Details of a Researcher - Hayashi, Yoichiro

Papers - Hayashi, Yoichiro

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The self-serving veil of justice: egocentric bias fosters zero-sum thinking despite fair settings

LH Matsunaga, T Aoki, W Poortinga, Y Hayashi

Social Justice Research 38 (2), 141-166 (Springer Science and Business Media LLC) 38 ( 2 ) 141 - 166 2025

ISSN 0885-7466

Abstract

This study delves into the enduring influence of egocentric bias within negotiation contexts despite fair settings. We investigate how individuals navigate the interplay between egocentric bias, justice mechanisms (i.e., procedural and retributive justice), and their impact on zero-sum thinking. Across three studies encompassing 947 participants from Japan and the UK, we explored these dynamics through simulated negotiation scenarios like car-trade deals and international environmental negotiations. Our findings reveal a robust egocentric bias, dominating judgments even when justice mechanisms are introduced. Negotiators tend to view personal gains as independent of losses incurred by others, hindering collaborative outcomes. Procedural fairness demonstrates a moderating effect, fostering perceptions of fairness and reducing zero-sum thinking in specific scenarios (car-trade). However, its influence diminishes in complex international contexts. Interestingly, retributive justice, intended to discourage non-cooperative behavior, backfires by intensifying punitive sentiments. Thus, it might have a non-desirable effect in some situations. This research offers valuable insights for academics and practitioners alike. It underscores the pervasiveness of egocentric bias in zero-sum thinking despite the presence of justice mechanisms. By highlighting these dynamics, the study paves the way for developing more effective negotiation strategies that promote cooperation and foster successful conflict resolution in real-world settings.

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大学入学者選抜における公正知覚と不公正知覚はシンメトリックなのか?: アジア・オセアニア 10 カ国データを用いた国際比較

木村拓也，林洋一郎，川瀬萌馨，立山皓基，陣内未来

九州大学大学院人間環境学研究院教育学部門 27, 47-61 (Faculty of Human-Environment Studies, Kyushu University) 27 47 - 61 2025

ISSN 13451677

In this paper, based on the overall justice scale (Ambrose and Schminke, 2009), we created a Overall Justice and Injustice for University and College Entrance Examination scale (OJIUCEE) and examined whether there isa s ymmetrical relationship between perceptions ofju stice and perceptions ofin justice in 10 Asian and Oceanian countries. Specifically, we measure justice and injustice in reverse order, using the Overall Justice and Injustice forU niversity and CollegeE ntrance Examination scale (OJIUCEE), based on the full-rangeJ ustice scale developed byC olquitt et .la (2015), which combines adherence toju stice rules Gustice) and violation ofju stice rules (injustice). We commissioned an internet survey company with overseas monitors to conduct the survey, and obtained as ample of72 2 people inJ apan, 196 inT hailand, 145 inV ietnam, and 248 inA ustraliain M arch 2023, and 422 inC hina, 196 inH ongK ong, and 137 inT aiwan inA pril20 23. The surveys ubjectsw ere 3520 people who had experienced taking university and college entrance examinations in the capital cities or major metropolitan areas ofea ch country. Prior toa nalysis, we checked the internal consistencyo fth e justice perception items, and found that the Cronbach's alpha coefficient was.875, which met the required standard. In addition, the Cronbach's alpha coeficientfo rth e injustice perception items was.868, which metth e required standard. The results ofth e correlation analysiss howed that, overall, there was am oderaten egative correlation between justice perception and injustice perception (-.537), suggesting that there was a certain degree of symmetry between justice perception and injustice perception. On the other hand, when looking at the results by country, we found that there were considerable differences, from countries with low correlations (India: -.299, Thailand: -.344, Vietnam: -.405) to countries with high correlations (Taiwan: -.742, Australia: -.718, SouthK orea: -.639). In other words, it was suggested thatth e perception ofju stice or injustice regarding university and college entrance examinations varied from country to country, from countries where many people thoughtth atth e university and collegee ntrance examinations systemw as faira nd thatth e society was fairly selecting students, to countries where many people thought that the university and college entrance examinations systemw as unfaira nd thatth e society was unfairlys electings tudents, toc ountries where it could be saidt hatth e society was fairlys electings tudentsin s ome respectsb utw as thoughtto be slightly unfair in others. These differences inp erceptions ofju stice and injustice inu niversity and collegee ntrance examinations ine ach countryw ere also clear fromt he resultso fth e one-waya nalysiso fva riance usingt he mean difference comparison. In the case ofpe rceptions ofju stice, the topt hree countries int erms ofsc ale mean values were, fromt he top, China, Vietnam and Australia, and the bottomt hree countries int erms ofsc ale mean values were, fromt he bottom, SouthK orea, Japan and Taiwan. Conversely, int he case ofpe rceived injustice, the three countries with the lowest scale means (i.e. those perceived as justice) were China, Australia, and Vietnam, while the three countries with the highest scale means (perceived as injustice) were Thailand, South Korea, and India. In this results, it can be said that the countries with the highest perception of justice and the countries with the low estperception of injustice (China, Vietnam, Australia) maintainsy mmetry int heirp erceptions, and there is as trongtendency to think that theya re justice and not in justice (or vice versa). On the other hand, the top countries for injustice perception and the bottom countries for justice perception are completely different: the former includes Thailand, South Korea and India, while the latter includes South Korea, Japan and Taiwan. This is also reflected int he low correla

職務態度概念の多様化と課題

林洋一郎，今井

哲學 152, 59-103 2024

Interaction of Cognitive and Motivational Processes in Asymmetric Preferences for Gains and Losses

H Sasaki, Y Hayashi, T Ochi

Basic and Applied Social Psychology 46 (6), 446-455 (Informa UK Limited) 1 - 10 2024

ISSN 0197-3533

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制御適合メッセージは幼児のパフォーマンスを高めるか?

