<p>Recently, during in-house human resource development, a company expects mid-level employees to expand on experiential learning through reflection. This study assesses the current state of mid-level employee reflection. We conducted semi-structured interviews targeting mid-level employees, who have improved in business performance but are not learning sufficiently from their experience, and performed an analysis based on the modified grounded theory approach (M-GTA). We found that mid-level employees requiring reflective support have a process of (1) reflecting on the problem-resolution process at work and (2) taking a multifaceted approach to examining their inner characteristics based on feedback from others. By examining internal characteristics, it could be difficult to solve a problem when employees have conflicting personal beliefs and views on work and ideal self-images. Specifically, the fact that behavior does not change due to conflict indicates the possibility that it could be the reason learning from experience is viewed as insufficient by others, including bosses. The study describes the necessity of reflective support from bosses or colleagues to encourage mid-level employees to take the initiative on personal behavioral change.</p><p></p>

<p>内省支援が必要な中堅社員を対象に，仕事観や信念を形成した経験を半構造化インタビューで調査し，TEA によって分析した．その結果，中堅社員は＜仕事の大変さ，難しさに直面する＞，＜異動・配置換えにより新しい仕事に就く＞，＜一人で完結させる責任の重い仕事を任されるが，予想外のトラブル対処に追われる＞という経験を通じて，上司や同僚，顧客などの【周囲の期待・要望】と，【業績達成を求める組織風土】の対立の中で葛藤し，成功経験のみならず失敗経験からも「自分の仕事への取組み方」の理解を深め，仕事観や信念を自覚することが分かった．それらの仕事観・信念は，企業人の仕事観・信念として提唱されていた＜社会人としての役割規範＞，＜自律的に仕事をする＞，＜他者への貢献＞に加えて，＜公私ともに充実させる＞が新たに示された．最後に，中堅社員の仕事観・信念の確立と熟達者への成長に向けた上司からの内省支援を検討した．</p>