Updated on 2024/02/01

写真a

 
SHIMANUKI Tomoyuki
 
Organization
Chuo Graduate School of Strategic Management Professor
Other responsible organization
Chuo Graduate School of Strategic Management, Business Scinece Course
Contact information
The inquiry by e-mail is 《here
External link

Degree

  • 博士(商学) ( 一橋大学 )

  • 修士(経営学) ( 慶應義塾大学 )

Education

  • 2007.3
     

    Hitotsubashi University   doctor course   finished without a degree

  • 2003.3
     

    Keio University   master course   completed

  • 1995.3
     

    Keio University   graduated

Professional Memberships

  • British Universities Industrial Relations Association

  • Labor and Employment Relations Association

Research Interests

  • 戦略人事と人材ポートフォリオ

  • 人事部門の役割と組織内地位

  • グループ経営と組織・人的資源管理・労使関係

  • ダイバーシティとインクルージョン

Research Areas

  • Humanities & Social Sciences / Business administration  / Human Resource Management

Papers

  • 戦略人事の考え方(第3回)人材マネジメントの一貫性の向上

    島貫智行

    一橋ビジネスレビュー   71 ( 4 )   76 - 85   2024.3

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  • 戦略人事の考え方(第2回)経営戦略と人材マネジメントの連動

    島貫智行

    一橋ビジネスレビュー   71 ( 3 )   76 - 84   2023.12

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  • 戦略人事の考え方(第1回)今求められる戦略人事のアップデート

    島貫智行

    一橋ビジネスレビュー   71 ( 2 )   98 - 105   2023.9

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  • 「人的資本経営」と人的資源管理:「人材版伊藤レポート」からの示唆 Invited

    島貫智行

    一橋ビジネスレビュー   71 ( 1 )   42 - 55   2023.7

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  • Inclusive leadership and knowledge sharing in Japanese workplaces: the role of diversity in the biological sex of workplace personnel Reviewed

    Yuta Morinaga, Yuki Sato, Shohei Hayashi, Tomoyuki Shimanuki

    Personnel Review   52 ( 5 )   1405 - 1419   2023.6

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    Language:English   Publishing type:Research paper (scientific journal)   Publisher:Emerald  

    Purpose

    This study aims to examine the impact of managers’ inclusive leadership (IL) on knowledge-sharing (KS) behavior. Additionally, the authors consider the cross-level moderation effect of diversity in the biological sex of employees on the relationship between IL and employee KS behaviors.

    Design/methodology/approach

    A two-wave questionnaire survey was conducted in a large Japanese company. The sample included 827 employees (254 men and 573 women) in 129 groups. The authors, then, conducted a cross-level analysis using hierarchical linear modeling (HLM).

    Findings

    IL promotes two types of KS among employees: knowledge donating (KD) and knowledge collecting (KC). Additionally, the moderating effects of employee biological-sex diversity on the relationship between IL and KS varied according to the KS type. IL had a positive effect on KD only in groups with higher biological-sex diversity, and did not affect groups with lower biological-sex diversity. Biological-sex diversity did not moderate the relationship between IL and KC.

    Practical implications

    This study has practical implications, especially for personnel departments with high diversity in employees’ biological sex. Further, to improve employees’ KS behaviors, it may be important to develop managers’ IL skills.

    Originality/value

    This is the first study that explores the relationship between IL and KS and the first to provide evidence of the moderating effect of diversity of employee’s biological sex.

    DOI: 10.1108/PR-02-2021-0111

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    Other Link: https://www.emerald.com/insight/content/doi/10.1108/PR-02-2021-0111/full/html

  • 非正規労働者の賃金決定:海外研究からのインプリケーション Invited

    島貫智行

    連合総研レポートDIO   ( 380 )   21 - 25   2022.10

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  • (ビジネス・ケース)東京海上日動システムズ:障害者社員の定着を促進する二つの人材活用アプローチ

    丸山峻, 島貫智行

    一橋ビジネスレビュー   70 ( 2 )   134 - 147   2022.9

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  • The Influence of Prosocial Motivation on Knowledge Sharing and Knowledge Hiding: From the Perspective of Autonomous and Controlled Aspects of Motivation Reviewed

