Updated on 2025/07/01

写真a

 
JUNG, Yuhee
 
Affiliation
Faculty of Social Sciences, School of Social Sciences
Job title
Professor
Degree
博士（経営学）
Profile

博士（経営学）。専門は組織行動論及び人的資源管理論。立命館大学准教授, 学習院大学教授を経て, 2020年4月より早稲田大学社会科学総合学術院にて教鞭をとる。現在, Asia Pacific Journal of Management 編集委員 (2019-)。これまでに、Association of Japanese Business Studiesの年次大会実行委員長, 経営行動科学学会理事, 日本労務学会誌編集委員等を歴任。

Research Experience

  • 2020.04
    -
    Now

    Waseda University   School of Social Sciences

  • 2018.04
    -
    2020.03

    Gakushuin University   Faculty of international Social Sciences, Department of international Social Sciences

  • 2016.04
    -
    2018.03

    Gakushuin University   Faculty of international Social Sciences, Department of international Social Sciences

  • 2013.04
    -
    2016.03

    Ritsumeikan University   College of Business Administration

  • 2011.04
    -
    2013.03

    Meiji University   of Business Administration, Graduate School

  • 2009.04
    -
    2011.03

    日本学術振興会特別研究員(DC2)

  • 2007.04
    -
    2011.03

    Meiji University   Institute of Social Sciences

▼display all

Professional Memberships

  • 　
    　
    　

    産業・組織心理学会

  • 　
    　
    　

    経営行動科学学会

  • 　
    　
    　

    日本経営学会

  • 　
    　
    　

    組織学会

  • 　
    　
    　

    Association of Japanese Business Studies

  • 　
    　
    　

    Academy of International Business

  • 　
    　
    　

    European Academy of Management

  • 　
    　
    　

    Academy of Management

  • 　
    　
    　

    日本応用心理学会

  • 　
    　
    　

    日本労務学会

▼display all

Research Areas

  • Business administration

Research Interests

  • キャリア形成理論

  • 戦略的人的資源管理

  • 組織行動論

Awards

  • 経営行動科学学会第26回年次大会 大会優秀賞（受賞）

    2023.10   経営行動科学学会   組織社会化戦術の隠れた効果：⼊社前の組織魅⼒は⼊社後の社会化に影響を及ぼすか？

    Winner： 鄭 有希, 竹内 規彦

  • JAIOP第3回優秀論文賞

    2023.09   産業・組織心理学会（JAIOP）   契約不履行に対する従業員の感情的反応と職務態度 ―キャリアリズムによる調整効果―

    Winner： 鄭 有希

  • Organizational Behavior SIG "Best Paper Award" 次点"Best Paper Award" 次点

    2019.06   European Academy of Management (EURAM) 2019  

    Winner： 鄭 有希

  • "Best Paper Award" 次点

    2019.06   Palgrave Macmillan and the Association of Japanese Business Studies (AJBS)  

    Winner： 鄭 有希

  • Best Paper Award

    2017.07   Palgrave Macmillan and the Association of Japanese Business Studies (AJBS)  

  • Emerald Literati Network Awards for Excellence

    2017.05   Emerald Publishing  

    Winner： 鄭 有希

  • 優秀大会発表賞

    2016.09   日本応用心理学会  

    Winner： 鄭 有希

  • Best Paper Award

    2014.12   Advances in Business-Related Scientific Research Conference  

  • 大会研究優秀賞

    2013.10   経営行動科学学会  

  • Best Paper Proceedings(OB Division)

    2012.08   Academy of Management Meeting  

  • Best Paper Award (First Prize)

    2012.06   Association of Japanese Business Studies  

  • 大会研究優秀賞

    2011.11   経営行動科学学会  

  • 大会研究優秀賞

    2009.11   経営行動科学学会  

  • Best Paper Award (Finalist)

    2009.06   The Association of Japanese Business Studies  

  • Best Paper Award (First Prize)

    2007.11   The International Conference of the Academy of Human Resource Development  

▼display all

 

Papers

  • Toward a theoretical and empirical distinction between perceived investment in employee development and perceived organizational support

    Yuhee Jung, Norihiko Takeuchi

    Evidence-based HRM: A Global Forum for Empirical Scholarship (Online First publishing)    2025.03  [Refereed]

    Authorship：Lead author, Corresponding author

    DOI

    Scopus

  • Drivers for Nominating First Women Executives: Empirical Evidence From Japanese Firms

    Tomohiko Tanikawa, Yuhee Jung

    Group & Organization Management (Online First publishing)    2024.09  [Refereed]

    　View Summary

    Prior research on women in executive positions (WiE) has focused exclusively on the consequences of WiE by addressing how women executives influence firm strategy and performance, whereas little is known about the antecedents of WiE. However, to gain a comprehensive understanding of the overall impact of women executives on the firm, it is worthwhile to identify the triggers that prompt firms to appoint women executives for the first time. In this study, we have attempted to identify the antecedents of first appointments of women to executive teams (FAWE). On the basis of a theoretical frame incorporating the think crisis–think female perspective into the punctuated equilibrium model, we consider FAWE as the process of the transformational reform of an organization and examine the roles of three factors—firm performance (i.e., ROA and aspirational performance), environmental changes (i.e., industry dynamism, industry munificence, and industry complexity), and new CEO appointments—as antecedents of FAWE. We conducted a panel logistic regression analysis using 20 years of panel data (2000–2019) for Japanese listed firms. Our findings demonstrate that (1) poor firm performance (ROA and aspirational performance) was significantly related to the likelihood of FAWE in the subsequent year, and (2) a new CEO appointment was significantly related to the likelihood of FAWE in the subsequent year, whereas (3) hypotheses regarding environmental changes (industry dynamism, industry munificence, and industry complexity) were not confirmed. Implications for researchers and practitioners are discussed, along with the study’s limitations and suggestions for future research.

