The Job Attitudes of Automobile Industry Workers under the Restructuring

结构调整下汽车行业职工的就业态度

• 批准号: 14510242
• 负责人: SAWADA Zentaro
• 金额: $ 1.22万
• 依托单位: Hiroshima Kokusai Gakuin University
• 依托单位国家: 日本
• 项目类别: Grant-in-Aid for Scientific Research (C)
• 财政年份: 2002
• 资助国家: 日本
• 起止时间: 2002 至 2004
• 项目状态: 已结题
• 来源: https://kaken.nii.ac.jp/grant/KAKENHI-PROJECT-14510242/
• 关键词: automobile industry; job-satisfaction; human relations in the work place; skill; competence for the work; job attitudel; automobile industry workers; 仕事意識; 自動車関連企業; 中小企業; OJT; 能力主義人事; 労働音意識

The aim of this research project is to clarify the workers' job attitudes in the automobile industry, especially how they are affected with the effects of current trends of industry, that is, "restructuring", the changes of the human relations, and the changes of the on-the-job training in their workplace.For this end, we got the data of the 298 workers working for the Mazda Corporation with questionnaire method, in 2002. The main findings are as follows :Firstly, according to the workers' prospects, the competence necessary for their task-performance are changing. They regard the competence of "leadership" and the competence of "communication" as being more and more important. "Steadiness for the routine work", "Skills trained on the job" and "Cooperation and team-work" are forecast being less respected among them. These changes appear to reduce the distance between the white-color workers and the blue-color workers.Secondly, the main sources of job-satisfaction is intrinsic rewards of their work. But, the satisfaction of the human relations in the workplace plays more important role in the blue-colors' section than in the white-colors' section. It would compensate the relative lack of intrinsic rewards in the blue-colors' labor.

本研究以马自达公司298名员工为研究对象，采用问卷调查的方法，对汽车制造业员工的工作态度进行了调查，分析了当前汽车制造业的“结构调整”、员工关系的变化以及在职培训的变化对员工工作态度的影响。2002年主要研究结果如下：第一，根据员工的前景，他们的任务绩效所需的能力正在发生变化。他们越来越重视“领导”能力和“沟通”能力。“对日常工作的稳定性”、“在工作中接受过培训的技能”和“合作与团队精神”预计在他们中受到的尊重较少。第二，工作满意度的主要来源是工作的内在报酬。但是，工作场所人际关系满意度在蓝色组中的作用比白色组更大。这将弥补蓝色人种劳动中内在回报的相对缺乏。