2023/10/02 更新

写真a

チョン　ユヒ
鄭　有希
所属
社会科学総合学術院 社会科学部
職名
教授
学位
博士（経営学）
プロフィール

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。

経歴

  • 2020年04月
    -
    継続中

    早稲田大学   社会科学部   教授

  • 2018年04月
    -
    2020年03月

    学習院大学   国際社会科学部   教授

  • 2016年04月
    -
    2018年03月

    学習院大学   国際社会科学部   准教授

  • 2013年04月
    -
    2016年03月

    立命館大学経営学部 准教授

  • 2011年04月
    -
    2013年03月

    明治大学大学院経営学研究科 専任(特任)講師

  • 2009年04月
    -
    2011年03月

    日本学術振興会特別研究員(DC2)

  • 2007年04月
    -
    2011年03月

    明治大学 社会科学研究所 客員研究員

▼全件表示

所属学協会

  • 　
    　
    　

    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

▼全件表示

研究分野

  • 経営学

研究キーワード

  • キャリア形成理論

  • 戦略的人的資源管理

  • 組織行動論

受賞

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

    2019年06月   European Academy of Management (EURAM) 2019  

    受賞者： 鄭 有希

  • "Best Paper Award" 次点

    2019年06月   Palgrave Macmillan and the Association of Japanese Business Studies (AJBS)  

    受賞者： 鄭 有希

  • "Best Paper Award”

    2017年07月   Palgrave Macmillan and the Association of Japanese Business Studies (AJBS)  

    受賞者： 鄭 有希

  • Emerald Literati Network Awards for Excellence

    2017年05月   Emerald Publishing  

    受賞者： 鄭 有希

  • 優秀大会発表賞

    2016年09月   日本応用心理学会  

    受賞者： 鄭 有希

  • Best Paper Award

    2014年12月   Advances in Business-Related Scientific Research Conference  

  • 大会研究優秀賞

    2013年10月   経営行動科学学会  

  • Best Paper Proceedings(OB Division)

    2012年08月   Academy of Management Meeting  

  • Best Paper Award (First Prize)

    2012年06月   Association of Japanese Business Studies  

  • 大会研究優秀賞

    2011年11月   経営行動科学学会  

  • 大会研究優秀賞

    2009年11月   経営行動科学学会  

  • Best Paper Award (Finalist)

    2009年06月   The Association of Japanese Business Studies  

  • Best Paper Award (First Prize)

    2007年11月   The International Conference of the Academy of Human Resource Development  

▼全件表示

 

論文

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

    Yuhee Jung, Soyeon Kim, Tomohiko Tanikawa

    Culture and Organization (Online First publishing)     1 - 20  2023年03月  [査読有り]

    担当区分：筆頭著者

    DOI

    Scopus

  • 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―

    鄭 有希

    産業・組織心理学研究   36 ( 2 ) 157 - 171  2023年03月  [査読有り]

  • 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年09月  [査読有り]

    DOI

    Scopus

    10
    被引用数
    (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年08月  [査読有り]

    DOI

    Scopus

    13
    被引用数
    (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年05月  [査読有り]

    DOI

    Scopus

    14
    被引用数
    (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年03月  [査読有り]

    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年01月  [査読有り]

    　概要を見る

    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

    71
    被引用数
    (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年  [査読有り]

    　概要を見る

    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

    18
    被引用数
    (Scopus)

  • Understanding psychological processes of applicants’ job search

    Yuhee Jung, Norihiko Takeuchi, Tomokazu akeuchi

    Evidence-based HRM: a Global Forum for Empirical Scholarship   4 ( 3 ) 190 - 213  2016年12月  [査読有り]

    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年07月  [査読有り]

    　概要を見る

    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

    21
    被引用数
    (Scopus)

  • Gender differences in career planning and success

    Yuhee Jung, Norihiko Takeuchi

    Journal of Management Psychology   31 ( 2 ) 603 - 623  2016年  [査読有り]

    　概要を見る

    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

    18
    被引用数
    (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年01月  [査読有り]

    　概要を見る

    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

    26
    被引用数
    (Scopus)

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

    Yuhee Jung

    明治大学 経営学研究所『経済論集』   60 ( 1 ) 107-127 - 127  2013年01月

    　概要を見る

    Drawing on the leader-member exchange(LMX)theory and the intelligent career theory, we propose that a subordinates'age moderates the relationship between the quality of LMX and task performance. In addition, the study hypothesizes that organization-based self-esteem(OBSE)mediates the moderating effect of age on the relationship between the LMX quality and subordinate task performance, from the self-esteem perspective.