    DOI

    Scopus

  • Toward a conceptualization of kuuki-wo-yomu (reading the air) in the Japanese organizational context

    Yuhee Jung, Soyeon Kim, Tomohiko Tanikawa

    Culture and Organization   29 ( 4 ) 336 - 355  2023.03  [Refereed]

    Authorship：Lead author

    DOI

    Scopus

    4
    Citation
    (Scopus)

  • Affective Responses to Psychological Contract Breach and Work Attitudes : Testing a Moderating Effect of Careerism

    Yuhee Jung

    Japanese Association of Industrial/Organizational Psychology Journal   36 ( 2 ) 157 - 171  2023.03  [Refereed]

  • Toward a process model of newcomer socialization: Integrating pre‐ and post‐entry factors for newcomer adjustment

    Tomokazu Takeuchi, Norihiko Takeuchi, Yuhee Jung

    Human Resource Development Quarterly   32 ( 3 ) 391 - 418  2021.09  [Refereed]

    DOI

    Scopus

    16
    Citation
    (Scopus)

  • Making a successful transition to work: A fresh look at organizational support for young newcomers from an individual-driven career adjustment perspective

    Norihiko Takeuchi, Tomokazu Takeuchi, Yuhee Jung

    Journal of Vocational Behavior   (Advanced online publication)   103587 - 103587  2021.08  [Refereed]

    DOI

    Scopus

    22
    Citation
    (Scopus)

  • CEO Power and Top Management Team Tenure Diversity: Implications for Firm Performance

    Tomohiko Tanikawa, Yuhee Jung, Accepted on Jun

    Journal of Leadership and Organizational Studies   26 ( 2 ) 256 - 272  2019.05  [Refereed]

    DOI

    Scopus

    21
    Citation
    (Scopus)

  • Testing mediation effects of social and economic exchange in linking organizational training investment to employee outcomes

    Yuhee Jung, Norihiko Takeuchi

    Personnel Review   48 ( 2 ) 306 - 323  2019.03  [Refereed]

    DOI

  • A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support

    Yuhee Jung, Norihiko Takeuchi

    Human Relations   71 ( 1 ) 73 - 102  2018.01  [Refereed]

    　View Summary

    The contemporary career literature or new career' theory emphasizes the importance of individual agentic career management processes in which individuals manage their careers to achieve career satisfaction by flexibly adjusting to the dynamic environment. There is limited research, however, on how individuals strategize their careers as they age, by utilizing or balancing organizational career management factors, including developmental human resource (HR) practices and organizational support. This study, therefore, documents how age, career self-management and organizational career management factors interactively influence career satisfaction, integrating conservation of resources (COR) and socioemotional selectivity (SES) theories. Using time-lagged data collected from 364 Japanese employees, the results supported the predicted three-way interaction effects. For young employees, the positive relationship between career self-management and satisfaction was stronger when developmental HR practices and organizational support were high, and thus a synergistic effect was salient. For middle-aged employees, the positive relationship was stronger when these factors were low, and thus a compensatory effect was manifested. Interestingly, middle-aged employees who perceived a lack of developmental practices or support showed marked improvements in career satisfaction by engaging in career self-management behaviors. We discuss the changing nature of career management strategies across an individual's lifespan from both vocational and managerial viewpoints.

    DOI

    Scopus

    102
    Citation
    (Scopus)

  • Top management team diversity and firm performance: exploring a function of age

    Tomohiko Tanikawa, Soyeon Kim, Yuhee Jung

    Team Performance Management   23 ( 3-4 ) 156 - 170  2017  [Refereed]

    　View Summary

    Purpose: Based on socioemotional selectivity theory, the authors aimed to develop and test hypotheses that identify the direct effect of top management team (TMT) age diversity on firms’ financial performance (return on equity [ROE], return on assets [ROA]) and the interactive effect of TMT age diversity and TMT average age on firms’ financial performance. Design/methodology/approach: The paper presents results from a quantitative study of 867 TMTs in Korean manufacturing firms. Multiple hierarchical regression analysis was used to test the hypotheses. Findings: The results show that TMT age diversity had a negative and significant main effect on ROE but not on ROA. They also indicate that the negative relationship between TMT age diversity and firm performance (ROE) was attenuated when the members of TMTs were relatively older. Originality/value: First, this study extends existing TMT research, which mainly focuses on macro factors, such as industry and environment, by using micro factors, including TMT age diversity and TMT average age. Second, this paper combines and extends previous TMT studies, which have been dominated by either “property” or “tendency”, by examining the interactive effect of the distributional property (diversity) and central tendency (average) of TMT age on firms’ financial performance. Finally, this study indicates that socioemotional selectivity theory may be useful to explain the link between TMT age diversity and firms’ financial performance.

    DOI

    Scopus

    29
    Citation
    (Scopus)

  • Understanding psychological processes of applicants’ job search

    Yuhee Jung, Norihiko Takeuchi, Tomokazu Takeuchi

    Evidence-based HRM: a Global Forum for Empirical Scholarship   4 ( 3 ) 190 - 213  2016.12  [Refereed]

    DOI

  • Top management team (TMT) tenure diversity and firm performance: Examining the moderating effect of TMT average age

    Tomohiko Tanikawa, Yuhee Jung

    International Journal of Organizational Analysis   24 ( 3 ) 454 - 470  2016.07  [Refereed]

    　View Summary

    Purpose: The purpose of this paper is twofold: first, to investigate the effect of top management team (TMT) tenure diversity and firm financial performance (return on equity [ROE], return on assets [ROA]), and, second, to examine the moderating effect of TMT average age between TMT tenure diversity and firm performance. Design/methodology/approach: The paper presented results from a quantitative study of 744 TMTs in Japanese manufacturing firms. The multiple hierarchical regression analysis was used to test the hypotheses. Findings: The results show that TMT tenure diversity had a negative and significant main effect on ROE but not ROA. Furthermore, the results also indicated that the negative relationship between TMT tenure diversity and firm performance was attenuated by having older TMTs. Originality/value: First, this paper expands scope of research on TMT diversity, which has hitherto primarily on non-individualistic variables (such as industry setting) by examining the moderating role of an individualistic variable (TMT average age). Second, this paper extended the attempts to apply the age-related theory by considering the role from the viewpoint of group level, namely, TMT average age.

    DOI

    Scopus

    29
    Citation
    (Scopus)

  • Gender differences in career planning and success

    Yuhee Jung, Norihiko Takeuchi

    Journal of Management Psychology   31 ( 2 ) 603 - 623  2016  [Refereed]

    　View Summary

    Purpose - The purpose of this paper is twofold. First, it attempts to examine how employees' career planning (CP) interacts with the quality of leader-member exchange (LMX) to explain subjective career success. Second, the authors investigate how the pattern of such interactions differs between male and female employees.
    Design/methodology/approach - To increase the generalizability, the study tested hypotheses in two studies whose data were collected in different national settings. Study 1 was designed to analyze 144 Korean employees and Study 2 investigated 140 Japanese employees. Both groups of employees worked for privately owned firms.
    Findings - The authors found a three-way interaction effect between gender, CP, and LMX quality in predicting subjective career success. As hypothesized, the positive relationship between quality of LMX and subjective career success was stronger for males with high CP, whereas for females such a stronger relationship was found for women with low CP.
    Research limitations/implications - This study contributes to the literature in two ways. First, it extends career research by considering the interactive effects of individual and interpersonal factors on employees' subjective career success. Second, it combines the research streams of social exchange theory (LMX), career theory (the boundaryless career), and gender theory (agentic and communal personality traits). This suggests that the ideas of the three theories could serve together as a useful framework for explaining gender differences in subjective career success through setting career goals and building relationships with supervisors.
    Practical implications - The findings have important practical implications for managers and leaders, who generally seek to motivate their employees toward career achievement.
    Originality/value - This study is one of the first to provide a new perspective for understanding the process by which men and women perceive their subjective career success differently with regard to social exchange relations with their supervisors and CP.

