Survey analysis methods based on industrial-organizational psychology

Abstract

To construct a unique survey based on industrial-organizational psychology as an alternative to an engagement survey, and to provide a more effective organizational foundation and a people management method.SOLUTION: One aspect of the present invention is a survey analysis method based on industrial-organizational psychology that is provided to employees of a company. In the method, a control unit of a server terminal stores survey data in a memory unit, transmits the survey data to one or more employee terminals, accepts response data to the survey data from the employee terminals, performs an analysis based on the response data, and transmits analysis results based on the analysis to the employee terminals. The survey data includes at least questions that measure the employees' reality shock.SELECTED DRAWING: Figure 7

Description

[Technical field]

[0001] The present invention relates to a method for analyzing surveys based on industrial-organizational psychology. [Background technology]

[0002] Recently, organizations have been introducing engagement surveys to measure so-called engagement, such as attachment and feelings toward the organization, in order to identify organizational issues.

[0003] For example, Patent Document 1 discloses a technology for conducting an engagement survey of company employees and visualizing the survey results. [Prior art documents] [Patent documents]

[0004] [Patent Document 1] Patent Publication No. 2022-138227 Summary of the Invention [Problem to be solved by the invention]

[0005] The technology disclosed in Patent Document 1 makes it possible to analyze the correlation between the results of an engagement survey and employee work styles. However, there are potential issues in that there are few members in an organization who have systematically studied management and human resource development, and human resource development tends to be bound by the environment in which the manager grew up and is subject to survivorship bias. In particular, people management as a function of maintaining a group is highly personal, so human resource development tends to be based on intuition and tacit knowledge, resulting in a lack of support for managers' growth and a failure to improve the organizational foundation of the company.

[0006] Therefore, the present invention aims to develop a unique survey based on industrial-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] In one aspect of the present invention, there is provided a method for analyzing a survey based on industrial-organizational psychology that is provided to employees of a company, wherein a control unit of a server terminal stores survey data in a memory unit, transmits the survey data to one or more employee terminals, accepts response data to the survey data from the employee terminals, performs an analysis based on the response data, and transmits analysis results based on the analysis to the employee terminals, wherein the survey data includes at least questions that measure the employees' reality shock. Effect of the Invention

[0008] According to the present invention, a unique survey based on industrial-organizational psychology is constructed to replace the engagement survey, and a more effective organizational foundation and people management method is provided. can be done. [Brief description of the drawings]

[0009] [Figure 1] FIG. 1 is a block diagram showing a system for analyzing a survey based on industrial-organizational psychology according to a first embodiment of the present invention. [Diagram 2] 2 is a functional block diagram showing the server terminal 100 of FIG. 1. [Diagram 3] 2 is a functional block diagram showing the employee terminal 200 of FIG. 1. [Figure 4] FIG. 2 is a diagram showing an example of company data stored in a server 100. [Diagram 5] FIG. 2 is a diagram showing an example of survey data stored in the server 100. [Figure 6] 1 is an example of details of a survey according to the first embodiment of the present invention. [Figure 7] 1 is a flowchart showing an example of processing of a survey analysis method based on industrial-organizational psychology according to a first embodiment of the present invention. [Figure 8]11 is a flowchart showing another example of the process of the survey analysis method based on industrial-organizational psychology according to the first embodiment of the present invention. [Figure 9] 1 is an example of an analysis result of a survey based on industrial-organizational psychology according to the first embodiment of the present invention. [Figure 10] 13 is another example of the analysis results of a survey based on industrial-organizational psychology according to the first embodiment of the present invention. [Figure 11] 13 is yet another example of the analysis results of a survey based on industrial-organizational psychology according to the first embodiment of the present invention. [Figure 12] 13 is yet another example of the analysis results of a survey based on industrial-organizational psychology according to the first embodiment of the present invention. DETAILED DESCRIPTION OF THE PREFERRED EMBODIMENTS

[0010] Hereinafter, an embodiment of the present invention will be described with reference to the drawings. Note that the embodiment described below does not unduly limit the contents of the present invention described in the claims. Furthermore, not all of the components shown in the embodiment are necessarily essential components of the present invention.

