{"created":"2023-06-20T14:46:20.722483+00:00","id":545,"links":{},"metadata":{"_buckets":{"deposit":"4e38c8fc-facc-4433-a50b-ebcc133c7766"},"_deposit":{"created_by":10,"id":"545","owners":[10],"pid":{"revision_id":0,"type":"depid","value":"545"},"status":"published"},"_oai":{"id":"oai:takushoku-u.repo.nii.ac.jp:00000545","sets":["2:23:24:102"]},"author_link":["92"],"control_number":"545","item_10002_biblio_info_7":{"attribute_name":"bibliographic_information","attribute_value_mlt":[{"bibliographicIssueDates":{"bibliographicIssueDate":"2022-03-25","bibliographicIssueDateType":"Issued"},"bibliographicPageEnd":"133","bibliographicPageStart":"109","bibliographicVolumeNumber":"121","bibliographic_titles":[{"bibliographic_title":"拓殖大学経営経理研究"},{"bibliographic_title":"Takushoku University research in management and 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を目指す改革では，仕事を通じてこれらの内発的報酬の獲得や労働の質的向上は促進されにくい。\nまた，この「働きがい」は，近年，注目されている，社会における組織の存在価値を示す「パーパス」の設定や，深い楽しさを感じる活動を行っている時に得られる「フロー体験」を獲得できる仕事の設計，そして，ワーク・エンゲイジメントやwell-beingを獲得できる仕事や働き方の検討などをすることによって，従業員の仕事における活力や熱意を創出する可能性があり，そのことによって組織側への価値創造にもつながることが考えられる。","subitem_description_language":"ja","subitem_description_type":"Abstract"}]},"item_10002_publisher_8":{"attribute_name":"出版者","attribute_value_mlt":[{"subitem_publisher":"拓殖大学経営経理研究所"}]},"item_10002_source_id_9":{"attribute_name":"item_10002_source_id_9","attribute_value_mlt":[{"subitem_source_identifier":"13490281","subitem_source_identifier_type":"PISSN"}]},"item_10002_subject_21":{"attribute_name":"日本十進分類法","attribute_value_mlt":[{"subitem_subject":"336.4","subitem_subject_scheme":"NDC"}]},"item_10002_text_24":{"attribute_name":"item_10002_text_24","attribute_value_mlt":[{"subitem_text_value":"論文 / 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