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Fairness and job satisfaction of Japanese multinationals in Asia
https://iuj.repo.nii.ac.jp/records/468
https://iuj.repo.nii.ac.jp/records/46858fd7bbb-c716-42dd-bd03-982de02fcad1
| 名前 / ファイル | ライセンス | アクション |
|---|---|---|
EMS_2012_05 (362.2 kB)
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| Item type | 紀要論文 / Departmental Bulletin Paper(1) | |||||
|---|---|---|---|---|---|---|
| 公開日 | 2012-07-01 | |||||
| タイトル | ||||||
| タイトル | Fairness and job satisfaction of Japanese multinationals in Asia | |||||
| タイトル | ||||||
| タイトル | Fairness and job satisfaction of Japanese multinationals in Asia | |||||
| 言語 | en | |||||
| 言語 | ||||||
| 言語 | eng | |||||
| キーワード | ||||||
| 主題Scheme | Other | |||||
| 主題 | Procedural justice | |||||
| キーワード | ||||||
| 主題Scheme | Other | |||||
| 主題 | transparency | |||||
| キーワード | ||||||
| 主題Scheme | Other | |||||
| 主題 | job satisfaction | |||||
| キーワード | ||||||
| 主題Scheme | Other | |||||
| 主題 | HR practices | |||||
| キーワード | ||||||
| 主題Scheme | Other | |||||
| 主題 | Asian managers | |||||
| キーワード | ||||||
| 主題Scheme | Other | |||||
| 主題 | Japanese MNCs | |||||
| キーワード | ||||||
| 言語 | en | |||||
| 主題Scheme | Other | |||||
| 主題 | Procedural justice | |||||
| キーワード | ||||||
| 言語 | en | |||||
| 主題Scheme | Other | |||||
| 主題 | transparency | |||||
| キーワード | ||||||
| 言語 | en | |||||
| 主題Scheme | Other | |||||
| 主題 | job satisfaction | |||||
| キーワード | ||||||
| 言語 | en | |||||
| 主題Scheme | Other | |||||
| 主題 | HR practices | |||||
| キーワード | ||||||
| 言語 | en | |||||
| 主題Scheme | Other | |||||
| 主題 | Asian managers | |||||
| キーワード | ||||||
| 言語 | en | |||||
| 主題Scheme | Other | |||||
| 主題 | Japanese MNCs | |||||
| 資源タイプ | ||||||
| 資源タイプ識別子 | http://purl.org/coar/resource_type/c_6501 | |||||
| 資源タイプ | departmental bulletin paper | |||||
| 著者 |
山崎, 佳孝
× 山崎, 佳孝× Yoon, Jeewhan× Yamazaki, Yoshitaka× Yoon, Jeewhan |
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| 抄録 | ||||||
| 内容記述タイプ | Abstract | |||||
| 内容記述 | We explored how fairness perceptions of HR practices affect job satisfaction among Asian managers of MNC subsidiaries, controlling age, gender, job tenure, previous work experiences, and management positions. Our fairness study focus described the effect of procedural justice and that of the transparency, which we have added as a new justice construct that is an organizational level of informational justice. We applied a performance evaluation system as an HR practice implemented over the MNC subsidiaries. Our research participants comprised of 903 Asian managers who worked for a leading Japanese multinational strategically expanding retail business markets in Asian locations: Japan, China, Hong Kong, Malaysia, and Thailand. Our key results revealed that both procedural and transparent fairness perceptions of the HR practice significantly influenced job satisfaction of Asian managers as a whole group. Each regional group also mostly exhibited a strong connection between their fairness perceptions of both procedures and transparency, and their job satisfaction. Finally, we discussed the implication of this study. | |||||
| 書誌情報 |
en : Economics & Management Series 発行日 2012-07-01 |
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