Survey analysis method based on industrial-organizational psychology

Abstract

To construct an original survey based on industrial-organizational psychology as an alternative to engagement surveys, in order to provide more effective organizational foundations and a people management method.SOLUTION: In a system comprising a server terminal, an employee terminal, and a corporate terminal, a method for analyzing surveys based on industrial-organizational psychology provided to company employees causes a control unit of the server terminal to: store survey data in a storage unit; transmit the survey data to one or a plurality of employee terminals; receive response data to the survey data from the one or the plurality of employee terminals; execute analysis on the basis of the response data; and transmit analysis results based on the analysis to the one or the plurality of employee terminals. The survey data includes at least questions for measuring reality shock of employees.SELECTED DRAWING: Figure 7

Description

Technical Field

[0001] The present invention relates to a method for analyzing a survey based on industrial and organizational psychology

Background Art

[0002] Recently, in organizations, in order to identify organizational issues, engagement surveys that measure so-called engagement such as attachment and dedication to the organization have been introduced

[0003] For example, Patent Document 1 discloses a technique for conducting an engagement survey on employees of a company and visualizing the survey results

Prior Art Documents

Patent Documents

[0004]

Patent Document 1

Summary of the Invention

Problems to be Solved by the Invention

[0005] Although the technique disclosed in Patent Document 1 realizes the analysis of the correlation between the results of an engagement survey and the working styles of employees, in an organization, there are few members who have systematically studied management and human resource development, and they are restricted by the environment in which managers have grown up, and human resource development is often trapped by survivor bias. In particular, people management as a group maintenance function has a high degree of humanity, so human resource development tends to be carried out based on sense and tacit knowledge, the growth support of managers is insufficient, and there is a problem that the organizational foundation of the company does not improve

[0006] Therefore, an object of the present invention is to construct a unique survey based on industrial and organizational psychology to replace the engagement survey, and to provide a more effective organizational foundation and people management method

Means for Solving the Problem

[0007] An analysis method of a survey based on industrial organizational psychology provided to employees of an enterprise according to an aspect of the present invention, wherein a control unit of a server terminal stores survey data in a storage unit, transmits the survey data to one or more employee terminals, receives response data for the survey data from the employee terminals, executes an analysis based on the response data, and transmits an analysis result based on the analysis to the employee terminals, and the survey data includes at least questions for measuring an employee's reality shock.

Effect of the Invention

[0008] According to the present invention, it is possible to construct a unique survey based on industrial organizational psychology instead of an engagement survey, and provide a more effective organizational foundation and people management method. It can be done.

Brief Description of the Drawings

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Mode for Carrying Out the Invention

[0010] Hereinafter, embodiments of the present invention will be described with reference to the drawings. Note that the embodiments described below do not unduly limit the content of the present invention described in the claims. Also, not all of the components shown in the embodiments are essential components of the present invention.

[0011] <Configuration> FIG. 1 is a block diagram showing an analysis system for a survey based on industrial organizational psychology according to a first embodiment of the present invention. This system 1 provides, for example, a survey created based on industrial organizational psychology to a plurality of employee terminals 200A and 200B (hereinafter collectively referred to as employee terminal 200) belonging to a company, analyzes the response data for the survey received from the employee terminal 200, and sends the analysis results of the survey to the company terminals 300A and 300B (hereinafter collectively referred to as company terminal 300) such as the personnel in charge of the company and the managers of a predetermined department. It includes a server terminal 100, the above-mentioned employee terminal 200, and the above-mentioned company terminal. Here, in each of the company terminals 300A and 300B, a program can be installed and the method of analyzing the above-mentioned survey executed on the server terminal 100 can also be executed. Also, through an API (Application Programming Interface), the server terminal 100 and the company terminal 300 can cooperate, and a part of the above-mentioned analysis method can also be executed on the server terminal 100 or the company terminal 300. For the sake of convenience of explanation, each terminal is described as a single or a specific number, but the number of each is not limited.

[0012] The server terminal 100, the employee terminal 200, and the company terminal 300 are each connected via a network NW1. The network NW is composed of the Internet, an intranet, a wireless LAN (Local Area Network), a WAN (Wide Area Network), or the like.