佐々木宏之，林洋一郎

日本教育心理学会総会発表論文集第 66 回総会発表論文集, 473 2024

Justice and Fairness for University and College Entrance Examination Scale (JFUCEE): Scale Development, Reliability and Validity

KIMURA Takuya, HAYASHI Yoichiro, JINNOUCHI Mirai, KAWASE Moka, TOKUNAGA Masanao, NISHIGORI Dai, NAKASEKO Takahiko, TATEWAKI Yosuke

大学院教育学研究紀要 (Faculty of Human-Environment Studies, Kyushu University) 25 1 - 26 2023.03

ISSN 13451677

The present study aims to develop the validated scale to assess Justice and Fairness for University Entrance Examinations. / There were 392 respondents from four universities of varying selectivity. An Exploratory Factor Analysis (EFA) was conducted, with the factor extraction method being the maximum likelihood method and the rotation method being Promax rotation. The number of factors was determined to be 3 with reference to statistical criteria such as parallel analysis, MAP criteria, and information criterion such as BIC and RMSEA. / Cronbach’s alpha reliability coefficients were calculated to examine internal consistency. The overall scale was α=.803, distributive justice was α=.808, procedural justice 1 (retrospectivity) was α=.733, and procedural justice 2 (consistency/accuracy) was α=.780. / Comprehensive Fairness and Justice of University and College Entrance Examination Scale, the School System Justification Scale, and the Trust in the University and College Admission System Scale, the alpha coefficients were calculated to be .918, .733, and .745, respectively. These results indicate that the internal consistency of the results is sufficient. The correlation matrix with them was checked, and it was confirmed that the criterion-related validity was sufficiently ensured. / The results of the Justice and Fairness for University Admission Examinations Scale (JFUCEE) suggest, first, that justice and fairness in university admission is multidimensional, with distributive justice being of greatest interest in university admission. Unlike fairness research in organizations, procedural justice could not be extracted as a single factor, but was separated into two factors, procedural justice 1 (retrospectivity) and procedural justice 2 (consistency/accuracy), which, together with distributive justice, formed a three-factor structure. The correlations between procedural justice factors were also low, at .197 and .242, respectively, suggesting that procedures such as feedback and objections and the consistency and accuracy of information and standards are regarded as two separate things in the selection process for university admissions. / Second, the distributional justice was higher for the non-general admission examination than for the general admission examination, indicating that the view of fairness in university entrance examinations is changing. / Third, with regard to procedural fairness 1 (retrospectivity), if a university focuses on it in a particular selection method, it can certainly be a means to improve the view of fairness of university entrance examinations. / Fourth, with regard to procedural fairness2 (consistency/accuracy), there is a possibility to improve the fairness of university entrance selection depending on the efforts of each university. / JFUCEE is expected to provide the empirical basis to push forward study about justice issues in University Entrance Examinations.

組織体犯罪はなぜ起きるかー媒介要因としての道徳的離脱ー

中川知宏，林洋一郎

北海道心理学研究 45, 61-61 2023

自己不一致知覚が社会的比較や態度に与える影響ー経験サンプリング法による分析ー

林洋一郎，岡谷陸，今井裕紀

北海道心理学研究 45, 46-46 2023

フォルガー= コノフスキー= クロパンツァーノ「業績評価におけるデュー・プロセス (法の適正手続き)」

林洋一郎

日本労働研究雑誌 65 (4), 42-45 2023

教師の自律性支援—統制とメッセージフレーミング

佐々木宏之，林洋一郎

日本心理学会大会発表論文集日本心理学会第 87 回大会, 3B-060-PP-3B-060-PP 2023

大学入学者選抜における公正観尺度（Justice and Fairness for University and College Entrance Examination Scale：JFUCEE）の作成と信頼性，及び，妥当性の検討

木村拓也, 林洋一郎, 西郡大, 中世古貴彦, 立脇洋介

九州大学大学院教育学研究紀要 25 1 - 26 2023

大学入学者選抜における公正観尺度 (Justice and Fairness for University and College Entrance Examination Scale: JFUCEE) の作成と信頼性, 及び, 妥当性の検討

木村拓也，林洋一郎，陣内未来，川瀬萌馨，徳永真直，西郡大， ...

九州大学大学院人間環境学研究院教育学部門 25, 1-26 2023

仮説検証型研究における仮説の形式—主効果, 調整, 媒介, 調整媒介についてのチュートリアル—

林洋一郎，内藤知加恵

産業・組織心理学研究 36 (2), 189-211 2023

The Form of a Hypothesis in Hypothesis Testing Research : A Tutorial on Main Effects, Moderation, Mediation, and Moderated Mediation

HAYASHI Yoichiro, NAITO Chikae

Japanese Association of Industrial/Organizational Psychology Journal (Japanese Association of Industrial/Organizational Psychology) 36 ( 2 ) 189 - 211 2023

ISSN 0917-0391

This article aims to clarify the common forms of hypotheses and explain how they are tested in industrial and organizational psychology, social psychology, and other disciplines. There are four types of testable hypotheses: main effect, moderation, mediation, and moderated mediation. Main effect hypotheses predict the relationship between two variables, for example, predictor X and outcome Y. Main effect provides a basis for the other three types of hypotheses. Moderation hypotheses focus on a variable, such as moderator W, which affects the association between two or more variables. Moderation hypotheses predict that the relationship between X and Y will change as a function of moderator W. Mediation hypotheses indicate the presence of an intervening variable, namely, mediator M that transmits the effect of X on Y. In other words, it is concerned with the indirect effect of X on Y through M. Finally, moderated mediation hypotheses refer to the notion that the indirect effect of X on Y through M is moderated by a fourth variable Z. These four types of hypotheses could be constructed from multi-level perspectives as well as a single-level perspective. Furthermore, how each type of hypothesis can be statistically tested is explained with reference to specific empirical studies. Finally, clarifying the form of the hypothesis will help reviewers and readers understand what researchers attempt to reveal. Such manuscripts can elicit a variety of comments from reviewers and readers, resulting in meaningful research publications.

