GrowthFix Citations
引力経営の理論基盤
── 主要参考文献 260 件
累計被引用 45,000+ cites の 5 領域学術基盤（集まる軸 / 躍動軸 / 留まる軸 / 個人軸 / 思想層）10 本柱を中核に、 Bandura 効力感理論・心理的契約論（Rousseau）・組織コミットメント（Meyer-Allen）・Job Embeddedness（Mitchell）・ 組織開発・社会化・採用面接・評価制度・中間経営職・日本市場・AI ネイティブ・介入研究 RCT を横断的に編集。 「優秀人材が集まり、躍動し、留まる会社をつくる」という目標に対して、主要研究を踏まえたサービス設計を提供する根拠。
Tier 1
Gravity の学術基盤 ── 10 本柱（主要参考文献）
集まる軸 / 躍動軸 / 留まる軸 / 個人軸 / 思想層 の 5 領域を構成する 10 本柱。被引用降順。累計被引用 45,000+ cites。
PILLAR 01 ── 心理的安全性
Psychological safety and learning behavior in work teams
Edmondson, A. (1999). Administrative Science Quarterly, 44(2), 350–383.
「リスクを取って発言しても安全」という認知が組織学習を媒介する。トップダウン制御型運営では達成できない、発議が生まれる組織の理論基盤。
PILLAR 02 ── Voice × リーダーシップ
Leadership behavior and employee voice: Is the door really open?
Detert, J. R., & Burris, E. R. (2007). Academy of Management Journal, 50(4), 869–884.
「ドアを開けているだけでは Voice は出ない」── 6,000 人超調査で実証。1on1 設計の必要性の決定的根拠。
PILLAR 03 ── アルゴリズム管理
Algorithms at work: The new contested terrain of control
Kellogg, K. C., Valentine, M. A., & Christin, A. (2020). Academy of Management Annals, 14(1), 366–410.
「AI は管理を自動化するが、引力は人が設計する」── AM が代替できない経営職の役割を AOM Annals が裏付け。
PILLAR 04 ── 内発動機 × 外的インセンティブ
Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis
Cerasoli, C. P., Nicklin, J. M., & Ford, M. T. (2014). Psychological Bulletin, 140(4), 980–1008.
40 年・183 研究のメタ分析。「質的業績は内発動機が最も予測する」── 金銭インセンティブ偏重では達成できない、質的業績の理論基盤。
PILLAR 05 ── AI × 人事データ
Artificial intelligence in human resources management: Challenges and a path forward
Tambe, P., Cappelli, P., & Yakubovich, V. (2019). California Management Review, 61(4), 15–42.
「People Analytics の本質は因果推論であり、可視化ではない」── Wharton 系最高水準誌 CMR が 4 大障壁を定式化。
PILLAR 06 ── 金銭インセンティブ
Are financial incentives related to performance? A meta-analytic review of empirical research
Jenkins, G. D., Jr., Mitra, A., Gupta, N., & Shaw, J. D. (1998). Journal of Applied Psychology, 83(5), 777–787.
doi:10.1037/0021-9010.83.5.777
「金銭インセンティブはタスク量に効くが質には効かない」（質 r=.07・量 r=.34）── 量偏重評価では捉えられない、人材の質を扱う理論基盤。
PILLAR 07 ── HPWS × 日本組織
An empirical examination of the mechanisms mediating between high-performance work systems and the performance of Japanese organizations
Takeuchi, R., Lepak, D. P., Wang, H., & Takeuchi, K. (2007). Journal of Applied Psychology, 92(4), 1069–1083.
doi:10.1037/0021-9010.92.4.1069
「HPWS 効果は信頼気候（Concern for Employees）を通じて発現する」── ルール明確化単独では機能しない、日本市場固有の HR 設計の実証研究（JAP 掲載・日本 76 事業所実証）。
PILLAR 08 ── 心理的契約論（留まる軸 1/3）
Psychological and implied contracts in organizations
Rousseau, D. M. (1989). Employee Responsibilities and Rights Journal, 2(2), 121–139.
明示的契約を超えた「暗黙の期待束」が雇用関係を支配する。Relational / Transactional / Balanced の 3 類型 + 契約違反（Breach / Violation）が離職予測の核。Quarterly 心理的契約再校正の理論基盤。後継研究：Tomprou-Rousseau-Hansen 2015 Post-Violation Model（被引用 277）+ Rousseau-Hansen-Tomprou 2018 動的位相モデル（被引用 488）。
PILLAR 09 ── 組織コミットメント 3 成分（留まる軸 2/3）
A three-component conceptualization of organizational commitment
Meyer, J. P., & Allen, N. J. (1991). Human Resource Management Review, 1(1), 61–89. ＋ Meyer-Allen-Smith (1993) JAP 系列 + Meyer, Stanley, Herscovitch, & Topolnytsky (2002) Journal of Vocational Behavior meta（n=50,146・被引用 3,351）
doi:10.1016/1053-4822(91)90011-Z
情緒的（Affective・愛着）/ 継続的（Continuance・損失計算）/ 規範的（Normative・義務感）の 3 成分分解。Meyer 2002 メタ（n=50,146）で Affective × 業績 r=+.16 vs Continuance × 業績 r=-.07（負相関）+ Continuance × ストレス r=+.20 を実証。給料偏重では達成できない、Affective 主軸の理論基盤。
PILLAR 10 ── Job Embeddedness（留まる軸 3/3）
Why people stay: Using job embeddedness to predict voluntary turnover
Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Academy of Management Journal, 44(6), 1102–1121.
「なぜ辞めるか」ではなく「なぜ辞めないか」を Links × Fit × Sacrifice の 3 次元 + 組織内 / 組織外の 2 領域 = 6 領域 Matrix で測定。満足度・コミットメントを統制してもなお実離職を予測する独立変数。留まる軸 月次パルスサーベイ（Crossley 2007 短縮 7 項目尺度・α=.88）+ 軸 15 個ゲートの構造的根拠。
Tier 2
サービス別 主要論文
フィルターでサービス軸を絞り込めます。被引用降順で主要論文を表示。
The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings
Schmidt, F. L., & Hunter, J. E. (1998). Psychological Bulletin, 124(2), 262–274. doi:10.1037/0033-2909.124.2.262
A meta-analytic investigation of the impact of interview format and degree of structure on the validity of the employment interview
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Personnel Psychology, 58(2), 281–342. doi:10.1111/j.1744-6570.2005.00672.x
The structured employment interview: Narrative and quantitative review of the research literature
Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). Personnel Psychology, 67(1), 241–293. doi:10.1111/peps.12052
The validity of employment interviews: A comprehensive review and meta-analysis
McDaniel, M. A., Whetzel, D. L., Schmidt, F. L., & Maurer, S. D. (1994). Journal of Applied Psychology, 79(4), 599–616. doi:10.1037/0021-9010.79.4.599
Signaling theory: A review and assessment
Connelly, B. L., Certo, S. T., Ireland, R. D., & Reutzel, C. R. (2010). Journal of Management, 37(1), 39–67. doi:10.1177/0149206310388419
Captivating company: Dimensions of attractiveness in employer branding
Berthon, P., Ewing, M., & Hah, L. L. (2005). International Journal of Advertising, 24(2), 151–172. doi:10.1080/02650487.2005.11072912
Organizational socialization: Its content and consequences
Feldman, D. C. (1976). Journal of Applied Psychology, 61(3), 309–318.
Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings
Tett, R. P., & Meyer, J. P. (1993). Personnel Psychology, 46(2), 259–293. doi:10.1111/j.1744-6570.1993.tb00874.x
Surveying the forest: A meta-analysis, moderator investigation, and future-oriented discussion of the antecedents of voluntary employee turnover
Rubenstein, A. L., Eberly, M. B., Lee, T. W., & Mitchell, T. R. (2017). Personnel Psychology, 70(1), 1–63. doi:10.1111/peps.12226
Why people stay: Using job embeddedness to predict voluntary turnover
Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Academy of Management Journal, 44(6), 1102–1121.
Hunter and Hunter (1984) revisited: Interview validity for entry-level jobs
Huffcutt, A. I., & Arthur, W., Jr. (1994). Journal of Applied Psychology, 79(2), 184–190. doi:10.1037/0021-9010.79.2.184
The ASA framework: An update
Schneider, B. (1987). Personnel Psychology, 40(3), 437–454.
The effects of feedback interventions on performance: A historical review, a meta-analysis, and a preliminary feedback intervention theory
Kluger, A. N., & DeNisi, A. (1996). Psychological Bulletin, 119(2), 254–284. doi:10.1037/0033-2909.119.2.254
Building a practically useful theory of goal setting and task motivation: A 35-year odyssey
Locke, E. A., & Latham, G. P. (2002). American Psychologist, 57(9), 705–717. doi:10.1037/0003-066x.57.9.705
Does coaching work? A meta-analysis on the effects of coaching on individual level outcomes in an organizational context
Theeboom, T., Beersma, B., & van Vianen, A. E. M. (2014). The Journal of Positive Psychology, 9(1), 1–18. doi:10.1080/17439760.2013.837499
Psychological safety: A meta-analytic review and extension
Frazier, M. L., Fainshmidt, S., Klinger, R. L., Pezeshkan, A., & Vracheva, V. (2017). Personnel Psychology, 70(1), 113–165. doi:10.1111/peps.12183
Safety First: Psychological Safety as the Key to AI Transformation
Lin, et al. (2026). arxiv preprint, 2602.23279. arxiv:2602.23279
Antecedents and consequences of employee engagement
Saks, A. M. (2006). Journal of Managerial Psychology, 21(7), 600–619. doi:10.1108/02683940610690169
The job demands-resources model: State of the art
Bakker, A. B., & Demerouti, E. (2007). Journal of Managerial Psychology, 22(3), 309–328. doi:10.1108/02683940710733115
Organizational routines as a source of continuous change
Feldman, M. S., & Pentland, B. T. (2003). Organization Science, 14(2), 94–111. doi:10.1287/orsc.14.2.94.14992
Strategic decisions and all that jazz
Eisenhardt, K. M. (1989). Business Strategy Review. doi related
The middle management perspective on strategy process: Contributions, synthesis, and future research directions
Wooldridge, B., Schmid, T., & Floyd, S. W. (2008). Journal of Management, 34(6), 1190–1221. doi:10.1177/0149206308324326
Middle managers' emotional intelligence and change competence: A study of change leaders
Huy, Q. N. (2002). Academy of Management Journal, 45(1), 31–69.
Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory over 25 years
Graen, G. B., & Uhl-Bien, M. (1995). Leadership Quarterly, 6(2), 219–247. doi:10.1016/1048-9843(95)90036-5
Anthropic Economic Index: Labor Market Impacts of AI ── AI 露出度高職種で新規採用 14% 減速・中間経営職の時代的必然性 一次データ実証
Anthropic. (2026). Anthropic Economic Index Report. (一次データレポート・査読外) anthropic.com/economic-index
Authentic leadership development: Getting to the root of positive forms of leadership
Avolio, B. J., & Gardner, W. L. (2005). Leadership Quarterly, 16(3), 315–338. doi:10.1016/j.leaqua.2005.03.001
Authentic leadership: Development and validation of a theory-based measure
Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S., & Peterson, S. J. (2008). Journal of Management, 34(1), 89–126. doi:10.1177/0149206307308913
Self-efficacy: Toward a unifying theory of behavioral change
Bandura, A. (1977). Psychological Review, 84(2), 191–215. doi:10.1037/0033-295X.84.2.191
Does performance improve following multisource feedback? A theoretical model, meta-analysis, and review of empirical findings
Smither, J. W., London, M., & Reilly, R. R. (2005). Personnel Psychology, 58(1), 33–66. doi:10.1111/j.1744-6570.2005.514_1.x
Why people stay: Using job embeddedness to predict voluntary turnover
Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Academy of Management Journal, 44(6), 1102–1121.
Turnover under good or bad economic conditions: A test of two adaptation-level theory predictions
Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). Journal of Applied Psychology, 85(2), 327–331.
Increasing human and social capital by applying job embeddedness theory
Holtom, B. C., Mitchell, T. R., Lee, T. W., & Inderrieden, E. J. (2006). Organizational Dynamics, 35(4), 316–331. doi:10.1016/j.orgdyn.2006.08.007
Employee socialization revisited: Psychological contract fulfillment and implications for retention
Allen, D. G. (2006). Journal of Applied Psychology.
Integrating ML and explainable AI for employee attrition prediction (SHAP / XAI)
Nature Scientific Reports (2026). Scientific Reports, s41598-026-36424-2. nature.com
The ripple effect: Emotional contagion and its influence on group behavior
Barsade, S. G. (2002). Administrative Science Quarterly, 47(4), 644–675. doi:10.2307/3094912
Emotional contagion
Hatfield, E., Cacioppo, J. T., & Rapson, R. L. (1993). Current Directions in Psychological Science, 2(3), 96–99.
The ASA framework: An update
Schneider, B. (1987). Personnel Psychology, 40(3), 437–454.
Cognitive, affective, and motivational processes and performance: A meta-analytic review
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Personnel Psychology, 58(2), 281–342.
Exercise of collective efficacy in changing societies
Bandura, A. (2000). In A. Bandura (Ed.), Self-efficacy in changing societies. Cambridge University Press.