    DOI

    Scopus

    26
    Citation
    (Scopus)

  • Relationships among leader-member exchange, person-organization fit and work attitudes in Japanese and Korean organizations: testing a cross-cultural moderating effect

    Yuhee Jung, Norihiko Takeuchi

    International Journal of Human Resource Management   25 ( 1 ) 23 - 46  2014.01  [Refereed]

    　View Summary

    This study examines a possible national culture difference in the moderating effect of leader-member exchange (LMX) on the relationship between person-organization (P-O) fit and work attitudes, including job satisfaction and organizational commitment, in Japan and Korea. Specifically, we use trait activation theory as a lens to explain the complementarities between P-O fit and LMX that may exert an influence on employees' work attitudes. We hypothesize that from the cross-cultural management perspective, such complementary effects would work in Japan where organizations encourage more decentralization and empowerment than those in Korea, which may enable supervisors in Japanese organizations to provide unambiguous reward expectancies for their immediate subordinates. Using samples of 138 Japanese and 144 Korean employees working for privately owned firms in Japan and Korea, we demonstrate that a significant three-way interaction of employees' P-O fit, LMX and a national culture difference (i.e. nationality) influences their work attitudes. Specifically, LMX moderated the positive relationships between P-O fit and both job satisfaction and organizational commitment for Japanese employees, tending to weaken them. For Korean employees, however, no such interactions were observed. The findings are used to discuss the applicability and generalizability of trait activation theory in East Asian cultures. In addition, suggestions are made regarding the discussion of HRM practices from a cross-vergence perspective. Limitations and directions for future research are also discussed.

    DOI J-GLOBAL

    Scopus

    32
    Citation
    (Scopus)

  • Leader-member exchange, organization-based self-esteem, and task performance: A life-stage perspective

    Yuhee Jung

    Meiji Business Review   60 ( 1 ) 107-127 - 127  2013.01

    CiNii

  • 上司との社会的交換関係と従業員の役割成果ー自己確証理論に基づいてー

    鄭 有希

    日本経営学会誌   30 ( 30 ) 64-76 - 76  2012.12

    　View Summary

    The leader-member exchange (LMX) theory, a relation-based approach, holds a unique place in the field of leadership. Based on the social exchange theory, many LMX studies have exclusively examined the link between LMX and employee work role performance. Most of these studies have reported positive relationships between LMX and subordinate work role performance. However, questions remain regarding whether highquality LMX always improves employee work role performance. The present study attempts to examine the interactive effect of LMX with individual differences (organization-based self-esteem (OBSE) in this study) on employee work role performance. Furthermore, little is known about the main effect of LMX and OBSE on employee performance or the joint effect of both on employee performance in East Asian countries in particular. The purpose of this study is therefore twofold : (1) to estimate the main effects of an employee's LMX and OBSE on his or her work role performance, including extra- and career-role performance, in Korea ; (2) to investigate the interactive effects of an employee's LMX and OBSE on his or her work role performance (i.e., extra- and career-role performance) using self-verification theory. In doing so, we expect this study to make three major contributions to the field. First, it extends past research that has explored the independent effects of LMX and OBSE in the two separate literatures by examining the interactive effects of both of these constructs in predicting the work role performance of employees. Second, this study broadens previous empirical work by focusing on testing the effects of LMX and OBSE on multiple forms of work role performance, including team-, organization-, and career-role performance. Finally, it provides evidence to generalize the relationships among LMX, OBSE, and the work role performance of employees in an East Asian culture by demonstrating self-verification motives by using a sample of Korean employees.

    DOI CiNii

  • Perceived investment in employee development and work outcomes: A person-environment fit perspective

    Yuhee Jung, Norihiko Takeuchi

    Academy of Management 2012 Annual Meeting, AOM 2012     1448 - 1453  2012

    DOI

    Scopus

    1
    Citation
    (Scopus)

  • 人材開発施策が従業員の職務態度に与える影響過程：個人―環境適合の媒介効果とキャリア計画の調整効果

    鄭 有希, 竹内規彦, 竹内倫和

    日本経営学会誌   27 ( 27 ) 41-54 - 54  2011.07

    　View Summary

    The importance of employee development is increasing for establishing potential long-term competitiveness for firms. However, little is known about how a firm's investment in employee development, especially as perceived by employees, leads to an increase in employee work outcomes. We, therefore, highlight the concept of perceived investment in employee development (PIED), which can be defined as employees' belief that their organizations care about their well-being, career development, and personal growth by equipping them with new knowledge and skills. Specifically, drawing on social exchange theory and fit theory perspectives, we propose to examine the mediating role of person and environment (P-E) fit, such as person and organization (P-O) fit and person and job (P-J) fit, in how employees' perceptions of investment in employee development by organization leads to increased work outcomes, including job satisfaction, job involvement, and intent to stay. Additionally, we incorporated into the mediation process the moderating effects of career planning on the relationships between P-O and work outcomes and between P-J fit and work outcomes, as guided by a goal-setting theory. We tested the hypothesized mediational and moderational relationships using a sample of 144 Korean employees working for privately owned firms in Korea. Our empirical analyses generally supported the mediating effects of both P-O and P-J fit and the moderating effects of career planning in the process that relates PIED to improved employees' work outcomes, except for the mediating effects of P-E fit (i.e., P-O fit, P-J fit) on the relationship between PIED and employees' turnover intentions. We use the findings to discuss the role of P-E fit and individual career planning in the effectiveness of employee development practices that organizations offer. We also discuss the study's limitations and the direction of future studies.

    DOI CiNii

  • Social supports by supervisors and employees' goodwill: Mediating and moderating effects of role clarity

    YUHEE JUNG

      33 ( 33 ) 93 - 112  2010.10  [Refereed]

    CiNii

  • Leader-member exchange and organizational citizenship behavior: Mediating and moderating effects of role clarity

    YUHEE JUNG

      32   55 - 70  2010.02  [Refereed]

  • Performance implications for the relationships among top management leadership, organizational culture, and appraisal practice: testing two theory-based models of organizational learning theory in Japan

    Yuhee Jung, Norihiko Takeuchi

    International Journal of Human Resource Management   21 ( 11 ) 1931 - 1950  2010

    　View Summary

    The purpose of this study was to examine the interrelationships among top management leadership, organizational culture and human resource (HR) practices, and their associative effects on organizational performance. Based on the theory of organizational learning, we developed and tested two different causal models: (1) a feed-forward learning flow model in which supportive leadership by top management would create a community culture and HR practices within organizations; and (2) a feedback learning flow model in which a community culture would support the practice of supportive leadership by top management and HR practices within a firm. Our structural equation modelling (SEM) results for a sample of 225 Japanese small and medium-sized enterprises (SMEs) in Japan supported the second model, in which the dominance of a community culture within the firm is an antecedent of top management's supportive leadership, which in turn necessitates a performance-based appraisal practice and eventually leads to better organizational performance in terms of objective indicators of turnover and absenteeism rates and workforce productivity. The findings are used to discuss the role of top management leadership in a particular organizational culture from the organizational learning perspective. Limitations and directions for future research are also discussed.

