| Project/Area Number |
26380551
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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 | Kansai University |
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Principal Investigator |
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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 |
¥2,990,000 (Direct Cost: ¥2,300,000、Indirect Cost: ¥690,000)
Fiscal Year 2016: ¥910,000 (Direct Cost: ¥700,000、Indirect Cost: ¥210,000)
Fiscal Year 2015: ¥910,000 (Direct Cost: ¥700,000、Indirect Cost: ¥210,000)
Fiscal Year 2014: ¥1,170,000 (Direct Cost: ¥900,000、Indirect Cost: ¥270,000)
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| Keywords | 裁量労働 / 自律性 / 境界決定の自律性 / 自己規制の強い管理 / 適者適職 / 裁量労働制 |
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| Outline of Final Research Achievements |
“Discretionary work style” (hereafter DWST) in which workers’ autonomy is seen as valid institutionally guarantees the boundary autonomy. In order to exert the boundary autonomy, it is important for superiors to help the employees under the discretionary work system (hereafter the DWS) to accomplish their jobs. Employees exerting boundary autonomy have high levels of satisfaction with work-life balance matters. Therefore, DWST seems to be useful to function as a measure required to maintain employees’ work-life balance.
In organizations where the DWS functions well, “the fittest person, the fittest job” is carried out thoroughly, and to do so, “strictly self-regulated management” is provided. In order for DWST to take root in organizations, the fittest persons and the fittest jobs should be carefully selected and “strictly self-regulated management” should be provided, instead of trying to widen the scope of application of the DWS unnecessarily.
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