\u4ee5\u4e0b\u306e\u901a\u308a4\/26(\u571f)\u4eba\u4e8b\u7d4c\u6e08\u5b66\u30ef\u30fc\u30af\u30b7\u30e7\u30c3\u30d7\u306e\u958b\u50ac\u3092\u304a\u77e5\u3089\u305b\u3057\u307e\u3059\u3002<\/p>\n
\u65e5\u6642\uff1a2025\u5e744\u670826\u65e5(\u571f)\u300015:00\uff5e17:45
\n\u958b\u50ac\u5f62\u5f0f\uff1a\u30cf\u30a4\u30d6\u30ea\u30c3\u30c9
\n\u958b\u50ac\u5834\u6240\uff1a\u65e9\u7a32\u7530\u5927\u5b66\u30003\u53f7\u9928\u3000605\u6559\u5ba4
\n*3\u53f7\u9928\u30a8\u30ec\u30d9\u30fc\u30bf\u306f9\u968e\u4ee5\u5916\u306b\u306f\u6b62\u307e\u308a\u307e\u305b\u3093\u306e\u3067\u3001\u30a8\u30b9\u30ab\u30ec\u30fc\u30bf\u306b\u3066\u304a\u8d8a\u3057\u304f\u3060\u3055\u3044\u3002<\/p>\n
\u30ef\u30fc\u30af\u30b7\u30e7\u30c3\u30d7\u7d42\u4e86\u5f8c\u306f\u61c7\u89aa\u4f1a\u3092\u4e88\u5b9a\u3057\u3066\u304a\u308a\u307e\u3059\u3002\u53c2\u52a0\u3092\u5e0c\u671b\u3055\u308c\u308b\u65b9\u306f4\/18(\u91d1)\u307e\u3067\u306b\u4e0b\u8a18URL\u306e\u30d5\u30a9\u30fc\u30e0\u306b\u3054\u5165\u529b\u304f\u3060\u3055\u3044\u3002 \u30aa\u30f3\u30e9\u30a4\u30f3\u53c2\u52a0URL: \u4ee5\u4e0b\u3088\u308a\u3054\u767b\u9332\u304a\u9858\u3044\u3044\u305f\u3057\u307e\u3059\u3002 \u7b2c1\u30bb\u30c3\u30b7\u30e7\u30f3: 15:00\uff5e16:00 \u7b2c2\u30bb\u30c3\u30b7\u30e7\u30f3: 16:15\uff5e17:45 \u4eba\u4e8b\u7d4c\u6e08\u5b66\u30ef\u30fc\u30af\u30b7\u30e7\u30c3\u30d7\u3067\u306f\u4ee5\u4e0b\u306e\u901a\u308a\u30a6\u30a7\u30d6\u30b5\u30a4\u30c8\u3092\u904b\u7528\u3057\u3066\u304a\u308a\u307e\u3059\u3002 \u554f\u5408\u305b\uff1a\u65e9\u7a32\u7530\u5927\u5b66\u3000\u5927\u6e7e\u7814\u7a76\u5ba4\u3000eoe-office@list.waseda.jp<\/a> Dear all,<\/p>\n We are happy to announce that the next Personnel Economics Workshop will be held on Saturday, April 26th.<\/p>\n Date: 26th Apr, 2025 (Sat.) 15:00-17:45 We are planning to have a dinner after the workshop. Please register for the following Zoom link for participants online. 1st Session: 15:00-16:00 2nd Session: 16:15-17:45 Please check the website of the Personnel Economics Workshop below for the upcoming workshops.