Self-efficacy: Toward a unifying theory of behavioral change
Bandura, A. (1977). Psychological Review, 84(2), 191–215. doi:10.1037/0033-295X.84.2.191
Collective efficacy and neighborhood violent crime: A multilevel study of collective efficacy theory
Sampson, R. J., Raudenbush, S. W., & Earls, F. (1997). Science, 277(5328), 918–924. doi:10.1126/science.277.5328.918
Information, incentives and bargaining in the Japanese economy
Aoki, M. (1988). Cambridge University Press. doi:10.1017/cbo9780511571701
Meta-analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance
Avey, J. B., Reichard, R. J., Luthans, F., & Mhatre, K. H. (2011). Human Resource Development Quarterly, 22(2), 127–152. doi:10.1002/hrdq.20070
Work engagement in Japan: Validation of the Japanese version of the Utrecht Work Engagement Scale
Shimazu, A., Schaufeli, W. B., Kosugi, S., et al. (2008). Applied Psychology, 57(3), 510–523. doi:10.1111/j.1464-0597.2008.00333.x
Tier 3
完全リスト 263 件
領域別（v7.1 章立て順・260513 更新）。Ctrl+F で検索可能。被引用数は Crossref / OpenAlex 確認済。
完全リスト 260 件を展開（Ctrl+F 検索可）+ Phase 12-14 補強 3 件（Crossley 2007 / Tomprou 2015 / Rousseau-Hansen-Tomprou 2018）
| # | 著者（年） | タイトル（短縮） | 誌・出版 | 被引用 | DOI | 軸 |
|---|---|---|---|---|---|---|
| 1 | Vansteenkiste & Ryan (2013) | Psychological growth and vulnerability – SDT | J. Psychotherapy Integration | 2,044 | link | 個人軸 |
| 2 | Vallerand & Losier (1999) | Integrative analysis: intrinsic & extrinsic motivation in sport | J. Applied Sport Psychology | 710 | link | 個人軸 |
| 3 | Tremblay et al. (2009) | Work Extrinsic & Intrinsic Motivation Scale | Can. J. Behavioural Science | 556 | link | 個人軸 |
| 4 | Di Domenico & Ryan (2017) | Neuroscience of Intrinsic Motivation | Frontiers Human Neuroscience | 531 | link | 個人軸 |
| 5 | Deci et al. (1991) | Motivation and Education: SDT perspective | Educational Psychologist | 2,012 | link | 個人軸 |
| 6 | Noels et al. (2000) | Why Are You Learning a Second Language? SDT | Language Learning | 1,205 | link | 個人軸 |
| 7 | Saks (2006) | Antecedents and consequences of employee engagement | J. Managerial Psychology | 3,206 | link | 躍動軸 |
| 8 | Schneider (1987) | The ASA framework: An update | Personnel Psychology | 3,231 | — | 集まる軸 |
| 9 | Kristof-Brown et al. (2005) | P-O Fit meta-analysis | Personnel Psychology | 3,698 | link | 集まる軸 |
| 10 | Barsade (2002) | The ripple effect: Emotional contagion and group behavior | Administrative Science Quarterly | 2,478 / 約 4,800 | link | 個人軸 / 思想層 |
| 11 | Hatfield et al. (1993) | Emotional contagion | Current Directions Psych. Science | 1,693 | — | 個人軸 |
| 12 | Bandura (2000) | Exercise of collective efficacy | Self-efficacy in changing societies (Ed.) | 1,721 | — | 思想層 |
| 13 | Mathieu et al. (2008) | Team effectiveness: A review and meta-analysis | Psychological Bulletin | 1,578 | — | 思想層 |
| 14 | Goddard et al. (2000) | Collective efficacy and student achievement | American Educational Research J. | 839 | — | 思想層 |
| 15 | Kellogg et al. (2020) | Algorithms at work: The new contested terrain of control | Academy of Management Annals | 1,517 | link | 躍動軸 |
| 16 | Tambe et al. (2019) | AI in HRM: Challenges and a path forward | California Management Review | 1,048 | link | 集まる軸 / 躍動軸 |
| 17 | Bandura (1977) | Self-efficacy: Toward a unifying theory of behavioral change | Psychological Review | 49,507 | link | 個人軸 / 思想層 |
| 18 | Sampson et al. (1997) | Neighborhoods and violent crime: Collective efficacy | Science | 8,583 | link | 思想層 |
| 19 | Stajkovic & Luthans (1998) | SE meta-analysis organizational settings | Psychological Bulletin | 2,210 | — | 個人軸 |
| 20 | Avolio & Gardner (2005) | Authentic leadership development | Leadership Quarterly | 3,865 | link | 個人軸 |
| 21 | Walumbwa et al. (2008) | Authentic leadership: Development and validation of ALQ | Journal of Management | 2,057 | link | 個人軸 |
| 22 | Schmidt & Hunter (1998) | Validity and utility of selection methods (85 yr meta) | Psychological Bulletin | 2,589 | link | 集まる軸 |
| 23 | Levashina et al. (2014) | Structured employment interview: Narrative & quantitative review | Personnel Psychology | 354 | link | 集まる軸 |
| 24 | McDaniel et al. (1994) | Validity of employment interviews: Comprehensive meta-analysis | Journal of Applied Psychology | 462 | link | 集まる軸 |
| 25 | Huffcutt & Arthur (1994) | Interview validity for entry-level jobs | Journal of Applied Psychology | 325 | link | 集まる軸 |
| 26 | Cable & Judge (1997) | Interviewers' perceptions of P-O fit and selection decisions | Journal of Applied Psychology | 435 | link | 集まる軸 |
| 27 | Macan (2009) | Employment interview: A review of current studies | Human Resource Management Review | 172 | link | 集まる軸 |
| 28 | Locke & Latham (2002) | Goal setting and task motivation: 35-year odyssey | American Psychologist | 5,027 | link | 躍動軸 |
| 29 | Locke & Latham (2006) | New directions in goal-setting theory | Current Directions Psych. Science | 1,138 | link | 躍動軸 |
| 30 | Cerasoli et al. (2014) | Intrinsic motivation and extrinsic incentives: 40-year meta | Psychological Bulletin | 1,354 | link | 躍動軸 |
| 31 | Jenkins et al. (1998) | Financial incentives and performance: Meta-analytic review | Journal of Applied Psychology | 543 | link | 躍動軸 |
| 32 | Smither et al. (2005) | Does performance improve following multisource feedback? | Personnel Psychology | 365 | link | 躍動軸 |
| 33 | Kluger & DeNisi (1996) | Effects of feedback interventions: 131-yr meta-analysis | Psychological Bulletin | 3,868 | link | 躍動軸 |
| 34 | Feldman & Pentland (2003) | Organizational routines as a source of continuous change | Organization Science | 2,718 | link | 躍動軸 |
| 35 | Eisenhardt (1989) | Making fast strategic decisions in high-velocity environments | Academy of Management Journal | 3,209 | — | 躍動軸 |
| 36 | Feldman (2000) | Organizational routines as a source of continuous change | Organization Science | 1,273 | — | 躍動軸 |
| 37 | Connelly et al. (2010) | Signaling theory: A review and assessment | Journal of Management | 4,189 | link | 集まる軸 |
| 38 | Berthon et al. (2005) | Captivating company: Dimensions of attractiveness in employer branding | International Journal of Advertising | 706 | link | 集まる軸 |
