上田 泰

Non-regular employees account for more than one third of total employees in Japan. This study investigates how the financial burden of a household influences the work-related satisfaction of non-regular employees, using data collected from 9,790 working persons in the Tokyo metropolitan area. The results show that the effect of a head of a household factor on work-related satisfaction is different depending on gender. While this factor does not produce a significant difference between the satisfaction of regular and non-regular male employees, it is an influential factor for female employees. Analysis of married employees revealed that one's own annual income has a significant effect on regular employees' satisfaction, and that the annual income of one's spouse significantly influences non-regular employees' satisfaction.

Over the last thirty years, organizational citizenship behavior (OCB) has been considered as one of the important concepts about organizational behavior. Today, many researchers in various countries are conducting empirical research into OCB. This paper reviews empirical research into OCB between 2010 and 2015, drawing on two academic research databases, and identifies the latest trends in the research. The paper lists more than one hundred OCB studies, and classifies them into those that investigate the individual, interpersonal/group, or organizational antecedents of OCB. The characteristics of OCB are documented for each category. The paper presents several findings from the research review as a guide to useful future OCB research.

This article aims to examine whether work values moderate the effect of good relationships in the workplace on job satisfaction; findings are based on data collected from 6,860 working persons living in the Tokyo metropolitan area. Results show that accomplishment, contribution, and power and authority were work values that had a moderating effect on the relationship; the effect of good work relationships on work satisfaction was stronger when the level of each of these three work values was high. Some implications for future study and practical human resource management have been proposed as a result of our research.

Self-development has been considered a form of OCB in the OCB literature, and people exhibit a variety of reasons to pursue it. This article examined whether employees' job satisfaction and task characteristics influence self-development. Hierarchical regression analysis of data collected from 2,230 Japanese employees revealed that job satisfaction and task unpredictability had a positive impact on positive attitude toward self-development, hope of increased time for self-development, and experience of self-development. While well-defined task requirements also had a positive effect on two self-development measures, task autonomy had no significant relationship with any measures of self-development.

Discretionary behaviors of students that contribute to their university are termed university citizenship behavior (UCB). Past research has shown that students regarded their diligence in class to be a part of UCB, similar to conscientiousness of employees being a part of organizational citizenship behavior (OCB). This study examines the effect of professors' lecture justice behavior (fair-minded teaching behaviors) on students' diligence in class. Data were collected from 385 students at a private university in Tokyo, Japan. The results indicated that lecture justice had a positive effect on UCB in class, and this effect was fully mediated by satisfaction. Some implications for practice and future research are also discussed.