| Project/Area Number |
24683011
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| Research Category |
Grant-in-Aid for Young Scientists (A)
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| Allocation Type | Partial Multi-year Fund |
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| Research Field |
Business administration
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| Research Institution | Tokyo Metropolitan University (2013-2014)
Tokyo University of Science (2012) |
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Principal Investigator |
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| Project Period (FY) |
2012-04-01 – 2015-03-31
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| Project Status |
Completed (Fiscal Year 2014)
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| Budget Amount *help |
¥8,190,000 (Direct Cost: ¥6,300,000、Indirect Cost: ¥1,890,000)
Fiscal Year 2013: ¥4,030,000 (Direct Cost: ¥3,100,000、Indirect Cost: ¥930,000)
Fiscal Year 2012: ¥4,160,000 (Direct Cost: ¥3,200,000、Indirect Cost: ¥960,000)
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| Keywords | ソーシャル・キャピタル / 人材マネジメント / 適合 / 柔軟性 / 戦略人事 / 異動 / 資源動員 / 組織力 / 評価 / 初任配置 / 内的整合性 / 雇用区分 / 多様な正社員 / 経営人材 / ミドルの役割 / 限定正社員 / 長期雇用 / 成果主義 / 転換制度 / キャリア |
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| Outline of Final Research Achievements |
The results of this research project have 2 academic presentations and 3 academic articles. The academic implications of this research project are two points written below. First, I captured a notion of social capital not from the view of social network but from the view of resources, which each actor has within the others in a firm. Capturing the social capital from the view of resources, we can relate social capital to variables which have been discussed in Human Resource Management and Organizational Behavior. Second, we can widely use the notion not only individual level but also firm level. These two contributions have a possibility connecting social capital research to strategic management and organization theory more easily.
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