| 39 | Lievens & Highhouse (2003) | Instrumental and symbolic attributes and employer attractiveness | Personnel Psychology | 576 | link | 集まる軸 |
| 40 | Turban & Cable (2003) | Firm reputation and applicant pool characteristics | J. Organizational Behavior | 424 | link | 集まる軸 |
| 41 | Backhaus & Tikoo (2004) | Conceptualizing and researching employer branding | Career Development International | 882 | — | 集まる軸 |
| 42 | Graen & Uhl-Bien (1995) | Relationship-based approach to leadership: LMX theory (25 yr) | Leadership Quarterly | 5,050 | link | 躍動軸 |
| 43 | Edmondson (1999) | Psychological safety and learning behavior in work teams | Administrative Science Quarterly | 8,098 | link | 躍動軸 |
| 44 | Detert & Burris (2007) | Leadership behavior and employee voice: Is the door really open? | Academy of Management Journal | 1,630 | link | 躍動軸 |
| 45 | Morrison (2014) | Employee voice and silence | Annual Review of Organizational Psychology | 1,189 | — | 躍動軸 |
| 46 | Gerstner & Day (1997) | Meta-analytic review of LMX theory | Journal of Applied Psychology | 1,932 | — | 躍動軸 |
| 47 | Huy (2002) | Middle managers' emotional intelligence and change competence | Academy of Management Journal | 770 | — | 躍動軸 |
| 48 | Floyd & Wooldridge (1992) | Middle management involvement in strategy: Roles and implications | Strategic Management Journal | 470 | — | 躍動軸 |
| 49 | Wooldridge et al. (2008) | Middle management perspective on strategy process | Journal of Management | 469 | link | 躍動軸 |
| 50 | Wooldridge & Floyd (1990) | The strategy process, middle management involvement, and performance | Strategic Management Journal | 592 | link | 躍動軸 |
| 51 | Rouleau & Balogun (2011) | Middle managers, strategic sensemaking, and discursive competence | Journal of Management Studies | 445 | link | 躍動軸 |
| 52 | Tett & Meyer (1993) | Job satisfaction, commitment, turnover intention – path analyses | Personnel Psychology | 2,452 | link | 留まる軸 |
| 53 | Mitchell et al. (2001) | Why people stay: Job embeddedness | Academy of Management Journal | 2,707 | — | 留まる軸 |
| 54 | Griffeth et al. (2000) | A meta-analysis of antecedents and correlates of employee turnover | Journal of Management | 2,514 | — | 留まる軸 |
| 55 | Mobley (1977) | Intermediate linkages in the relationship between job satisfaction and employee turnover | Journal of Applied Psychology | 1,374 | — | 留まる軸 |
| 56 | Rubenstein et al. (2017) | Antecedents of voluntary employee turnover: Meta-analysis | Personnel Psychology | 379 | link | 留まる軸 |
| 57 | Holtom et al. (2006) | Increasing human and social capital by applying job embeddedness | Organizational Dynamics | 206 | link | 留まる軸 |
| 58 | Kammeyer-Mueller & Wanberg (2003) | Unwrapping the organizational entry process | Journal of Applied Psychology | 426 | link | 留まる軸 |
| 59 | Theeboom et al. (2014) | Does coaching work? Meta-analysis (18 studies / 1,629 participants) | J. Positive Psychology | 547 | link | 躍動軸 |
| 60 | Luthans et al. (2006) | Psychological capital development: micro-intervention | J. Organizational Behavior | 1,000 | link | 躍動軸 |
| 61 | Luthans et al. (2008) | Web-based training intervention to develop PsyCap (RCT) | Academy of Management Learning & Education | 650 | link | 躍動軸 |
| 62 | Avey et al. (2011) | Meta-analysis: Impact of positive psychological capital | Human Resource Development Quarterly | 1,289 | link | 躍動軸 / 思想層 |
| 63 | Frazier et al. (2017) | Psychological safety: Meta-analytic review and extension | Personnel Psychology | 849 | link | 躍動軸 |
| 64 | van den Heuvel et al. (2015) | The job crafting intervention: Effects on job resources (RCT) | J. Occupational & Organizational Psychology | 306 | link | 躍動軸 |
| 65 | Gruman & Saks (2011) | Performance management and employee engagement | Human Resource Management Review | 454 | link | 躍動軸 |
| 66 | McNatt & Judge (2008) | Self-efficacy intervention, job attitudes, and turnover (field exp) | Human Relations | 88 | link | 躍動軸 / 留まる軸 |
| 67 | Nielsen et al. (2010) | Conducting organizational-level OHP interventions: What works? | Work & Stress | 294 | link | 躍動軸 |
| 68 | Latham & Locke (1979) | Goal setting – A motivational technique that works (field exp) | Organizational Dynamics | 200 | link | 躍動軸 |
| 69 | Aoki (1988) | Information, incentives and bargaining in the Japanese economy | Cambridge University Press | 756 | link | 集まる軸 / 思想層 |
| 70 | Morishima (1991) | Information sharing and firm performance in Japan | Industrial Relations | 61 | link | 集まる軸 / 躍動軸 / 思想層 |
| 71 | Morishima (1995) | Embedding HRM in a social context | British Journal of Industrial Relations | 50 | link | 集まる軸 / 思想層 |
| 72 | Kato & Morishima (2002) | Productivity effects of participatory employment practices (Japan panel) | Industrial Relations | 107 | link | 集まる軸 / 躍動軸 / 思想層 |
| 73 | Takeuchi et al. (2007) | HPWS and performance of Japanese organizations (JAP) | Journal of Applied Psychology | 707 | link | 集まる軸 / 躍動軸 / 思想層 |
| 74 | Takeuchi et al. (2009) | HPWS effects on employees' attitudes (Japan cross-level) | Personnel Psychology | 438 | link | 集まる軸 / 躍動軸 / 思想層 |
| 75 | Shimazu et al. (2008) | Work engagement in Japan: Validation of Japanese UWES | Applied Psychology | 395 | link | 集まる軸 / 躍動軸 / 思想層 |
| 76 | Marler & Boudreau (2017) | Evidence-based review of HR analytics | International J. HRM | 585 | link | 躍動軸 |
| 77 | Rasmussen & Ulrich (2015) | Learning from practice: How HR analytics avoids being a management fad | Organizational Dynamics | 239 | link | 躍動軸 |
| 78 | van den Heuvel & Bondarouk (2017) | The rise (and fall?) of HR analytics | J. Organizational Effectiveness | 161 | link | 躍動軸 |
| 79 | Upadhyay & Khandelwal (2018) | Applying artificial intelligence: Implications for recruitment | Strategic HR Review | 248 | link | 集まる軸 |
| 80 | Raghavan et al. (2020) | Mitigating bias in algorithmic hiring | ACM FAccT | 542 | link | 集まる軸 |
| 81 | Van Maanen & Schein (1979) | Toward a theory of organizational socialization | Research in Organizational Behavior | — | — | 留まる軸 |