[0011] <Configuration> FIG. 1 is a block diagram showing a system for analyzing a survey based on industrial-organizational psychology according to a first embodiment of the present invention. The system 1 includes a server terminal 100, the employee terminal 200, and the corporate terminal, which provide a survey created based on industrial-organizational psychology to employee terminals 200A and 200B (hereinafter collectively referred to as employee terminals 200) of a plurality of employees belonging to a company, analyze response data to the survey received from the employee terminals 200, and transmit the analysis results of the survey to corporate terminals 300A and 300B (hereinafter collectively referred to as corporate terminals 300) of personnel personnel in the company, managers of a specific department, etc. Here, a program can be implemented in each of the corporate terminals 300A and 300B to execute a method for analyzing the survey executed in the server terminal 100, and the server terminal 100 and the corporate terminal 300 can be linked by an API (Application Programming Interface), and a part of the analysis method can be executed in the server terminal 100 or the corporate terminal 300. For convenience of explanation, each terminal is described as being a single terminal or a specific number of terminals, but the number of each terminal is not limited.

[0012] The server terminal 100, the employee terminal 200, and the corporate terminal 300 are connected to each other via a network NW1. The network NW is configured by 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 and tablet terminals, but may also be configured as smartphones, mobile phones, PDAs, and the like.

[0015] In this embodiment, the system 1 is described as having a server terminal 100, an employee terminal 200, and a corporate terminal 300, and a configuration in which users of each terminal use their respective terminals to perform operations on the server terminal 100; however, the server terminal 100 may be configured as a stand-alone system, and the server terminal itself may have a function for each user to perform operations directly.

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

[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 functions in the control unit 130, input data, etc., and is composed of a RAM (Random Access Memory), a ROM (Read Only Memory), etc. The storage unit 120 also has a company data storage unit 121 that stores various data related to companies and employees, and a survey data storage unit 122 that stores 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 programs stored in the storage unit 120, and is composed of a CPU (Central Processing Unit), a GPU (Graphics Processing Unit), etc. Functions of the control unit 130 include an information receiving unit 131 that receives information from various terminals, and an information processing unit 132 that executes processes such as analysis of response data to a survey. The information receiving unit 131 and the information processing unit 132 are started by the programs stored in the storage unit 120 and executed by the server terminal 100, which is a computer (electronic calculator).

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

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

[0022] The control unit 130 may also have a screen generation unit (not shown) and generates screen information to be displayed via the user interfaces of the employee terminals 200 and the corporate terminals 300 upon request. For example, using image and text data (not shown) stored in the storage unit 120 as material, the control unit 130 generates a user interface by arranging various images and text in predetermined areas of the user interface based on predetermined layout rules. Processing related to the image generation unit may also be executed by a GPU (Graphics Processing Unit).

[0023] Fig. 3 is a functional block diagram showing the employee terminal 200 of Fig. 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.

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

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

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

[0028] The corporate terminal 300 can also be configured substantially the same as the employee terminal 200, and therefore a description thereof will be omitted.

[0029] FIG. 4 is a diagram showing an example of company data stored in the server terminal 100. As shown in FIG.

[0030] The company data 1000 shown in Fig. 4 stores various data related to the company. For convenience of explanation, Fig. 4 shows an example of one company (a user identified by a company ID "10001"), but information on multiple companies can be stored. The various data related to the company can include, for example, basic information about the company (e.g., company name, address, contact information, industry, number of employees, sales, etc.), employee information about employees (e.g., employee ID, name, gender, age, position, job type, department name, survey response data, analysis data for each employee, etc.), and analysis data (e.g., analysis results based on survey responses, data analyzed for the entire company, each department, each position, each job type, each employee, etc.).