    Hayoung Shin, Tomoyuki Shimanuki

    50   73 - 86   2022.8

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  • 派遣労働者に対する二つのマネジメント:従業員と内部顧客の視点 Invited

    島貫智行

    中央労働時報   ( 1291 )   13 - 17   2022.7

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  • General Survey on Dispatched Workers Invited

    Tomoyuki Shimanuki

    The Japanese Journal of Labour Studies   ( 741 )   34 - 37   2022.3

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  • Controlled forms of prosocial motivation: from a self-determination theory perspective Reviewed

    Hayoung, Shin, Tomoyuki Shimanuki

    55 ( 2 )   61 - 73   2021.12

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    Language:Japanese   Publishing type:Research paper (scientific journal)  

    DOI: 10.11207/soshikikagaku.20210601-1

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  • Human Resource Management to Retain Persons with Disabilities: from a Social Identity Perspective (jointly worked) Reviewed

    55 ( 1 )   54 - 66   2021.9

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    Language:Japanese   Publishing type:Research paper (scientific journal)  

    DOI: 10.11207/soshikikagaku.20210201-4

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  • Daimaru Matsuzakaya Department Stores: HR roles in Transformation of Human Resource Management in M&A (jointly worked)

    69 ( 2 )   120 - 134   2021.9

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  • My Experiences as an Author and a Reviewer in Academic Journals Invited

    22 ( 1 )   2 - 3   2021.6

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  • トラックドライバーの離職問題:海外研究からのインプリケーション Invited

    島貫 智行

    運輸と経済   ( 882 )   40 - 47   2020.12

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  • インクルージョン風土と従業員の創造性:知覚された組織的支援(POS)の媒介効果 Reviewed

    佐藤佑樹, 島貫智行, 林祥平, 森永雄太

    組織科学   54 ( 1 )   16 - 31   2020.9

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  • 公的な表彰・認定が中小企業の人材確保に与える効果:雇用主ブランディングの観点から Reviewed

    梅崎修, 島貫智行, 佐藤博樹

    組織科学   54 ( 1 )   2 - 15   2020.9

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  • 書評 上林憲雄・平野光俊編著『日本の人事システム:その伝統と革新』 Invited

    島貫 智行

    日本労働研究雑誌   ( 717 )   62 - 64   2020.4

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  • 新卒採用の外部化は何をもたらすのか Invited

    西村孝史, 島貫智行

    日本労働研究雑誌   ( 716 )   130 - 142   2020.2

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  • 経営理念の浸透と上司のリーダーシップ実践が生協職員の就業継続意思に与える効果:組織コミットメントに注目して

    島貫 智行

    佐藤博樹編『ダイバーシティ経営と人材マネジメント-生協にみるワーク・ライフ・バランスと組織理念の役割』勁草書房   51 - 74   2020.2

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  • 職場のダイバーシティが協力志向的モチベーションを向上させるメカニズム Reviewed

    林祥平, 森永雄太, 佐藤佑樹, 島貫智行

    日本経営学会誌   42   52 - 62   2019.3

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  • 書評 西岡由美著『多様化する雇用形態の人事管理:人材ポートフォリオの実証分析』 Invited

    島貫 智行

    日本労務学会誌   19 ( 2 )   28 - 32   2018.12

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  • 正社員と非正社員の賃金格差:人事管理論からの検討 Invited

    島貫 智行

    日本労働研究雑誌   ( 701 )   52 - 66   2018.12

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  • 日本企業における人事部門の企業内地位 Invited

    島貫 智行

    日本労働研究雑誌   ( 698 )   15 - 27   2018.8

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  • 勤務間インターバルが労働者のワーク・ライフ・バランスに与える効果

    島貫智行, 佐藤博樹

    季刊労働法   ( 258 )   168 - 180   2017.9

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  • Organizational Flexibility and Human Resource Management in Japanese Firms Invited