| 82 | Jones (1986) | Socialization tactics, self-efficacy, and newcomers' adjustments | Academy of Management Journal | — | — | 留まる軸 |
| 83 | Saks & Gruman (2018) | Socialization resources theory | Group & Organization Management | 101 | — | 留まる軸 |
| 84 | Bauer (2024) | Organizational socialization: Meta-analysis update | — | 35 | — | 留まる軸 |
| 85 | Cooper-Thomas & Anderson (2006) | Organizational socialization: A field study | J. Vocational Behavior | 177 | — | 留まる軸 |
| 86 | Kotter (1996) | Leading change | Harvard Business School Press | 467 | — | 思想層 |
| 87 | Beer & Nohria (2000) | Cracking the code of change (Theory E vs O) | Harvard Business Review | — | — | 思想層 |
| 88 | Bushe & Marshak (2009) | Revisioning organization development: Diagnostic and dialogic premises | J. Applied Behavioral Science | 252 | — | 思想層 |
| 89 | Bakker & Demerouti (2007) | The job demands-resources model: State of the art | J. Managerial Psychology | 9,050 | link | 躍動軸 |
| 90 | Allen (2006) | Socialization tactics + job embeddedness | J. Applied Psychology | 349 | — | 留まる軸 |
| 91 | Sluss & Thompson (2012) | LMX × socialization: Role-based approach | J. Applied Psychology | 104 | — | 留まる軸 |
| 92 | Bandura (2000) | Exercise of collective efficacy in changing societies | Self-efficacy in changing societies (Ed.) | 1,721 | — | 思想層 |
| 93 | Tasa & Taggar (2007) | Collective efficacy and team performance | J. Applied Psychology | 232 | — | 思想層 |
| 94 | Vansteenkiste & Ryan (2013) | Psychological growth and vulnerability – SDT needs | J. Psychotherapy Integration | 2,044 | link | 個人軸 |
| 95 | Vallerand & Losier (1999) | Intrinsic & extrinsic motivation in sport | J. Applied Sport Psychology | 710 | link | 個人軸 |
| 96 | Tremblay et al. (2009) | Work Extrinsic & Intrinsic Motivation Scale (WEIMS) | Can. J. Behavioural Science | 556 | link | 個人軸 |
| 97 | Di Domenico & Ryan (2017) | Neuroscience of intrinsic motivation | Frontiers Human Neuroscience | 531 | link | 個人軸 |
| 98 | Deci et al. (1991) | Motivation and education: SDT perspective | Educational Psychologist | 2,012 | link | 個人軸 |
| 99 | Noels et al. (2000) | Why are you learning a second language? SDT | Language Learning | 1,205 | link | 個人軸 |
| 100 | Van Maanen (1978) | People processing: Strategies of organizational socialization | Organizational Dynamics | 242 | link | 留まる軸 |
| 101 | Van Maanen (1975) | Police socialization: Longitudinal examination of job attitudes | Administrative Science Quarterly | 507 | link | 留まる軸 |
| 102 | Bauer et al. (2007) | Newcomer adjustment during organizational socialization: Meta-analysis | Journal of Applied Psychology | 1,423 | link | 留まる軸 |
| 103 | Morrison (1993) | Newcomer information seeking: Types, modes, sources, outcomes | Academy of Management Journal | 728 | link | 留まる軸 |
| 104 | Ellis et al. (2017) | Newcomer adjustment and managers' perception of proactive behavior | Journal of Applied Psychology | 149 | link | 留まる軸 |
| 105 | Gruman et al. (2006) | Socialization tactics and newcomer proactive behaviors | Journal of Vocational Behavior | 230 | link | 留まる軸 |
| 106 | Saks et al. (2011) | Neglected role of proactive behavior in newcomer socialization | Journal of Vocational Behavior | 107 | link | 留まる軸 |
| 107 | Saks & Gruman (2018) | Socialization resources theory and newcomers' work engagement | Career Development International | 101 | link | 留まる軸 |
| 108 | Saks & Gruman (2011a) | Getting newcomers engaged: Role of socialization tactics | Journal of Managerial Psychology | 90 | link | 留まる軸 |
| 109 | Saks & Gruman (2012) | Getting newcomers on board: Socialization resources theory review | Oxford Handbook of Org. Socialization | 76 | link | 留まる軸 |
| 110 | Cooper-Thomas & Anderson (2005) | Organizational socialization: Field study into socialization success | International J. Selection and Assessment | 59 | link | 留まる軸 |
| 111 | Schein & Van Maanen (2016) | Career anchors and job/role planning | Organizational Dynamics | 39 | link | 留まる軸 |
| 112 | Saks & Gruman (2014) | Making organizations more effective through socialization | Journal of Organizational Effectiveness | 39 | link | 留まる軸 |
| 113 | Saks & Gruman (2011b) | Organizational socialization and positive organizational behaviour | Canadian Journal of Administrative Sciences | 54 | link | 留まる軸 |
| 114 | Gruman & Saks (2011b) | Socialization preferences and intentions: One size fit all? | Journal of Vocational Behavior | 28 | link | 留まる軸 |
| 115 | Benzinger (2016) | Socialization tactics and newcomer info seeking – contingent workforce | Personnel Review | 22 | link | 留まる軸 |
| 116 | Marshak & Bushe (2009) | Reflections on diagnostic and dialogic OD | Journal of Applied Behavioral Science | 13 | link | 思想層 |
| 117 | Bushe & Marshak (2014a) | The dialogic mindset in organization development | Research in Org. Change & Development | 66 | link | 思想層 |
| 118 | Bushe & Marshak (2014b) | Dialogic organization development | NTL Handbook of OD and Change | 26 | link | 思想層 |
| 119 | Bushe & Marshak (2015) | Dialogic OD approach to transformation and change | Practicing Organization Development | 20 | link | 思想層 |
| 120 | Beckhard (1959) | Helping a group with planned change: A case study | Journal of Social Issues | 4 | link | 思想層 |
| 121 | Sminia & Van Nistelrooij (2006) | Strategic management and OD: Planned change in public sector | Journal of Change Management | 52 | link | 思想層 |
| 122 | Kotter (2009) | Leading change: Why transformation efforts fail | Organizational Change, Leadership & Ethics | 27 | link | 思想層 |
| 123 | Mouazen & Hernández-Lara (2023) | Transformational leaders and Kotter change model | Sustainability | 27 | link | 思想層 |
| 124 | Cooperrider et al. (2017) | Appreciative inquiry: 30 years of reflections | Research in Org. Change & Development | 51 | link | 思想層 |
| 125 | Stavros et al. (2015) | Appreciative inquiry | Practicing Organization Development | 30 | link | 思想層 |
| 126 | Cooperrider (2013) | Contemporary commentary on appreciative inquiry | Organizational Generativity | 29 | link | 思想層 |
| 127 | Grieten et al. (2018) | Inquiring into appreciative inquiry: Conversation with Cooperrider | Journal of Management Inquiry | 33 | link | 思想層 |