    DOI

    Scopus

    38
    Citation
    (Scopus)

  • Psychological contracts and employee behaviors: A test of four types of the employee-organization exchange relationship

    YUHEE JUNG

      31 ( 31 ) 95 - 114  2009.09  [Refereed]

    CiNii

  • Employees' multiple comitments and role-based performance: Testing a compatibility hupothesis

    YUHEE JUNG

    Informatics   2 ( 2 ) 41 - 55  2009.03  [Refereed]

    CiNii

  • Perceived investment in employee development and work attitudes: A test of the mediating effects of individuals' fit at work

    YUHEE JUNG

      30 ( 30 ) 127 - 141  2009.02  [Refereed]

    CiNii

  • Leader-member exchange and employee performance: The moderating role of organization-based self-esteem

    YUHEE JUNG

      29 ( 29 ) 93 - 110  2008.09  [Refereed]

    CiNii

▼display all

Books and Other Publications

  • 経営組織論のフロンティア

    鄭 有希( Part： Joint author, 第7章 日本における自律型キャリア意識の現状)

    文眞堂  2022.10 ISBN: 4830951923

    ASIN

  • ミクロ組織論

    鄭 有希( Part： Joint author, 第２章 パーソナリティ)

    学文社  2019.04 ISBN: 4762029033

  • マネジメントの心理学: 産業・組織心理学を働く人の視点で学ぶ

    鄭 有希, 章キャリア発達( Part： Joint author, 第7章 キャリア発達)

    ミネルヴァ書房  2014.05 ISBN: 4623070565

  • ストーリーテリングのリーダーシップ:組織の中の自発性をどう引き出すか

    鄭 有希( Part： Joint translator, 第8 章 まず、聞き手の 関心を喚起すること)

    白桃書房  2012.04

Presentations

  • Older Workers’ Work Engagement and Motivation to Continue Working After Retirement: Do Human Resource Attributions Matter?”

    Norihiko Takeuchi, Yuhee Jung, Tomokazu Takeuchi

    7th International Conference on Applied Research in Business, Management and Economics 

    Presentation date： 2024.05

    Event date：
    2024.05
    　
    　

  • Do women in upper echelons bring about more gender diversity? Testing trickle-down effects

    Tomohiko Tanikawa, Yuhee Jung

    The 2023 ANZAM (Australian & New Zealand Academy of Management) Conference 

    Presentation date： 2023.12

    Event date：
    2023.12
    　
    　

  • Effects of Newcomers’ Induction Training on Socialization Outcomes: Evidence from a Japanese Organization

    Tomokazu Takeuchi, Norihiko Takeuchi, Yuhee Jung

    National Economics University (NEU) and Australian National University (ANU) 

    Presentation date： 2023.11

    Event date：
    2023.11
    -
    　

  • 組織社会化戦術の隠れた効果：⼊社前の組織魅⼒は⼊社後の社会化に影響を及ぼすか？

    鄭 有希, 竹内 規彦

    経営行動科学学会第26回年次大会 

    Presentation date： 2023.10

    Event date：
    2023.10
    　
    　

  • ウェルビーイングへの投資かコ ストか？ HRM施策に対する原因帰属が中⾼年⼈材のワーク・ エンゲイジメントと定年後の就業継続動機づけに与える影響

    竹内規彦, 鄭有希

    経営行動科学学会第26回年次大会 

    Presentation date： 2023.10

    Event date：
    2023.10
    　
    　

  • Do HR practices for aging workforce improve work motivation among older workers experiencing career plateaus?

    Norihiko Takeuchi, Yuhee Jung

    The 21st European Association of Work and Organizational Psychology (EAWOP) Congress 

    Presentation date： 2023.05

    Event date：
    2023.05
    　
    　

  • Distinguishing between Perceived Developmental HRM and Perceived Organizational Support: A Social Information Processing Perspective

    Yuhee Jung, Norihiko Takeuchi

    The 35th Australian and New Zealand Academy of Management (ANZAM) 

    Presentation date： 2022.12

    Event date：
    2022.12
    　
    　

  • 人材のプロアクティブ行動と創造性の向上に向けて：ダイバーシティ・マネジメントの観点から

    鄭有希  [Invited]

    第4回トランスナショナル研究会セミナー 

    Presentation date： 2021.11

  • Predicting protean employees’ creativity and proactivity: Contextual moderators for learning goal orientation

    Yuhee Jung, Norihiko Takeuchi

    The 19th International Research Conference in Asia of the Academy of Human Resource Development (AHRD) 

    Presentation date： 2021.11

    Event date：
    2021.11
    　
    　

  • Why do family-friendly work practices reduce employee turnover? Relative importance of three theory-based pathways

    Norihiko Takeuchi, Yuhee Jung

    The 19th International Research Conference in Asia of the Academy of Human Resource Development (AHRD) 

    Presentation date： 2021.11

    Event date：
    2021.11
    　
    　

  • For cost savings or happiness? Investigating the mechanisms of the link between differential HR attributions and older workers’ well-being

    Norihiko Takeuchi, Yuhee Jung, Yu-Yu Chang

    The 2021 Asia Pacific Management Conference (APMC) 

    Presentation date： 2021.10

    Event date：
    2021.10
    　
    　

  • Developing a New Concept in Contextualised Organizational Study: A case in Japan

    Soyeon Kim, Yuhee Jung

    British Academy of Management (BAM) 

    Presentation date： 2021.09

    Event date：
    2021.09
    　
    　

  • Antecedents of "First" Appointment of Women in Executive Team: Insights from a Punctuated Equilibrium Model

    Tomohiko Tanikawa, Yuhee Jung

    British Academy of Management (BAM) 

    Presentation date： 2021.09

    Event date：
    2021.09
    　
    　

  • The Conceptualization of “Reading the Air” (Kuuki-Wo-Yomu) in Japanese Organization: A Qualitative Study

    Soyeon Kim, Yuhee Jung, Tomohiko Tanikawa

    The Association of Japanese Business Studies (AJBS) 

    Presentation date： 2021.06

    Event date：
    2021.06
    　
    　

  • Retaining employees through family-friendly work practices: Implications from the organizational- and individual-level analyses.

