| Project/Area Number |
17H06592
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| Research Category |
Grant-in-Aid for Research Activity Start-up
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| Allocation Type | Single-year Grants |
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| Research Field |
Sociology
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| Research Institution | The University of Tokyo |
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Principal Investigator |
Masaki Ikutaro 東京大学, 大学総合教育研究センター, 特任研究員 (30802649)
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| Project Period (FY) |
2017-08-25 – 2019-03-31
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| Project Status |
Completed (Fiscal Year 2018)
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| Budget Amount *help |
¥1,560,000 (Direct Cost: ¥1,200,000、Indirect Cost: ¥360,000)
Fiscal Year 2018: ¥650,000 (Direct Cost: ¥500,000、Indirect Cost: ¥150,000)
Fiscal Year 2017: ¥910,000 (Direct Cost: ¥700,000、Indirect Cost: ¥210,000)
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| Keywords | 働き方 / ダイバーシティ / 組織風土 / 職務特性 / ダイバーシティ・マネジメント / 社会系心理学 / 社会学 / 経営学 |
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| Outline of Final Research Achievements |
This research aimed to figure out the psychological consequence of work style diversity in workplaces, and potential moderator of the effect of the diversity. In this research, I defined work style diversity as variance of actual work style or of members’ attitudes about what they work for. First, I conducted an internet survey of employees who work in Japan and asked about their values toward working in the companies they work for. I also developed an original scale for this research using the survey data. Second, I conducted two organizational surveys and compared employees’ morale between workplaces with different degree of work style diversity within each organization. Third, based on the results above, we tried to construct a theory about work style diversity, and examined similarities and differences between this research and other prior research about workplace diversity.
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| Academic Significance and Societal Importance of the Research Achievements |
学術的意義は、従来は違う研究対象として扱われた「働き方」の研究と、職場のダイバーシティの研究、つまり「互いに特徴が異なる人が一緒に働く」ことの研究を繋いだことにある。このことで、職場のダイバーシティの研究で得られた知見（e.g., ダイバーシティがもたらす影響、組織風土醸成や職務特性による改善）の援用の可能性や、働き方という問題の更なる理解への道がひらけたと考えられる。社会的意義としては、現在推し進められている「働き方改革」に関し、価値観が異なる人が一緒に働く難しさを定量的に示すとともに、改善方法として「多様な価値観を受容する組織風土醸成」の必要性を改めて示したことに価値があると考えられる。
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