| 配分額 *注記 |
4,810千円 (直接経費: 3,700千円、間接経費: 1,110千円)
2025年度: 1,690千円 (直接経費: 1,300千円、間接経費: 390千円)
2024年度: 1,690千円 (直接経費: 1,300千円、間接経費: 390千円)
2023年度: 1,430千円 (直接経費: 1,100千円、間接経費: 330千円)
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| 研究開始時の研究の概要 |
The outline of the research is (1) review literature, establish interview guidelines (themes, factors for investigation); (2) interview firms in Japan and France and produce qualitative case-studies;(3) develop hypotheses and a research model to investigate the questions below; (4) design and carry out a quantitative questionnaire; (5) conduct quantitative analyses and test hypotheses (research questions); and (6) provide policy recommendations for Japanese and French firms.
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| 研究実績の概要 |
The research team analyzed the quantitative and quality data that we collected for over 1,800 working professionals in Japan and France.
Emotional contagion in the Japanese workplace was found to be primarily influenced by the level of familiarity between sender and receiver, and to a lesser extent by the receiver’s emotional susceptibility, group climate, and the hierarchical difference between sender and receiver. Contrary to past research in other countries, several hypothesized predictors had little or no effect on emotional contagion among Japanese employees, such as communication frequency or empathy.
For the French workers, we found distinct elements that influence French employees’subjective well-being at work: corporate culture, job dissonance, relationships with colleagues, achievement, professional development, relationships with superiors, status, workload, perks, feedback, workspace, diversity and identified discrete antecedents for the three components of subjective well-being at work: work achievement and relationships with superiors and colleagues for positive emotions at work, job dissonance and workload for negative emotions at work and organizational culture and professional development for satisfaction with one’s work.
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