2019 Fiscal Year Final Research Report
Happiness in Global Companies: Comparative Enablers and Impact on Performance
| Project/Area Number |
17K03920
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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 | University of Tsukuba |
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Principal Investigator |
Benton Caroline 筑波大学, ビジネスサイエンス系(副学長), 副学長 (50520897)
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| Co-Investigator(Kenkyū-buntansha) |
マニエー渡邊 レミー 筑波大学, ビジネスサイエンス系, 准教授 (00527848)
内田 亨 新潟国際情報大学, 経営情報学部, 教授 (50453460)
Orsini Philippe 日本大学, 経済学部, 准教授 (70409093)
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| Project Period (FY) |
2017-04-01 – 2020-03-31
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| Keywords | Subjective well-being / Culture / Job performance / Japan / France |
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| Outline of Final Research Achievements |
This research aimed to clarify the enabling factors of employees’ subjective well-being, and the impact of subjective well-being on firm performance on Japanese and French firms. Using qualitative and quantitative analysis, we established that corporate virtue positively affects subjective well-being and job performance for both groups. However, theses two groups were found to have different conceptualizations of organizational virtuousness, suggesting cultural effects on subjective well-being.
We observed a partial mediation effect of subjective well-being on the relationship between organizational virtuousness and job performance for Japanese workers only. This indicates that in Japan subjective well-being is comparatively more important since it complements organizational virtuousness to positively affect job performance,
For Japanese employees, we found self-accomplishment and relatedness displayed the strongest mediating influences between job task characteristics and well- being.
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| Free Research Field |
経営
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| Academic Significance and Societal Importance of the Research Achievements |
Culture was revealed to be a new factor explaining differences in how organizational virtuousness (OV) is considered. Evidence of positive associations of OV with subjective well-being and job performance was found. However, firms must consider cultural inclinations when influencing performance.
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