[0013] The server terminal 100 may be, for example, a general-purpose computer such as a workstation or a personal computer, or may be logically realized by cloud computing.

[0014] The employee terminal 200 and the company terminal 300 are, for example, information processing devices such as personal computers or tablet terminals, but may also be composed of smartphones, mobile phones, PDAs, or the like.

[0015] In this embodiment, the system 1 includes a server terminal 100, an employee terminal 200, and a company terminal 300, and it will be described as a configuration in which users of each terminal perform operations on the server terminal 100 using their respective terminals. However, the server terminal 100 may be configured as a stand-alone device and may be equipped with a function for each user to directly perform operations on the server terminal itself.

[0016] FIG. 2 is a functional block configuration diagram of the server terminal 100 in FIG. 1. The server terminal 100 includes a communication unit 110, a storage unit 120, and a control unit 130.

[0017] The communication unit 110 is a communication interface for communicating with the employee terminal 200 and the company terminal 300 via the network NW1, and communication is performed according to a communication protocol such as TCP / IP (Transmission Control Protocol / Internet Protocol).

[0018] The storage unit 120 stores programs for executing various control processes and each function in the control unit 130, input data, etc., and is composed of a RAM (Random Access Memory), a ROM (Read Only Memory), etc. Further, the storage unit 120 has a company data storage unit 121 for storing various data related to companies and employees, and a survey data storage unit 122 for storing various data related to surveys. Note that a database (not shown) storing various data may be constructed outside the storage unit 120 or the server terminal 100.

[0019] The control unit 130 controls the overall operation of the server terminal 100 by executing the program stored in the storage unit 120, and is composed of a CPU (Central Processing Unit), a GPU (Graphics Processing Unit), and the like. As functions of the control unit 130, it has an information reception unit 131 that receives information from various terminals, and an information processing unit 132 that executes processes such as analysis of response data for surveys. This information reception unit 131 and information processing unit 132 are activated by the program stored in the storage unit 120 and executed by the server terminal 100 which is a computer (electronic computing device).

[0020] The information reception unit 131 receives information from the employee terminal 200 and the enterprise terminal 300 via the communication unit 110.

[0021] The information processing unit 132 performs predetermined processes such as analyzing the response data for surveys received from the employee terminal 200.

[0022] Also, the control unit 130 can also have a screen generation unit (not shown), and generate screen information to be displayed via the user interfaces of the employee terminal 200 and the enterprise terminal 300 as required. For example, using the images and text data (not shown) stored in the storage unit 120 as materials, and arranging various images and texts in a predetermined area of the user interface based on a predetermined layout rule, a user interface is generated. The processing related to the image generation unit can also be executed by a GPU (Graphics Processing Unit).

[0023] Figure 3 is a functional block configuration diagram showing the employee terminal 200 of Figure 1. The employee terminal 200 includes a communication unit 210, a display operation unit 220, a storage unit 230, and a control unit 240.

[0024] The communication unit 210 is a communication interface for communicating with the server terminal 100 via the network NW, and communication is performed according to a communication protocol such as TCP / IP, for example.

[0025] The display operation unit 220 is a user interface used for the candidate for adoption to input instructions and display text, images, etc. according to the input data from the control unit 240. When the employee terminal 200 is composed of a personal computer, it is composed of a display, a keyboard, and a mouse. When the employee terminal 200 is composed of a smartphone or a tablet terminal, it is composed of a touch panel or the like. This display operation unit 220 is activated by a control program stored in the storage unit 230 and executed by the employee terminal 200 which is a computer (electronic computer).

[0026] The storage unit 230 stores programs for executing various control processes and each function in the control unit 240, input data, etc., and is composed of a RAM, a ROM, etc. Further, the storage unit 230 temporarily stores the communication content with the server terminal 100.

[0027] The control unit 240 controls the overall operation of the employee terminal 200 by executing the program stored in the storage unit 230, and is composed of a CPU, a GPU, etc.

[0028] Note that since the enterprise terminal 300 can have a configuration substantially equivalent to that of the employee terminal 200, the description thereof is omitted.

[0029] Figure 4 is a diagram showing an example of enterprise data stored in the server terminal 100.