    59 ( 683 )   75 - 86   2017.6

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  • 人事管理研究とダイバーシティ・マネジメント

    島貫智行, 永瀬伸子, 蔡イン錫, 大木清弘, 島田由香

    経営行動科学   28 ( 2 )   151 - 181   2016.3

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  • ACADEMIC SURVEY : The Present Situation of Labour Research : A Review of Academic Works 2013-15 Invited

    58 ( 688 )   2 - 37   2016.2

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  • 人材管理の常識を問い直す

    島貫 智行

    経団連出版編『人事の潮流-人と組織の未来像』経団連出版   54 - 78   2015.9

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  • (ビジネス・ケース)新日鉄住金エンジニアリング-異なる事業部の寄せ集めから1つのエンジニアリング企業へ

    島貫 智行

    一橋ビジネスレビュー   62 ( 3 )   160 - 181   2014.12

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    Language:Japanese   Publishing type:Research paper (scientific journal)   Publisher:東洋経済新報社  

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  • 事務系派遣営業所の運営と課題-独立系企業と資本系企業の比較分析

    島貫 智行

    佐藤博樹・大木栄一編『人材サービス業の新しい役割-就業機会とキャリアの質向上のために』有斐閣   144 - 176   2014.7

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  • 生産分野の派遣スタッフの仕事・労働条件とキャリア、就業意識

    島貫 智行

    佐藤博樹・大木栄一編『人材サービス業の新しい役割-就業機会とキャリアの質向上のために』有斐閣   96 - 120   2014.7

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  • 事務系派遣スタッフのキャリア-職種経験パターンからの分析

    島貫 智行

    佐藤博樹・大木栄一編『人材サービス業の新しい役割-就業機会とキャリアの質向上のために』有斐閣   18 - 43   2014.7

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  • 書評 鈴木竜太著『関わり合う職場のマネジメント』 Invited

    島貫 智行

    日本経営学会誌   ( 33 )   112 - 117   2014.6

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  • (ビジネス・ケース)良品計画-仕組みづくりと企業風土の醸成を通じた経営の革新

    島貫 智行

    一橋ビジネスレビュー   61 ( 1 )   118 - 137   2013.6

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  • HUMAN RESOURCE MANAGEMENT FOR STANDARD EMPLOYEES AND THEIR MORALE IN JAPANESE FIRMS : THE MODERATE EFFECTS OF THE BOUNDARY OF EMPLOYMENT Reviewed

    Shimanuki Tomoyuki

    JOURNAL OF BUSINESS MANAGEMENT   30   51 - 63   2012.12

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    Language:Japanese   Publishing type:Research paper (scientific journal)   Publisher:Japan Academy of Business Administration  

    Japanese firms have changed not only human resource management (HRM) for standard employees but also for non-standard employees in the past twenty years. However, previous studies tended to focus on HRM practices for standard employees without considering the change in HRM for non-standard employees when they investigated the effect of HRM practices for standard employees on their morale. We examine how the boundary of employment (one between standard and non-standard employees) in the firm moderates the effect of HRM practices for standard employees on their morale. The boundary of employment in the firm consists of (1) the job similarity between standard and non-standard employees and (2) the possibility of non-standard employees being hired as standard employees. Based on the equity theory, we develop two hypotheses about the moderate effects of the boundary of employment in the firm on the relationship between HRM practices for standard employees and their morale. Our first hypothesis is that the positive effect of long-term employment and hiring new graduates is larger at higher levels of job similarity between standard and non-standard employees than at lower levels of job similarity. Secondly, we hypothesize that the positive effect of performance-based evaluation and promotion is smaller when the possibility of being hired as standard employees for non-standard employees is higher. The results of OLS analysis by using two data sets of surveys support our hypotheses and suggest that the effects of HRM practices for standard employees on their morale are contingent on the boundary of employment in the firm. Research and practical implications of our study are discussed.

