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Psychological research on the conditions for activating organizations through the Management By Objectives

目标管理激活组织条件的心理学研究

基本信息

批准号：
17330135
负责人：
FURUKAWA Hisataka
金额：
$ 5.18万
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：
2005
资助国家：
日本
起止时间：
2005 至 2006
项目状态：
已结题

项目摘要

Research outcomes are as follows, and are published as a research report.1) Overall progress of "outcome-based evaluation system (OBES)" since 80' in Japanese organizations, as well as the impacts of OBES on the organization, individual, and the psychological relationship between them was described. Based on these discussions, the necessary conditions for activating organizations through the principle characterized by OBES, especially the Management By Objectives were delineated.2) New indices for measuring the degree of OBES principle were proposed and developed by paying attention to the properties of personnel and reward systems at the goal-setting stage, evaluation based on performance stage, and reward allocation based on evaluation stage, respectively.3) As a most representative system based on the OBES, we selected the Management By Objectives (MBO) and reviewed the present situations how the MBO has been carried out in the Japanese organizations. And we analyzed the effects of MBO on the employees' learning and job performance through close relationship with leadership process.4) Two kinds of scales were newly developed in order to examine the effectiveness of OBES. The first one is to measure the "contextual performance" which means the individuals 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. The research findings showed that the degree of OBES had indirect, but positive relations with contextual performance. OBES did not have hindering impacts over social relations among workers.

研究结果如下，并作为研究报告发表。1）介绍了80年代以来日本组织中“结果导向评价体系（OBES）”的总体进展，以及OBES对组织、个人以及两者之间的心理关系的影响。在此基础上，提出了以OBES原则为特征的组织激活的必要条件，特别是目标管理。2）在目标设定阶段、基于绩效的评价阶段和基于评价的报酬分配阶段，从人员和报酬制度的属性出发，提出并发展了新的衡量OBES原则实施程度的指标。（3）作为基于OBES的最具代表性的系统，我们选择了目标管理（MBO），并回顾了日本组织实施目标管理的现状。并通过与领导过程的密切关系，分析了目标管理对员工学习和工作绩效的影响。4）为了检验目标管理绩效评价的有效性，编制了两个量表。第一个是测量“周边绩效”，即个人通过付出超出其定义的角色和任务的工作努力对同事和整个工作团队的贡献。研究结果表明，组织外显能力与周边绩效之间存在间接的正相关关系。OBES对工人之间的社会关系没有阻碍作用。