[0030] The enterprise data 1000 shown in FIG. 4 stores various data related to an enterprise. In FIG. 4, for the sake of convenience of explanation, an example of one enterprise (a user identified by the enterprise ID "10001") is shown, but information of multiple enterprises can be stored. As various data related to an enterprise, for example, basic information about the enterprise (such as company name, address, contact information, business type, number of employees, sales, etc.), employee information about employees (such as employee ID, name, gender, age, position, job type, department name, answer data for the survey, analysis data for each employee, etc.), and analysis data (such as analysis results based on answers to the survey, data analyzed for the whole enterprise, for each department, for each position, for each job type, for each employee, etc.) can be included.

[0031] FIG. 5 is a diagram showing an example of the survey data stored in the server terminal 100.

[0032] The survey data 2000 is data related to a survey created based on industrial organizational psychology, and is designed for the purpose of enhancing the group maintenance function (people management) of an organization and cultivating leaders (managers) for enhancing such a function. It can include each survey data composed of questions for measuring subjectivity (self-efficacy (setting high goals by oneself)), experiential learning ability (enhancing learning ability (acquiring reproducible know-how)), high level of trust in the team (organizational socialization theory (forming a feeling of being accepted by those around)), stress tolerance for reality shock (endurance for unexpected shocks), and organizational efficacy (a state full of the organizational efficacy that even things that cannot be done now can be achieved by ourselves).

[0033] FIG. 5 is a diagram showing an example of the details of the survey data stored in the server terminal 100.

[0034] Here, as the background of the concept underlying the construction of the survey, first, based on the authentic leadership theory, it is possible to measure the state in which an individual / organization can exert authentic leadership and present improvement actions. Here, authentic leadership is one of the leadership styles and approaches, indicating the concept that emphasizes that a leader knows oneself, believes in oneself, and is faithful to oneself. Next, based on the experiential learning theory, it is possible to measure the state in which an individual / organization's experiential learning is taking place and present improvement actions. The experiential learning theory is a theory proposed by David A. Kolb, indicating a learning process that repeats a cycle starting from specific experiences, undergoing observational experiences, then abstract conceptualization, and finally leading to new specific experiences through practical experiments. Next, based on the reality shock concept, measure whether an individual / organization is being afflicted by reality shock and present improvement actions. Reality shock refers to "psychological stress mainly experienced when facing a new environment or situation". For example, it includes "monitoring stress due to the feeling of being evaluated / monitored", "role model stress due to comparison with a person regarded as a role model", "inefficacy stress due to the gap between the role / ideal given to oneself", "bottom-of-the-barrel stress due to the gap between the expected role and the given role", etc. Also, based on the theory of vertical exchange relationships / horizontal exchange relationships in an organization, it is possible to measure the state in which the relationship of a team / organization is good and present improvement actions. Horizontal exchange relationship refers to "the interaction between individuals or groups at the same organizational level, which is a relationship carried out among people with the same status and authority or similar roles and duties". Vertical exchange relationship refers to "the interaction between individuals or groups at different levels and statuses within an organization, which is the relationship between a superior and a subordinate or the relationship between the upper and lower levels within an organization". Also, based on the concept of self-efficacy / group efficacy, it is possible to measure the state in which an individual / organization has good self-efficacy / organizational efficacy and present improvement actions.Self-efficacy refers to "whether a person can recognize that they have the ability to perform and achieve results in situations where they are required to take actions and achieve results", as proposed by Albert Bandura. Collective efficacy refers to "the shared belief among members belonging to a group organized to achieve a certain goal that they will execute the tasks necessary to achieve the goal", as proposed by Albert Bandura. Finally, based on psychological safety / psychological flexibility, it can be mentioned that it measures whether an individual / organization can maintain psychological safety / psychological flexibility and presents improvement actions. Psychological safety refers to "the state where one can speak one's opinions and feelings with confidence within a team or organization", as proposed by Amy C. Edmondson. Psychological flexibility refers to "the attitude and ability to focus on what one is doing at present, expand the openness of the mind to objectively view one's thoughts and feelings, and take reasonable actions in aiming for what one values".As items constituting the survey, based on the above concept, it includes items related to the initiative, experiential learning ability, sense of trust in the team, stress tolerance for reality shock, and sense of organizational effectiveness that employees need. As questions for measuring initiative, questions such as (Q1) Do you feel that you can work on the current job by finding your own meaning? (Q2) Do you feel that you can achieve the current goal if you make an effort? And (Q3) Do you feel that your colleagues around you have expectations for you and support you in achieving your goals? As questions for measuring experiential learning ability, questions such as (Q4) Do you feel that you can acquire your own new know-how while working? (Q5) Do you feel that you can challenge new things without overly fearing failure while working? As questions for measuring the sense of trust in the team, questions such as (Q6) Do you feel that your supervisor understands your strengths and supports your active participation? (Q7) Do you feel that team members other than your supervisor understand your strengths and support your active participation? (Q8) Do you feel that members of another team with which you are collaborating understand the role and strengths of your department and support your active participation? As questions for measuring stress tolerance for reality shock, questions such as (Q9) Do you never feel that you cannot contribute because you are concerned about evaluations and comments from those around you? (Q10) Do you never feel discouraged thinking that you are no good compared to excellent members around you? (Q11) Do you never feel tortured by a sense of incompetence compared to your own and others' expectations? (Q12) Do you never feel bored because the work you are engaged in does not match your abilities? And as questions for measuring the sense of organizational effectiveness, questions such as (Q13) Can you empathize with the value that your business or organization brings to the world? (Q14) Do you feel that you can achieve even highly challenging tasks if you make an effort? can be included.Here, regarding items related to subjectivity, experiential learning ability, trust in the team, stress tolerance for reality shock, and sense of organizational effectiveness, it is possible to include questions regarding any one item (for example, only items related to reality shock), or it is also possible to include multiple items (for example, questions regarding items related to reality shock and items related to sense of organizational effectiveness). However, it is preferable to include items related to reality shock and items related to sense of organizational effectiveness as essential items based on the above concept. For each question, employees can answer on a multiple - level scale (for example, a 10 - level scale where "10" means "feel most strongly" and "1" means "feel least", and it may also be possible to add comments for questions (items) answered with the lowest evaluation).

