Vol.64 No.2 大阪大学経済学 September 2014 牧美喜男戎谷梓関口倫紀要約 JEL J M M M 1. 問題設定 %.

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1 Title Author(s) 牧, 美喜男 ; 戎谷, 梓 ; 関口, 倫紀 Citation 大阪大学経済学. 64(2) P.287-P.302 Issue Date Text Version publisher URL DOI /57036 rights

2 Vol.64 No.2 大阪大学経済学 September 2014 牧美喜男戎谷梓関口倫紀要約 JEL J M M M 1. 問題設定 %.

3 大阪大学経済学 Vol.64 No.2 rice paper bamboo ceiling Black and Morrison, Setiawan Black and Morrison, Setiawan

4 September 日本企業の集団主義と社員の働き方の差異 2. 1 集団主義とイエ文化

5 大阪大学経済学 Vol.64 No ウチとソトの意識及び集団に対する意識 2. 3 日本企業における管理システムの特徴集団的職務遂行システム function job

6 September 組織構造長期育成制度.. MBA

7 大阪大学経済学 Vol.64 No 稟議制度及び会議. linear circular 現場主導

8 September コンテクスト文化からみた日本企業の特徴 3. 1 高コンテクスト文化と低コンテクスト文化 T HC LC

9 大阪大学経済学 Vol.64 No.2 LC HC HC LC HC LC HC HC LC HC LC HC LC HC HC HC 3. 2 日本企業における高コンテクスト文化明示化コード化の不在 HC LC

10 September レトリックの相違 LC HC 情報の曖昧さ HC HC LC HC HC HC

11 大阪大学経済学 Vol.64 No.2 4. 考察 4. 1 外国人社員の包摂問題における針路および方向性 HC LC LC HC 4. 2 日本の企業文化に基づく外国人包摂への提言 LC 異文化コミュニケーション能力の向上

12 September LC HC LC HC 外国人が参画する現場での低コンテクスト化とブリッジ人材の活用 HC HC HC LC HC LC HC LC HC HC LC LC

13 大阪大学経済学 Vol.64 No.2 LC LC HC LC HC HC LC HC LC HC HC LC LC HC LC 企業価値観に合致した人材厳選と採用後の社内教育 HC OJT

14 September LC 5. 結論と今後の方向性 HC LC HC HC LC HC HC LC LC HC LC LC

15 大阪大学経済学 Vol.64 No.2 HC LC HC HC 参考文献 IT. R Kopp, R. The Rice-Paper Ceiling. Berkeley: Stone Bridge Press. Setiawan, K. P. S. Japanese Corporate Culture and Globalization: An Indonesian Case Study Unpublished master's thesis, Osaka University. NEC No..

16 September Black, J. S. and Morrison, A. J. Sunset in the Land of the Rising Sun: Why Japanese Multinational Corporations Will Struggle in the Global Future. Basingstoke: Palgrave Macmillan. Hall, E. T. Beyond Culture. Doubleday, New York: Anchor Press Macklon, C. Japanese Boss: English Worker. No.

17 大阪大学経済学 Vol.64 No.2 Social Inclusion of Foreign Employees in Globalizing Japanese Firms Mikio Maki, Azusa Ebisuya and Tomoki Sekiguchi Foreign employees have often been considered as marginal in Japanese companies regarding international human resource management. However, they should be included in the core to survive the fierce global competition. It is thought that Japanese companies corporate culture, which has been nourished in the cultural environment of Japan, segregates foreign employees from Japanese in the workplace. Group performance, which is often viewed as characteristic work behavior of Japanese employees, reflects Ie (family/household in Japanese)-mentality and/or Uchi/Soto (in-group/out-group separation in Japanese)-mentality. In many cases, frictions between Japanese and foreign employees in the international operations are caused by communication problems. Anthropologist Edward T. Hall s theory of high- and low-context culture will help us to understand that it will be a hard task for Japanese, who are of typical high context culture, to cope with inter-cultural communication problems. To include foreign employees in the core, Japanese companies need to prepare and implement international HR systems without sacrificing effective implicit communication among Japanese, and high motivation nourished by organizational integration and sense of participation by all employees, which are both considered advantages of Japanese companies. This paper proposes three directions concerning inclusion of foreign employees in the core of Japanese companies. JEL Classification: J60, M10, M16, M50 Key Word: inclusion, foreign employees, context, Japanese management

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Title 名詞型助数詞の用法 : 準助数詞セットと組を中心に Author(s) 東条, 佳奈 Citation 阪大日本語研究. 27 P.109-P.136 Issue 2015-03 Date Text Version publisher URL http://hdl.handle.net/11094/51518 DOI Rights Osaka

Vol.64 No.2 大阪大学経済学 September 2014 牧美喜男 戎谷梓 関口倫紀 要約 JEL J M M M 1. 問題設定 %.

Vol.64 No.2 大阪大学経済学 September 2014 牧美喜男戎谷梓関口倫紀要約 JEL J M M M 1. 問題設定 %.