    Jung, Y, Takeuchi, N, Takeuchi, T

    British Academy of Management (BAM) Conference 

    Presentation date： 2020.09

    Event date：
    2020.09
    　
    　

  • Work adjustments among early career starters: Do pre-entry career attitudes play a role?

    Takeuchi, T, Takeuchi, N, Jung, Y

    British Academy of Management (BAM) Conference 

    Presentation date： 2020.09

    Event date：
    2020.09
    　
    　

  • Newcomers’ Career Adjustments: How Does Organizational Support Work for Protean Individuals?

    Norihiko Takeuchi, Tomokazu Takeuchi, Yuhee Jung

    European Academy of Management (EURAM) 2019 Annual Conference 

    Presentation date： 2019.06

  • Gender diversity in Top Management Teams and firm performance: The moderating role of CEO power

    Tomohiko Tanikawa, Yuhee Jung

    European Academy of Management (EURAM) 2019 Annual Conference 

    Presentation date： 2019.06

  • Matching Individual and Organizational Career Plans for New Hires: Evidence from Japan

    Norihiko Takeuchi, Tomokazu Takeuchi, Yuhee Jung

    The 61st Annual Meeting of the Academy of International Business (AIB) (invited for the Special Session of the AJBS Best Papers) 

    Presentation date： 2019.06

  • Matching Individual and Organizational Career Plans for New Hires: Evidence from Japan

    Norihiko Takeuchi, Tomokazu Takeuchi, Yuhee Jung

    The 32nd Annual Meeting of the Association of Japanese Business Studies (AJBS) 

    Presentation date： 2019.06

  • Human Resource Attributions and Subjective Well-Being among Older Workers

    Norihiko Takeuchi, Yuhee Jung

    19th European Association of Work and Organizational Psychology (EAWOP) Congress 

    Presentation date： 2019.05

  • 中高年人材のHRM施策に対する知覚と 態度的成果： 日本における検証事例と国際比較への示唆

    Presentation date： 2018.11

  • Developmental Pathways to Organizational Adjustment in Early Career Starters: Testing Pre- and Post-Entry Factors for Socialization Outcomes

    Tomokazu Takeuchi, Norihiko Takeuchi, Yuhee Jung

    The 17th International Asian Conference of the Academy of Human Resource Development (AHRD) 

    Presentation date： 2018.11

  • Why does employee training investment pay off? Test of a missing link between training investment and employee attitudes

    YUHEE JUNG

    International Labour and Employment Relations Association (ILERA) World Congress 2018 

    Presentation date： 2018.07

  • When Does CEO Power Matter?: TMT Tenure Diversity and Firm Performance in Japan

    Tomohiko Tanikawa, Yuhee Jung

    31st annual Association of Japanese Business Studies (AJBS) Conference 

    Presentation date： 2018.06

  • Is It Better to Give? Testing the Impact of Perceived Training Investment on Employee Outcomes

    Yuhee Jung, Norihiko Takeuchi

    The International Conference on Human Resources & Talent Management 

    Presentation date： 2017.12

  • An Empirical Examination of the Mechanisms Mediating between Family-Friendly Work Practices and Turnover Intention

    Yuhee Jung, Norihiko Takeuchi

    The International Symposium on Business and Social Sciences 

    Presentation date： 2017.12

  • 海外主要ジャーナル掲載論文の解剖学：組織行動領域の実証研究に何が求められているのか？

    石川淳, 関口倫紀, 鄭有希, 竹内規彦

    経営行動科学学会 第20回年次大会 

    Presentation date： 2017.11

  • Family friendly work practices in Japanese firms: Their impacts on employee turnover

    Jung, Y, Takeuchi, N

    “Current Issues in Japanese Business Studies: Special Session of AJBS Best Papers” at the Academy of International Business (AIB) 2017 Annual Meeting 

    Presentation date： 2017.07

  • Family friendly work practices in Japanese firms: Their impacts on employee turnover

    Jung, Y, Takeuchi, N

    30th annual Association of Japanese Business Studies (AJBS) conference 

    Presentation date： 2017.07

  • A Lifespan Perspective for Understanding Career Self-Management and Satisfaction: The Role of Developmental Human Resource Practices and Organizational Support

    竹内規彦, 鄭有希  [Invited]

    日本経営学会 関東部会シンポジウム（Theme: “Frontiers of Organizational Behavior Research”） 

    Presentation date： 2017.06

  • Age-related Differences in the Relationships between Individual and Organizational Career Management and Career Satisfaction

    Jung, Y, Takeuchi, N

    Workshop on Research Advances in Organizational Behavior and Human Resources Management 

    Presentation date： 2017.05

  • Making the Link between Family-Friendly Work Practices and Turnover Intention

    Jung, Y, Takeuchi, N

    Presentation date： 2017.03

  • Family Friendly Work Practices and Voluntary Turnover: Testing a Psychological Process of Turnover Intentions

    Jung, Y, Takeuchi, N, Takeuchi, T

    The 11th International Labor and Employment Relations Association (ILERA) European Congress 

    Presentation date： 2016.09

  • 企業のワーク・ライフ・バランス施策が従業員の離職抑制をもたらす心学的メカニズム

    鄭 有希, 竹内規彦

    日本応用心理学会第83回大会 

    Presentation date： 2016.09

  • Does Organizational Support Promote Young Newcomers’ Adjustment? It Depends on Career Match

    Takeuchi, N, Takeuchi, T, Jung, Y

    The 76th annual meeting of Academy of Management (AoM) 

    Presentation date： 2016.08

  • CEO Power and Top Management Team Diversity: Implications for Firm Performance

    Tanikawa, T, Jung, Y

    The 76th annual meeting of Academy of Management (AoM) 

    Presentation date： 2016.08

  • Top Management Team Diversity and Firm Performance: Exploring a Function of Age

    Tanikawa, T, Kim, S, Jung, Y

    The 2016 European Academy of Management (EURAM) Conference 

    Presentation date： 2016.06

  • The Neglected Role of Career Maturity in Newcomer Socialization: A Longitudinal Analysis

    Takeuchi, T, Takeuchi, N, Jung, Y

    The 2016 European Academy of Management (EURAM) Conference 

    Presentation date： 2016.06

  • Socialization and Careers for Graduate Newcomers:A Longitudinal Analysis

    Takeuchi, N, Takeuchi, T, Jung, Y

    British Academy of Management (BAM) 2015Conference 

    Presentation date： 2015.09

  • 新卒採用者の組織サポートはなぜ入社初期の適応を高めるのか：キャリアマッチの観点から

    産業・組織心理学会第31回大会 

    Presentation date： 2015.08

  • TMT Diversity in Knowledge Industry: The Interactive Effects of CEO power and Past Performance