    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年12月

    　概要を見る

    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年

    DOI

    Scopus

    2
    被引用数
    (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年07月

    　概要を見る

    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

    鄭 有希

    明治大学大学院経営学研究科 経営学研究論集   33 ( 33 ) 93 - 112  2010年10月  [査読有り]

    　概要を見る

    近年，組織やチームに貢献する従業員の役割外行動（extra-role behavior）が大きく注目されている。一方，従業員の役割外行動を促進する要因として，職場における上司と部下との2者間関係である「リーダー・メンバー交換関係（leader-member exchange : LMX）」が大きく影響する可能性が議論されている。実際，一部の先行研究では，上司と部下との関係の質が高まることによって，従業員が自発的に組織及びチームに貢献できるような役割外行動をすることが実証的に明らかにされている。しかしながら，上司とフォロワーとの2者間の関係が実際に従業員の役割外行動をどのように促すかについては，必ずしも十分な検討が行われておらず，いまだ議論の余地が残されている。

    CiNii

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

    鄭 有希

    明治大学大学院経営学研究科 経営学研究論集   32   55 - 70  2010年02月  [査読有り]

  • 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年

    　概要を見る

    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

    32
    被引用数
    (Scopus)

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

    鄭 有希

    明治大学大学院経営学研究科 経営学研究論集   31 ( 31 ) 95 - 114  2009年09月  [査読有り]

    CiNii

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

    鄭 有希

    明治大学情報基盤本部 『Informatics』   2 ( 2 ) 41 - 55  2009年03月  [査読有り]

    CiNii

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

    鄭 有希

    明治大学大学院経営学研究科 経営学研究論集   30 ( 30 ) 127 - 141  2009年02月  [査読有り]

    CiNii

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

    鄭 有希

    明治大学大学院経営学研究科 経営学研究論集   29 ( 29 ) 93 - 110  2008年09月  [査読有り]

    CiNii

▼全件表示

書籍等出版物

  • 経営組織論のフロンティア

    鄭 有希( 担当： 共著,  担当範囲: 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年10月 ISBN: 4830951923

    ASIN

  • ミクロ組織論

    鄭 有希( 担当： 共著,  担当範囲: 第２章 パーソナリティ)

    学文社  2019年04月 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( 担当： 共著,  担当範囲: 第7章 キャリア発達)

    ミネルヴァ書房  2014年05月 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( 担当： 共訳,  担当範囲: 第8 章 まず、聞き手の 関心を喚起すること)

    白桃書房  2012年04月

講演・口頭発表等

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

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

    発表年月： 2022年12月

    開催年月：
    2022年12月
    　
    　

  • 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  [招待有り]

    第4回トランスナショナル研究会セミナー  

    発表年月： 2021年11月

  • 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)  

    発表年月： 2021年11月

    開催年月：
    2021年11月
    　
    　

  • 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)  

    発表年月： 2021年11月

    開催年月：
    2021年11月
    　
    　

  • 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)  

    発表年月： 2021年10月

    開催年月：
    2021年10月
    　
    　

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

    Soyeon Kim, Yuhee Jung

    British Academy of Management (BAM)  

    発表年月： 2021年09月

    開催年月：
    2021年09月
    　
    　

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

    Tomohiko Tanikawa, Yuhee Jung

    British Academy of Management (BAM)  

    発表年月： 2021年09月

    開催年月：
    2021年09月
    　
    　

  • 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)  