[0035] FIG. 7 is a flowchart showing an example of the processing of an analysis method for a survey based on industrial organizational psychology according to the first embodiment of the present invention.

[0036] First, as a premise, the server terminal 100 manages the enterprise data 1000 shown in FIG. 4, which includes the basic information of the enterprise and the employee information received from the enterprise terminal 300. As described above, the enterprise information includes information such as company name, address, contact information, business type, number of employees, sales, etc., and the employee information can include, as described above, employee ID, name, gender, age, position, job type, department name, answer data for the survey, analysis data for each employee, etc. The person in charge of the human resources department or the like of the enterprise or the manager of a predetermined department conducts a survey including a plurality of questions to measure whether each employee of the enterprise has the subjectivity, experiential learning ability, sense of trust in the team, stress tolerance for reality shock, and sense of organizational effectiveness necessary to enhance the group maintenance function (people management) of the organization. To this end, the manager instructs each employee to access the server terminal 100 that provides the survey via the employee terminal 200. Each employee accesses the server terminal 100 via the web browser or application installed on the employee terminal 200, and when receiving the above survey, answers by selecting one of multiple levels for each of the questions corresponding to the above multiple items. For example, for the question "Do you never feel that you cannot contribute because you are concerned about the evaluations and comments from those around you?" regarding the item related to reality shock, an answer of "8" (comparatively (never) strongly feeling) can be selected.

[0037] Based on the above, as the process of step S101, the information reception unit 131 of the control unit 130 of the server terminal 100 receives the answer data for the survey from the employee terminal 200 via the communication unit 110. As described above, the employee selects and answers one of multiple levels for the questions corresponding to one or more items included in the survey, and transmits the answer result to the server terminal 100 via the employee terminal 200. The information processing unit 132 of the control unit 130 of the server terminal 100 stores the received answer data as answer data in the employee information corresponding to each employee (employee ID) of the enterprise data 1000 in the storage unit 120.