    Tanikawa, T, Jung, Y

    The 4th Ashridge International Conference 

    Presentation date： 2015.06

  • Gender Differences and Subjective Career Success: Interactive Effects of Career Planning and Supervisor-Subordinate Relationship

    Jung, Y, Takeuchi, N

    Advances in Business-Related Scientific Research Conference 

    Presentation date： 2014.12

  • A Life Span Perspective for Understanding Employee Career Orientations and Success

    Jung, Y, Takeuchi, N

    Academy of Management 

    Presentation date： 2014.08

  • Gender, Career Planning, LMX and Career Success: Evidence from Japan and Korea

    Jung, Y, Takeuchi, N

    International Network of Business and Management Journals 

    Presentation date： 2014.06

  • Top management team tenure diversity and firm performance: Examining the moderating effect of TMT average age

    Tanikawa, T, Jung, Y

    European Academy of Management 

    Presentation date： 2014.06

  • トップ・マネジメント・チームの異質性と企業業績との関係性―TMTの平均年齢の調整効果―

    『経営行動科学学会』第16回年次大会 

    Presentation date： 2013.10

  • The Mediating Role of Person-Environment Fit in the Relation between Perceived Investment in Employee Development and Work Attitudes

    Jung, Y, Takeuchi, N

    the 27th annual British Academy of Management conference 

    Presentation date： 2013.09

  • 高業績HRMシステムと組織サポート知覚：補完的適合感による媒介及び調整効果の検討

    産業・組織・心理学会 

    Presentation date： 2013.09

  • Leader-Member Exchange, Organization-Based Self-Esteem, and Task Performance: A Mediated Moderation of Subordinate Age

    Jung, Y, Takeuchi, N

    EURAM 2013 (European Academy of Management) Conference 

    Presentation date： 2013.06

  • Careerism and Subjective Career Success: A Career Stages Perspective

    Jung, Y, Takeuchi, N, Takeuchi, T

    The 8th Conference of Asia Academy of Management 

    Presentation date： 2012.12

  • 従業員の職務態度に対するキャリアリズムと心理的契約の調整効果―韓国従業員による検証―

    『経営行動科学学会』第15回年次大会 

    Presentation date： 2012.11

  • 従業員のスキル及び行動柔軟性の規定要因―JD-R モデルからの接近―

    『経営行動科学学会』第15回年次大会 

    Presentation date： 2012.11

  • 新規参入者の初期キャリア発達プロセスに関する研究

    『経営行動科学学会』第15回年次大会 

    Presentation date： 2012.11

  • Perceived investment in employee development and work outcomes: A person-environment fit perspective

    Jung, Y, Takeuchi, N

    The 72nd Annual Meeting of the Academy of Management 

    Presentation date： 2012.08

  • Coach-Coachee Exchange and Task Performance: Testing a Mediated Moderation Model

    Jung, Y, Takeuchi, N

    The 72nd Annual Meeting of the Academy of Management 

    Presentation date： 2012.08

  • Structural empirical evaluation of job search behavior: Evidence from Japan and Korea

    Jung, Y, Takeuchi, N, Takeuchi, T

    Academy of International Business 2012 Annual Meeting (Current Issues in Japanese Business Studies: Special Session of AJBS Best Papers) 

    Presentation date： 2012.07

  • Structural empirical evaluation of job search behavior: Evidence from Japan and Korea

    Jung, Y, Takeuchi, N, Takeuchi, T

    The 25th Annual Meeting of Association of Japanese Business Studies 

    Presentation date： 2012.06

  • 組織サポート知覚と人材開発への投資に対する知覚

    『経営行動科学学会』第14回年次大会 

    Presentation date： 2011.11

  • Gender differences and subjective career success: A boundaryless career perspective

    Jung, Y, Takeuchi, N

    The 71st Annual Meeting of the Academy of Management 

    Presentation date： 2011.08

  • Relationships among Protean Career, Organizational Supports, and Subjective Career Success in Early and Mid-Career Stages

    Jung, Y, Takeuchi, N

    The 27th European Group for Organizational Studies Colloquium 

    Presentation date： 2011.07

  • バウンダリーレス・キャリアと主観的キャリア成功の関係

    『組織学会』2011年度年次大会 

    Presentation date： 2011.06

  • Contest- and sponsored-mobility model and subjective career success: Testing a cross-cultural moderating effect between Japanese and Korean employees

    Jung, Y, Takeuchi, N, Takeuchi, T

    The 7th Asia Academy of Management 

    Presentation date： 2010.12

  • Leader-member exchange and work role performance: The moderating role of organization-based self-esteem

    Jung, Y, Takeuchi, N

    The 13th Annual Convention of the Japanese Association of Administrative Science 

    Presentation date： 2010.11

  • Leader-member exchange and organization-based self-esteem: Joint effects on employee performance

    Jung, Y, Takeuchi, N

    The 70th Annual Meeting of the Academy of Management 

    Presentation date： 2010.08

  • Relationships among perceived social supports, career self-management, and subjective career success in Japanese and Korean organizations: Testing a cross-cultural moderating effect

    Jung, Y, Takeuchi, N

    The 26th European Group for Organizational Studies Colloquium 

    Presentation date： 2010.07

  • Support from Organization or Supervisor? Perceptual Differences in Subjective Career Success between Japanese and Korean Employees

    Jung, Y, Takeuchi, N

    The 23rd Annual Conference of the Association of Japanese Business Studies (AJBS) 

    Presentation date： 2010.06

  • 組織文脈におけるリーダー・メンバー交換関係の有効性

    『組織学会』2010年度年次大会 

    Presentation date： 2010.06

  • エントリーマネジメント施策と従業員の職務態度：導入教育前・後における比較分析

    『経営行動科学学会』第12回年次大会 

    Presentation date： 2009.11

  • Leader-member exchange and in-role and extra-role performance: The mediating and moderating effects of role clarity

    Jung, Y, Takeuchi, N

    The 12th Annual Convention of the Japanese Association of Administrative Science 

    Presentation date： 2009.11

  • Multiple commitments and employee performance: The role of perceived compatibility

    Jung, Y, Takeuchi, N

    The 6th International Conference on Applied Business Research 

    Presentation date： 2009.09

  • 韓国企業における心理的契約―個人と組織の相互義務における4種類の検討

    『日本経営学会』第83回全国大会 

    Presentation date： 2009.09

  • Perceived investment in employee development: The mediating and moderating effects on work outcomes

    Jung, Y, Takeuchi, N

    The 69th Annual Meeting of the Academy of Management 

    Presentation date： 2009.08

  • 人材開発投資に対する従業員認知と職務態度との関係：個人―環境適合の媒介効果とキャリア計画による調整効果の検討

    『日本労務学会』第39回全国大会 

    Presentation date： 2009.08

  • Career planning, leader-member exchange relationship, and gender: How do they interact to enhance subjective career success?