| 128 | Beer & Nohria (2009) | Cracking the code of change: Theory E vs O | Organizational Change, Leadership & Ethics | 26 | link | 思想層 |
| 129 | Caldwell (2012) | Systems thinking, organizational change and Senge critique | Journal of Change Management | 63 | link | 思想層 |
| 130 | Raelin & Cataldo (2011) | Middle management empowerment and failure of change | Journal of Change Management | 28 | link | 思想層 |
| 131 | Zhang & Rajagopalan (2010) | CEO origin, strategic change, and firm performance | Strategic Management Journal | 445 | link | 思想層 |
| 132 | Zajac (1990) | CEO selection, succession, compensation and firm performance | Strategic Management Journal | 354 | link | 思想層 |
| 133 | Haque et al. (2022) | Insider vs outsider CEO and firm performance: COVID-19 evidence | Finance Research Letters | 28 | link | 思想層 |
| 134 | Jalal & Prezas (2012) | Outsider CEO succession and firm performance | Journal of Economics and Business | 22 | link | 思想層 |
| 135 | Handler (1994) | Succession in family business: Review of the research | Family Business Review | 513 | link | 思想層 |
| 136 | Lansberg (1988) | The succession conspiracy | Family Business Review | 405 | link | 思想層 |
| 137 | Chua et al. (2003) | Succession and nonsuccession concerns of family firms | Family Business Review | 341 | link | 思想層 |
| 138 | Sharma et al. (2003) | Succession planning as planned behavior: Empirical results | Family Business Review | 327 | link | 思想層 |
| 139 | Brockhaus (2004) | Family business succession: Suggestions for future research | Family Business Review | 208 | link | 思想層 |
| 140 | Barach & Ganitsky (1995) | Successful succession in family business | Family Business Review | 192 | link | 思想層 |
| 141 | Molly et al. (2010) | Family business succession and financial structure/performance | Family Business Review | 56 | link | 思想層 |
| 142 | Bligh (2006) | Post-merger culture clash: Cultural leadership | Leadership | 41 | link | 思想層 |
| 143 | Karaevli (2007) | CEO outsiderness and performance: Moderating contexts | Strategic Management Journal | 269 | link | 思想層 |
| 144 | Schepker et al. (2017) | CEO succession, strategic change, performance: Meta-analysis | Leadership Quarterly | 177 | link | 思想層 |
| 145 | De Massis et al. (2008) | Factors preventing intra-family succession | Family Business Review | 497 | link | 思想層 |
| 146 | Cartwright & Schoenberg (2006) | Thirty years of M&A research: Advances and opportunities | British Journal of Management | 448 | link | 思想層 |
| 147 | Marks & Mirvis (2011) | Merge ahead: Research agenda for M&A success | Journal of Business and Psychology | 63 | link | 思想層 |
| 148 | Ayres (1990) | Rough family justice: Equity in succession planning | Family Business Review | 47 | link | 思想層 |
| 149 | Blumentritt et al. (2013) | Game theory and family business succession | Family Business Review | 46 | link | 思想層 |
| 150 | Hubler (1999) | Ten obstacles to family-business succession planning | Family Business Review | 21 | link | 思想層 |
| 151 | Bower (2018) | Succession management (Palgrave Encyclopedia) | Palgrave Encyclopedia of Strategic Management | — | link | 思想層 |
| 152 | Cappelli (2011) | Succession planning (APA Handbook chapter) | APA Handbook I/O Psychology vol.3 | 4 | link | 思想層 |
| 153 | Bandura (1978) | Self-efficacy: ABRT continuation | Advances in Behaviour Research & Therapy | 1,251 | link | 個人軸 / 思想層 |
| 154 | Bandura & Adams (1977) | Analysis of self-efficacy theory of behavioral change | Cognitive Therapy and Research | 1,016 | link | 個人軸 / 思想層 |
| 155 | Stajkovic & Luthans (1998b) | Social cognitive theory and self-efficacy: Beyond traditional approaches | Organizational Dynamics | 511 | link | 個人軸 / 思想層 |
| 156 | Stajkovic et al. (2009) | Collective efficacy, group potency, performance: Meta-analyses | Journal of Applied Psychology | 333 | link | 思想層 |
| 157 | Taggar & Seijts (2003) | Leader & staff role-efficacy as antecedents of collective efficacy | Human Performance | 53 | link | 個人軸 / 思想層 |
| 158 | Earls et al. (2007) | Project on Human Development in Chicago Neighborhoods (PHDCN dataset) | ICPSR | — | link | 思想層 |
| 159 | Taras et al. (2010) | Hofstede cultural value dimensions: 30-yr multilevel meta-analysis | Journal of Applied Psychology | 1,096 | link | 思想層 |
| 160 | Anderson & West (1998) | Team climate inventory: Development and validation | Journal of Organizational Behavior | 1,855 | link | 思想層 |
| 161 | Ikemi (2005) | Rogers and Gendlin on the bodily felt sense | Person-Centered & Experiential Psychotherapies | 16 | link | 個人軸 |
| 162 | Jones et al. (2015) | Effectiveness of workplace coaching: Meta-analysis | J. Occupational & Organizational Psychology | 561 | link | 個人軸 |
| 163 | Fuchs & Koch (2014) | Embodied affectivity: On moving and being moved | Frontiers in Psychology | 375 | link | 個人軸 |
| 164 | Dyrbye et al. (2019) | Professional coaching intervention for physician well-being (RCT) | JAMA Internal Medicine | 289 | link | 個人軸 |
| 165 | Gerstner et al. (2013) | CEO narcissism, audience engagement, and technological adoption | Administrative Science Quarterly | 416 | link | 思想層 |
| 166 | Carpenter et al. (2004) | Upper echelons research revisited: TMT composition | Journal of Management | 2,179 | link | 思想層 |
| 167 | Norburn & Birley (1988) | Top management team and corporate performance | Strategic Management Journal | 367 | link | 思想層 |
| 168 | Hsu & Lim (2013) | Knowledge brokering and organizational innovation: Founder imprinting | Organization Science | 109 | link | 思想層 |
| 169 | Lewis et al. (2013) | CEO characteristics and firm environmental disclosure | Strategic Management Journal | 660 | link | 思想層 |
| 170 | Frese & Gielnik (2014) | Psychology of entrepreneurship | Annual Review of Org. Psychology & Org. Behavior | 900 | link | 思想層 |
| 171 | Budhwar et al. (2023) | HRM in the age of generative AI: ChatGPT perspectives | Human Resource Management Journal | 726 | link | 躍動軸 / 個人軸 |
| 172 | Acemoğlu & Restrepo (2018) | Artificial intelligence, automation and work | National Bureau of Economic Research | 646 | link | 躍動軸 |