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

[0032] Survey Data 2000 is data related to a survey created based on industrial-organizational psychology, and can include survey data consisting of questions designed to improve an organization's group maintenance function (people management) and to develop leaders (managers) who can improve such function, measuring initiative (self-efficacy (setting high goals for oneself)), experiential learning ability (improving learning ability (acquiring reproducible tips)), trustworthiness of the team (organizational socialization theory (forming a sense of being accepted by those around you)), stress resistance against reality shock (ability to withstand unexpected shocks), and organizational efficacy (a state filled with organizational efficacy, believing that they can accomplish things that they cannot do now).

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

[0034] Here, the premise of the survey is to first measure the state in which individuals / organizations are able to demonstrate authentic leadership based on the authentic leadership theory and present improvement actions. Authentic leadership is one of the leadership styles and approaches, and refers to a way of thinking that emphasizes that leaders should know themselves, believe in themselves, and be true to themselves. Next, based on the experiential learning theory, the state in which experiential learning is taking place in individuals / organizations is measured and improvement actions are presented. The experiential learning theory is a theory proposed by David A. Kolb, and it shows a learning process that repeats a cycle that starts with concrete experience, goes through observational experience, and then abstract conceptualization, and finally leads to new concrete experience through practical experimentation. Next, based on the concept of reality shock, the survey measures whether individuals / organizations are suffering from reality shock and presents improvement actions. Reality shock refers to "psychological stress experienced mainly when facing a new environment or situation." For example, it shows "monitor stress due to the feeling that one is being evaluated / monitored," "role model stress due to comparison with a role model," "incompetence stress due to the gap between the role one is given and the ideal," and "low-level stress due to the gap between the role one expects and the role one is given." In addition, based on the theory of vertical and horizontal exchange relationships in organizations, it shows that the relationship between a team / organization is good and that improvement actions are proposed. Horizontal exchange relationships are "interactions between individuals or groups at the same organizational level, and are relationships between people who have the same status and authority or similar roles and duties." Vertical exchange relationships are "interactions between individuals or groups at different levels or positions within an organization, and are relationships between superiors and subordinates, or between superiors and subordinates within an organization." In addition, based on the concept of self-efficacy / collective efficacy, it shows that individuals / organizations measure the state of their self-efficacy / organizational efficacy and propose improvement actions.Self-efficacy, proposed by Albert Bandura, refers to "whether a person recognizes that he or she has the ability to perform or produce results in a situation where an action or result is required." Collective efficacy, proposed by Albert Bandura, refers to "the belief shared by members of a group that they will carry out the tasks necessary to achieve a certain goal in a group organized to achieve that goal." Finally, based on psychological safety / psychological flexibility, it is possible to measure whether an individual / organization has maintained psychological safety / psychological flexibility and present improvement actions. Psychological safety, proposed by Amy C. Edmondson, refers to "a state in which one can safely express one's opinions and feelings within a team or organization." Psychological flexibility refers to "the attitude and ability to focus on what one is doing now, to expand one's openness to view one's thoughts and feelings objectively, and to take rational action in pursuit of what one values."Based on the above-mentioned concept, the survey included items related to the independence, experiential learning ability, trust in the team, stress tolerance against reality shock, and organizational efficacy that are necessary for employees. Questions measuring independence included (Q1) whether you feel that you are able to find your own meaning in the work in front of you and work on it, (Q2) whether you feel that you can achieve the goal in front of you if you work hard, and (Q3) whether you feel that your colleagues have high expectations of you and support you in achieving your goals. Questions measuring experiential learning ability included (Q4) whether you feel that you are able to acquire new know-how on your own while working on your job, and (Q5) whether you feel that you are able to take on new challenges without excessive fear of failure while working on your job. Questions measuring trust in the team included (Q6) whether you feel that your superior understands your strengths and supports your success, and (Q7) whether you feel that team members other than your superior understand your strengths and support your success. The bar can include questions asking whether the respondent feels that (Q9) he or she is concerned about the evaluations and criticisms of others and feels that he or she is not contributing enough, (Q10) he or she feels that he or she is no good compared to the talented members around him or her and feels intimidated, (Q11) he or she feels incompetent compared to himself or herself or the expectations of others, and (Q12) he or she feels bored because the work he or she is doing does not match his or her abilities, as well as questions to measure organizational efficacy, such as (Q13) do you empathize with the value that your business or organization provides to the world, and (Q14) do you feel that even difficult challenges can be accomplished if you work hard.Here, for the items related to initiative, experiential learning ability, trust in the team, stress tolerance to reality shock, and organizational efficacy, questions on any one of the items (e.g., only the items related to reality shock) may be included, or multiple items (e.g., questions on the items related to reality shock and the items related to organizational efficacy) may be included. However, based on the above-mentioned idea, it is preferable to include the items related to reality shock and the items related to organizational efficacy as required items. Employees can answer each question on a multiple-level scale (e.g., a 10-point scale with "10" being the most "strongly felt" and "1" being the least "felt"), and they may be able to add a comment to the question (item) they answered with the lowest rating.