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Effect of leaders' regulatory‐fit messages on followers' motivation

Y Hayashi, H Sasaki

Journal of Applied Social Psychology 52 (7), 496-510 (Wiley) 52 ( 7 ) 496 - 510 2022.07

ISSN 00219029

Abstract

The regulatory fit between regulatory focus and framing of leaders' messages to motivate their followers was examined in this study. Toward this end, an exploratory survey was conducted to develop messages germane to regulatory focus. These messages were employed in the following two experimental studies. Study 1 tested the regulatory‐fit hypotheses from the perspective of leaders, who selected positively or negatively framed messages for promotion‐ and prevention‐focused scenarios. The results revealed that leaders were more likely to choose positively framed messages when conveying promotion‐focused messages and negatively framed messages when conveying prevention‐focused messages. While leaders high in promotion focus and transformational leadership tended to choose positive framing, those high in prevention and authoritarian leadership were inclined to prefer negative framing. The effect of regulatory fit from followers' perspective was examined in Study 2 to determine whether regulatory‐fit messages increased followers' motivation. The results revealed that participants in the regulatory‐fit condition exhibited higher motivation only in the promotion and positive‐framing condition. The implications of the findings for regulatory‐fit theory and leadership research are discussed.

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職務要求がアスピレーションの下方修正を介して抑うつに与える影響: 個人資源と職務資源の調整媒介効果

今井裕紀，林洋一郎

慶應経営論集= Keio business forum/慶應義塾経営管理学会編 38 (1), 43-59 2022

養育に関するメッセージ・フレーミングと制御適合

佐々木宏之，林洋一郎

慶應経営論集= Keio business forum/慶應義塾経営管理学会編 38 (1), 61-75 (横浜 : 慶應義塾経営管理学会) 38 ( 1 ) 61 - 75 2022

ISSN 0387-7086

職場内のサブグループ化知覚が個人の反応に及ぼす影響

内藤知加恵，林洋一郎

慶應経営論集= Keio business forum/慶應義塾経営管理学会編 38 (1), 77-96 (横浜 : 慶應義塾経営管理学会) 38 ( 1 ) 77 - 96 2022

ISSN 0387-7086

制御焦点機能の測定ツール開発

林洋一郎

慶應義塾大学 2021

職務上の資源が職務要求を介してワーク・ファミリー・コンフリクトに与える影響: 雇用形態に注目した調整媒介モデル

今井裕紀，林洋一郎

慶應経営論集= Keio business forum/慶應義塾経営管理学会編 37 (1), 1-13 2020

働き方の多様化が個人・集団に与える影響に関する考察

内藤知加恵，林洋一郎，川口里香

慶應経営論集= Keio business forum/慶應義塾経営管理学会編 37 (1), 45-66 2020

親のメッセージフレーミング方略が幼児の自己制御傾向に与える影響

佐々木宏之，林洋一郎

日本教育心理学会総会発表論文集第 61 回総会発表論文集, 484 2019

リスク選択の選好逆転と制御焦点傾向の関連

佐々木宏之，越智雄大，林洋一郎

日本心理学会大会発表論文集日本心理学会第 83 回大会, 2C-046-2C-046 2019

リーダーのメッセージ・フレーミングと制御適合フォロワーのモチベーションに与える影響

林洋一郎，佐々木宏之

日本心理学会大会発表論文集日本心理学会第 83 回大会, 3A-015-3A-015 2019

親の養育スタイルが自己制御志向の発達に与える影響説得的メッセージにおけるフレーミング選択の役割

佐々木宏之，林洋一郎

日本教育心理学会総会発表論文集第 60 回総会発表論文集, 499-499 2018

Development of hypothetical models in empirical studies: Revisiting the main effect, moderation and mediation

Y Hayashi

Japanese Journal of Administrative Science 30 (3), 170-172 (The Japanese Association of Administrative Science) 30 ( 3 ) 170 - 172 2018

ISSN 09145206

リーダーシップにおける制御適合: 変革型および交流型リーダーシップとメッセージ・フレーミングの関係

林洋一郎，佐々木宏之

日本心理学会大会発表論文集日本心理学会第 82 回大会, 2AM-004-2AM-004 2018

実証研究における仮説モデルの構築—主効果 (main effect)・調整 (moderation)・媒介 (mediation) の再検討—

林洋一郎

経営行動科学 30 (3), 170-172 2018

子育てに関するメッセージフレーミングと制御適合—養育スタイルの調整効果に注目して—

佐々木宏之，林洋一郎

日本心理学会大会発表論文集日本心理学会第 82 回大会, 2EV-095-2EV-095 2018

心理学を組織のマネジメントに活かす

林洋一郎

企業診断 / 同友館編 (東京 : 同友館) 64 ( 2 ) 26 - 29 2017.02

多母集団同時分析による回顧的ペアレンティング尺度の信頼性と妥当性の検討

佐々木宏之, 林洋一郎

慶應経営論集 = Keio business forum / 慶應義塾経営管理学会編 (横浜 : 慶應義塾経営管理学会) 34 ( 1 ) 233 - 246 2017.01