    DOI: 10.24472/keieijournal.30.0_51

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  • 人事管理における非正規社員の公正性

    島貫 智行

    ジュリスト   ( 1441 )   12 - 17   2012.5

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  • The diversification of utilization of non-standard employees and the equilibrium of treatment between standard and non-standard employees

    The Japanese journal of labour studies   53 ( 607 )   21 - 32   2011.1

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  • The inter-organizational job rotation and information exchange: determinative factors on employees' satisfaction Reviewed

    Organizational science   44 ( 2 )   88 - 101   2010.12

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  • The boundary of employment and evolution of internal labor markets of Japanese firms Invited

    Organizational science   44 ( 2 )   16 - 29   2010.12

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  • 登録型派遣スタッフのキャリア類型と仕事・スキル・賃金の関係

    島貫 智行

    佐藤博樹・佐野嘉秀・堀田聡子編『実証研究:日本の人材ビジネス-新しい人材マネジメントと働き方』日本経済新聞出版社   506 - 533   2010.4

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  • 派遣のメリット・デメリット Invited

    島貫智行

    日本労働研究雑誌   ( 597 )   58 - 61   2010.4

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  • Impacts of decentralization in human resource management on organizational performance Reviewed

    Organizational science   42 ( 4 )   77 - 91   2009.4

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  • Influence of utilizing part-time workers as regular workers on satisfaction with pay: from perspective of organizational justice Reviewed

    ( 568 )   63 - 76   2007.4

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  • Influence of temporary worker human resource management on work motivation Invited

    ( 566 )   17 - 36   2007.4

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  • (ビジネス・ケース)ニチレイ-事業戦略の転換と人材マネジメントの変革

    島貫 智行

    一橋ビジネスレビュー   54 ( 4 )   152 - 171   2007.3

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    Language:Japanese   Publishing type:Research paper (scientific journal)   Publisher:東洋経済新報社  

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  • 事業経営者のキャリアと育成-「BU長のキャリア」データベースの分析

    守島基博, 島貫智行, 西村孝史, 坂爪洋美

    一橋大学日本企業研究センター編「日本企業研究のフロンティア2」有斐閣   31 - 52   2006.3

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  • 派遣労働者の人材マネジメントの課題 Invited

    島貫智行, 守島基博

    日本労働研究雑誌   ( 526 )   4 - 15   2004.4

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Books

  • グラフィック ヒューマン・リソース・マネジメント

    守島基博, 島貫智行, 鳥取部真己, 初見康行, 江夏幾多郎, 西村孝史, 中野浩一, 林有珍, 佐藤佑樹( Role: Joint editor)

    新世社  2023.2  ( ISBN:4883843645

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    Book type:Textbook, survey, introduction

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  • The 1st Step to Human Resource Management

    Takashi Nishimiura, Tomoyuki Shimanuki, Yumi Nishioka( Role: Joint editor)

    2022.1 

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  • 派遣労働という働き方:市場と組織の間隙

    島貫 智行( Role: Sole author)

    有斐閣  2017.4 

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    Total pages:342   Language:Japanese   Book type:Scholarly book

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Awards

  • 『組織科学』2022年度ベストSE賞

    2022.10   組織学会  

  • 日本経営学会賞(論文部門)

    2020.9   日本経営学会  

  • 組織学会高宮賞(著書部門)

    2018.6   組織学会  

  • 日本労務学会賞(学術賞)

    2018.6   日本労務学会  

  • 組織学会高宮賞(論文部門)

    2010.6   組織学会  

  • 労働関係論文優秀賞

    2008.8   労働政策研究・研修機構  

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Research Projects

  • リモートワーク下の企業組織における社会関係資本の形成と組織成果への影響

    Grant number:22H00872  2022.4 - 2027.3

    日本学術振興会  科学研究費助成事業  基盤研究(B)  一橋大学

    加藤 俊彦, 佐々木 将人, 島貫 智行

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    Grant amount: \11050000 ( Direct Cost: \8500000 、 Indirect Cost: \2550000 )

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  • Empirical research on micro-foundations in human resource management

    Grant number:20H01536  2022.4 - 2026.3

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research  Grant-in-Aid for Scientific Research (B)  Tokyo Metropolitan University

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    Grant amount: \17420000 ( Direct Cost: \13400000 、 Indirect Cost: \4020000 )

