| Project/Area Number |
24730312
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| Research Category |
Grant-in-Aid for Young Scientists (B)
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| Allocation Type | Multi-year Fund |
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| Research Field |
Business administration
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| Research Institution | Nagoya University |
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Principal Investigator |
ENATSU Ikutaro 名古屋大学, 経済学研究科(研究院), 准教授 (00508525)
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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 |
¥1,300,000 (Direct Cost: ¥1,000,000、Indirect Cost: ¥300,000)
Fiscal Year 2013: ¥650,000 (Direct Cost: ¥500,000、Indirect Cost: ¥150,000)
Fiscal Year 2012: ¥650,000 (Direct Cost: ¥500,000、Indirect Cost: ¥150,000)
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| Keywords | 人事評価 / 組織的公正 / 満足感 / 公正感 / 納得感 / プラグマティズム / 人事管理 / 受容 / 正義 / 承認 / 利害調整 / ヘゲモニー / 組織均衡論 / 状況的解釈 / 希望 / 決断としての受容 |
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| Outline of Final Research Achievements |
In this research, the structure and origin of employees’ acceptance of evaluation and reward are discussed. For employees, though justice and fairness of evaluation and reward are important, judging whether actual evaluation and reward are justice/fair or not is difficult. Furthermore, actual HRM process tends to be ambiguous.
When their work situation is totally fulfilled and actual rewards can meet with their economic needs, employees tend to accept such ambiguity. We depicted these points based on interview research and survey research conducted in Japan and China.
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