ISSN 03877086

職場における指示・助言メッセージの分類: 制御焦点の観点から

林洋一郎，佐々木宏之

北海道心理学研究 39, 20-20 (Hokkaido Psychological Society) 39 ( 0 ) 20 - 20 2017

ISSN 09182756

リーダーがフォロワーに送るメッセージの方略制御適合の観点から

林洋一郎，佐々木宏之

日本心理学会大会発表論文集日本心理学会第 81 回大会, 2C-010-2C-010 2017

心理学を組織のマネジメントに活かす

林洋一郎

企業診断/同友館編 64 (2), 26-29 64 26 - 29 2017

多母集団同時分析による回顧的ペアレンティング尺度の信頼性と妥当性の検討

Sasaki Hiroyuki, HAYASHI Yoichiro

慶應経営論集 34 233 - 246 2017

多母集団同時分析による回顧的ペアレンティング尺度の信頼性と妥当性の検討

佐々木宏之，林洋一郎

慶応経営論集 34 (1), 233-246 2017

A Psychological Inquiry into Japanese Compensation Systems : Review Based on Justice Theory

林洋一郎, 鳥取部真己

日本労働研究雑誌 (労働政策研究・研修機構) 58 ( 5 ) 28 - 42 2016.05

ISSN 09163808

Inexperienced versus experienced mothers' and preschool teachers' strategies for providing persuasive messages to young children

H Sasaki, Y Hayashi

Preschool Children, 70-82 (Nova Science Publishers, Inc.) 69 - 82 2016

我が国の賃金制度に関する心理学からの考察: 公正理論に基づくレビュー

林洋一郎，鳥取部真己

日本労働研究雑誌 58 (5), 28-42 670 28 - 42 2016

Effect of self―control on intent of deviant behavior : Aspects of trait and state self―control

中川知宏, 林洋一郎

近畿大学総合社会学部紀要 = Applied sociology research review Kinki University (近畿大学総合社会学部) 4 ( 1 ) 85 - 94 2015.08

ISSN 21866260

(Abstract) Previous studies have demonstrated that self-control has trait and state aspects. The former assumes that self-control is stable over time, whereas the latter is changeable with the given situation. As trait and state aspects are not mutually exclusive, we examined the interaction effect of trait and state self-control on deviant behavior using a scenario method. We provided 46 participants (20 men and 26 women) with six scenarios depicting a conflict situation and asked them whether or not they would commit deviant behavior. Then, participants described the cost and severity of committing deviant behavior (situational self-control), and rated their intent to commit deviant behavior. We also asked them to rate their perceived degree of trait self-control. We conducted a hierarchical multiple regression analysis on intent to commit deviant behavior. The results revealed that trait and situational self-control were related with intent to commit deviant behaviors but we did not find a significant interaction effect. Furthermore, we also found an interaction effect between a subcomponent of trait (anger) and situational self-control by conducting additional analysis. These results implied that our hypothesis was partially supported.専攻: 犯罪心理学

< 論文> 自己統制が逸脱行動実行意図に及ぼす効果: 自己統制の特性的側面と状況的側面

中川知宏，ナカガワトモヒロ，林洋一郎，ハヤシヨウイチロウ

近畿大学総合社会学部紀要: 総社る 4 (1), 85-94 2015

Regulatory fit in framing strategy of parental persuasive messages to young children

H Sasaki, Y Hayashi

Journal of Applied Social Psychology 45 (5), 253-262 45 ( 5 ) 253 - 262 2015

Accepted, ISSN 0021-9029

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< 論文> 自己統制が逸脱行動実行意図に及ぼす効果: 自己統制の特性的側面と状況的側面

中川，林洋一郎

近畿大学総合社会学部紀要: 総社る 4 (1), 85-94 2015

【D14】リーダーシップ行動がLMX形成と部下の創造的行動に与える影響について : 大学生を対象とした試行的分析

鳥取部真己, 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) 385 - 390 2014.11

Self- Esteem and Justice Orientation as Moderators for the Effects of Individual- Targeted and Group- Targeted Justice

Tomoki Sekiguchi, Yoichiro Hayashi

APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 63 ( 2 ) 238 - 266 2014.04

Accepted, ISSN 0269-994X

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[D14] リーダーシップ行動が LMX 形成と部下の創造的行動に与える影響について: 大学生を対象とした試行的分析

鳥取部，真己，林洋一郎

経営行動科学学会年次大会: 発表論文集, 385-390 2014

Self‐esteem and justice orientation as moderators for the effects of individual‐targeted and group‐targeted justice

T Sekiguchi, Y Hayashi

Applied Psychology 63 (2), 238-266 2014

Justice orientation as a moderator of the framing effect on procedural justice perception

H Sasaki, Y Hayashi

The Journal of social psychology 154 (3), 251-263 154 ( 3 ) 251 - 263 2014

Accepted, ISSN 0022-4545

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リーダーシップ行動がLMX形成と部下の創造的行動に与える影響について：大学生を対象とした試行的分析

TOTTORIBE Maki, HAYASHI Yoichiro

経営行動科学学会年次大会発表論文集 17 385 - 390 2014

失業者の社会的スキル訓練が職務探索に与える影響 : 中核的自己評価の役割に注目して(Cセッション【研究発表】)

宇佐美康司, 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) 93 - 98 2013.10

A Study of Career Self-Reliance Consciousness Examining the Protean and Boundaryless Career

武石恵美子, 林洋一郎

キャリアデザイン研究 (日本キャリアデザイン学会) 9 35 - 48 2013.10

ISSN 1880-2753

従業員の自律的なキャリア意識の現状 : プロティアン・キャリアとバウンダリーレス・キャリア概念の適用

武石恵美子, 林洋一郎

キャリアデザイン研究 = Journal of career design studies / 日本キャリアデザイン学会編 (東京 : 日本キャリアデザイン学会) 9 35 - 48 2013.10

Accepted, ISSN 18802753

Moderating the interaction between procedural justice and decision frame: The counterbalancing effect of personality traits

