Updated on 2025/03/14

写真a

 
JIAO, Ya
 
Affiliation
Faculty of Commerce, School of Commerce
Job title
Research Associate
Degree
Master of Arts in Commerce ( 2020.03 Waseda University )
Mail Address
メールアドレス

Education Background

  • 2020.04
    -
    Now

    Waseda University   Graduate School of Commerce  

  • 2018.04
    -
    2020.03

    Waseda University   Graduate School of Commerce  

  • 2013.09
    -
    2017.06

    Northeastern University at Qinhuangdao  

Committee Memberships

  •  
     
     

    Japan Academy of Strategic Management  Secretary

Professional Memberships

  •  
     
     

    Academy of Management

  •  
     
     

    Japanese Association of Administrative Science

  •  
     
     

    Japan Academy of Strategic Management

  •  
     
     

    Academic Association for Organizational Science

  •  
     
     

    Japan Academy of Business Administration

Research Areas

  • Business administration
 

Papers

  • The Impact of Top Management Team Characteristics and Governance Structure on Corporate Performance

    Ya Jiao

    The Bulletin of the Graduate School of Commerce   ( 93 ) 1 - 23  2021.11  [Refereed]

  • Top Management Team and Innovation: A Literature Review and Future Directions

    Ya Jiao

    The Bulletin of the Graduate School of Commerce   ( 92 ) 1 - 22  2021.03  [Refereed]

Presentations

  • Diversity in Top Management Teams: The Impact on Work Flexibility

    Ya Jiao

    The Academic Association for Organizational Science 2024 Research Presentation Conference 

    Presentation date: 2024.06

    Event date:
    2024.06
     
     
  • The Association of Top Management Team Characteristics and Work Style Reform

    Ya Jiao

    The 95th Annual Conference of the Japan Academy of Business Administration 

    Presentation date: 2021.09

 

Teaching Experience

  • Introduction to Management A

    Senshu University  

    2024.04
    -
    Now
     

 

Internal Special Research Projects

  • ゲーム産業における偉大なるイノベーターとの協働経験に関する実証研究

    2024  

     View Summary

    本研究では、創発的戦略の視点から、クリエイターに強制的な残業や多大な労力を要求するリーダーシップを概念化し、「適応型リーダーシップ」と名付けた。また、このようなリーダーとの協働経験を「クランチ」と提唱した。これまでの研究では、クランチは主にネガティブな経験として捉えられてきた。しかし、本研究は、クランチがもたらすポジティブな影響にも着目し、その意義を明らかにすることを目的とした。具体的には、クランチといった過酷な体験を乗り越えることにより、クリエイターはイノベーティブな作品を作り出すためのプロセスを学び、その後のイノベーション活動に必要な知見を獲得する可能性があることを示した。ビデオゲーム業界のクリエイターを対象としたデータ分析の結果、適応型リーダーのもとでは、クリエイターが危機を経験した後に活動を停止する傾向がある(危機後症候群)ことが確認された。しかし、生存者のその後のイノベーション活動への影響は、必ずしもネガティブなものに限定されるわけではないことが明らかになった。本研究では、クランチが持つ負の側面とともに、潜在的なプラスの影響も併せて検証し、リーダーシップとクリエイターのイノベーションの関係性について新たな視点を提供する。

  • トップマネジメントの交代が組織の戦略的決定に与える影響

    2024  

     View Summary

    本研究は社会役割理論に基づき、キャリア構築に成功した女性トップ・マネジメント・チーム(TMT)メンバーが、その知見、知識、情報を活用し、企業の働く環境の改善に貢献する役割を果たすことを見出し、女性TMTメンバーの存在が企業の柔軟な勤務制度の導入を促進するメカニズムを提案した。これまでの研究では、ソーシャル・カテゴリー化理論や情報―意思決定理論に基づいた議論が中心であったが、本研究は女性TMTメンバーならではの役割に着目し、組織全体の働き方への影響を検討している。2015年から2021年における日本企業785社のパネルデータを用いた実証分析の結果、女性TMTメンバーの割合が増加すると、企業が時間、場所、タスクに関する柔軟な勤務制度を導入する確率が有意に上昇することが確認された。さらに、TMT短期在職比率が高いほど、女性TMT比率が時間に関する柔軟な勤務制度の導入に与えるプラスの影響が強まることも明らかになった。これらの結果を踏まえると、経営陣における女性の存在は、従来の男性中心のTMTを補完し、企業の働く環境の改善に寄与する重要な要因の1つであると考えられる。