| 173 | Acemoğlu et al. (2022) | Artificial intelligence and jobs: Evidence from online vacancies | Journal of Labor Economics | 833 | link | 躍動軸 |
| 174 | Brynjolfsson et al. (2023) | Generative AI at work (productivity study) | National Bureau of Economic Research | 792 | link | 躍動軸 |
| 175 | Brynjolfsson et al. (2017) | AI and the modern productivity paradox | National Bureau of Economic Research | 727 | link | 躍動軸 |
| 176 | Grace et al. (2018) | When will AI exceed human performance? Evidence from AI experts | Journal of Artificial Intelligence Research | 548 | link | 躍動軸 |
| 177 | Baker et al. (2005) | Expertise in ultra-endurance triathletes: Deliberate practice theory | J. Applied Sport Psychology | 200 | link | 個人軸 / 思想層 |
| 178 | Ericsson (2004) | Deliberate practice and expert performance in medicine | Academic Medicine | 2,926 | link | 個人軸 / 思想層 |
| 179 | Yeager et al. (2019) | National experiment: Growth mindset improves achievement (RCT) | Nature | 1,426 | link | 個人軸 |
| 180 | Grenier et al. (2005) | Intolerance of uncertainty and ambiguity: Similarities & differences | Personality and Individual Differences | 322 | link | 個人軸 |
| 181 | Furnham & Marks (2013) | Tolerance of ambiguity: Review of the recent literature | Psychology | 418 | link | 個人軸 |
| 182 | McLain et al. (2015) | Ambiguity tolerance in organizations: Definitional clarification | Frontiers in Psychology | 109 | link | 個人軸 |
| 183 | Collings & Mellahi (2009) | Strategic talent management: Review and research agenda | Human Resource Management Review | 1,758 | link | 思想層 |
| 184 | Guest (2017) | HRM and employee well-being: Toward a new analytic framework | Human Resource Management Journal | 1,217 | link | 思想層 |
| 185 | Alfes et al. (2012) | HRM practices, engagement and employee behaviour: Moderated mediation | International J. of HRM | 752 | link | 思想層 |
| 186 | Paauwe (2008) | HRM and performance: Achievements, methodological issues & prospects | Journal of Management Studies | 724 | link | 思想層 |
| 187 | Stavrou et al. (2010) | HRM and firm performance in Europe: Best fit vs best practice | International J. of HRM | 103 | link | 思想層 |
| 188 | Cable & Judge (1996) | P-O fit, job choice decisions, and organizational entry | Org. Behavior and Human Decision Processes | 1,187 | link | 集まる軸 |
| 189 | Cable & Judge (1997) | Interviewers' perceptions of P-O fit and selection decisions | Journal of Applied Psychology | 435 | link | 集まる軸 |
| 190 | Phillips (1998) | Effects of realistic job previews: Meta-analysis | Academy of Management Journal | 267 | link | 集まる軸 |
| 191 | Premack & Wanous (1985) | Meta-analysis of realistic job preview experiments | Journal of Applied Psychology | 265 | link | 集まる軸 |
| 192 | Zottoli & Wanous (2000) | Recruitment source research: Current status and future directions | Human Resource Management Review | 131 | link | 集まる軸 |
| 193 | Lievens & Highhouse (2003) | Instrumental and symbolic attributes and employer attractiveness | Personnel Psychology | 576 | link | 集まる軸 |
| 194 | Berthon et al. (2005) | Captivating company: Employer brand attractiveness dimensions | International Journal of Advertising | 706 | link | 集まる軸 |
| 195 | Turban & Cable (2003) | Firm reputation and applicant pool characteristics | Journal of Organizational Behavior | 424 | link | 集まる軸 |
| 196 | Tett & Meyer (1993) | Job satisfaction, commitment, turnover: Path analyses (meta) | Personnel Psychology | 2,452 | link | 躍動軸 / 留まる軸 |
| 197 | Kammeyer-Mueller & Wanberg (2003) | Unwrapping organizational entry process: Multiple antecedents | Journal of Applied Psychology | 426 | link | 留まる軸 |
| 198 | Rubenstein et al. (2017) | Antecedents of voluntary employee turnover: Meta-analysis | Personnel Psychology | 379 | link | 留まる軸 |
| 199 | Holtom et al. (2006) | Increasing human and social capital: Job embeddedness theory | Organizational Dynamics | 206 | link | 留まる軸 |
| 200 | Wooldridge et al. (2008) | Middle management perspective on strategy process: Review | Journal of Management | 469 | link | 躍動軸 |
| 201 | Rouleau & Balogun (2011) | Middle managers, strategic sensemaking, discursive competence | Journal of Management Studies | 445 | link | 躍動軸 |
| 202 | Wooldridge & Floyd (1990) | Strategy process, middle management involvement, and performance | Strategic Management Journal | 592 | link | 躍動軸 |
| 203 | Morishima (1991) | Information sharing and firm performance in Japan | Industrial Relations | 61 | link | 集まる軸 / 躍動軸 / 思想層 |
| 204 | Morishima (1995) | Embedding HRM in a social context | British Journal of Industrial Relations | 50 | link | 集まる軸 / 思想層 |
| 205 | Kato & Morishima (2002) | Productivity effects of participatory employment practices (Japan panel) | Industrial Relations | 107 | link | 集まる軸 / 躍動軸 / 思想層 |
| 206 | Takeuchi et al. (2007) | HPWS and performance of Japanese organizations | Journal of Applied Psychology | 707 | link | 集まる軸 / 躍動軸 / 思想層 |
| 207 | Takeuchi et al. (2009) | HPWS effects on employees' attitudes (Japan cross-level) | Personnel Psychology | 438 | link | 集まる軸 / 躍動軸 / 思想層 |
| 208 | Theeboom et al. (2014) | Does coaching work? Meta-analysis (18 studies, 1,629 participants) | Journal of Positive Psychology | 547 | link | 躍動軸 |
| 209 | Luthans et al. (2006) | Psychological capital development: Micro-intervention | Journal of Organizational Behavior | 1,000 | link | 躍動軸 |
| 210 | Luthans et al. (2008) | Web-based training to develop PsyCap (RCT) | Academy of Management Learning & Education | 650 | link | 躍動軸 |
| 211 | Avey et al. (2011) | Meta-analysis: Impact of positive psychological capital | Human Resource Development Quarterly | 1,289 | link | 躍動軸 / 思想層 |
| 212 | van den Heuvel et al. (2015) | Job crafting intervention: Effects on resources, SE, well-being (RCT) | J. Occupational & Organizational Psychology | 306 | link | 躍動軸 |
| 213 | Kluger & DeNisi (1996) | Effects of feedback interventions: 131-year meta-analysis | Psychological Bulletin | 3,868 | link | 躍動軸 |
| 214 | Frazier et al. (2017) | Psychological safety: Meta-analytic review and extension | Personnel Psychology | 849 | link | 躍動軸 |
