Papers - Hayashi, Yoichiro

The four perspectives on social justice : A review

HAYASHI Yoichiro

Japanese Journal of Social Psychology (日本社会心理学会)  22 ( 3 ) 305 - 330 2007

ISSN  0916-1503

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This article reviews the literature on social justice with an emphasis on the subjective properties of justice. The author contends that there are four major perspectives for understanding past research into the history of justice and its future directions: a) the antecedents of justice which identify the criteria and factors of perceptions of fairness, b) the consequences of justice which focus on the effect of fairness perceptions on individual responses, c) the motives for justice which discuss why people are sensitive to fairness, and d) the concerns of justice that highlight the internal and/or external conditions driving people to fairness. The author reviews the vast amount of theoretical and empirical research that underlies each of the 4 approaches mentioned above. Important directions of future research are also discussed.

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社会的公正研究の展望: 4 つのリサーチ・パースペクティブに注目して

林洋一郎

社会心理学研究 22 (3), 305-330  2007

X-3 総合的ワークストレス測定ツール開発の試み(Xセッション【研究発表】)

西田豊昭, 渡辺直登, 林洋一郎

経営行動科学学会年次大会 : 発表論文集 (経営行動科学学会年次大会準備委員会)     342 - 345 2006.11

組織と公正: これまでの研究及び理論の概要とその簡単な解説

林洋一郎

産業・組織心理学研究 19 (2), 53-58 (Japanese Association of Industrial/Organizational Psychology)  19 ( 2 ) 53 - 58 2006

ISSN  09170391

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X-3 総合的ワークストレス測定ツール開発の試み (X セッション [研究発表])

西田， 豊昭， 渡辺， 直登， 林洋一郎

経営行動科学学会年次大会: 発表論文集, 342-345  2006

Collective Justice Perceptions in Group-Oriented Cultures: Proposal of a New Construct.

HAYASHI Yoichiro, Sekiguchi, T

The Japanese Journal of Administrative Science. (The Japanese Association of Administrative Science)  19 ( 3 ) 207 - 219 2006

ISSN  0914-5206

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The concept of organizational justice has been basically conceptualized as an individual level concern. However, the concern of organizational justice has not only arisen from individual level issues, but also from group and/or collective level issues. Based on this multi-level perspective, we attempt to propose the concept of collective justice perceptions. Collective justice perception is more likely to be associated with group-oriented cultures (e.g., in East Asia) and are also expected to be a meaningful and useful construct in organizational justice research. Collective justice perceptions refer to a distinct group-level cognition about whether a group as a whole is treated fairly within the organization. This new construct is different in numerous ways from procedural justice climate which has been proposed by some researchers (e.g., Naumann and Bennett, 2000). Based on various conceptualization of collective justice perceptions, we offer several testable propositions regarding this concept. We also discuss measurement issues and implications for theory and practice.

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Collective Justice Perceptions in Group-Oriented Cultures: Proposal of a New Construct

HAYASHI Yoichiro, SEKIGUCHI Tomoki

Japanese Journal of Administrative Science (The Japanese Association of Administrative Science)  19 ( 3 ) 207 - 219 2006

ISSN  09145206

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The concept of organizational justice has been basically conceptualized as an individual level concern. However, the concern of organizational justice has not only arisen from individual level issues, but also from group and/or collective level issues. Based on this multi-level perspective, we attempt to propose the concept of collective justice perceptions. Collective justice perception is more likely to be associated with group-oriented cultures (e.g., in East Asia) and are also expected to be a meaningful and useful construct in organizational justice research. Collective justice perceptions refer to a distinct group-level cognition about whether a group as a whole is treated fairly within the organization. This new construct is different in numerous ways from procedural justice climate which has been proposed by some researchers (e.g., Naumann and Bennett, 2000). Based on various conceptualization of collective justice perceptions, we offer several testable propositions regarding this concept. We also discuss measurement issues and implications for theory and practice.

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Collective justice perceptions in group-oriented cultures: Proposal of a new construct

Y Hayashi, T Sekiguchi

Japanese Journal of Administrative Science 19 (3), 207-219  2006

組織と公正:これまでの研究及び理論の概論とその簡単な解説

林 洋一郎

産業・組織心理学研究 19    53 - 58 2006

ポリシー・キャプチャリング方法論とは何か--組織行動・人的資源管理研究への適用に向けて

林洋一郎， 関口倫紀

大阪経大論集= Journal of Osaka University of Economics/大阪経大学会 編 56 (5 … (Osaka University of Economics)  56 ( 5 ) 93 - 106 2006

