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I am involved in support and research based on the findings of industrial/organizational psychology and clinical psychology, with a desire to assist many people to shine more healthily and lively.


As a clinical psychologist, researcher, and general business worker, I will use my various backgrounds and knowledge to give back to society.

Profile

I am Momoko KOBAYASHI, a clinical psychologist and licensed psychologist.


I studied psychology at university and worked for a beverage manufacturer for about 7 years after graduation.


During my time as a company employee, I always felt that if workers could work healthier and more energetically, it would be a great benefit not only to the individual worker but also to the company. In order for each worker to be able to work vigorously, we believe that it is necessary to have a mature organization and society in which people of various backgrounds can respect each other and mutually improve each other. It is also important for each individual to deepen his or her self-understanding and acquire appropriate communication and self-care skills needed in social life.


I came to the conclusion that I wanted to provide support for this purpose, and so I re-studied clinical psychology in graduate school and became a licensed clinical psychologist and licensed psychologist.I am currently a full-time faculty member of the Center for the Creation of Well-Being at Saga University, where I am engaged in recurrent education for working adults and research on industrial-organizational psychology.


I am engaged in interdisciplinary research and practice activities, drawing on my experience of working in general corporate settings, my clinical psychology practice, and my knowledge of industrial-organizational psychology. Our goal is to help healthy people live healthier and more active lives by approaching clinical psychological interventions not only in the clinical setting but also in the general society and demonstrating them scientifically.

Research

Current Research

  1. Building an integrated support model and verifying intervention strategies with a focus on parenting and work engagement: Developing the parenting engagement scale and supporting well-being through synergistic effects with work
  2. The role of mentalization in workplace well-being: Developing a scale for employees and verifying a structural model
  3. Development and validation of effective organizational development approaches that lead to prevention of power harassment and improvement of work engagement

Previous Research

  1. Age comparison of the role of work perspective (workers' values consisting of a sense of purpose in work and a sense of belonging to the organization) in the relationship between effort-reward imbalance (a stressful state of not being rewarded for effort in one's professional life) and work engagement (a positive and fulfilling work-related state)
  2. Development of a new workplace power harassment perceptions and experiences scale
  3. Examination of the work perspectives of workers whose values are consistent with those of their organizations
  4. Examination of characteristics of workers who challenge and overcome difficulties

 research map☞ Momoko KOBAYASHI(NII) - MyPortal - researchmap

育児期就労者のwell-beingを高める統合的理論モデルの構築と,介入方略の開発と効果検証
少子化が深刻化し、女性活躍の推進が求められる現代において、育児期の就労者のウェルビーイング(身体的・精神的・社会的な幸福)の向上は、国家的かつ喫緊の課題です。従来の政策は仕事と育児の「両立支援」において負担軽減を主軸としてきたが、本研究は両者のポジティブな相互作用に着目し、「育児と仕事が互いに活力を与える関係性」の科学的解明を目指します。
本研究は三つの柱から構成されます。
第一に、親の前向きで主体的な育児参加を可視化する「育児エンゲイジメント尺度」を新たに開発し、信頼性・妥当性を実証します。
第二に、「仕事と育児の充実がウェルビーイングに与える双方向的影響」を理論化し、「育児と仕事の要求度-資源モデル」を構築します。
第三に、両エンゲイジメントを促進するための支援ツールを開発し、時間・場所を問わない介入による実証的効果を検証します。
本研究は、育児と仕事を分断せず統合的に支援する新たな枠組みを提示し、親子の福祉向上に加え、企業の生産性向上や少子化対策への波及効果を有する社会実装可能なモデルの創出を目指します。
Validation of effective organizational development approaches that prevent power harassment and lead to improved work engagement
We are developing and validating an effective organizational development intervention program to prevent power harassment and lead to improved work engagement (positive and fulfilling state toward work) (JSPS Grant-in-Aid for Scientific Research Project 23KJ1686, 2023-2024).
*We are always looking for companies and offices that are willing to cooperate with our research.
Development of a New Workplace Power Harassment Perceivability and Experience Scale
One of the reasons for the lack of progress in measures against workplace power harassment (hereinafter referred to as “power harassment”) in Japan is the lack of common recognizability of power harassment.
In this study, with the aim of clarifying specific guidelines for judging what acts, attitudes, and conditions constitute power harassment, we developed a new “workplace power harassment” scale that measures the recognizability of power harassment (individual judgment of whether a certain act or situation constitutes power harassment) and the experience of power harassment (whether the individual has been subjected to it himself/herself or whether it has occurred in his/her workplace). We developed a new “Workplace Power Harassment Scale” to measure the perception of power harassment (an individual's judgment of whether an act or situation constitutes power harassment) and the experience of power harassment (have you been subjected to it yourself or has it occurred in your workplace) and examined its reliability and validity.