[0035] FIG. 7 is a flowchart showing an example of the process of the survey analysis method 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 company data 1000 shown in FIG. 4 including basic information of the company and employee information received from the company terminal 300. As described above, the company information includes information such as the company name, address, contact information, industry, number of employees, and sales, and the employee information can include, as described above, employee ID, name, sex, age, job title, job type, department name, survey response data, and analysis data for each employee. In order to improve the group maintenance function (people management) of the organization, a person in charge of the human resources department of the company or a manager of a specific department instructs each employee to access the server terminal 100 that provides the survey via the employee terminal 200 in order to conduct a survey including multiple questions for the employees of the company to measure whether they have the initiative, experiential learning ability, trust in the team, stress resistance against reality shock, and organizational efficacy necessary to improve the function. Each employee accesses the server terminal 100 via a web browser or application installed in the employee terminal 200, and when the employee receives the above survey, he or she answers each of the questions corresponding to the above items by selecting one of a number of levels. For example, in the item about reality shock, the employee can select the answer "8" (relatively strongly (not at all)) to the question "Do you ever feel that you are not contributing because you are concerned about the evaluations and criticisms of those around you?"

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

[0038] Next, in the process of step S102, the information processing unit 132 of the control unit 130 of the server terminal 100 analyzes the response data to the received survey. The information processing unit 132 calculates a score for each employee's response data based on the response content for each item and for each question corresponding to the item. For example, when the response to each question is rated on a 10-point scale, with the maximum score being "10" and the minimum score being "1", the score is converted based on each response result, and the raw score for each question, the average score for each item, and other scores are tallied. In addition, the information processing unit 132 can also calculate scores such as the average score for the entire survey. The information processing unit 132 associates the score calculated for each employee with each item and each question, and stores them in the storage unit 120 as employee information of the company data 1000. In addition, the information processing unit 132 can also tallie scores such as the average score for each item and each question based on the response results of employees for the entire company, each department, and each position. The information processing unit 132 associates the scores calculated for each company, etc. with each item and question, and stores them in the storage unit 120 as analysis data of the company data 1000. The above analysis information can also be stored for each date on which the survey was conducted.

[0039] Next, in the process of step S103, the information processing unit 132 of the control unit 130 of the server terminal 100 outputs information on the analysis results of the analyzed survey by displaying it on the employee terminal 200 or the company terminal 200. The information processing unit 132 can transmit, upon request, to the employee terminal 200 or the company information 300 in a format that allows the scores calculated and tallied for each item and question based on the response data of each employee to the employee terminal 200 or the company information 300. The information processing unit 132 can also transmit the scores calculated and tallied for each item and question for the entire company, for each department, or for each position.

[0040] As described above, according to this embodiment, a survey designed to enhance the group maintenance function of a company's organization is administered to employees, and the responses are analyzed and displayed, making it possible to conduct a survey that delves into issues necessary to maintain the organizational foundation that are not found in engagement surveys.