    Jung, Y, Takeuchi, N

    The 25th European Group for Organizational Studies 

    Presentation date： 2009.07

  • Understanding self-esteem and supervisor-subordinate relationships among Japanese and Korean employees

    Jung, Y, Takeuchi, N

    The 22nd Annual Meeting of Association of Japanese Business Studies 

    Presentation date： 2009.06

  • Multilevel research on the strategic HRM picture: The role of top managers and perceived HR practice on SHRM-performance linkage

    The 6th Asia Academy of Management Conference 

    Presentation date： 2008.12

  • Investment in employee development and employee performance: Testing mediational effects of an employee’s self-evaluated value and attitude

    The 11th Annual Convention of the Japanese Association of Administrative Science 

    Presentation date： 2008.11

  • Is a higher quality of leader-member exchange always valid?: Testing moderating effects of organization-based self-esteem

    The 7th International Conference of the Academy of Human Resource Development (Asia Chapter) 

    Presentation date： 2008.11

  • リーダー・メンバー間の交換関係と従業員の役割成果：組織に基づく自尊感情のモデレーション効果の検討

    『産業・組織心理学会』第24回年次大会 

    Presentation date： 2008.08

  • Person-organization fit, leader-member exchange, and work attitudes in Japanese and Korean organizations: Testing a cross-cultural moderating effect

    The 9th International Federation of Scholarly Associations of Management World Congress 

    Presentation date： 2008.07

  • Person-organization fit, leader-member exchange, and cultural differences in predicting employees’ work attitudes: A comparative study between Japan and Korea

    The 5th International Conference on Business and Information 

    Presentation date： 2008.07

▼display all

Research Projects

  • Media Exposure and Job-related Outcomes under the Remote Work Environment: An Investigation Using Behavioral Log Data

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Challenging Research (Exploratory)

    Project Year :

    2022.06
    -
    2025.03
     

  • 企業の採用活動と組織魅力に関する統合的研究：道具的―象徴的枠組みからの接近

    日本学術振興会  科学研究費助成事業 基盤研究(B)

    Project Year :

    2021.04
    -
    2025.03
     

    鄭 有希, 竹内規彦

    　View Summary

    本研究では、企業のイメージを構成する道具的属性（instrumental attributes: 給与、勤務地など）と象徴的属性（symbolic attributes: 家族的な会社、創造的な会社など）の概念枠組みを用いて、人材の多様な採用モード（新卒採用、中途採用、再入社など）に対応できる新たなモデル構築に向けた理論的・実証的研究を行うことを目的とする。具体的には、（1）日本における組織魅力（雇用主としての魅力）に結びつく企業イメージ（道具的・象徴的属性）の精密化と定量的に測定可能な尺度開発、（2）企業イメージと組織魅力との関係における個人の条件要因（キャリア志向、性格特性など）の析出と検証、（3）企業と個人の間で生じうる企業イメージのギャップに影響を与える企業の採用活動（採用方針、採用ツール、広報戦略など）の検証を行う。初年度にあたる2021年度は、日本文脈における雇用主としての魅力に結びつく企業イメージの精密化と定量的に測定可能な尺度開発にむけて以下の研究活動を行った。
    （１）文献収集とレビュー：①採用研究に関する文献・資料収集とレビュー、②日本の文化的、制度的、実務的な情報資料のソースとして政府機関発行資料（労働・雇用に関する法案や統計資料など）、新聞や雑誌記事等の資料収集を実施した。
    （２）定性調査：求職者を対象にした半構造化面接調査を実施した。具体的には、雇用主として魅力を感じる組織の特徴についてインタビュー調査を行った。
    （３）定量調査の準備：日本文脈における企業イメージの測定尺度の次元性の抽出と各次元を構成する設問項目の作成し、企業イメージ尺度の妥当性及び信頼性の検証を目的とした質問紙の設計を行った。
    （４）論文化と成果発表：成果の一部は、国内・海外の学会で報告されたとともに、海外ジャーナルに投稿するために、英語で論文化を進めている。

  • マイノリティを含んだ多様な経営幹部層が企業業績に与える影響に関する国際比較研究

    日本学術振興会  科学研究費助成事業 基盤研究(B)

    Project Year :

    2020.04
    -
    2025.03
     

    谷川 智彦, 鄭 有希

    　View Summary

    2021年度の取り組みとして、①2020年度に収集したデータを用いた研究成果の公表及び、②本研究課題と関連する研究について、論文執筆や国際学術会議での報告、共著の執筆をおこなった。
    まず2020年度に収集したデータに対して分析を行い、そこから得られた研究成果を論文化した後、査読付き英文学術雑誌に投稿した。その結果、インパクトファクターが付いた競争的な査読付き英文学術雑誌から修正後再査読（R&R）の評価を得た。また、研究成果を論文の形に精緻化する過程で国際学術会議にて本研究の成果を報告した。具体的には、British Academy of Managementにて本研究の成果を報告した。
    また、2021年度は本研究課題に関連した別の研究を行い、その成果を論文や書籍、国際学術会議での報告という形で積極的に発信した。具体的には職場における「空気を読む」現象に着目した研究と組織におけるメタファーに関する研究を行った。前者については、職場へのアンケート調査を通じて、職場で用いられている「空気を読む」という言葉の意味や特徴を明らかにした研究成果を国際学術会議や論文投稿という形で発信した。具体的には、国際学術会議であるAssociation of Japanese Business Studiesにて報告を行うと同時に査読付き英文学術雑誌に投稿後、修正後再査読（R&R）の評価を得た。また、後者についても伝統的組織論や組織変革論において用いられるメタファーについて既存文献を整理する形で研究を行い、その研究成果共著としてまとめた。その結果、『組織のメタファー』（共著、文眞堂）としてこの研究課題の成果が出版された。

  • An Integrative Research on the Development of a New HRM Model from the Attribution Theory Perspective

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (B)

    Project Year :

    2020.04
    -
    2023.03
     

  • 超高齢社会における人材活性化戦略：中高年人材の革新的行動に関する統合的研究

    日本学術振興会（JSPS）  基盤研究(B)・代表

    Project Year :

    2017.04
    -
    2021.03
     

    鄭 有希

  • 日本と韓国における人的資源管理の国際比較―収斂・拡散理論の観点から―

    学習院大学 東洋文化研究所研究  一般研究プロジェクト研究助成金

    Project Year :

    2017.04
    -
    2019.03
     

    鄭 有希

  • 非管理職シニア人材の持続的エンプロイアビリティ向上に向けた理論的・実証的研究

    日本学術振興会  基盤研究（C）特設分野・分担

    Project Year :