H Sasaki, Y Hayashi

The journal of psychology 147 (2), 125-151 147 ( 2 ) 125 - 151 2013

Accepted, ISSN 0022-3980

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Situational and Dispositional Factors Moderating Three Types of Framing Effects: Mortality Salience and Regulatory Focus

Y HAYASHI, H SASAKI

Tohoku psychologica folia 71, 42-56 (東北大学文学研究科心理学研究室) 71 42 - 56 2013

ISSN 00408743

エビデンスに基づく実践に役立つプログラム評価の視点 (2): 介入プロセスの可視化から効果評価に向けて

安田節之，本間隆之，和田剛宗，宇佐美康司，林洋一郎，藤後悦子

日本心理学会大会発表論文集日本心理学会第 77 回大会, SS-010-SS-010 2013

従業員の自律的なキャリア意識の現状: プロティアン・キャリアとバウンダリーレス・キャリア概念の適用

武石恵美子，林洋一郎

キャリアデザイン研究= Journal of career design studies/日本キャリアデザイン学会編 9 … 2013

従業員の自律的なキャリア意識の現状

TAKEISHI Emiko, HAYASHI Yoichiro

日本キャリアデザイン学会 9 35 - 48 2013

Accepted

幼少期の養育スタイルに関する親子の評定の一致度: 制御焦点傾向との関連をふまえて

佐々木宏之，林洋一郎

日本心理学会大会発表論文集日本心理学会第 77 回大会, 1PM-102-1PM-102 2013

失業者の社会的スキル訓練が職務探索に与える影響: 中核的自己評価の役割に注目して (C セッション [研究発表])

宇佐美，康司，林洋一郎

経営行動科学学会年次大会: 発表論文集, 93-98 2013

Justice and Fairness in Business Organization

Hayashi Yoichiro

Organizational Science (特定非営利活動法人組織学会) 46 ( 1 ) 46 - 57 2012

ISSN 0286-9713

This article reviews an issue of justice studies from both normative and empirical perspectives.Normative study mainly stems from philosophical theories, while empirical study mainly derives from organizational behavior and psychology. The result of reviewing justice literature indicates that the both perspectives have not been correlated highly with each other. This article claims the importance of integrating normative and empirical studies. The article also discusses the combinations of two research perspectives (i.e., "normative- empirical" and "micromacro") as a suggestion for the future research.

Justice and Fairness in Business Organization

Hayashi Yoichiro

Organizational Science (The Academic Association for Organizational Science) 46 ( 1 ) 46 - 57 2012

Accepted, ISSN 02869713

This article reviews an issue of justice studies from both normative and empirical perspectives.
Normative study mainly stems from philosophical theories, while empirical study mainly derives from organizational behavior and psychology. The result of reviewing justice literature indicates that the both perspectives have not been correlated highly with each other. This article claims the importance of integrating normative and empirical studies. The article also discusses the combinations of two research perspectives (i.e., “normative- empirical” and “micromacro”) as a suggestion for the future research.

組織における正義・公正の問題

林洋一郎

組織科学 46 (1), 46-57 2012

エビデンスに基づく実践に役立つプログラム評価の視点

安田節之，本間隆之，林洋一郎，宇佐美康司，藤後悦子

日本心理学会大会発表論文集日本心理学会第 76 回大会, WS099-WS099 2012

社会的自己制御と集団同一化が大学適応に及ぼす効果

HAYASHI Yoichiro, UMEZAKI Osamu

キャリアデザイン研究第8号 51 - 64 2012

Accepted

社会的自己制御と集団同一化が大学への適応に及ぼす効果

中川知宏，林洋一郎，梅崎修

キャリアデザイン研究= Journal of career design studies/日本キャリアデザイン学会編 8 … (東京 : 日本キャリアデザイン学会) 8 51 - 64 2012

ISSN 18802753

幼児への説得的メッセージにおける制御適合-養育スタイルとの関連から

佐々木宏之，林洋一郎

日本心理学会大会発表論文集日本心理学会第 76 回大会, 2PMC25-2PMC25 2012

与野駅東口市街地整備における古樹ケヤキの継承活動とその合意形成プロセス

小林邦隆，土屋愛自，林洋一郎，秋山寛

ランドスケープ研究 75 (5), 687-692 2012

A review of assessment center and its measurement Issues

HAYASHI Yoichiro

法政大学キャリアデザイン学部紀要 (法政大学キャリアデザイン学部) 8 211 - 228 2011.03

ISSN 13493043

This article reviews concepts and structures of assessment center and discusses how it can be applicable to the Japanese organization. First of all, I explain the basic tenets of assessment center from essential elements, types of simulations and history. Here, it is emphasized that the simulation methods in assessment center are expected to be reliable and valid tool for future behaviors among candidates, especially in case that the past behaviors among them are not available or predictive of the future performance. Secondly, the issue of construct validity is raised with an eye to the MTMM (MultiTrait− MultiMethod) matrix and then a couple of ways to handle this problem are discussed. Finally, I suggest that assessment center methods, involving simulation exercises, are to be useful selection tools among college students who generally have no occupational experiences.

アセスメント・センターの概要と心理測定上の課題

林洋一郎

法政大学キャリアデザイン学部紀要= Bulletin of the Faculty of Lifelong Learning … 2011

幼児への説得的メッセージにおける親・保育者のフレーミング方略

佐々木宏之，林洋一郎

日本心理学会大会発表論文集日本心理学会第 75 回大会, 2PM120-2PM120 (The Japanese Psychological Association) 75 ( 0 ) 2PM120 - 2PM120 2011

アセスメント・センター再考 : 理論・受容・実践、そして展開へ(A-3セッション【フォーラム2】)

渡辺直登, 林洋一郎, 廣瀬紳一

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) 32 - 33 2010.11

A study of Organizational justice in terms of Multi−level perspective: Focus on the measurement issues of collective concepts.

