2022/08/17 更新

写真a

ヤナドリ ヨシオ
梁取 美夫
所属
商学学術院 商学部
職名
教授

兼担

  • 附属機関・学校   グローバルエデュケーションセンター

学内研究所等

  • 2020年
    -
    2032年

    産業経営研究所   兼任研究所員

学歴

  • 2000年
    -
    2005年

    Cornell University   ILR School   PhD in Human Resource Studies  

  • 1996年
    -
    1998年

    Cornell University   ILR School   Master of Science in Human Resource Studies  

  • 1986年
    -
    1990年

    Waseda University   School of Letters, Arts, and Science I   Bachelor of Literature  

学位

  • Cornell University   PhD

経歴

  • 2020年
    -
    継続中

    早稲田大学   商学部   教授

  • 2014年
    -
    2020年

    University of South Australia   Business School   Senior Lecturer

  • 2011年
    -
    2013年

    University of South Australia   Business School   Lecturer

  • 2005年
    -
    2011年

    University of British Columbia   Sauder School of Business   Assistant Professor

  • 2020年
    -
    継続中

    University of South Australia   Business School   Adjunct Academic Staff

  • 2018年
    -
    2020年

    早稲田大学   イノベーション研究所   招聘研究員

  • 1992年04月
    -
    2000年06月

    人事院

  • 1994年04月
    -
    1996年03月

    経済企画庁

▼全件表示

 

研究分野

  • 経営学   Management

研究キーワード

  • Compensation management

  • Gender equity

  • Innovation

  • Strategic management

  • Human resource management

論文

  • Forming post-COVID supply chains: does supply chain managers' social network affect resilience?

    Ethan Nikookar, Yoshio Yanadori

    International Journal of Physical Distribution & Logistics Management    2022年06月  [査読有り]

     概要を見る

    Purpose

    Rethinking how to build resilience in supply chains is once again highlighted by COVID-19. Research on supply chain resilience has established flexibility as a firm-level antecedent that contributes to supply chain resilience. However, the authors know little about how supply chain flexibility is developed within a firm. Drawing on social capital theory, the authors claim that the way supply chain managers are embedded in their social networks plays a critical role in developing this antecedent. Specifically, the authors hypothesize that supply chain managers' structural and relational embeddedness in their reference network, comprised of individuals from whom they seek advice, is instrumental to developing supply chain flexibility, which subsequently enhances the firm's supply chain resilience.

    Design/methodology/approach

    Survey data collected from 485 manufacturing firms in Australia and Hayes and Preacher's (2014) parallel multiple mediator model were employed to empirically test the hypotheses.

    Findings

    The findings of the study establish that supply chain managers' structural and relational embeddedness in their reference network indeed have implications for developing supply chain resilience. Furthermore, the mediator through which managers' social embeddedness influences supply chain resilience is identified in the current study.

    Originality/value

    The study contributes to the extant literature on supply chain resilience, investigating the role that supply chain managers' social capital play in developing the resilience of their firm.

    DOI

  • Preparing supply chain for the next disruption beyond COVID-19: Managerial antecedents of supply chain resilience

    Ethan Nikookar, Yoshio Yanadori

    International Journal of Operations & Production Management   42 ( 1 ) 59 - 90  2022年  [査読有り]

     概要を見る

    <sec><title content-type="abstract-subheading">Purpose</title>COVID-19 once again showed the importance of building resilience in supply chains. Extant research on supply chain resilience management has successfully identified a set of organizational antecedents that contribute to supply chain resilience. However, little is known about the mechanisms by which these antecedents are developed within a firm. Drawing on the dynamic managerial capabilities theory, the current study aims to investigate the critical role that supply chain managers play in developing the organizational antecedents. Specifically, this study shows that supply chain managers' social capital, human capital and cognition are instrumental to the development of three organizational supply chain resilience antecedents: visibility, responsiveness and flexibility, which subsequently enhance the firm's supply chain resilience.

    </sec><sec><title content-type="abstract-subheading">Design/methodology/approach</title>The authors employ survey data collected from 598 manufacturing firms in Australia, and Hayes and Preacher's (2014) parallel multiple mediator model to empirically test the hypotheses.

    </sec><sec><title content-type="abstract-subheading">Findings</title>The findings of the study establish that supply chain managers' social capital, human capital and cognition indeed have implications for developing supply chain resilience. Furthermore, the mediators through which managers' social capital, human capital and cognition improve supply chain resilience are identified in the current study.

    </sec><sec><title content-type="abstract-subheading">Originality/value</title>The study contributes to the extant literature on supply chain resilience, investigating the role that supply chain managers play in developing the resilience of their firm.