    発表年月： 2021年06月

    開催年月：
    2021年06月
    　
    　

  • 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  

    発表年月： 2020年09月

    開催年月：
    2020年09月
    　
    　

  • 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  

    発表年月： 2020年09月

    開催年月：
    2020年09月
    　
    　

  • 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  

    発表年月： 2019年06月

  • 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  

    発表年月： 2019年06月

  • 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)  

    発表年月： 2019年06月

  • 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)  

    発表年月： 2019年06月

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

    Norihiko Takeuchi, Yuhee Jung

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

    発表年月： 2019年05月

  • 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

    竹内 規彦, 鄭 有希

    国際ビジネス研究学会  

    発表年月： 2018年11月

  • 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)  

    発表年月： 2018年11月

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

    Yuhee Jung, Norihiko Takeuchi

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

    発表年月： 2018年07月

  • 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  

    発表年月： 2018年06月

  • 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  

    発表年月： 2017年12月

  • 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  

    発表年月： 2017年12月

  • 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  

    発表年月： 2017年11月

  • 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  

    発表年月： 2017年07月

  • 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  

    発表年月： 2017年07月

  • 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  [招待有り]

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

    発表年月： 2017年06月

  • 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  

    発表年月： 2017年05月

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

    Jung, Y, Takeuchi, N

    8th Annual Women's Leadership and Empowerment Conference  

    発表年月： 2017年03月

  • 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  

    発表年月： 2016年09月

  • 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  

    発表年月： 2016年09月

  • 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)  

    発表年月： 2016年08月

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

    Tanikawa, T, Jung, Y

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

    発表年月： 2016年08月

  • 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  

    発表年月： 2016年06月

  • 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  

    発表年月： 2016年06月

  • Socialization and Careers for Graduate Newcomers:A Longitudinal Analysis

    Takeuchi, N, Takeuchi, T, Jung, Y

    British Academy of Management (BAM) 2015Conference  

    発表年月： 2015年09月

  • 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

    竹内規彦, 竹内倫和, 鄭有希

    産業・組織心理学会第31回大会  

    発表年月： 2015年08月

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

    Tanikawa, T, Jung, Y

    The 4th Ashridge International Conference  

    発表年月： 2015年06月

  • 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  

    発表年月： 2014年12月

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

    Jung, Y, Takeuchi, N

    Academy of Management  

    発表年月： 2014年08月

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

    Jung, Y, Takeuchi, N

    International Network of Business and Management Journals  

    発表年月： 2014年06月

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

    Tanikawa, T, Jung, Y

    European Academy of Management  

    発表年月： 2014年06月

  • 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―

    谷川智彦, 鄭有希

    『経営行動科学学会』第16回年次大会  

    発表年月： 2013年10月

  • 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  

    発表年月： 2013年09月

  • 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

    鄭有希, 竹内規彦

    産業・組織・心理学会  

    発表年月： 2013年09月

  • 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  

    発表年月： 2013年06月

  • Careerism and Subjective Career Success: A Career Stages Perspective

    Jung, Y, Takeuchi, N, Takeuchi, T

    The 8th Conference of Asia Academy of Management  

    発表年月： 2012年12月

  • 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―

    鄭有希, 竹内規彦, 竹内倫和

    『経営行動科学学会』第15回年次大会  

    発表年月： 2012年11月

  • 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―

    竹内規彦, 竹内倫和, 鄭有希

    『経営行動科学学会』第15回年次大会  

    発表年月： 2012年11月

  • 新規参入者の初期キャリア発達プロセスに関する研究

    竹内倫和, 竹内規彦, 鄭有希

    『経営行動科学学会』第15回年次大会  

    発表年月： 2012年11月

  • 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  

    発表年月： 2012年08月

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

    Jung, Y, Takeuchi, N

    The 72nd Annual Meeting of the Academy of Management  

    発表年月： 2012年08月

  • 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)  