\nhttps:\/\/docs.google.com\/forms\/d\/e\/1FAIpQLSeA0x2UU639mad6lq5AmsKoovWe-0wTC-P8-AZcbDCreCEwLw\/viewform?usp=dialog<\/a><\/p>\n
\nhttps:\/\/list-waseda-jp.zoom.us\/meeting\/register\/bY4idDGuRou_Vbvd00tp5Q<\/a><\/p>\n
\n\u5831\u544a\u8005: \u9752\u5c71\u5b66\u9662\u5927\u5b66\u3000\u670d\u90e8 \u572d\u4ecb
\n\u767a\u8868\u8a00\u8a9e: \u65e5\u672c\u8a9e
\n\u5831\u544a\u30bf\u30a4\u30c8\u30eb: Leading with Generosity and Responsibility through Reward Allocation Decisions in Teams
\n\u8981\u65e8:
\nLeadership generosity and responsibility are crucial elements in organizational management, particularly when leaders allocate rewards among team members. Through theoretical modeling and experimental validation, we examine leaders’ allocation decisions at different stages of a project—before it begins, after completion but before outcomes are realized, and after outcomes are known—and how their decisions depend on their personality traits. Using a preregistered randomized controlled experiment with 520 participants, we examine two key leadership behaviors: generous commitment (taking a smaller share for oneself before the project starts) and responsibility (reducing one’s share after poor performance), as well as how personal traits shape these behavioral styles.\u00a0 Our theoretical framework predicts that more altruistic leaders will demonstrate stronger generous commitment while less altruistic leaders will demonstrate greater responsibility following negative outcomes. The empirical findings largely support these predictions. Female leaders show more generosity, while both genders demonstrate responsibility by reducing self-allocation following negative outcomes, albeit through different psychological mechanisms. Personality traits, especially altruism, as well as other psychological factors, moderate these behaviors. Our study finds that personality traits that are often associated with `strong’ leadership tend not to demonstrate responsibility. These findings provide insights into leadership decision-making, with implications for organizational design and leadership development.<\/p>\n
\n\u5831\u544a\u8005: \u95a2\u897f\u5b66\u9662\u5927\u5b66\u3000\u6ff5\u6751 \u7d14\u5e73
\n\u767a\u8868\u8a00\u8a9e: \u65e5\u672c\u8a9e
\n\u5831\u544a\u30bf\u30a4\u30c8\u30eb: \u65e5\u672c\u4f01\u696d\u3092\u5bfe\u8c61\u3068\u3057\u305f\u7d4c\u55b6\u8005\u5831\u916c\u7814\u7a76
\n\u8981\u65e8:
\n\u672c\u5831\u544a\u3067\u306f\u3001\u65e5\u672c\u4f01\u696d\u306e\u516c\u958b\u30c7\u30fc\u30bf\u3092\u5229\u7528\u3057\u305f\u7d4c\u55b6\u8005\u5831\u916c\u306e\u6c7a\u307e\u308a\u65b9\u306b\u95a2\u3059\u308b \u300c\u51fa\u308b\u676d\u306f\u6253\u305f\u308c\u308b\u300d\u3001\u300c\u56fa\u5b9a\u5831\u916c\u306f”\u56fa\u5b9a”\u3055\u308c\u3066\u3044\u308b\u306e\u304b\u300d\u3001\u300c\u30cf\u30e9\u30ad\u30ea\u300d\u306e3 \u3064\u306e\u5b9f\u8a3c\u7814\u7a76\u306e\u30a8\u30c3\u30bb\u30f3\u30b9\u3092\u5831\u544a\u3059\u308b\u3002\u65e5\u672c\u4f01\u696d\u306e\u7d4c\u55b6\u8005\u5831\u916c\u6163\u884c\u306f\u3001\u4ed6\u56fd\u3068\u6bd4\u8f03\u3057\u3066\u3082\u30e6\u30cb\u30fc\u30af\u306a\u7279\u5fb4\u3092\u3082\u3064\u3002\u305f\u3068\u3048\u3070\u3001\u5909\u52d5\u5831\u916c\u3088\u308a\u3082\u56fa\u5b9a\u5831\u916c\u304c\u591a\u304b\u3063\u305f\u308a\u3001\u7d4c\u55b6\u8005\u696d\u7e3e\u4e88\u60f3\u304c\u91cd\u8981\u306a\u30d9\u30f3\u30c1\u30de\u30fc\u30af\u306b\u306a\u3063\u3066\u3044\u308b\u3068\u3044\u3063\u305f\u6163\u884c\u3067\u3042\u308b\u3002\u305d\u3057\u3066\u4e0a\u8a183\u3064\u306e\u5b9f\u8a3c\u7814\u7a76\u306f\u3001\u3053\u3046\u3044\u3063\u305f\u65e5\u672c\u306e\u5831\u916c\u6163\u884c\u3092\u30d9\u30fc\u30b9\