    </sec>

    DOI

  • Customer aggression, employee voice and quit rates: Evidence from the frontline service workforce

    Xiangmin Liu, Danielle D. van Jaarsveld, Yoshio Yanadori

    British Journal of Industrial Relations   60 ( 2 ) 348 - 370  2022年  [査読有り]

    DOI

  • Show me the gratitude!

    Yoshio Yanadori, Genjiro Kosaka, Takahiro Endo

    Workspan   ( 4th Quarter ) 42 - 51  2021年12月

  • Who pays the penalty? Implications of gender pay disparities within top management teams for firm performance

    Yoshio Yanadori, Carol T. Kulik, Jill A. Gould

    Human Resource Management   60 ( 4 ) 681 - 699  2021年  [査読有り]

    DOI

  • Show me the recognition! Effects of recognition on employee engagement and job embeddedness

    Yoshio Yanadori, Genjiro Kosaka, Takahiro Endo

    Journal of Total Rewards   ( Q4 ) 85 - 96  2020年11月  [招待有り]

  • Exploration versus exploitation in technology firms: The role of compensation structure for R&D workforce

    Victor Cui, Waverly W. Ding, Yoshio Yanadori

    Research Policy   48 ( 6 ) 1534 - 1549  2019年07月  [査読有り]

    DOI

  • A fair go? The gender pay gap among corporate executives in Australian firms

    Yoshio Yanadori, Jill A. Gould, Carol T. Kulik

    The International Journal of Human Resource Management   29 ( 9 ) 1636 - 1660  2018年05月  [査読有り]

    DOI

  • La rémunération au Japon: évolutions et enjeux contemporains

    Yoshio Yanadori

    Rémunération du Travail: Enjeux de gestion et débats de société.    2018年

  • HRM research on Japanese organizations in the twenty-first century: Review and emerging research topics

    Yoshio Yanadori

    Japanese Management in Evolution: New Directions, Breaks, and Emerging Practices     293 - 311  2018年

    DOI

  • White collar incentives

    Bok Baik, John H. Evans, Kyonghee Kim, Yoshio Yanadori

    ACCOUNTING ORGANIZATIONS AND SOCIETY   53   34 - 49  2016年08月  [査読有り]

     概要を見る

    This study analyzes the incentive design structure for a sample of mid-level white collar managers (WCM) in large, technology-oriented U.S. firms,whose knowledge-based outputs are difficult to measure objectively. Consistent with the limited availability of objective outcome measures for WCM, we find that the sample firms make significant use of tournament-like implicit promotion incentives to motivate WCM, in addition to using explicit financial incentives. We also find that implicit and explicit incentives are complements rather than substitutes in our setting in which sample firms are generally pot constrained in their ability to adjust implicit and explicit incentives. Finally, while both implicit and explicit incentives increase in job level, explicit incentives increase more rapidly than implicit incentives, resulting in an increase in the intensity of explicit incentives relative to implicit incentives. We attribute this finding to WCM at higher job levels exercising greater influence on organization performance, making organization-level performance measures more informative. Overall, the results are consistent with the availability of objective performance measures for WCM influencing the structure of their implicit promotion and explicit financial incentives. (C) 2015 Elsevier Ltd.. All rights reserved.

    DOI

  • Compensation and benefits in the global organization

    Yoshio Yanadori

    The Routledge Companion to International Human Resource Management    2015年

  • The Relationships of Informal High Performance Work Practices to Job Satisfaction and Workplace Profitability

    Yoshio Yanadori, Danielle D. van Jaarsveld

    Industrial Relations: A Journal of Economy and Society   53 ( 3 ) 501 - 534  2014年07月  [査読有り]

    DOI

  • CREATING INCENTIVES FOR INNOVATION? THE RELATIONSHIP BETWEEN PAY DISPERSION IN R&D GROUPS AND FIRM INNOVATION PERFORMANCE

    Yoshio Yanadori, Victor Cui

    STRATEGIC MANAGEMENT JOURNAL   34 ( 12 ) 1502 - 1511  2013年12月  [査読有り]

     概要を見る

    Innovation is a critical organizational outcome for its potential to generate competitive advantage. While the contribution of knowledge workers to the generation of innovation is widely recognized, little is known about how organizational incentive mechanisms stimulate or inhibit these workers' behaviors that promote innovation. This study examines the relationship between pay dispersion in R&D groups and firm innovation using employee-level compensation data in US high-technology firms. The results show that (1) pay dispersion in R&D groups is negatively related to firm innovation and (2) this negative relationship is alleviated in firms with greater financial slack. This study contributes to the innovation literature by illuminating the implications of organizational incentive systems for successful innovation. Copyright (c) 2013 John Wiley & Sons, Ltd.

