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  1. A200 教育学部/教育発達科学研究科
  2. A200b 紀要
  3. 名古屋大学大学院教育発達科学研究科紀要. 心理発達科学
  4. 60

職務成果への報酬認知とプレッシャーが組織市民行動への選好に与える影響 : 囚人のジレンマ状況を模した場面想定法による検討

https://doi.org/10.18999/nupsych.60.39
https://doi.org/10.18999/nupsych.60.39
823b4073-a00c-439c-81f5-a70d778a78df
名前 / ファイル ライセンス アクション
3_Sato.pdf 3_Sato.pdf (411.6 kB)
Item type 紀要論文 / Departmental Bulletin Paper(1)
公開日 2014-03-06
タイトル
タイトル 職務成果への報酬認知とプレッシャーが組織市民行動への選好に与える影響 : 囚人のジレンマ状況を模した場面想定法による検討
その他のタイトル
その他のタイトル The effects of reward expectation for performance and performance pressure on employees’ preference for organizational citizenship behavior: Investigation using hypothetical Prisoner’s Dilemma
著者 佐藤, 有紀

× 佐藤, 有紀

WEKO 86650

佐藤, 有紀

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五十嵐, 祐

× 五十嵐, 祐

WEKO 86651

五十嵐, 祐

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吉田, 俊和

× 吉田, 俊和

WEKO 86652

吉田, 俊和

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SATO, Yuki

× SATO, Yuki

WEKO 86653

SATO, Yuki

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IGARASHI, Tasuku

× IGARASHI, Tasuku

WEKO 86654

IGARASHI, Tasuku

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YOSHIDA, Toshikazu

× YOSHIDA, Toshikazu

WEKO 86655

YOSHIDA, Toshikazu

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キーワード
主題Scheme Other
主題 pay-for-performance system
キーワード
主題Scheme Other
主題 organizational citizenship behavior
キーワード
主題Scheme Other
主題 regulatory focus
キーワード
主題Scheme Other
主題 hypothetical situation method
抄録
内容記述 Today, most Japanese corporations implement a merit pay or pay-for-performance system in order to enhance job performance. This study investigated the effect of pay-for-performance system on employees’ preference for organizational citizenship behavior using the hypothetical Prisoner’s Dilemma. Based on regulatory focus theory (Higgins, 1997), we focused on reward expectation for performance (e.g., promotion) and performance pressure (e.g., fears of failure), both of which presumably affect employees’ approach motivation in a different way. We hypothesized that employees’ reward expectation for performance increases their preference for organizational citizenship behavior while performance pressure decreases it. Three hundred and nineteen Japanese employees completed a take-home questionnaire; however, we only examined 175 of those (126 men and 49 women) who were working under management by objectives. Logistic regression analysis confirmed our hypotheses, suggesting that under pressure employees prioritize their individualized objectives rather than cooperate with others for a common goal. Expectation for reward increased employees’ preference for cooperative behavior when a situation calls for dealing with a coworker’s favor. Furthermore, these results were seen only for employees under pay-for-performance system such that those under the traditional system showed the reverse trend. Future studies should examine situational factors as well as each employee’s approach motivation.
内容記述タイプ Abstract
出版者
出版者 名古屋大学大学院教育発達科学研究科
言語
言語 jpn
資源タイプ
資源 http://purl.org/coar/resource_type/c_6501
タイプ departmental bulletin paper
ID登録
ID登録 10.18999/nupsych.60.39
ID登録タイプ JaLC
ISSN(print)
収録物識別子タイプ ISSN
収録物識別子 1346-1729
ISSN(Online)
収録物識別子タイプ ISSN
収録物識別子 2434-1258
書誌情報 名古屋大学大学院教育発達科学研究科紀要. 心理発達科学

巻 60, p. 39-47, 発行日 2013-12-27
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