| Project/Area Number |
26380514
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| Research Category |
Grant-in-Aid for Scientific Research (C)
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| Allocation Type | Multi-year Fund |
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| Section | 一般 |
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| Research Field |
Management
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| Research Institution | Tokyo Metropolitan University |
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Principal Investigator |
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| Co-Investigator(Kenkyū-buntansha) |
西岡 由美 立正大学, 経営学部, 准教授 (30369467)
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| Project Period (FY) |
2014-04-01 – 2017-03-31
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| Project Status |
Completed (Fiscal Year 2016)
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| Budget Amount *help |
¥4,550,000 (Direct Cost: ¥3,500,000、Indirect Cost: ¥1,050,000)
Fiscal Year 2016: ¥910,000 (Direct Cost: ¥700,000、Indirect Cost: ¥210,000)
Fiscal Year 2015: ¥2,340,000 (Direct Cost: ¥1,800,000、Indirect Cost: ¥540,000)
Fiscal Year 2014: ¥1,300,000 (Direct Cost: ¥1,000,000、Indirect Cost: ¥300,000)
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| Keywords | ソーシャル・キャピタル（社会関係資本） / 成果主義 / 内部育成 / 戦略人材マネジメント / 柔軟性 / 内的整合性 / 異動 / 社会ネットワーク / ソーシャル・キャピタル / 人材マネジメント / 高業績ワークシステム / 戦略的人的資源管理 / 人的資本 / 人事機能 / 知覚された組織的支援 / 適合性 |
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| Outline of Final Research Achievements |
We examined the relationship between social capital and workplace performance using longitudinal data. A result shows that social capital affects the workplace performance, and it was confirmed that human resource development is effective as a determinant factor of social capital. In addition, unexpectedly it turned out that performance-based system had a positive impact on social capital. It is obvious that in the formation of social capital, a fit with human resource development policy and performance-based system policy is a new type of human resource management, instead of a fit of human resource development and seniority-wage system.
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