| Project/Area Number |
20K13555
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| Research Category |
Grant-in-Aid for Early-Career Scientists
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| Allocation Type | Multi-year Fund |
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| Review Section |
Basic Section 07080:Business administration-related
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| Research Institution | Okayama University |
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Principal Investigator |
GONG YUANYUAN 岡山大学, グローバル人材育成院, 准教授 (70827493)
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| Project Period (FY) |
2020-04-01 – 2024-03-31
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| Project Status |
Completed (Fiscal Year 2023)
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| Budget Amount *help |
¥4,160,000 (Direct Cost: ¥3,200,000、Indirect Cost: ¥960,000)
Fiscal Year 2023: ¥390,000 (Direct Cost: ¥300,000、Indirect Cost: ¥90,000)
Fiscal Year 2022: ¥910,000 (Direct Cost: ¥700,000、Indirect Cost: ¥210,000)
Fiscal Year 2021: ¥1,430,000 (Direct Cost: ¥1,100,000、Indirect Cost: ¥330,000)
Fiscal Year 2020: ¥1,430,000 (Direct Cost: ¥1,100,000、Indirect Cost: ¥330,000)
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| Keywords | emotion / leadership / personality / extra-role performance / internationalization / employee pay / family business / religion / emotion regulation / employee emotions / overqualification / task performance / withdrawal behaviors / surface acting / OCB / Emotion differentiation / Cross-Border M&A / Foreign investment / Organizational learning / Helping behavior / Cross-culture / Psychological adjustment / Employee performance / Employee tunover |
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| Outline of Research at the Start |
The project aims at developing a practical measurement tool for emotion differentiation (individual ability to differentiate different emotions), and examines how this personal trait affects expatriate cross-cultural adjustment, and consequently their engagement, task performance, and turnover.
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| Outline of Annual Research Achievements |
Four refereed papers were published in international refereed journals in FY 2023. These results have also been shared through conference presentations and invited talks within and outside Japan. On the individual level, we found that emotions such as shame and anger mediate the relationship between perceived overqualification and negative workplace behaviors like withdrawal, silence, and unethical actions in cross-cultural contexts. In investigating the dynamics between personal resilience, perceived overqualification, and family motivations, we found that personal and familial factors can both buffer and amplify the challenges employees face.
On an organizational level, we explored Buddhist leadership principles in Asian family firms, highlighting the impact of cultural and religious values on business practices. We also studied how organizational factors like profit creation, employee productivity, and shareholding influence employee financial well-being and emotional states, enhancing our understanding of how economic and policy environments impact employee sentiments and cross-cultural adjustments in global business settings.
Each of these studies collectively advances our understanding of how employee emotions, cultural and religious values, economic factors, and familial factors play a crucial role in employee cross-cultural adjustment and management.
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