Human Resource Management System and Organizational Justice among Japanese Firms

日本企业的人力资源管理体系与组织公正

基本信息

  • 批准号:
    11630131
  • 负责人:
  • 金额:
    $ 1.09万
  • 依托单位:
  • 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 2001
  • 项目状态:
    已结题

项目摘要

In this study, the relationship between the Human Resource Management (HRM) system of Japanese Firms and fairness was examined empirically as well as theoretically.1. Theory and research methodIt was hypothesized that the Japanese style of HRM tends to have "High-Involvement" (Lawler, 1986) practices which enhance "organizational justice" (Greenberg, 1990) and in turn firm performance. In order to test this model empirically, a two step questionnaire survey was utilized. The first step questionnaire survey was administered to 210 firms located in Tohoku district of Japan. The second step questionnaire survey was administered to 946 employees from 35 firms selected from the initial 210 firms.2. Results of surveys(1) It was not found that firms employing Japanese traditional HRM policy (long term employment with internalized skill formation and appraisal based on skill formation) tend to have "High-Involvement" HRM practices.(2) "High-Involvement" HRM systems were not clearly confirmed to be perceived by employees as positively influencing employee participation.(3) If HRM systems were perceived by employees to be participative, this perception enhanced perceived fairness, which in turn enhanced attitudes such as job satisfaction, work motivation, and organizational commitment. These employee attitudes impacted positively on Firm performance.3. ImplicationsThe theory of this study was not wholly supported. However, the result that HRM systems perceived as participative enhanced perceived fairness implies that the "organizational justice" approach is effective even under the unique cultural and social conditions found in Japan.
本研究从实证和理论两个方面考察了日本企业的人力资源管理制度与公平之间的关系。理论与研究方法假设日式人力资源管理倾向于具有“高参与性”(Lawler,1986)实践,从而提高“组织公平”(Greenberg,1990),进而提高企业绩效。为了对该模型进行实证检验,本研究采用了两步问卷调查方法。第一阶段的问卷调查针对日本东北地区的210家企业进行。第二阶段问卷调查从最初的210家公司中挑选出35家公司,对946名员工进行了调查。调查结果(1)未发现采用日本传统人力资源管理政策的企业倾向于“高参与”的人力资源管理行为。(2)“高参与”的人力资源管理系统并未明确地被员工认为是积极影响员工参与的。(3)如果员工认为人力资源管理系统是参与的,这种感知提高了公平感,进而提高了工作满意度、工作动机和组织承诺等态度。这些员工态度对公司绩效有正向影响。这项研究的理论并不完全得到支持。然而,被视为参与性增强公平感的人力资源管理系统的结果表明,即使在日本独特的文化和社会条件下,“组织正义”方法也是有效的。

项目成果

期刊论文数量(1)
专著数量(0)
科研奖励数量(0)
会议论文数量(0)
专利数量(0)
Kobayashi, Yutaka: "The role of performance-based reward practices in human resource management system : An empirical test of "high-involvement" model"Organizational Science. 34-3. 53-66 (2001)
小林丰:“基于绩效的奖励实践在人力资源管理系统中的作用:“高参与”模型的实证检验”组织科学。
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KOBAYASHI Yutaka其他文献

KOBAYASHI Yutaka的其他文献

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{{ truncateString('KOBAYASHI Yutaka', 18)}}的其他基金

Circular causation between HRM and firm performance.
人力资源管理与公司绩效之间的循环因果关系。
  • 批准号:
    18K01842
  • 财政年份:
    2018
  • 资助金额:
    $ 1.09万
  • 项目类别:
    Grant-in-Aid for Scientific Research (C)
The relationship between HRM and firm performance: A Test for causality using cross-lagged models
人力资源管理与企业绩效之间的关系:使用交叉滞后模型进行因果关系检验
  • 批准号:
    26380520
  • 财政年份:
    2014
  • 资助金额:
    $ 1.09万
  • 项目类别:
    Grant-in-Aid for Scientific Research (C)
An empirical study of the performance paradox among Japanese firms
日本企业绩效悖论的实证研究
  • 批准号:
    20530355
  • 财政年份:
    2008
  • 资助金额:
    $ 1.09万
  • 项目类别:
    Grant-in-Aid for Scientific Research (C)
PROTECTIVE EFFECT OF PROPOFOL ON FREE RADICAL INDUCED IMPAIRMENT OF VASCULAR SMOOTH MUSCLE REACTIVITY.
异丙酚对自由基引起的血管平滑肌反应性损伤的保护作用。
  • 批准号:
    10671756
  • 财政年份:
    1998
  • 资助金额:
    $ 1.09万
  • 项目类别:
    Grant-in-Aid for Scientific Research (C)
THE EFFECTS OF VALATILE ANESTHETICS ON VASCULAR SMOOTH MUSCLE
有效麻醉药对血管平滑肌的影响
  • 批准号:
    05671692
  • 财政年份:
    1993
  • 资助金额:
    $ 1.09万
  • 项目类别:
    Grant-in-Aid for General Scientific Research (C)

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