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Studies on the effects of changes in traditional system in Japanese organization upon activities of member and teams

日本组织传统制度变迁对成员和团队活动的影响研究

基本信息

批准号：
13610144
负责人：
FURUKAWA Hisataka
金额：
$ 2.11万
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：
2001
资助国家：
日本
起止时间：
2001 至 2002
项目状态：
已结题

来源：
https://kaken.nii.ac.jp/grant/KAKENHI-PROJECT-13610144/
关键词：
human resources business model mutual sufficiency model team with time limitation leader behavior competency project team リーダーシップ年功序列制度改革モチベーション創造的情報処理

项目摘要

(1) A new theory named as the principle of mutual sufficiency between human resources and business models was proposed in order to provide integral theory for the effective management, especially for human resources management. With this, beyond age, culture, and economic conditions, we are able to obtain a viewpoint to examine the adequacy of human resources management.(2) Comparative questionnaire survey to discuss the reliability of the new theory was done for 511 persons in charge of personnel and/or strategic planning in Japanese company. Major findings showed that personnel systems based on outcome (a) contained various kinds of principle, (b) have facilitating impacts on members' motivation and ability, and inhibiting impacts on human relations, respectively. Further, (c) the effective impact of personnel system on human resources are varied in relation with organizational traits, job characteristics, and the contents of evaluation.(3) Effective leadership behaviors were examined through research which is done for 155 leaders of the team with limited time duration (e.g., project team). When the conditions around team are severe in terms of vision and task, it was revealed that teams which have norms of exploration and experimentation was higher not only in activation but also in performance.(4) The author discussed on competency which is a new behavioral concept of ability in work setting and published theoretical and practical book on the process of competency learning.(5) Final report was published in order to integrate theoretical and empirical findings and suggest practical implications.

(1)提出了人力资源与商业模式的互补性原理，旨在为企业的有效管理，特别是人力资源管理提供完整的理论依据。由此，我们可以超越年龄、文化、经济条件，获得考察人力资源管理是否充分的观点。(2)为了探讨新理论的可靠性，对511名日本公司的人事和/或战略规划负责人进行了比较问卷调查。主要研究结果显示，基于结果的人事制度（a）包含各种原则，（B）分别对成员的动机和能力产生促进作用，对人际关系产生抑制作用。此外，（c）人事制度对人力资源的有效影响因组织特征、工作特性和评价内容而异。(3)有效的领导行为是通过对155名团队领导者在有限的时间内（例如，项目组）。当团队周围的条件是严重的愿景和任务，它被发现，具有探索和实验规范的团队不仅在激活，而且在性能更高。(4)作者论述了胜任力这一新的工作环境中的行为能力概念，并出版了关于胜任力学习过程的理论和实践著作。(5)发表最后报告是为了综合理论和经验调查结果，并提出实际影响。