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  • グループ経営と人事管理の変化に関する実証研究

    Grant number:21K01627  2021.4 - 2024.3

    日本学術振興会  科学研究費助成事業  基盤研究(C)  一橋大学

    島貫 智行

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    Grant amount: \4160000 ( Direct Cost: \3200000 、 Indirect Cost: \960000 )

    初年度となる令和3年度は、①文献レビュー、および②子会社・関連会社の雇用管理に関するデータベースの構築を行った。具体的には以下のとおりである。
    ①文献レビュー:グループ経営における人事管理のうち人員配置について出向や転籍に関する先行研究を中心に検討した。出向や転籍は、親会社と子会社・関連会社の間での従業員の雇用保障や、人材の適正配置や異動・配置転換、人材育成など複数の目的があるが、1980年代から現在までその目的は変化している。必ずしも研究の蓄積が豊富であるとはいえないものの、子会社・関連会社の事業や組織特性に応じてグループ経営における人事管理上の役割や目的は多様化していると推察される。
    ②子会社・関連会社の雇用管理に関するデータ整備:グループ経営における親会社と子会社・関連会社で雇用する従業員数の変化を分析することを目的として、2008~2020年の関係会社データベースを用いてパネルデータの構築を行った。関係会社データベースは、上場企業の国内子会社・関連会社とその親会社について、業種、事業内容、親会社の持株比率、設立年月、従業員数などの基本情報を備えていることから、グループ、親会社、子会社・関連会社ごとにデータを整備している。親会社と子会社・関連会社の間での雇用者数に関連して、グループ経営の人事管理にかかわる子会社・関連会社、すなわち人事アウトソーシング企業の設立時期や事業内容、従業員規模などについても分析できるようにデータ整備を進めている。

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  • インクルーシブ・リーダーシップ概念の拡張とその促進要因-多様な部下の管理に向けて

    Grant number:21H00745  2021.4 - 2024.3

    日本学術振興会  科学研究費助成事業  基盤研究(B)  法政大学

    坂爪 洋美, 島貫 智行, 松浦 民恵, 武石 惠美子

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    Grant amount: \11570000 ( Direct Cost: \8900000 、 Indirect Cost: \2670000 )

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  • Economic Analysis of Management, Organization and Market Structure by using JP-MOPS

    Grant number:18H03633  2018.4 - 2022.3

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research  Grant-in-Aid for Scientific Research (A)  Hitotsubashi University

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    Grant amount: \42900000 ( Direct Cost: \33000000 、 Indirect Cost: \9900000 )

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  • Managerial Behaviors and Determinants of Gender Diversity for Performance

    Grant number:18H00892  2018.4 - 2021.3

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research  Grant-in-Aid for Scientific Research (B)  Hosei University

    Hiromi Sakazume

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    Grant amount: \9490000 ( Direct Cost: \7300000 、 Indirect Cost: \2190000 )

    When managing diverse subordinates, managers used a combination of two levels of communication: individual-focused communication aimed at enabling each subordinate to achieve his or her full potential, and team-focused communication aimed at achieving results as a team. In the individual-focused communication, managers emphasized understanding the needs of individual subordinates and removing factors that could lead to subordinates' disadvantages or subordinates' work problems.
    On the other hand, in team-oriented communication, managers emphasized the importance of team cohesion and the sharing of team policies and values by all subordinates, based on the premise that subordinates are diverse. In managing diverse subordinates, the discussion centers on how to deal with each individual subordinate who is different from the others, but it is also important to bring together a team that is at high risk of lacking cohesion by sharing values and policies.

