{"created":"2023-05-15T14:46:01.401659+00:00","id":3502,"links":{},"metadata":{"_buckets":{"deposit":"eb518641-979b-44a7-a0d7-c2556af29a5e"},"_deposit":{"created_by":12,"id":"3502","owners":[12],"pid":{"revision_id":0,"type":"depid","value":"3502"},"status":"published"},"_oai":{"id":"oai:meigaku.repo.nii.ac.jp:00003502","sets":["399:409"]},"author_link":["7703","7704","7705","2696"],"item_2_alternative_title_19":{"attribute_name":"その他のタイトル","attribute_value_mlt":[{"subitem_alternative_title":"Correlations among leadership behaviors, perceived appropriateness of instructions, and supervisor's impressions"}]},"item_2_description_4":{"attribute_name":"抄録","attribute_value_mlt":[{"subitem_description":"組織への所属期間が比較的短いアルバイト学生を調査対象とし，目標達成行動と関係維持行動の２つのリーダーシップ行動の認知とその指示の適切性の認知，上司の印象評価との間の関連を検討した。これまで多く研究対象とされてきた正規雇用ではなく，増加傾向にある学生のアルバイトのみに調査対象を絞り，それに注目した調査研究を行うことを目的とした。その結果，関係維持行動の認知は上司の印象評価と正の関連がみられた。しかし，仮説としていた目標達成行動と上司の印象評価の関連や指示の適切性の認知と上司の印象評価の関連は有意傾向にとどまっており，その効果を認められたとは言えなかった。また，リーダーシップ行動の認知と上司の印象評価の関連を指示の適切性の認知が調整すると予測した交互作用効果に関する仮説も支持されなかった。これらの仮説が支持されなかった原因として，本研究で扱ったリーダーシップ行動の定義，参加者の少なさなどが考えられる。これらの点を改善し，再度調査研究を行う必要がある。\n\nRecently, students doing part-time jobs have been increasing. We surveyed part-time students because they have shorter organizational affiliations than full-time employees. We investigated correlations among their cognition of two leadership behaviors (goal-achievement and relationshipmaintenance), the perceived appropriateness of leaders’ instructions and impressions of leaders. The results indicated that cognitions of relationship-maintenance behaviors were positively correlated with the leaders' impressions. However, the correlation between goal-achieving behavior and the leader's impression ratings, and that between perceived appropriateness of instructions and the leader's impression ratings remained marginally significant. Also, the prediction that perceived appropriateness of instructions would moderate the relationship between perceived leadership behavior and leaders’ impressions was not supported. These hypotheses were possibly not supported because the definition of leadership behavior used in this study was inappropriate, and the number of participants was small. We suggest reconducting the survey after addressing these issues.","subitem_description_type":"Abstract"}]},"item_2_description_5":{"attribute_name":"内容記述","attribute_value_mlt":[{"subitem_description":"明治学院大学大学院心理学研究科 心理学研究科紀要26号（2021年3月） \n1-12ページ ","subitem_description_type":"Other"}]},"item_2_full_name_3":{"attribute_name":"著者別名","attribute_value_mlt":[{"nameIdentifiers":[{"nameIdentifier":"7705","nameIdentifierScheme":"WEKO"}],"names":[{"name":"FUJINAMI（HORI）, Ryotaro"}]},{"nameIdentifiers":[{"nameIdentifier":"2696","nameIdentifierScheme":"WEKO"}],"names":[{"name":"TANAKA, Tomoe"}]}]},"item_creator":{"attribute_name":"著者","attribute_type":"creator","attribute_value_mlt":[{"creatorNames":[{"creatorName":"藤浪（堀）, 遼太郎"}],"nameIdentifiers":[{}]},{"creatorNames":[{"creatorName":"田中, 知恵"}],"nameIdentifiers":[{}]}]},"item_files":{"attribute_name":"ファイル情報","attribute_type":"file","attribute_value_mlt":[{"accessrole":"open_date","date":[{"dateType":"Available","dateValue":"2021-04-16"}],"displaytype":"detail","filename":"Repository psy+5.pdf","filesize":[{"value":"1.4 MB"}],"format":"application/pdf","licensetype":"license_note","mimetype":"application/pdf","url":{"label":"Repository psy+5.pdf","url":"https://meigaku.repo.nii.ac.jp/record/3502/files/Repository psy+5.pdf"},"version_id":"d89ae337-4633-47f6-b4d6-3d2d728713e2"}]},"item_keyword":{"attribute_name":"キーワード","attribute_value_mlt":[{"subitem_subject":"アルバイト学生","subitem_subject_scheme":"Other"},{"subitem_subject":"リーダーシップ行動","subitem_subject_scheme":"Other"},{"subitem_subject":"指示の適切性","subitem_subject_scheme":"Other"},{"subitem_subject":"上司の印象評価","subitem_subject_scheme":"Other"},{"subitem_subject":"part-time jobs","subitem_subject_scheme":"Other"},{"subitem_subject":"leadership","subitem_subject_scheme":"Other"},{"subitem_subject":"appropriateness of instructions","subitem_subject_scheme":"Other"},{"subitem_subject":"leaders’ evaluations","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":"リーダーシップ行動と指示の適切性の認知，上司の印象評価との関連の検討","item_titles":{"attribute_name":"タイトル","attribute_value_mlt":[{"subitem_title":"リーダーシップ行動と指示の適切性の認知，上司の印象評価との関連の検討"}]},"item_type_id":"2","owner":"12","path":["409"],"pubdate":{"attribute_name":"公開日","attribute_value":"2021-04-16"},"publish_date":"2021-04-16","publish_status":"0","recid":"3502","relation_version_is_last":true,"title":["リーダーシップ行動と指示の適切性の認知，上司の印象評価との関連の検討"],"weko_creator_id":"12","weko_shared_id":-1},"updated":"2023-05-15T15:13:19.551598+00:00"}