| Project/Area Number |
25780231
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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 |
Management
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| Research Institution | Yamanashi Gakuin University (2014-2017)
Hitotsubashi University (2013) |
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Principal Investigator |
LIM YOUJIN 山梨学院大学, 現代ビジネス学部, 准教授 (40633889)
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| Project Period (FY) |
2013-04-01 – 2018-03-31
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| Project Status |
Completed (Fiscal Year 2017)
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| Budget Amount *help |
¥2,990,000 (Direct Cost: ¥2,300,000、Indirect Cost: ¥690,000)
Fiscal Year 2016: ¥650,000 (Direct Cost: ¥500,000、Indirect Cost: ¥150,000)
Fiscal Year 2015: ¥910,000 (Direct Cost: ¥700,000、Indirect Cost: ¥210,000)
Fiscal Year 2014: ¥780,000 (Direct Cost: ¥600,000、Indirect Cost: ¥180,000)
Fiscal Year 2013: ¥650,000 (Direct Cost: ¥500,000、Indirect Cost: ¥150,000)
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| Keywords | ワーク・ライフ・バランス / 心理的契約 / 女性活用 / 育児支援施策 / 時系列調査 |
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| Outline of Final Research Achievements |
The main purpose of this research is that figuring out how psychological contracts change and re-formed in context of work-life balance(WLB) practice use, and what organizational factors can manage employees' psychological contracts in a good shape. Psychological contracts refers a written and unwritten agreement between organization and individual employee.
Using qualitative and quantitative data, I found 1)using WLB practice, mainly parental leave or part-time arrangement for full-time employee made employee feel dual-sided feeling (guilty vs betrayal) for organization, 2)many employee changed their psychological contracts to more transactional one, 3)under proper HRM function and well-cared implement at workplace, employee re-form their psychological contracts to more relational one.
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