    DOI

  • Adoption and Coverage of Performance-Related Pay during Institutional Change: An Integration of Institutional and Agency Theories

    Sung-Choon Kang, Yoshio Yanadori

    JOURNAL OF MANAGEMENT STUDIES   48 ( 8 ) 1837 - 1865  2011年12月  [査読有り]

     概要を見る

    Whether or not to adopt and how extensively to use a newly legitimized practice are discrete decisions made by firms undergoing institutional change. The aim of this paper is to identify the distinct effects of economic, social, and political factors on the adoption of performance-related pay practices and their coverage (i.e. the proportion of employees covered by the practices) by integrating institutional and agency theories. An empirical analysis is performed with a unique sample of Korean firms that experienced the East Asian financial crisis of 1997. The results show that while performance-related pay adoption was influenced by economic and social factors, performance-related pay coverage was related to political factors as well as economic and social factors. This finding suggests that while firms adopt performance-related pay practices in search of legitimacy, they do not blindly imitate such practices but rather proactively adapt them based on economic efficiency considerations. This study makes valuable contributions to research on institutionalism and remuneration by empirically identifying the conditions under which a pay practice adopted for social legitimacy fits or fails to fit the economic needs of the adopters.

    DOI

  • Intra-firm differentiation of compensation systems: evidence from US high-technology firms

    Yoshio Yanadori, Sung-Choon Kang

    HUMAN RESOURCE MANAGEMENT JOURNAL   21 ( 3 ) 236 - 257  2011年07月  [査読有り]

     概要を見る

    While scholars have long recognised the influence of firm decisions on aspects of compensation (e.g. pay level and pay mix), prior compensation studies offer an ambiguous understanding regarding their scope. Some studies argue that firms customise compensation decisions according to employee groups, whereas others assume that firm compensation decisions apply uniformly throughout a firm. To address this research gap, the current study analyses pay levels and pay mixes for R&D employees and administrative employees in US high-technology firms. Our empirical analyses show that firms make distinct compensation decisions for these two job families, but these decisions are ultimately consistent. These findings highlight firms' intention to strike a balance between customising compensation systems according to employee groups and maintaining internal consistency. Our findings add interesting insights to the strategic HRM and talent management literatures, which claim that firms should differentiate among employees when designing HRM systems. Contact: Yoshio Yanadori, Sauder School of Business, University of British Columbia, 2053 Main Mall, Vancouver, BC, V6T 1Z2, Canada. Email: yoshio.yanadori@sauder.ubc.ca

    DOI

  • Compensation Management in Outsourced Service Organizations and Its Implications for Quit Rates, Absenteeism and Workforce Performance: Evidence from Canadian Call Centres

    Danielle D. van Jaarsveld, Yoshio Yanadori

    BRITISH JOURNAL OF INDUSTRIAL RELATIONS   49 ( 1 SUPPL. 1 ) S1 - S26  2011年06月  [査読有り]

     概要を見る

    We investigate compensation management in in-house and outsourced call centres with original establishment-level data collected in Canada. Our analysis reveals that both customer service representatives (CSRs) and managers employed in outsourced call centres earn 91 per cent of the cash pay earned by their in-house counterparts. Lower cash pay levels in outsourced call centres are related to higher CSR quit rates and absenteeism. Although CSR cash pay is associated with improved workforce performance, the disparity in cash pay between in-house and outsourced call centres does not result in a significant difference in workforce performance.

    DOI

  • Paying both globally and locally: an examination of the compensation management of a US multinational finance firm in the Asia Pacific Region

    Yoshio Yanadori

    INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT   22 ( 18 ) 3867 - 3887  2011年  [査読有り]

     概要を見る

    Using the compensation information from 10 subsidiaries of a US-based financial multinational corporation (MNC) in the Asia Pacific region, I have quantitatively explored how one MNC balanced two competing logics: localization, which allows variation across subsidiaries, and strategic alignment, which promotes standardization among subsidiaries. My empirical analysis has revealed that the way this MNC balanced the two logics varied according to the aspects of compensation management and employee groups. While this MNC incorporated local contexts when determining pay level in its foreign subsidiaries, it primarily emphasized the strategic alignment logic when determining pay mix in its subsidiaries. This MNC emphasized the strategic alignment logic to a greater extent when determining the pay level for managers than it did when determining the pay level for non-managerial employees.

