No. 21 2001 8 Abstract The purpose of this study is to analyze the current validity of the high commitment management model, which has been widely used in the USA and Europe. This model has shown efficiency since the decade of the 1980 s. It is argued that the high commitment management model will not lose its applicability during the first decades of the current century. Especially, in areas such as contract employment and achievement principles, which are important issues that the Japanese human resources management system should be reconfirmed, are discussed as the appropriate meaning of high commitment management model. 1. 1980 Walton1985 Lawler 1992 2001 1997-107 -
3 (1) 1980 (2) (3) (1)(2) 2 3 4 2. 80 Walton 1) 2 1. HRM Human Resource ManagementWalton HRM Walton HRM Walton WFrederick W. Taylor 1970 1980-108 -
No. 21 2001 8 QWL EI Walton HRM 2) HRM 3) 4 (1) (2) (3) (4) 1996 Barnard (1935) Walton 1997;, 1998-109 -
Walton, R. E. (1985), p.37-40 2 2 Allen & Meyer(1990) affectivecontinuancenormative Becker(1969) Mowday et al.(1979) Wiener(1982) - 110 -
No. 21 2001 8 1997 1998 19971998 2 2 Morrow(1983) 5 5 21 4-111 -
4 3. 2 90 90 3 1 3 (1)(2)(3) 3 3 1 1. 1996 4) 3-112 - 件 数 100 80 60 40 20 0 1978 図 2 会 社 人 間 論 の 推 移 1980 1982 1984 1986 1988 1990 1992 1994 1996 1998 2000 年 出 所 : MAGAZINEPLUS ( 日 外 アソシェーツ http://www.nichigai.co.jp/により 著 者 作 成
No. 21 2001 8 5060 7080 1996 3 1 2. 199519971998 1997 5) 6) 1997 2-113 -
19941998 3 1 3. 199419981998 4 3 1 4. 3 3 3 3-114 -
No. 21 2001 8 3 3 3 3 2. Homans1961 Blau1964 Barnard1938 3 1999101, - 115 -
Barnard 1994 3 3.,1994,1998 1995-116 -
No. 21 2001 8 1983 1980 QC,1994,1997 4. 1993 7) - 117 -
4 1. 4 1 1.,19931993 2 IT incremental innovationradical innovation 2 (1) - 118 -
No. 21 2001 8 8),1994 19941993 (2) Maslow1954 5 3 4 1 2. walton 50 60 60 70 20-119 -
70 80 TQC 芢 199885 5 4 2. 1997 9) 21-120 -
No. 21 2001 8 80 4 3.,1996Walton 4 4. 80 90-121 -
1995 5. 80 1 4 7080 2 90-122 -
No. 21 2001 8 2001.5.9 Walton1985 p.36. p.36 19961997 1977p.18 19979 19976 1993 3 1993 1997165 Allen, N.J., and Meyer, J.P.(1990)The measurement and antecedents of affective, continuance, and normative commitment to the organizationjournal of Occupational Psychology, 63, 1-18. Barnard, C.I.1935, The Functions of the Executive, Harvard University Press, 1935 ( 1968) Becker, H.S.1960Notes on the concept of commitmentamerican Journal of Sociology,66,32-40. Blau, P. M. (1964), Exchange and Power in Social Life. John Wiley & Sons. 1974 Homans, G. C. (1961), Social Behavior, Harcourt Brace Jovanovich.1978 Lawler, E. E. (1992), The Ultimate Advantage: Creating the High-Involvement Organization. San Francisco: Jossey-Bass. Maslow, A.H.1954Motivation and Personality, New York: Harper and Row. 1971 Morrow, P. C. (1983), Concept redundancy in organizational research: The case of work commitment. Academy of Management Review, 8, 486-500 Mowday, R.T., Steers, R.M. & Porter, L.W.1979The measurement of organizational commitmentjournal of Vocational Behavior14224-247. - 123 -
Walton, R. E. (1985), Toward a Strategy of Eliciting Employee Commitment Based on Policies of Mutuality. In R. E. Walton and P. R. Lawrence (Eds.), HRM: Trends and Challenges. Boston: Harvard Business School Press, pp.35-65. Wiener, Y. (1982), Commitment in organizations: A normative view, Academy of management Review, 7, 3. 1993 1 19951995,4469 1993 4 1994 1983 1998 13 6 315 19943763 1997 2001 34 3 5366 芢 1998 31 4 7992 1993 36 1 1935 199421 1995 422 211 1997 1998 1998THE MULTIDIMENSIONALITY OF ORGANIZATIONAL COMMITMENT 1999 1996 1993 27 1 2634 1996 13 3 103-119 1995-124 -