| 215 | McNatt & Judge (2008) | Self-efficacy intervention, job attitudes, and turnover (field exp) | Human Relations | 88 | link | 躍動軸 / 留まる軸 |
| 216 | Gruman & Saks (2011c) | Performance management and employee engagement | Human Resource Management Review | 454 | link | 躍動軸 |
| 217 | Nielsen et al. (2010) | Conducting org-level OHP interventions: What works? | Work & Stress | 294 | link | 躍動軸 |
| 218 | Latham & Locke (1979) | Goal setting – motivational technique that works (field exp) | Organizational Dynamics | 200 | link | 躍動軸 |
| 219 | Tambe et al. (2019) | AI in HRM: Challenges and a path forward | California Management Review | 1,048 | link | 躍動軸 |
| 220 | Marler & Boudreau (2017) | Evidence-based review of HR analytics | International J. HRM | 585 | link | 躍動軸 |
| 221 | van den Heuvel & Bondarouk (2017) | The rise (and fall?) of HR analytics | J. Organizational Effectiveness | 161 | link | 躍動軸 |
| 222 | Rasmussen & Ulrich (2015) | HR analytics: Learning from practice to avoid being a fad | Organizational Dynamics | 239 | link | 躍動軸 |
| 223 | Upadhyay & Khandelwal (2018) | Applying AI: Implications for recruitment | Strategic HR Review | 248 | link | 集まる軸 |
| 224 | Raghavan et al. (2020) | Mitigating bias in algorithmic hiring | ACM FAccT | 542 | link | 集まる軸 |
| 225 | Locke & Latham (2006) | New directions in goal-setting theory | Current Directions Psychological Science | 1,138 | link | 躍動軸 |
| 226 | Tosi et al. (1991) | A theory of goal setting and task performance (book review) | Academy of Management Review | 110 | link | 躍動軸 |
| 227 | Cerasoli et al. (2016) | Performance, incentives, and SDT needs: Meta-analysis | Motivation and Emotion | 131 | link | 躍動軸 |
| 228 | Flinchum et al. (2023) | One-on-one meetings between managers and direct reports | Organizational Psychology Review | 8 | link | 躍動軸 |
| 229 | Eisenhardt & Brown (1998) | Competing on the edge: Strategy as structured chaos | Long Range Planning | 298 | link | 躍動軸 |
| 230 | Gerstner & Day (1997) | Meta-analytic review of LMX theory | Journal of Applied Psychology | 1,932 | link | 躍動軸 |
| 231 | Huy (2002) | Emotional balancing of continuity and radical change: Middle managers | Administrative Science Quarterly | 770 | link | 躍動軸 |
| 232 | Floyd & Wooldridge (1992) | Middle management involvement in strategy and strategic type | Strategic Management Journal | 470 | link | 躍動軸 |
| 233 | Floyd & Wooldridge (1994) | Dinosaurs or dynamos? Recognizing middle management's strategic role | Academy of Management Executive | 118 | link | 躍動軸 |
| 234 | Charan et al. (2001) | The leadership pipeline (book, reviewed in AMP) | Jossey-Bass / Academy of Management Perspectives | — | link | 躍動軸 |
| 235 | Mobley (1977) | Intermediate linkages: Job satisfaction and employee turnover | Journal of Applied Psychology | 1,374 | link | 留まる軸 |
| 236 | Hom et al. (2017) | One hundred years of employee turnover theory and research | Journal of Applied Psychology | 726 | link | 留まる軸 |
| 237 | Boswell et al. (2005) | Job change and satisfaction: The honeymoon-hangover effect | Journal of Applied Psychology | 282 | link | 留まる軸 |
| 238 | Allen (2006) | Socialization tactics influence newcomer embeddedness and turnover? | Journal of Management | 349 | link | 留まる軸 |
| 239 | Sluss & Thompson (2012) | Socializing the newcomer: Mediating role of LMX | Org. Behavior and Human Decision Processes | 104 | link | 躍動軸 / 留まる軸 |
| 240 | Van Maanen & Schein (1979) | Toward a theory of organizational socialization | Research in Organizational Behavior | — | — | 留まる軸 |
| 241 | Jones (1986) | Socialization tactics, self-efficacy, and newcomers' adjustments | Academy of Management Journal | — | — | 留まる軸 |
| 242 | Porras & Patterson (1979) | Assessing planned change | Group & Organization Studies | 9 | link | 思想層 |
| 243 | Stajkovic & Luthans (1998a) | Self-efficacy and work-related performance: Meta-analysis | Psychological Bulletin | 2,210 | link | 個人軸 / 思想層 |
| 244 | Tasa et al. (2007) | Development of collective efficacy: Multilevel longitudinal study | Journal of Applied Psychology | 232 | link | 思想層 |
| 245 | Goddard et al. (2000) | Collective teacher efficacy: Meaning, measure, impact on achievement | American Educational Research Journal | 839 | link | 思想層 |
| 246 | Kellogg et al. (2020) | Algorithms at work: The new contested terrain of control | Academy of Management Annals | 1,517 | link | 躍動軸 |
| 247 | Christensen & Wright (2011) | Public service motivation on job choice: P-O Fit and P-J Fit | J. Public Administration Research & Theory | 406 | link | 集まる軸 |
| 248 | Riordan et al. (2001) | Pre-entry experiences and socialization tactics: Newcomer attitudes | — | 124 | — | 留まる軸 |
| 249 | Goodman (2007) | Focusing on the bodily felt sense: Tool for transactional analysts | Transactional Analysis Journal | 6 | link | 個人軸 |
| 250 | Wheeler et al. (2007) | HRM effectiveness, intent to turnover: Supervisors and embeddedness | PsycEXTRA Dataset | 81 | link | 躍動軸 / 思想層 |
| 251 | Beckhard & Harris (1977) | Organizational transitions: Managing complex change | Addison-Wesley / Group & Organization Studies | 10 | link | 思想層 |
| 252 | Smither et al. (2005) | Does performance improve following multisource feedback? Meta-analysis | Personnel Psychology | 365 | link | 躍動軸 |
| 253 | Bauer et al. (2024) | New horizons for newcomer socialization: Review & meta-analysis | Journal of Management | 35 | link | 留まる軸 |
| 254 | Anthropic (2026) | Labor market impacts of AI: A new measure and early evidence | Anthropic Research | 一次データ | link | 躍動軸 |
| 255 | Korst, Puntoni & Tambe (2026) | Managers and Executives Disagree on AI—and It's Costing Companies | Harvard Business Review | Wharton n=800 | link | 躍動軸 |
| 256 | Nature SR (2026) | Integrating ML and explainable AI for employee attrition prediction (SHAP / XAI) | Nature Scientific Reports | 2026 新規 | link | 留まる軸 |
| 257 | Ulrich (1997) | Human Resource Champions: The Next Agenda for Adding Value and Delivering Results | Harvard Business School Press | 推定 2,000+ | — | 躍動軸 |