u306b\u3053\u3068\u308f\u3056\u3084\u6587\u5316\u7684\u306a\u5074\u9762\u3068\u5408\u308f\u305b\u3066\u8b70\u8ad6\u3057\u3066\u3044\u308b\u3002\u3055\u3089\u306b\u3001\u3053\u308c\u304b\u3089\u53d6\u308a\u7d44\u3080\u7814\u7a76\u3068\u3057\u3066\u3001\u696d\u7e3e\u30d9\u30f3\u30c1\u30de\u30fc\u30af\u3092\u5229\u7528\u3057\u305f\u76ee\u6a19\u96e3\u6613\u5ea6\u3068\u5831\u916c\u306e\u95a2\u4fc2\u5206\u6790\u3084\u3001\u793e\u5916\u53d6\u7de0\u5f79\u306e\u5831\u916c\u611f\u5ea6\u7814\u7a76\u3092\u7d39\u4ecb\u3059\u308b\u3002\u6700\u5f8c\u306b\u3001\u7d4c\u55b6\u8005\u5831\u916c\u4ee5\u5916\u306e\u958b\u793a\u60c5\u5831\u3092\u5229\u7528\u3057\u305f\u7814\u7a76\u306e\u53ef\u80fd\u6027\u3092\u8b70\u8ad6\u3059\u308b\u3002<\/p>\n
\n\u4eca\u5f8c\u306e\u4e88\u5b9a\u306b\u3064\u3044\u3066\u306f\u4e0b\u8a18URL\u3082\u4f75\u305b\u3066\u3054\u78ba\u8a8d\u304f\u3060\u3055\u3044\u3002
\nhttps:\/\/sites.google.com\/view\/peworkshop\/home<\/a><\/p>\n
\n\u5927\u6e7e\u79c0\u96c4\u30fb\u68ee\u7530\u516c\u4e4b\u30fb\u4f50\u85e4\u9999\u7e54\u30fb\u5ddd\u592a\u60a0\u53f2\u30fb\u9d28\u4e0b\u97ff<\/p>\n
\nVenue Room:\u00a0 605 in Building 3, Waseda Campus, Waseda University
\n*The elevator in Building 3 only stops at the 9th floor, so please use the escalator.
\nFormat: Hybrid<\/p>\n
\nPlease fill in the following form by 18th Apr (Fri.) if you would like to participate.
\nhttps:\/\/docs.google.com\/forms\/d\/e\/1FAIpQLSeA0x2UU639mad6lq5AmsKoovWe-0wTC-P8-AZcbDCreCEwLw\/viewform?usp=dialog<\/a><\/p>\n
\nhttps:\/\/list-waseda-jp.zoom.us\/meeting\/register\/bY4idDGuRou_Vbvd00tp5Q<\/a><\/p>\n
\nSpeaker: Keisuke Hattori, \u00a0Aoyama Gakuin University
\nLanguage: Japanese
\nTitle: Leading with Generosity and Responsibility through Reward Allocation Decisions in Teams
\nAbstract:
\nLeadership generosity and responsibility are crucial elements in organizational management, particularly when leaders allocate rewards among team members. Through theoretical modeling and experimental validation, we examine leaders’ allocation decisions at different stages of a project—before it begins, after completion but before outcomes are realized, and after outcomes are known—and how their decisions depend on their personality traits. Using a preregistered randomized controlled experiment with 520 participants, we examine two key leadership behaviors: generous commitment (taking a smaller share for oneself before the project starts) and responsibility (reducing one’s share after poor performance), as well as how personal traits shape these behavioral styles.\u00a0 Our theoretical framework predicts that more altruistic leaders will demonstrate stronger generous commitment while less altruistic leaders will demonstrate greater responsibility following negative outcomes. The empirical findings largely support these predictions. Female leaders show more generosity, while both genders demonstrate responsibility by reducing self-allocation following negative outcomes, albeit through different psychological mechanisms. Personality traits, especially altruism, as well as other psychological factors, moderate these behaviors. Our study finds that personality traits that are often associated with `strong’ leadership tend not to demonstrate responsibility. These findings provide insights into leadership decision-making, with implications for organizational design and leadership development.<\/p>\n
\nSpeaker: Jumpei Hamamura, \u00a0Kwansei Gakuin University
\nLanguage: Japanese
\nTitle: \u65e5\u672c\u4f01\u696d\u3092\u5bfe\u8c61\u3068\u3057\u305f\u7d4c\u55b6\u8005\u5831\u916c\u7814\u7a76<\/p>\n
\nhttps:\/\/sites.google.com\/view\/peworkshop\/home<\/a><\/p>\n