2023/10/02 更新

写真a

ショウ ガ
焦 雅
所属
商学学術院 商学部
職名
助手

研究分野

  • 経営学
 

論文

  • トップマネジメントチームの特性とガバナンス体制が企業パフォーマンスに与える影響

    焦雅

    商学研究科紀要   ( 93 ) 1 - 23  2021年11月  [査読有り]

  • トップマネジメントチームとイノベーション -文献レビューと今後の研究方向-

    焦雅

    商学研究科紀要   ( 92 ) 1 - 22  2021年03月  [査読有り]

講演・口頭発表等

  • トップマネジメントチームの特性と働き方改革との関係性

    焦雅

    日本経営学会第95回大会  

    発表年月: 2021年09月

 

特定課題制度(学内資金)

  • 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年  

     概要を見る

    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.