[0038] Next, as the process of step S102, the information processing unit 132 of the control unit 130 of the server terminal 100 analyzes the response data for the received survey. For the response data of each employee, the information processing unit 132 calculates a score based on the response content for each item and each question corresponding to the item. For example, when the response to each question is a 10-point evaluation, with the full score being "10" and the lowest score being "1", based on each response result, it is converted into a score, and scores such as the raw score for each question and the average score for each item are aggregated. Also, scores such as the average score for the entire survey can be calculated. The information processing unit 132 associates the scores calculated for each employee with each item and each question, and stores them in the storage unit 120 as employee information in the enterprise data 1000. In addition, the information processing unit 132 can also aggregate scores such as the average score based on the response results of employees for each item and each question for the entire enterprise, for each department, and for each position. The information processing unit 132 associates the scores calculated for each enterprise, etc. with each item and each question, and stores them in the storage unit 120 as analysis data in the enterprise data 1000. Note that the above analysis information can also be stored for each date when the survey was conducted.

[0039] Next, as the process of step S103, the information processing unit 132 of the control unit 130 of the server terminal 100 outputs by causing the information regarding the analysis result of the analyzed survey to be displayed on the employee terminal 200 or the enterprise terminal 200. Based on the response data of each employee, the information processing unit 132 can transmit, in a format that can visualize the scores calculated and aggregated for each item and each question, to the employee terminal 200 or the enterprise information 300 in response to a request. In addition, the information processing unit 132 can also transmit the scores calculated and aggregated for each item and each question for the entire enterprise, for each department, and for each position.

[0040] As described above, according to the present embodiment, a survey designed to enhance the group maintenance function of an enterprise organization is implemented for employees, and by analyzing and displaying their responses, it is possible to conduct an investigation to uncover issues necessary for maintaining the organizational foundation, which is not available in an engagement survey.

[0041] Figure 8 is a flowchart showing an example of the processing of a method for analyzing a survey based on industrial organizational psychology according to the first embodiment of the present invention. In this example, the output method of the analysis results of the survey will be described more specifically.

[0042] First, the information processing unit 132 of the control unit 130 of the server terminal 100 refers to the analysis data of the corporate data 1000 stored in the storage unit 120 based on a display request from the employee terminal 200 and / or the corporate terminal 300, and performs a process of causing the terminal of the requester to display information regarding the analysis results of the above survey.

[0043] For example, as shown in FIG. 9, it is possible to display the analysis results for the entire company and for each department on the employee terminal 200 or the corporate terminal 300. In FIG. 9, for the survey conducted in June 2023, it is displayed that the average score of all items is "7.82" for the entire company, and the average scores for each department are also displayed. Also, as shown in FIG. 9, the scores can be displayed in the format of the organization chart of the company. Further, as shown in FIG. 10, for each survey implementation period, the average score of the entire company can be calculated for each item and each question, and the transition of the average score can be displayed. Alternatively, as shown in FIG. 11, for each survey implementation period, for each department, the average score of the entire department can be calculated for each item (and each question), and the transition of the average score can be displayed. Furthermore, as shown in FIG. 12, the analysis results of the survey can be displayed for each employee in a specific department and also for each job position. In FIG. 12, for the items related to reality shock, each employee is scored, and the average score of the employees belonging to a specific manager is aggregated and displayed.

[0044] Next, as the process of step S202, the information processing unit 132 of the control unit 130 outputs the analysis result by making a distinguishable display of the departments and / or employees that require some action (follow-up) in order to enhance the group maintenance function of the enterprise organization in the output analysis result. The information processing unit 132 refers to the enterprise data 1000 in the storage unit 120 for the analysis results of each department and / or employee, determines information regarding the departments and / or employees with low survey scores, and performs an identification display by highlighting or the like so that the determined departments and / or employees can be visually recognized at a glance. As a criterion for evaluating that the score is low, for example, a threshold value may be set such that the score (average score) is "6 points" or less, or the relatively lowest score may be used.

[0045] For example, in FIG. 9, since the management department has the relatively lowest score in the whole company, it is identified and displayed. Also, in FIG. 11, regarding the survey conducted on the employees of the sales department, among the surveys conducted in April 2023, the average score of the items related to reality shock is 4.6 points, and it is color-coded and displayed so as to be identified that the result is extremely low compared to other items. Thereby, among the items included in the survey, it is possible to specify for which item an action is required to increase the score.

