Research
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。
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.
＊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.
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.
The Role of Age-Specific Views of Work in Relation to Effort-Reward Imbalance and Work Engagement
We examined the hypothesis that effort-reward imbalance mediates views of work and negatively affects work engagement (hereafter WE) by age group.