    発表年月： 2012年07月

  • 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  

    発表年月： 2012年06月

  • 組織サポート知覚と人材開発への投資に対する知覚

    鄭 有希, 竹内規彦

    『経営行動科学学会』第14回年次大会  

    発表年月： 2011年11月

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

    Jung, Y, Takeuchi, N

    The 71st Annual Meeting of the Academy of Management  

    発表年月： 2011年08月

  • 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  

    発表年月： 2011年07月

  • 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

    鄭 有希, 竹内規彦

    『組織学会』2011年度年次大会  

    発表年月： 2011年06月

  • 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  

    発表年月： 2010年12月

  • 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  

    発表年月： 2010年11月

  • 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  

    発表年月： 2010年08月

  • 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  

    発表年月： 2010年07月

  • 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)  

    発表年月： 2010年06月

  • 組織文脈におけるリーダー・メンバー交換関係の有効性

    鄭 有希, 竹内規彦

    『組織学会』2010年度年次大会  

    発表年月： 2010年06月

  • 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

    竹内規彦, 竹内倫和, 鄭有希

    『経営行動科学学会』第12回年次大会  

    発表年月： 2009年11月

  • 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  

    発表年月： 2009年11月

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

    Jung, Y, Takeuchi, N

    The 6th International Conference on Applied Business Research  

    発表年月： 2009年09月

  • 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

    鄭有希

    『日本経営学会』第83回全国大会  

    発表年月： 2009年09月

  • 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  

    発表年月： 2009年08月

  • 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  

    発表年月： 2009年08月

  • 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  

    発表年月： 2009年07月

  • 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  

    発表年月： 2009年06月

  • 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  

    発表年月： 2008年12月

  • 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  

    発表年月： 2008年11月

  • 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)  

    発表年月： 2008年11月

  • 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  

    発表年月： 2008年08月

  • 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  

    発表年月： 2008年07月

  • 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  

    発表年月： 2008年07月

▼全件表示

共同研究・競争的資金等の研究課題

  • 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)

    研究期間:

    2021年04月
    -
    2025年03月
     

    鄭 有希, 竹内規彦

  • 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)

    研究期間:

    2020年04月
    -
    2025年03月
     

    谷川 智彦, 鄭 有希

  • 帰属理論に基づく新たな人的資源管理モデルの構築に向けた統合的研究

    日本学術振興会  科学研究費助成事業 基盤研究(B)

    研究期間:

    2020年04月
    -
    2023年03月
     

    竹内 規彦, 関口 倫紀, 鄭 有希, 金 素延, 谷川 智彦, 竹内 真登

  • 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

    研究期間:

    2017年04月
    -
    2021年03月
     

    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

    研究期間:

    2017年04月
    -
    2019年03月
     

    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

    研究期間:

    2016年07月
    -
    2019年03月
     

    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)

    研究期間:

    2014年04月
    -
    2017年03月
     

    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

    研究期間:

    2014年04月
    -
    2017年03月
     

    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

    研究期間:

    2015年04月
    -
    2016年03月
     

    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)

    研究期間:

    2012年04月
    -
    2014年03月
     

    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）

    研究期間:

    2009年04月
    -
    2011年03月
     

    鄭 有希

▼全件表示

Misc

  • 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年03月  [招待有り]

    担当区分：筆頭著者

    速報，短報，研究ノート等（大学，研究機関紀要）  

  • 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年03月  [査読有り]

    担当区分：責任著者

    記事・総説・解説・論説等（大学・研究所紀要）  

  • 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年03月  [査読有り]

    担当区分：筆頭著者

    記事・総説・解説・論説等（大学・研究所紀要）  

  • 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   30 ( 3 ) 179 - 184  2018年

    DOI CiNii

 

現在担当している科目

▼全件表示

担当経験のある科目(授業)

  • 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  

▼全件表示

 

他学部・他研究科等兼任情報

  • 社会科学総合学術院   大学院社会科学研究科

特定課題制度（学内資金）

  • 従業員の学習志向性の決定要因に関する研究

    2022年  

    　概要を見る

    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年  

    　概要を見る

    　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年  

    　概要を見る

    　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。