{"created":"2023-05-15T11:34:45.303841+00:00","id":1109,"links":{},"metadata":{"_buckets":{"deposit":"1b70a664-21e3-448d-986c-819a9019cca2"},"_deposit":{"created_by":4,"id":"1109","owners":[4],"pid":{"revision_id":0,"type":"depid","value":"1109"},"status":"published"},"_oai":{"id":"oai:cur-ren.repo.nii.ac.jp:00001109","sets":["2:5:99"]},"author_link":["7857","7858","7856","7855"],"item_10002_biblio_info_7":{"attribute_name":"書誌情報","attribute_value_mlt":[{"bibliographicIssueDates":{"bibliographicIssueDate":"2019-06-16","bibliographicIssueDateType":"Issued"},"bibliographicIssueNumber":"18","bibliographicPageEnd":"191","bibliographicPageStart":"183","bibliographic_titles":[{"bibliographic_title":"中国学園紀要"},{"bibliographic_title":"Journal of Chugokugakuen","bibliographic_titleLang":"en"}]}]},"item_10002_description_5":{"attribute_name":"抄録","attribute_value_mlt":[{"subitem_description":"　本稿では，「ミドルマネジメント（以下，ミドル）調査」から現代の日本企業においてミドルに期待される役割を捉え，人材育成の問題を考える。外部環境の変化が大きいことから，ミドルには人材育成の期待が高まっている(金井1991；蔡1997；小方・谷口2011；周,2014；小出,2018)。中でも，部下のコーチングが育成方法として最も重視されているが，実施されている研修などを見ると効果をあげているとはいえない。そこで，われわれは，コーチングやポジティブ組織行動論の考え方に基づき「人材育成の個別性」の概念を提示する。そして，ミドルに求められる新たな役割として，「人材育成の個別性」を用いて個を強め，競争優位性や組織能力の形成につなげることの重要性を指摘する。\n\n This study is to grasp the roles of middle managers in Japanese firms based on the results of Middle Management Survey and to explore their Human Resource Development issues. Recent rapid environmental changes compel middle managers to promote their subordinates’ development. Although coaching methods are in particular regarded as effective development method, the survey results indicate they do not demonstrate expected effects. Then, we propose the concept of “Individuality in Human Resource Development”, examining coaching methods and positive organizational behavior. We finally suggest it is important for middle managers, as their new roles, to enhance individual capability and to build firm’s competitive advantages and organizational capability, putting “Individuality in Human Resource Development” into practice.","subitem_description_type":"Abstract"}]},"item_10002_identifier_registration":{"attribute_name":"ID登録","attribute_value_mlt":[{"subitem_identifier_reg_text":"10.24770/00001101","subitem_identifier_reg_type":"JaLC"}]},"item_10002_publisher_8":{"attribute_name":"出版者","attribute_value_mlt":[{"subitem_publisher":"中国学園大学/中国短期大学"}]},"item_10002_relation_16":{"attribute_name":"情報源","attribute_value_mlt":[{"subitem_relation_name":[{"subitem_relation_name_text":"チクセントミハイ, M.,2008,『フロー体験とグッドビジネス—仕事と生きがい』(大森弘訳), 世界思想社."}]},{"subitem_relation_name":[{"subitem_relation_name_text":"Floyd, S. W. and Wooldridge, B., 1996, The Strategic Middle Manager: How to create and sustain competitive advantage, Jossey-Bass."}]},{"subitem_relation_name":[{"subitem_relation_name_text":"金井壽宏, 1991, 『変革型ミドルの探求―戦略・革新志向の管理者行動』白桃書房."}]},{"subitem_relation_name":[{"subitem_relation_name_text":"金井壽宏・森永雄太・原理恵・小川智健, 2009, 「ポジティブ心理学とポジティブ組織行動論に寄与する映像教材－経営学の組織行動論に対してポジティブ心理学の応用をめざす人勢塾における教育・研究素材の充実のために－」『神戸大学経営学研究科 Discussion paper』第2009.43号."}]},{"subitem_relation_name":[{"subitem_relation_name_text":"小出琢磨, 城戸康彰, 石山恒貴, 須東朋広, 2009, ｢人事部門の進化:価値の送り手としての人事部門への転換｣『産業能率大学紀要』Vol.29, No.2, 35-52."}]},{"subitem_relation_name":[{"subitem_relation_name_text":"小出琢磨, 2014, ｢組織能力の独自性－成長企業3社の事例－｣『南山大学機関リポジトリ』ビ博甲第 26号."}]},{"subitem_relation_name":[{"subitem_relation_name_text":"小出琢磨, 城戸康彰, 内田智之, 山口雄節, 2017, 「人材育成の個別性　～企業の人材育成実態調査より～」『人材育成学会』第15回年次大会, 総6頁."}]},{"subitem_relation_name":[{"subitem_relation_name_text":"小出琢磨,2018 「ミドルの役割についての考察」『経営行動科学学会』第20回年次大会, 総6頁"}]},{"subitem_relation_name":[{"subitem_relation_name_text":"Likert, R., 1961, New Patterns of Management, McGraw-Hill Book (リッカート, R., 1964,『経営の行動科学―新しいマネジメントの探究』(三隅二不二訳), ダイヤモンド社, 152 ～ 155.)"}]},{"subitem_relation_name":[{"subitem_relation_name_text":"Luthans,F. 2002, The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23,695-706."