[0046] Also, for example, in FIG. 12, by highlighting the scores of employees belonging to a specific department that are below a predetermined score, it is possible to identify employees who require some action to increase the score for a predetermined item (in this example, the item related to reality shock), and furthermore, it is also possible to specify for which sub-item of the item related to reality shock an action is required.

[0047] Next, as the process of step S203, the information processing unit 132 of the control unit 130 proposes specific actions for the departments and / or employees that need to be followed up, which were identified in the above steps. Here, for each item included in the survey and each sub-item corresponding to the questions included in the item, the information processing unit 132 identifies content (such as seminars, educational slides, videos, etc.) as actions for enhancing organizational maintenance ability, and can propose it by transmitting it to the enterprise terminal 300 of the person in charge such as the personnel department of the enterprise or the manager of a predetermined department.

[0048] As an example of an action, for example, for a manager or an employee with a low score in the item related to reality shock, as the stress related to reality shock, it is composed of stresses such as monitor stress (being shocked by judgments from the surroundings and various aspects of criticism), role model stress (being shocked by the difference in ability between oneself and the person regarded as a role model), sense of incompetence stress (being shocked that one cannot contribute as much as one thought), and bottom-of-the-barrel stress (being shocked that one's job is more mundane than one thought). The specific characteristics of each stress can be clarified, and the relaxation methods can be presented through the content. More specifically, for the relaxation of monitor stress, as an example for actively removing the possibility that the other party may be harassed by stress even if one is not aware of it oneself, declaring that one is a colleague, narrowing down the issues, etc. can be mentioned. For the relaxation of role model stress, it is important to make the other party think "If I also work hard, I can achieve this?" (self-efficacy / surrogate experience). Also, for the relaxation of the sense of incompetence stress, reducing the opportunity to feel the sense of incompetence or increasing the opportunity to feel self-efficacy can be mentioned. For the relaxation of bottom-of-the-barrel stress, instead of "This is it!", it can be mentioned to find the unnoticed value with "Can this also be interpreted like this?" and let the other party reframe it.

[0049] In this example, not only can the analysis results be simply visualized, but also the employees and items that require follow-up can be clarified, and specifically, what actions should be taken, that is, the "So What" for the analysis results can be presented.

[0050] As described above, in this embodiment, an original survey based on industrial organizational psychology can be constructed, and more effective organizational infrastructure and people management can be provided.

[0051] As described above, the embodiments of the invention have been described, but these can be implemented in various other forms, and can be implemented with various omissions, substitutions, and changes. These embodiments, variations, and omissions, substitutions, and changes are included in the technical scope of the claims and the equivalent scope thereof.

Explanation of Reference Numerals

[0052] 1 System 100 Server Terminal, 110 Communication Unit, 120 Storage Unit, 130 Control Unit, 200 Employee Terminal, 300 Enterprise Terminal, NW1 Network

Claims

1. A method for analyzing a survey based on industrial-organizational psychology that is administered to employees of a company, comprising the steps of: The control unit of the server terminal storing, in a storage unit, survey data including questions for determining a score measuring organizational efficacy; Transmitting the survey data to one or more employee terminals; receiving response data to the survey data from the employee terminal; Calculating the score for each item related to the organizational efficacy based on the response data; Identifying actions to improve tissue maintenance capabilities for the items with scores below a threshold; The method further comprises providing the identified action to an enterprise device of the enterprise.

2. 2. The method of claim 1 , The method further comprises identifying content as the action and providing the content.

3. 2. The method of claim 1 , A method for displaying the scores of employees of the company for the entire company, for each department of the company, and for each job title of the company.

4. 4. The method of claim 3, The method includes, along with an indication of the scores, an indication identifying employees in need of follow-up.

5. 2. The method of claim 1 , The items related to organizational efficacy include an item about whether participants identify with the value that their business or organization provides to the world, and an item about whether they feel that they can accomplish even difficult challenges if they put in the effort.

6. 2. The method of claim 1 , The method, wherein the survey data is based on a concept of collective efficacy.

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