  • トップマネジメントチーム年齢ダイバーシティが人事制度に及ぼす影響

    2023  

     View Summary

    The interplay between information decision-making theory and social categorization theory has long been recognized as crucial for unraveling the complex dynamics between top management team (TMT) diversity in characteristics and organizational outcomes. Despite their acknowledged importance, the challenge of synthesizing these divergent processes into a cohesive understanding remains. This study endeavors to bridge this gap by employing the categorization-elaboration model, aiming to dissect how interactions between TMT age and gender, as well as the interplay between TMT team tenure and independence, affect firms' approaches to human resource management, with a particular focus on flexible working arrangements. Previous research has often applied information decision-making and social categorization theories in isolation. However, van Knippenberg et al. (2004) propose through the categorization-elaboration model that these theories interconnect, highlighting how social categorization-induced intergroup biases can hinder the elaboration of task-relevant information and perspectives. They differentiate between information/decision-making processes, which correlate with informational diversity, and social categorization processes, which relate to social category diversity. The study also touches upon gender as a social category, referencing the work of (Guldiken et al., 2019), who argue that the appointment of the first female TMT member is often a tokenistic gesture under institutional pressures rather than a genuine effort to enhance thought diversity within the TMT. This notion aligns with the critical mass theory posited by Kanter (1977a; 1977b), which asserts the significance of minority proportions in influencing team dynamics. My investigation hence pays particular attention to the proportion of female TMT members and the degree of members’ independence. Drawing on data from 1,115 firms listed in Japan over the 2015-2020 period, my analysis reveals nuanced influences of TMT diversity on HR system. Specifically, I find that gender diversity within the TMT enhances the beneficial effects of age diversity on the adoption of flexible working arrangements. Conversely, a higher degree of TMT independence tends to mitigate the adverse impacts of tenure diversity on flexible work options. These findings contribute valuable insights to the literature on team diversity, corporate human resource management, and upper echelons theory, suggesting that the selection of TMT members should consider not only individual characteristics but also the potential synergies and tensions arising from diversity in team composition. The implications of this research extend beyond academic discourse, offering practical guidance for organizations striving to optimize their strategic outcomes through informed TMT selection and diversity management.

  • トップマネジメントチームのアテンションが人的資源アプローチに与える影響

    2022  

     View Summary

    Employee voluntary turnover is the reflect of employee attitudes. Considering sustainable development is required today, organizations act a critical role to achieve corporate social responsibility towards internal stakeholders including employees. Prior studies have argued commitment-based human resource (HR) approach contributes to firm performance and reduce employee voluntary turnover. HR approaches are constructed into two dimensions: commitment-based HR approach and control-based HR approach. Although number of studies focus on commitment-based HR approach, researchers have become to notice that control-based HR approach also resist at the same time. This study aims to assess the association of top management team (TMT) attention to HRM, HR approaches and employee voluntary turnover in Japan context. It is hypothesized that TMT attention to HRM influences commitment-based HR approach positively, and control-based HR approach negatively. Commitment-based HR approach reduces employee voluntary turnover, and control-based HR approach improves employee voluntary turnover. While the measurement of control-based HR approach and analytical method request progressive improvement, the next round of analyses are ongoing. Combining the upper echelon perspective, attention-based view, human resource management (HRM) research, and turnover literature, this study expand understanding of organization phenomenon in TMT-level and organization-level.