HAYASHI Yoichiro

法政大学キャリアデザイン学部紀要 (法政大学キャリアデザイン学部) 7 225 - 242 2010.03

ISSN 13493043

The present study discusses how we are to conceptualize organizational justice as a collective concept. Firstly, the authors make a brief review of a history of individual organizational justice researches along the four waves of research and theorizing suggested by Colquitt, Greenberg, & Zapata−Phelan (2004). The following waves of justice studies are also suggested; justice as a moral approach and multi−level approach. Secondly, the measurement issues of collective concepts are discussed. Specifically, I argue the way in which the lower level data can be combined to compose the higher level construct. With regard to procedures for composition, I introduced some statistical techniques to justify aggregating an individual level data to group level. Lastly, future research agenda of interaction between individual and collective justice is discussed.

組織的公正研究におけるマルチ・レベル・アプローチ: 集合レベル概念の測定法に注目して

林洋一郎

法政大学キャリアデザイン学部紀要 7, 225-242 2010

アセスメント・センター再考: 理論・受容・実践, そして展開へ (A-3 セッション [フォーラム 2])

渡辺，直登，林洋一郎，廣瀬紳一

経営行動科学学会年次大会: 発表論文集, 32-33 2010

アセスメント・センター再考理論・受容・実践・そして展開へ

渡辺直登，林洋一郎，廣瀬紳一

経営行動科学 23 (3), 227-248 2010

アセスメント・センターの理論的・測定的基盤--構成概念妥当性の問題を中心に

林洋一郎

経営行動科学= Japanese journal of administrative science/「経営行動科学」編集 … (東京 : 経営行動科学学会) 23 ( 3 ) 230 - 237 2010

ISSN 09145206

A Review of the Assessment Centers: Theories, Adoption, Practices and the Outlook

N Watanabe, Y Hayashi, S Hirose

Japanese Journal of Administrative Science 23 (3), 227-248 (The Japanese Association of Administrative Science) 23 ( 3 ) 227 - 248 2010

ISSN 09145206

A study of career success: A reappraisal of the concept and its predictors

HAYASHI Yoichiro

生涯学習とキャリアデザイン : 法政大学キャリアデザイン学会紀要 = Lifelong learning and career studies (法政大学キャリアデザイン学会) 6 177 - 186 2009.02

ISSN 13493051

The present study discusses how we are to conceptualize career success and organize various predictors of it. A precise definition of career success will lend itself to evaluating the utility of educational and developmental programs for career enhancement. First, the author argues that making a distinction between subjective and objective career will provide the most fundamental and efficient framework when considering career success. However, recent theories that place emphasis on the subjective aspects of career, such as a boundary-less career or a protean career, appear to obscure this distinction. Second, the various predictors of career successes are reviewed drawing on the recent meta-analytic study of Ng and his colleagues (2005), which identifies four facets of career success, namely, human capita, organizational sponsorship, demographic variables and individual difference (personality). Last, the author discusses one practical implication of the dimensions of career success and suggests that better understandings of career self-management might be useful in leading individuals to success in their career.

組織的公正研究の発展とフェア・マネジメント

関口倫紀，林洋一郎

経営行動科学 22 (1), 1-12 2009

職場における集団全体への不公正処遇と仕事仲間への援助行動: 自己利益追求プロセスと道徳的動機プロセスの対比 (研究発表 7, 経済危機下の経営行動科学-人と組織の活性化に向けて-)

関口，倫紀，林洋一郎

経営行動科学学会年次大会: 発表論文集, 142-145 (経営行動科学学会年次大会準備委員会) 142 - 145 2009

Advances in Organizational Justice Research and Implications for Fair Management

Sekiguchi Tomoki, Hayashi Yoichiro

Japanese Journal of Administrative Science (The Japanese Association of Administrative Science) 22 ( 1 ) 1 - 12 2009

ISSN 0914-5206

We review the recent advancement of organizational justice research by focusing on three different kinds of individual motives (instrumental, relational and moral motives) toward a fair treatment and organizational justice climate as an aggregated form of individual-level fairness perceptions. The literature review demonstrates that since the early years of organizational justice research, the construct of organizational justice has been reconceptualized several times to contain broader and deeper meanings, which narrows the gap between practitioners' theories on fair management and scientific knowledge on organizational justice. Based on the review, we propose a comprehensive causal model in which top management's moral or ethical aspirations for establishing fair management lead to various kinds of fair practices, develop the organization's justice climate, and eventually promote a sustainable competitive advantage for the organization. We finally discuss the directions for future research.

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Advances in Organizational Justice Research and Implications for Fair Management

Sekiguchi Tomoki, Hayashi Yoichiro

Japanese Journal of Administrative Science (The Japanese Association of Administrative Science) 22 ( 1 ) 1 - 12 2009

ISSN 09145206

キャリア・サクセスに関する一考察: その概念と予測の再検討

林洋一郎

2009

フェアか? アンフェアか?: 組織におけるアシメントリックな対概念

林洋一郎

課題番号 2009

A Study on Job Analysis : A focus on the difference of HRM practice between Japan and US

Hayashi Yoichiro

NUCB journal of economics and information science (名古屋商科大学) 52 ( 2 ) 131 - 140 2008.03

ISSN 13466097

本論文は、職務分析の全体像について概観し、Peterson & Jeanneret (2007) の提案に従って、演緯的アプローチ (deductive approach)と帰納的アプローチ (inductive approach) に分けて職務分析の技法を論じたものである。はじめに日米における職務 (job) の捉え方の相違について論じた。ついで、演繹的アプローチと帰納的アプローチに分けて具体的な職務分析技法について解説した。特に、我が国の人的資源管理においては、帰納的アプローチが重要である点が強調され、このアプローチに含まれるクリティカル・インシデント法についても言及した。最後に、日本において職務分析への注目度が低い点が指摘され、今後の適用可能性について論じられた。

