総説・解説等

The present study discusses how we are to conceptualize organizational justice as a collective concept. Firstly, the authors make a brief review of a history of individual organizational justice researches along the four waves of research and theorizing suggested by Colquitt, Greenberg, & Zapata−Phelan (2004). The following waves of justice studies are also suggested; justice as a moral approach and multi−level approach. Secondly, the measurement issues of collective concepts are discussed. Specifically, I argue the way in which the lower level data can be combined to compose the higher level construct. With regard to procedures for composition, I introduced some statistical techniques to justify aggregating an individual level data to group level. Lastly, future research agenda of interaction between individual and collective justice is discussed.

本論文は、職務分析の全体像について概観し、Peterson & Jeanneret (2007) の提案に従って、演緯的アプローチ (deductive approach)と帰納的アプローチ (inductive approach) に分けて職務分析の技法を論じたものである。はじめに日米における職務 (job) の捉え方の相違について論じた。ついで、演繹的アプローチと帰納的アプローチに分けて具体的な職務分析技法について解説した。特に、我が国の人的資源管理においては、帰納的アプローチが重要である点が強調され、このアプローチに含まれるクリティカル・インシデント法についても言及した。最後に、日本において職務分析への注目度が低い点が指摘され、今後の適用可能性について論じられた。

This article reviews concepts and structures of assessment center and discusses how it can be applicable to the Japanese organization. First of all, I explain the basic tenets of assessment center from essential elements, types of simulations and history. Here, it is emphasized that the simulation methods in assessment center are expected to be reliable and valid tool for future behaviors among candidates, especially in case that the past behaviors among them are not available or predictive of the future performance. Secondly, the issue of construct validity is raised with an eye to the MTMM (MultiTrait− MultiMethod) matrix and then a couple of ways to handle this problem are discussed. Finally, I suggest that assessment center methods, involving simulation exercises, are to be useful selection tools among college students who generally have no occupational experiences.