ISSN  04747909

社会的公正研究の展望:4つのリサーチ・パースペクティブに注目して

林 洋一郎

社会心理学研究 (印刷中)  2006

組織的公正とストレス反応

林洋一郎, 渡辺直登

経営行動科学学会年次大会 : 発表論文集 (経営行動科学学会年次大会準備委員会)     220 - 227 2004.11

組織的公正とストレス反応

林洋一郎， 渡辺直登

経営行動科学学会年次大会: 発表論文集, 220-227  2004

Conglomerated contending by Japanese subordinates

E Van de Vliert, K Ohbuchi, B Van Rossum, Y Hayashi, GS Van der Vegt

International Journal of Conflict Management 15 (2), 192-207 15   192 - 207 2004

企業組織における公正とその絆機能の研究

林洋一郎

Tohoku University  2003

改革ファイル フェアネス (公平性) 人事の進め方--組織の荒廃を防止し, 信頼を回復させる

関口倫紀， 林洋一郎

人事マネジメント 13 (9), 7-23 (東京 : ビジネスパブリッシング)  13 ( 9 ) 7 - 23 2003

公正研究から見た大学入試

林洋一郎， 倉元直樹

教育情報学研究, 1-14 (東北大学大学院教育情報学研究部)  1 ( 1 ) 1 - 14 2003

ISSN  13481983

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本研究の目的は、公正理論の観点から我が国の現在の大学入学者選抜について検討を加えることである。本稿は、以下のような3部構成になっている。まず、最初に、日本における試験をベースとした大学入学者選抜システム(大学入試)の特徴について論じることとした。我が国の大学入試制度と大学進学率の歴史的変遷を踏まえた上で、現在の我が国の特徴は「入り口の多様化」にあると考える。次に、公正理論についてまとめた。最後に、大学新入生に対する調査結果の分析を行った。KJ法を用いて意見の分類を行った結果、公正知覚を規定する要因を見出した。その上で、それらの要因と制度に対する賛否の態度の関係を分析した。その結果、大学入試の実施においては「手続き的公正」が重要なカギを握っていることが分かった。The purpose of this study is to investigate the current state of university admissions in Japan, focusing on the fairness theories. This article consists of three parts with regard to the above purpose. In the first part, we explored the characteristics of the existing university admissions based on entrance examinations in Japan. Through reviewing the history of the Japanese systems or the statistical data about the college-going rate, we identified the "various channels to the entrance" as one of the most important characteristic of the current system. In the next part, we made a brief review of the fairness theories. In the final part, the data from the university freshman was analyzed. We explored several components or categories contributing to the fairness perception by the KJ techniques and examined the relationships between the attitude of pros and cons and those components. Results indicate that procedural fairness is important to administration of entrance examinations. The agenda of future research was discussed.

組織コミットメントの規定因に関する研究：公正と報酬知覚の構造とその効果について

林 洋一郎, 大渕憲一

産業・組織心理学研究 (産業・組織心理学会)  16 ( 1 ) 59 - 70 2002.09

ISSN  0917-0391

Relationships Between Personnel Practices Implementing the Merit Treatment and Employees' Perception of Fairness in Performance Evaluation : Influences of Competitive Climates in Work Settings

HAYASHI Yoichiro, TAKAHASHI Kiyoshi

The Japanese journal of administrative science (経営行動科学学会)  16 ( 1 ) 114 - 121 2002.07

ISSN  0914-5206

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The purpose of the present study was to examine the relationships between several personnel practices that were employed for implementing the merit basedtreatment and the perception of fairness in performance evaluation. This study shed light on three personnel practices: performance appraisals, Management by Objectives (MBO), and the annual “salary system.” Because all three were, in part, utilized in the attempt of realizing the idea of merit treatment in work settings, their effects on the perception of fair treatment were subject to scientific investigation. Hence, the study examined empirically whether three personnel practices improve perceived fairness of performance evaluation. Survey results of the data collected from 1, 823 Japanese employees showed that only the annual “salary plan” was positively related to perceived fairness. In addition, the study investigated if the competitive climates moderate the relationships between three practices and employees' perception of fairness. Hierarchical regression analyses indicated that the relationships between these practices and employees' perception of fairness varied by the degree of competitiveness in the workplace. Implications of the study findings were discussed.

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A study on determinants of organizational commitment: The structure of the perceptions of fairness and reward and their effects on organizational attitudes

HAYASHI Yoichiro, OHBUCHI Ken'ichi, TANAKA Ken'ichiro

Japanese Association of Industrial/Organizational Psychology Journal (Japanese Association of Industrial/Organizational Psychology)  16 ( 1 ) 59 - 70 2002

ISSN  09170391

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