A review of the literature on organizational justice

林洋一郎

Japanese Association of Industrial・Organizational Psychology journal (産業・組織心理学会) 21 ( 2 ) 131 - 154 2008.02

ISSN 0917-0391

組織における公正研究の展望

HAYASHI Yoichiro

産業・組織心理学研究 2008 131 - 154 2008

Accepted

The Mediating Effect Of Perceived Organizational Support And Participative Team Climate On The Relationship Between Organizational Justice And Strain

Y Hayashi, T Nishida, N Watanabe

인적자원관리연구 15 (2), 1-7 2008

Self-Esteem and Justice Orientation as Moderators for Individual-and Group-Level Justice Effects

TSY Hayashi

2008

職務分析に関する一考察--人的資源管理施策への適用に向けて

林洋一郎

NUCB journal of economics and information science= 名古屋商科大学論集/名古屋 … 2008

A Review of the Literature on Organizational Justice

HAYASHI Yoichiro

Japanese Association of Industrial/Organizational Psychology Journal (Japanese Association of Industrial/Organizational Psychology) 21 ( 2 ) 131 - 154 2008

Accepted, ISSN 09170391

組織における公正研究の展望

林洋一郎

産業・組織心理学研究 21 (2), 131-154 2008

A-2 3次元組織コミットメントのコンバインド・エフェクト : Meyer & Herscovitch(2001)説の日本における再検証(Aセッション【研究発表】)

MeyerJohn.P.

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) 7 - 10 2007.11

M-3 トップマネジメントの公正的倫理観と企業の人材競争力(Mセッション【研究発表】)

関口倫紀, 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) 180 - 183 2007.11

A-2 3 次元組織コミットメントのコンバインド・エフェクト: Meyer & Herscovitch (2001) 説の日本における再検証 (A セッション [研究発表])

林洋一郎，渡辺，直登，西田，豊昭，佐野

経営行動科学学会年次大会: 発表論文集, 7-10 2007

The four perspectives on social justice: A review.

Y Hayashi

The Japanese Journal of Social Psychology 2007

Organizational Justice for Managing Human Resources

T Sekiguchi, Y Hayashi

Osaka University, Graduate School of Economics Discussion Papers in … 2007

M-3 トップマネジメントの公正的倫理観と企業の人材競争力 (M セッション [研究発表])

関口，倫紀，林洋一郎

経営行動科学学会年次大会: 発表論文集, 180-183 2007

The four perspectives on social justice : A review

HAYASHI Yoichiro

Japanese Journal of Social Psychology (The Japanese Society of Social Psychology) 22 ( 3 ) 305 - 330 2007

ISSN 09161503

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.

景観地区指定プロセスを通じた景観形成における水と緑のストックの有効性に関する研究

牧野桂子，上山肇，林洋一郎，秋山寛

ランドスケープ研究 70 (5), 711-716 2007

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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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

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

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

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

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

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 &ldquo;salary system.&rdquo; 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 &ldquo;salary plan&rdquo; 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

組織コミットメントの規定困に関する研究—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，田中堅一郎

産業・組織心理学研究 16 (1), 59-70 2002

大学入試における公平感の研究 (III): 大学入学者選抜方法に関する意見の構造

倉元直樹，林洋一郎

日本教育心理学会総会発表論文集第 44 回総会発表論文集, 338 2002

成果主義人事制度と評価の公平感との関連性職場の競争的雰囲気に注目して

林洋一郎，高橋潔

経営行動科学 16 (1), 15-24 2002

Relationships Between Personnel Practices Implementing the Merit Treatment and Employees' Perception of Fairness in Performance Evaluation

HAYASHI Yoichiro, TAKAHASHI Kiyoshi

Japanese Journal of Administrative Science (The Japanese Association of Administrative Science) 16 ( 1 ) 15 - 24 2002

ISSN 09145206

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.

大学入試における公平感の研究(III) : 大学入学者選抜方法に関する意見の構造

倉元直樹, 林洋一郎

Annual convention of the Japanese Association of Educational Psychology (The Japanese Association of Educational Psychology) 44 ( 0 ) 338 2002

ISSN 21895538

大学入試における公平感の研究 (IV):「公平」の要因とその測定

林洋一郎，倉元直樹

日本教育心理学会総会発表論文集第 44 回総会発表論文集, 420 (The Japanese Association of Educational Psychology) 44 ( 0 ) 420 2002

ISSN 21895538

Conflict management and organizational attitudes among Japanese: Individual and group goals and justice

KI Ohbuchi, M Suzuki, Y Hayashi

Asian Journal of Social Psychology 4 (2), 93-101 4 ( 2 ) 93 - 101 2001

ISSN 1367-2223

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PF46 大学入試における公平感の研究 (II): 大学入学者選抜方法に関する意見の分類

倉元直樹，林洋一郎

日本教育心理学会総会発表論文集第 43 回総会発表論文集, 559 (The Japanese Association of Educational Psychology) 43 ( 0 ) 559 2001

ISSN 21895538

PF45 大学入試における公平感の研究 (I): 大学入試と公平理論

林洋一郎，倉元直樹

日本教育心理学会総会発表論文集第 43 回総会発表論文集, 558 (The Japanese Association of Educational Psychology) 43 ( 0 ) 558 2001

ISSN 21895538

Constructive conflict management in organizations: Resolution strategies, goal achievement, and psychological changes after conflicts