    2016.07
    -
    2019.03
     

    竹内規彦

  • 従業員のエンゲージメントに関する統合モデルの構築に向けた理論的・実証的研究

    日本学術振興会(JSPS)  若手研究(B)

    Project Year :

    2014.04
    -
    2017.03
     

    鄭 有希

  • 動態的な環境変化への組織適応を促す人材マネジメント：東アジア企業の実証的研究

    日本学術振興会(JSPS)  基盤研究(B)・分担

    Project Year :

    2014.04
    -
    2017.03
     

    竹内規彦

  • ファミリー・フレンドリー施策に関する統合モデルの構築に向けた理論的・実証的研究

    日本生産性本部  生産性研究助成

    Project Year :

    2015.04
    -
    2016.03
     

    鄭 有希

  • 東アジアにおける個人の自律的キャリア意識と組織の人材開発施策の統合モデル

    日本学術振興会(JSPS)  若手研究(B)

    Project Year :

    2012.04
    -
    2014.03
     

    鄭 有希

  • 個人の組織適応とキャリア設計に関するミクロ組織論的研究―日韓の比較を通じて

    日本学術振興会(JSPS)  特別研究員奨励費（ＤＣ２）

    Project Year :

    2009.04
    -
    2011.03
     

    鄭 有希

▼display all

Misc

  • 【書評】鈴木智之 著『ワークプレイス・パーソナリティ論─人的資源管理の新視角と実証』

    鄭 有希

    日本労働研究雑誌   66 ( 2024 No. 2·3 )  2024.02  [Invited]

    Authorship：Lead author

    Book review, literature introduction, etc.  

  • VUCA 時代の人材育成 ～自律型人材の育成を目指して～

    鄭 有希

    トランスナショナルHRM研究所会報   ( 13 ) 17 - 19  2022.03  [Invited]

    Authorship：Lead author

    Rapid communication, short report, research note, etc. (bulletin of university, research institution)  

  • 東アジアにおける人的資源管理の国際比較：収斂、拡散理論の観点から

    竹内規彦, 鄭 有希, 竹内倫和

    東洋文化研究所   ( 22 ) 403 - 426  2020.03  [Refereed]

    Authorship：Corresponding author

    Article, review, commentary, editorial, etc. (bulletin of university, research institution)  

  • 高業績HRMシステムと従業員の職務態度に関する日韓比較

    鄭 有希, 竹内規彦, 竹内倫和

    東洋文化研究   ( 22 ) 377 - 402  2020.03  [Refereed]

    Authorship：Lead author

    Article, review, commentary, editorial, etc. (bulletin of university, research institution)  

  • The Anatomy of Published Articles in Internationally Reputed Journals: The Case of Empirical Research in the Organizational Behavior Field

    Ishikawa Jun, Sekiguchi Tomoki, Jung Yuhee, Takeuchi Norihiko

    Japanese Journal of Administrative Science   30 ( 3 ) 179 - 184  2018

    DOI CiNii

 

Syllabus

▼display all

Teaching Experience

  • 専門演習

    立命館大学, 学習院大学  

  • 卒業論文・卒業演習

    学習院大学  

  • Cross-cultural organizational behavior

    学習院大学  

  • Cross-Cultural Organizational Behavior

    Gakushuin University  

  • International Human Resource Management

    Gakushuin University, Ritsumeikan University  

  • International Human Resource Management

    学習院大学, 立命館大学  

  • Research Methods

    青山学院大学大学院経営学研究科  

  • Human Resource Management

    明治大学大学院経営学研究科  

  • 経営心理学

    日本大学  

  • Organizational Behavior

    Gakushuin University, Ritsumeikan University  

  • Basic/ Advanced Seminar

    Gakushuin University, Ritsumeikan University  

  • 入門演習, 基礎演習

    学習院大学, 立命館大学  

  • Theory of Corporation

    Ritsumeikan University  

  • 企業論

    立命館大学  

  • Introduction to Management

    Gakushuin University, Ritsumeikan University  

  • マネジメント論

    学習院大学, 立命館大学  

  • 組織行動論

    学習院大学, 立命館大学  

▼display all

 

Sub-affiliation

  • Faculty of Social Sciences   Graduate School of Social Sciences

Internal Special Research Projects

  • 戦略的組織のサステナビリティに関する研究：組織魅力の構築と維持の観点から

    2023  

    　View Summary

    本研究では、2023年4月～2024年3月までの期間において、個人の知覚する組織的魅力が入社前から入社後にかけてどのように変化し、それが個人と組織に与える影響を理論的・実証的に検討することを主な目的とした。具体的には、（1）個人の知覚する組織魅力の変化（増加、減少、変化なし）が入社後の転職意思に与える影響、（2）個人の知覚する組織魅力の変化と転職意思の関係を調整する要因（個人、職場、組織）を抽出することである。

  • 従業員の学習志向性の決定要因に関する研究

    2022  

    　View Summary

    本研究では、2022年4月～2023年3月までの期間において、個人の職務成果及び組織全体の柔軟性を高め、持続的な競争優位をもたらすことが期待されている「学習志向性（learning goal-orientation）」の先行要因を明らかにすることを主な目的とした。具体的には、従業員の学習志向性を向上させる要因として、個人要因（性格特性、年齢、性別など）、職場要因（同僚や直属上司との関係など）、組織要因（人材育成施策、組織文化など）を分析・検証を行った。

  • コロナ禍でのキャリア意識変化及び職務態度に関する研究

    2021  

    　View Summary

    　本研究では、2021年4月～2022年3月までの期間において、（1）コロナ禍でキャリア志向の変化に対する環境要因に加えて、個人の条件要因（性格特性、年齢、性別など）の析出と検証、（2）キャリア志向の変化（例えば、①ワーク→生活重視へ変化、②生活→ワーク重視へ変化、③変化無し）と職務態度（職務満足、組織コミットメント、転職意思など）との関係について検討を行うことを主な目的とする。　研究活動としては、（1）文献や種々の資料・情報収集、（2）収集した2次データの分析、（3）ネット調査専門企業を通して調査の実施の3点に集中させた。

  • 日本企業におけるシニア人材活性化戦略

    2020  

    　View Summary

    　本課題研究は、2020年4月～2021年3月までの期間において、人材の高齢化という深刻な課題に直面している超高齢社会である日本企業における従業員の加齢とワークエンゲージメントとの関係、及び加齢とともにワークエンゲージメントが維持・促進されるための条件要因を検討することを目的とする。　2020年4月に、本大学に着任したこともあり、交付申請を行った時期が6月以降であり、実質的な研究活動期間は9ヵ月弱ほどあった。そのため、研究活動としては、（1）文献や種々の資料・情報収集、（2）収集した中高年人材関連の2次データ分析、（3）ネット調査専門企業を通してパイロット調査の実施の３点に集中させた。