}]},{"subitem_relation_name":[{"subitem_relation_name_text":"エヌ・ティ・ティ ラーニングシステムズ, 2015, 『企業における人材育成の実態調査』. "}]},{"subitem_relation_name":[{"subitem_relation_name_text":"野中郁次郎著, 竹内弘高著, 梅本勝博訳, 1996, 『知識創造企業』 東洋経済新報社. "}]},{"subitem_relation_name":[{"subitem_relation_name_text":"オコナー, J., ラゲス, A., 2012, 『コーチングのすべて―その成り立ち・流派・理論から実践の指針まで』杉井要一郎訳, 英治出版."}]},{"subitem_relation_name":[{"subitem_relation_name_text":"リクルートマネジメントソリューションズ組織行動研究所, 2010, 『日本の持続的成長企業』野中郁次郎監修, 東洋経済新報社."}]},{"subitem_relation_name":[{"subitem_relation_name_text":"内田智之,城戸康彰, 2016, 「組織における幸福感 -前件要因と効果-」『産業能率大学紀要』Vol.36, No.2, 65-80."}]},{"subitem_relation_name":[{"subitem_relation_name_text":"ウルリッチ，D. J. ゼンガー and N,スモールウッド , 2003, 『脱コンピテンシーのリーダーシップ』 DIAMONDハーバード･ビジネス･レビュー編集部訳, ダイヤモンド社．"}]}]},"item_10002_rights_15":{"attribute_name":"権利","attribute_value_mlt":[{"subitem_rights":"中国学園大学/中国短期大学"}]},"item_10002_source_id_11":{"attribute_name":"書誌レコードID","attribute_value_mlt":[{"subitem_source_identifier":"AA11806598","subitem_source_identifier_type":"NCID"}]},"item_10002_source_id_9":{"attribute_name":"ISSN","attribute_value_mlt":[{"subitem_source_identifier":"1347-9350","subitem_source_identifier_type":"ISSN"}]},"item_10002_subject_21":{"attribute_name":"日本十進分類法","attribute_value_mlt":[{"subitem_subject":"336","subitem_subject_scheme":"NDC"}]},"item_10002_text_24":{"attribute_name":"出版者（英）","attribute_value_mlt":[{"subitem_text_language":"en","subitem_text_value":"Chugokugakuen University / Chugoku Junior College"}]},"item_10002_version_type_20":{"attribute_name":"著者版フラグ","attribute_value_mlt":[{"subitem_version_resource":"http://purl.org/coar/version/c_970fb48d4fbd8a85","subitem_version_type":"VoR"}]},"item_creator":{"attribute_name":"著者","attribute_type":"creator","attribute_value_mlt":[{"creatorNames":[{"creatorName":"小出, 琢磨"},{"creatorName":"コイデ, タクマ","creatorNameLang":"ja-Kana"}],"nameIdentifiers":[{}]},{"creatorNames":[{"creatorName":"城戸, 康彰"},{"creatorName":"キド, ヤスアキ","creatorNameLang":"ja-Kana"}],"nameIdentifiers":[{}]},{"creatorNames":[{"creatorName":"Koide, Takuma","creatorNameLang":"en"}],"nameIdentifiers":[{}]},{"creatorNames":[{"creatorName":"Kido, Yasuaki","creatorNameLang":"en"}],"nameIdentifiers":[{}]}]},"item_files":{"attribute_name":"ファイル情報","attribute_type":"file","attribute_value_mlt":[{"accessrole":"open_date","date":[{"dateType":"Available","dateValue":"2021-10-28"}],"displaytype":"detail","filename":"w018_183_191.pdf","filesize":[{"value":"836.5 kB"}],"format":"application/pdf","license_note":"Copyright (c) 2019 by Chugokugakuen University and Chugoku Junior College","licensetype":"license_note","mimetype":"application/pdf","url":{"label":"w018_183_191","url":"https://cur-ren.repo.nii.ac.jp/record/1109/files/w018_183_191.pdf"},"version_id":"a1f99b30-beb4-4283-a77e-5ffe321fe676"}]},"item_keyword":{"attribute_name":"キーワード","attribute_value_mlt":[{"subitem_subject":"人材育成の個別性","subitem_subject_scheme":"Other"},{"subitem_subject":"コーチング","subitem_subject_scheme":"Other"},{"subitem_subject":"ミドル","subitem_subject_scheme":"Other"},{"subitem_subject":"組織能力","subitem_subject_scheme":"Other"},{"subitem_subject":"ポジティブ組織行動論","subitem_subject_scheme":"Other"},{"subitem_subject":"人材育成実態調査","subitem_subject_scheme":"Other"}]},"item_language":{"attribute_name":"言語","attribute_value_mlt":[{"subitem_language":"jpn"}]},"item_resource_type":{"attribute_name":"資源タイプ","attribute_value_mlt":[{"resourcetype":"departmental bulletin paper","resourceuri":"http://purl.org/coar/resource_type/c_6501"}]},"item_title":"ミドルマネジメントに求められる人材育成の個別性","item_titles":{"attribute_name":"タイトル","attribute_value_mlt":[{"subitem_title":"ミドルマネジメントに求められる人材育成の個別性"},{"subitem_title":"Individuality in Human Resource Development Required for Middle Management","subitem_title_language":"en"}]},"item_type_id":"10002","owner":"4","path":["99"],"pubdate":{"attribute_name":"公開日","attribute_value":"2021-10-28"},"publish_date":"2021-10-28","publish_status":"0","recid":"1109","relation_version_is_last":true,"title":["ミドルマネジメントに求められる人材育成の個別性"],"weko_creator_id":"4","weko_shared_id":-1},"updated":"2023-05-15T11:39:46.373258+00:00"}