[0041] 8 is a flowchart showing an example of the process of the survey analysis method based on industrial-organizational psychology according to the first embodiment of the present invention. In this example, a method of outputting the survey analysis results 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 memory unit 120 based on a display request from the employee terminal 200 and / or the corporate terminal 300, and performs processing to display information regarding the analysis results of the above survey on the requesting terminal.

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

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

[0045] For example, in Figure 9, the Management Department has the lowest score in the entire company, and is therefore clearly displayed. In addition, in Figure 11, for a survey conducted on employees in the Sales Department in April 2023, the average score for the item related to reality shock was 4.6 points, which is colored to distinguish that it is an extremely low result compared to other items. This makes it possible to identify which items in the survey require action to raise the score.

[0046] Also, for example, in Figure 12, by highlighting the scores of employees belonging to a specific department that are below a specified score, it is possible to identify employees who need to take some kind of action to raise their score for a specified item (in this example, an item related to reality shock), and it is also possible to identify which sub-items of the item related to reality shock require action.

[0047] Next, in the process of step S203, the information processing unit 132 of the control unit 130 proposes specific actions to the departments and / or employees that need follow-up, identified in the above step. Here, the information processing unit 132 can propose specific actions by identifying content (e.g., seminars, educational slides, videos, etc.) as actions to improve organizational maintenance capabilities for each item included in the survey and each subitem corresponding to a question included in the item, and sending the content to the company terminal 300 of a person in charge of the company's human resources department or the manager of a specific department.

[0048] As an example of an action, for example, for a manager or employee who has a low score on the item related to reality shock, the stresses related to reality shock include monitor stress (being shocked by the judgments and criticisms from others), role model stress (being shocked by the difference in ability between oneself and a role model), incompetence stress (being shocked that one cannot contribute as much as one thought), and subordinate stress (being shocked that one's work is more mundane than one thought). The specific characteristics of each stress can be clarified and a method of mitigation can be presented through the content. More specifically, to alleviate monitor stress, even if one does not realize it, the other person may be suffering from stress, so examples of how to actively remove this include declaring oneself a friend or narrowing down the issues. To alleviate role model stress, it is important to make the other person think, "If I try hard, I can become like this, right?" (self-efficacy / vicarious experience). To alleviate incompetence stress, it is possible to reduce the opportunities to feel incompetent or increase the opportunities to feel self-efficacy. One way to alleviate stress for low-level employees is to help them find value they hadn't noticed and reframe things by asking, "Maybe it can be interpreted this way too?" rather than, "It should be like this!"

[0049] In this example, the analysis results are not simply visualized, but the employees and items that require follow-up are clarified, and specific actions that should be taken are presented, i.e., the "So What" in response to the analysis results is presented.

[0050] As described above, in this embodiment, a unique survey based on industrial-organizational psychology can be constructed, and more effective organizational foundations and people management can be provided.

[0051] Although the embodiments of the present invention have been described above, they can be embodied in various other forms and can be implemented with various omissions, substitutions, and modifications. These embodiments and modifications, as well as omissions, substitutions, and modifications, are included in the technical scope of the claims and their equivalents. [Explanation of symbols]

[0052] 1 System 100 Server terminal, 110 Communication unit, 120 Storage unit, 130 Control unit, 200 Employee terminal, 300 Company 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 The storage unit stores survey data including questions for determining a score of tolerance to at least one of the following stresses: monitor stress, in which a person is shocked by criticism from those around them; role model stress, in which a person is shocked by the difference in ability between a person's role model and his / her own; incompetence stress, in which a person is shocked by being unable to contribute as much as he / she expected; and low-level stress, in which a person is shocked by a job that is more mundane than he / she expected; 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 of the stresses based on the response data; Identifying actions to enhance tissue maintenance capacity for the stresses where the score is 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, together with an indication of said score for said stress resilience, an indication identifying employees in need of follow-up.

5. 2. The method of claim 1 , The method, wherein the survey data further includes questions measuring any of employee engagement, experiential learning, team trust, and organizational efficacy.

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