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  • The change of HR department and employment practices in Japanese firms

    Grant number:17K03923  2017.4 - 2021.3

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research  Grant-in-Aid for Scientific Research (C)  Hitotsubashi University

    SHIMANUKI Tomoyuki

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    Grant amount: \4420000 ( Direct Cost: \3400000 、 Indirect Cost: \1020000 )

    There are two approaches to the status of the HR departments in a company: one is to focus on their authority and power in HRM decisions, and the other is to focus on their authority and power in management decisions such as strategic planning, M&A, and restructuring. In the latter, the high status of the HR department is judged by whether the HR department plays a strategic role rather than an administrative role. In addition, the degree of HR department status can be measured by whether the HR executive is a board member. The analysis of data on directors of Japanese listed companies shows that companies with a board member in charge of HR have declined between 1990 and 2015. This result suggests that the HR department status in Japanese companies is becoming weaker over the past twenty-five years.

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  • Research on Employment Boundary and Human Resource Management in Japanese Firms

    Grant number:24530454  2012.4 - 2017.3

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research  Grant-in-Aid for Scientific Research (C)  Hitotsubashi University

    Shimanuki Tomoyuki

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    Grant amount: \5070000 ( Direct Cost: \3900000 、 Indirect Cost: \1170000 )

    This study explores the effects of human resource management (HRM) on the morale of standard employees in Japanese firms from the perspective of employment boundary. Employment boundary was defined as an interface between HRM of standard employees and HRM of nonstandard employees (e.g. part-time employees), and was operationalized as 1) the degree of job similarity between standard and nonstandard employees and 2) the degree of transferability between the two. Survey data from standard employees were analyzed and results suggested employment boundary moderated effects on the morale of standard employees. Further research is needed to explore not only HRM for standard employees and HRM for nonstandard employees, but also the relationships between HRM of standard employees and HRM of nonstandard employees.

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  • Employment Externalization and Strategic Human Resource Management

    Grant number:22330110  2010 - 2012

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research  Grant-in-Aid for Scientific Research (B)  The University of Tokyo

    SATO Hiroki, SANO Yoshihide, SHIMANUKI Tomoyuki

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    Grant amount: \11050000 ( Direct Cost: \8500000 、 Indirect Cost: \2550000 )

    Our study explored employment externalization (utilization of workers employed through temporary help agencies and contract companies) and strategic human resource management in Japanese firms. We investigated (1)Work activities and working conditions of temporary agency workers and contract company workers employed in assembly jobs, (2)Work activities, working conditions and careers of temporary workers employed in clerical and sales jobs, (3)Business strategies and human resource management at local offices of temporary agencies, and (4)Performance management and human resource development in retail firms. On the basis of this research, we discussed the effective utilization of external employment for client firms and the roles of temporary agencies and contract companies in the Japanese labor markets.

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  • Career Development of Temporary Workers in Japan

    Grant number:20730266  2008 - 2011

    Japan Society for the Promotion of Science  Grants-in-Aid for Scientific Research  Grant-in-Aid for Young Scientists (B) 

    SHIMANUKI Tomoyuki

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    Grant amount: \4290000 ( Direct Cost: \3300000 、 Indirect Cost: \990000 )

    This study is about career development of temporary workers in Japan. Based on the results of interviews and surveys of temporary workers, client firms, and agency firms, we found that in most cases it is difficult for temporary workers to improve their skills and get higher wages. The results suggest that it is necessary to support temporary workers not only to have opportunities of training in client and agency firms but also to be hired as permanent employees.

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Allotted class

  • 2023   人的資源管理特別研究(人的資源管理論)   Graduate school

  • 2023   研究指導Ⅰ・Ⅱ・Ⅲ   Graduate school

  • 2023   インセンティブ・マネジメント   Professional graduate school

  • 2023   プロジェクト研究Ⅰ   Professional graduate school

  • 2023   プロジェクト研究Ⅱ   Professional graduate school

  • 2023   人的資源管理/人的資源管理論   Professional graduate school

  • 2023   課題研究   Professional graduate school

  • 2023   論文   Professional graduate school

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Teaching Experience

  • プロジェクト研究(MBAプログラム)

  • インセンティブマネジメント(MBAプログラム)

  • 人的資源管理論(MBAプログラム)

  • ワークショップ(大学院MBAコース)

  • 大学院演習(大学院研究者養成コース)

  • 労務管理論(学部)

  • 労務管理特論(大学院研究者養成コース)

  • 人材マネジメント(大学院MBAコース)

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