭示了高绩效团队的学习特征。研究是针对通过面对面和电子邮件沟通工作的销售团队进行的。通过分析存储在服务器计算机中的所有通信日志的内容，我们可以描述团队学习的属性，这不是单独的问卷调查方法。研究结果显示，高绩效团队能较好地掌握销售活动所需的“知识与技能”、“知识定位”、“价值与标准”、“合作方式”。

项目成果

Saori Yanagisawa & Hisataka Furukawa: "The effect of high motivation toward job on information collecting activities(in Japanese)"Industrial/Organizational Psychology Journal. Vol.13, No.1. 11-18 (2000)

柳泽纱织

古川 久敬: "企業組織における組織編成原理や制度の改定と職場活性化"IEレビュー. 210号. 85-94 (1999)

古川久隆：“企业组织的组织原则和制度的修订以及工作场所的振兴”IE Review 第 210 期 85-94（1999 年）。

上則直子,古川久敬: "チーム業績の規定要因としての成員による価値・基準および知識・スキルの学習"産業・組織心理学研究. 14巻1号. 65-74 (2001)

Naoko Kaminori、Hisataka Furukawa：“成员学习价值观、标准、知识和技能作为团队绩效的决定因素”《工业与组织心理学研究》第 14 卷，第 1. 65-74 期（2001 年）。

Minoru Sakuta, Shinichiro Kajitani, & Hisataka Furukawa: "Work-related values as an antecedent of motivation toward organizational change(in Japanese)"Industrial/Organizational Psychology Journal. Vol.14, No.1. 57-64 (2001)

作田稔、梶谷真一郎、

古川久敬: "Learning of Knowledge and skills as a prerequisite for connecting motivation with higher team performance"Psychological Research of Kyushu University. 2巻2号. 1-9 (2001)

古川久隆：“知识和技能的学习是连接动机与更高团队绩效的先决条件”九州大学心理学研究，第 2 卷，第 2.1-9 期（2001 年）。