@article{oai:doshisha.repo.nii.ac.jp:00021919,
 author = {鈴木, 泰詩 and Suzuki, Taishi and Urasaka, Junko and 浦坂, 純子},
 issue = {101},
 journal = {評論・社会科学, Hyoron Shakaikagaku (Social Science Review)},
 month = {Jun},
 note = {本稿では、大企業に比べて従業員離職率が明らかに高いと言われる中小企業の現状を背景に、中小企業で実際に働く従業員がいかにして組織に定着しているのかを、組織コミットメントの概念を用いた独自の調査結果に基づいて議論を深めている。組織コミットメントの規定要因が、経営者と従業員の接触頻度にあると仮定して行った実証分析の結果、経営者との日常業務における接触頻度、キャリアビジョン共有の頻度、さらに、業務時間の枠を超えたプライベートでの接触頻度が高まれば、組織コミットメントの中でも情緒的コミットメントが強化されていくことが明らかになった。同時に、組織コミットメントの強弱が従業員の定着意識に寄与していることも、あわせて示唆された。, This paper discusses the determining factors of how employees take roots in small-and-medium-sized enterprises (SME) based on the background reality that employees' turnover rate is clearly higher at SME compared to large companies. In order to delve into the question, it uses the result of a unique research set around the concept of "organizational commitment". The verification analysis was built on the assumption that the determining factor of organizational commitment is in the "frequency of communication (contact) between the managers (management) and employees". The research found out that the employees' organizational commitments, especially emotional commitment, intensify as their contact with management in daily work increases, their career visions are shared with the management more frequently, and, furthermore, their private time outside the working hours are more frequently shared with the management. At the same time, it was suggested that the intensity of organizational commitment is a contributing factor in determining the employees' sense of rootedness., 研究ノート(Note), application/pdf},
 pages = {59--83},
 title = {中小企業従業員における組織コミットメントの規定要因 : 経営者との一体感を醸成するためには},
 year = {2012},
 yomi = {スズキ, タイシ and ウラサカ, ジュンコ}
}