    DOI

  • Work and family practices in Japanese firms: their scope, nature and impact on employee turnover

    Yoshio Yanadori, Takao Kato

    INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT   20 ( 2 ) 439 - 456  2009年  [査読有り]

     概要を見る

    Using firm-level data from Japan, this study examines the effects of four commonly used work and family practices on employee turnover: flextime, maternity leave, child care leave, and nursing care leave. Overall, we find statistically significant associations between work and family practices and female employee turnover in Japan. In stark contrast, we do not find such a statistically significant linkage between work and family practices and male employee turnover. As such, this study highlights the potential moderating effect of individual characteristics such as gender on the relationship between work and family practices and employee attitudes and behaviours.

    DOI

  • Average employee tenure, voluntary turnover ratio, and labour productivity: evidence from Japanese firms

    Yoshio Yanadori, Takao Kato

    INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT   18 ( 10 ) 1841 - 1857  2007年10月  [査読有り]

     概要を見る

    Using Japanese firms' data, this study shows that voluntary turnover ratio is negatively related to firm tabour productivity. While recent studies have reported the negative influence of turnover on organizational performance (Kacmar et al., 2006; Shaw et al., 2005a), they analysed only US samples. Our study contributes to researchers' efforts to generalize the relationship between voluntary turnover and organizational performance. Turnover is detrimental to labour productivity as it reduces the stock of firm-specific human capital that a firm retains. Findings suggest that firm average employee tenure mediates the relationship between voluntary turnover and labour productivity.

    DOI

  • Compensation strategy: does business strategy influence compensation in high-technology firms?

    Strategic Management Journal   27 ( 6 ) 559 - 570  2006年06月  [査読有り]

    DOI

  • Incentives

    Blackwell Encyclopedic Dictionary of Organizational Behaviour    2005年

  • Minimizing competition? Entry-level compensation in Japanese firms

    Yanadori Y

    Asia Pacific Journal of Management   21 ( 4 ) 445 - 467  2004年  [査読有り]

    DOI

  • Pay for performance: An international comparison

    Industrial and Labor Relations Review    2002年

  • 生計費でみた内外価格差

    梁取 美夫

    ESP: economy, society, policy   ( 364 ) 42 - 44  1996年

▼全件表示

受賞

  • Philip Brown Prize

    2022年07月   SIRCA  

    受賞者: Yoshio Yanadori, Carol T. Kulik, Jill Gould

  • Best of Best series in 2021

    2021年12月   Chief Scientist of South Australia  

    受賞者: Yoshio Yanadori, Carol T. Kulik, Jill Gould

  • The Faculty Transnational Research Best Conference Paper Award

    2014年   Academy of Management Gender and Diversity in Organization Division  

  • Outstanding Reviewer Award

    2013年   Academy of Management Public and Non-profit Division  

共同研究・競争的資金等の研究課題

  • 成果主義的報酬制度のもとでの報酬配分意思決定モデルの構築

    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
    -
    2024年03月
     

    梁取 美夫

  • 女性役員の登用とその後の企業業績の関係を左右する内的・外的条件の探索

    日本学術振興会  科学研究費助成事業 研究活動スタート支援

    研究期間:

    2020年09月
    -
    2022年03月
     

    梁取 美夫

  • Organizational-level Customer Mistreatment from the Human Resources Perspective

    Social Science and Humanities Research Council of Canada  Insight Grant

    研究期間:

    2012年
    -
    2015年
     

    Danielle D. van Jaarsveld

  • How much are others making? Antecedents, processes, and consequences of pay comparisons.

    University of South Australia  Twenty Really Good Grant

    研究期間:

    2011年
    -
    2012年
     

    梁取 美夫

  • Performance consequences of pay distribution in high-technology firms

    Social Science and Humanities Research Council of Canada  Standard Research Grant

    研究期間:

    2007年
    -
    2010年
     

    梁取 美夫

  • Total compensation designs in Canadian call centers

    University of British Columbia  Hampton Grant

    研究期間:

    2007年
    -
    2009年
     

    梁取 美夫

▼全件表示

 

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)

  • Strategic Human Resource Management

    University of South Australia  

  • Recruitment and Selection

    University of South Australia  

  • Research for Business Decision Makings

    University of South Australia  

  • Performance Management

    University of British Columbia, University of South Australia  

  • Managing Employment Relationships

    University of British Columbia  

  • Managing Compensation

    University of British Columbia, University of South Australia  

  • Introduction to Human Resource Management

    University of British Columbia, University of South Australia  

  • International Human Resource Management

    Cornell University, University of South Australia  

▼全件表示

 

委員歴

  • 2017年
    -
    継続中

    Journal of Management  Editorial Board member

  • 2017年
    -
    2020年

    International Journal of Human Resource Management  Associate Editor

  • 2017年
    -
    2019年

    Human Resource Management Journal  Editorial Board member

  • 2008年
    -
    2011年

    Administrative Science Association of Canada HR Division  Academic Reviewer, Program Chair, and Division Chair