K Ohbuchi, M Suzuki, Y Hayashi

Tohoku psychologica folia 59, 1-10 (東北大学文学研究科心理学研究室) 59 1 - 10 2001

ISSN 00408743

アメリカ企業組織における日本人従業員の葛藤解決と手続き的公正

林洋一郎, 今在慶一朗, 大渕憲一

産業・組織心理学研究 (産業・組織心理学会) 13 ( 1 ) 3 - 10 2000.11

ISSN 0917-0391

人事制度と評価納得度の関連性 : 成果主義への賛否の態度が及ぼす影響に注目して

林洋一郎, 高橋潔

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) 86 - 89 2000.10

Motivational Analysis of Avoidance in Organizational Conflicts--Japanese Business Employees' Concerns, Strategies, and Organizational Attitudes

OHBUCHI Ken-ichi, HAYASHI Yoichiro, IMAZAI Kei-ichiro

Psychologia : an international journal of psychology in the Orient (学術雑誌目次速報データベース由来) 43 ( 3 ) 211 - 220 2000

ISSN 00332852

OHBUCHI KEN-ICHI (), SUZUKI MARIKO (7), and HAYASHI YOICHIRO (EB) Constructive Conflict Management in Organizations: Resolution Strategies, Goal Achievement, and Psychological …

S IKUO, SH EZ, N YUTAKA, N YURI, G JIRO

Tohoku Psychologica Folia 59 2000

Motivational analysis of avoidance in organizational conflicts: Japanese business employees' concerns, strategies, and organizational attitudes

KI Ohbuchi, Y Hayashi, KI Imazai

Psychologia 43 (3), 211-220 43 ( 3 ) 211 - 220 2000

ISSN 0033-2852

アメリカ企業組織における日本人従業員の葛藤解決と手続き的公正

今在慶一朗，大渕憲一，林洋一郎

産業・組織心理学研究 13 (1), 3-10 (Japanese Association of Industrial/Organizational Psychology) 13 ( 1 ) 3 - 10 2000

ISSN 09170391

人事制度と評価納得度の関連性: 成果主義への賛否の態度が及ぼす影響に注目して

林洋一郎，高橋潔

経営行動科学学会年次大会: 発表論文集, 86-89 2000

従業員の組織に対する公正知覚と組織志向：経済的交換モデルと集団価値モデル

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) 12 ( 2 ) 99 - 110 1999.11

ISSN 0917-0391

Conflict Management in Japanese Organizations: Fairness or Collectivistic Values?

K OBUCHI, Y Hayashi, K IMAZAI

Tohoku psychologica folia 57, 1-13 (東北大学文学研究科心理学研究室) 57 1 - 13 1999

ISSN 00408743

K-15 日本企業における対人葛藤と満足感

林洋一郎

経営行動科学学会年次大会: 発表論文集, 147-151 (経営行動科学学会年次大会準備委員会) 147 - 151 1999

Employees' perception of fairness on organization and their group-oriented attitudes

HAYASHI Yoichiro, OBUCHI Kenichi

Japanese Association of Industrial/Organizational Psychology Journal (Japanese Association of Industrial/Organizational Psychology) 12 ( 2 ) 99 - 110 1999

ISSN 09170391

従業員の組織に対する公正知党と組織志向—経済的交換モデルと集団価値モデル—

林洋一郎，大渕憲一

産業・組織心理学研究 12 (2), 99-110 1999

Research on oganizational citizenship behaviors and those determinants : A case of Japanese employees

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

The Japanese journal of administrative science (経営行動科学学会) 12 ( 2 ) 125 - 144 1998.12

ISSN 0914-5206

In this study, we examined the factors which determine organizational citizenship behavior (OCB), voluntary and extrarole behaviors by employees within organizations. Japanese employees (N = 187) completed questions about OCB, justice in organizations, leadership styles of their superiors, job satisfaction, organizational commitment, and organizational support. Multiple regression analyses revealed that: a) the higher procedural justice was evaluated, the more Japanese employees were likely to display OCB, b) the effect of distributive justice on OCB was weaker than procedural justice and interactive justice, c) as higher-level Japanese employees had more job satisfaction or organizational commitment, they were more likely to display OCB. In addition, Japanese employees who evaluated organizational support more highly were more likely to display OCB. Covariance structure analysis indicated that the evaluations of interactive justice and supportive leadership by superiors indirectly enhanced OCB. Based on the results of analyses, we discussed OCB in Japanese corporations.

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組織シチズンシップ行動とその規定要因についての研究

田中堅一郎，林洋一郎，大渕憲一

経営行動科学 12 (2), 125-144 (The Japanese Association of Administrative Science) 12 ( 2 ) 125 - 144 1998

ISSN 09145206

In this study, we examined the factors which determine organizational citizenship behavior (OCB), voluntary and extra-role behaviors by employees within organizations. Japanese employees (N=187) completed questions about OCB, justice in organizations, leadership styles of their superiors, job satisfaction, organizational commitment, and organizational support. Multiple regression analyses revealed that: a) the higher procedural justice was evaluated, the more Japanese employees were likely to display OCB, b) the effect of distributive justice on OCB was weaker than procedural justice and interactive justice, c) as higher-level Japanese employees had more job satisfaction or organizational commitment, they were more likely to display OCB. In addition, Japanese employees who evaluated organizational support more highly were more likely to display OCB. Covariance structure analysis indicated that the evaluations of interactive justice and supportive leadership by superiors indirectly enhanced OCB. Based on the results of analyses, we discussed OCB in Japanese corporations.

Utility and fairness concerns in policy evaluation among Japanese people

K Imazai, K Ohbuchi

Japanese Psychological Research 40 (4), 186-197 1998

On Dynamic Validity of Heuristics Used in Relative-Mass Judgment in Collision

O KEN-ICHI, H YOICHIRO, I KEI-ICHIRO, S TAORI

Tohoku Psychologica Folia 56 1997

企業レポート--錬金術に陰りが見え始めた!? 孫正義・ソフトバンクの" 異端経営"

林洋一郎

政界往来= Political journal 62 (11), 66-71 1996

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