Updated on 2024/10/28
博士（商学） ( 一橋大学 )
修士（経営学） ( 慶應義塾大学 )
Hitotsubashi University doctor course finished without a degree
Keio University master course completed
Keio University graduated
British Universities Industrial Relations Association
Labor and Employment Relations Association
戦略的人的資源管理
人事部門の役割と機能、組織内影響力
グループ経営と人的資源管理・労使関係
ダイバーシティとインクルージョン
多様な就業形態と人材ポートフォリオ
Humanities & Social Sciences / Business administration / Human Resource Management
Concepts of Strategic Human Resources Management (5): Human Resource Management for Achieving Sustainability for Society
Tomoyuki Shimanuki
Hitotsubashi Business Review 72 ( 3 ) 134 - 146 2024.12
企業グループにおける人材活用と労使関係：人事等級制度のグループ共通化を中心に
島貫智行
連合総研研究報告書「人材育成と企業連携：技術革新や産業構造の転換への労使の対応」 2024.11
Concepts of Strategic Human Resources Management (4): Human Resource Management for Building Organizational Capability
Tomoyuki Shimanuki
Hitotsubashi Business Review 72 ( 1 ) 134 - 145 2024.6
Concepts of Strategic Human Resources Management (3): Human Resource Management for Maintaining Consistency between Human Resource Policy and Practices
Tomoyuki Shimanuki
Hitotsubashi Business Review 71 ( 4 ) 100 - 109 2024.3
Concepts of Strategic Human Resources Management (2): Human Resource Management for Realizing Corporate Strategy
Tomoyuki Shimanuki
Hitotsubashi Business Review 71 ( 3 ) 76 - 84 2023.12
Concepts of Strategic Human Resources Management (1): Needs to Update Strategic HR Approach
Tomoyuki Shimanuki
Hitotsubashi Business Review 71 ( 2 ) 98 - 105 2023.9
The Challenges of Human Resource Management in Japanese Firms: Implications of Ito Report for Human Capital Management Invited
Tomoyuki Shimanuki
Hitotsubashi Business Review 71 ( 1 ) 42 - 55 2023.7
Yuta Morinaga, Yuki Sato, Shohei Hayashi, Tomoyuki Shimanuki
Personnel Review 52 ( 5 ) 1405 - 1419 2023.6
非正規労働者の賃金決定：海外研究からのインプリケーション Invited
島貫智行
連合総研レポートDIO ( 380 ) 21 - 25 2022.10
Tokio Marine & Nichido Systems: Two approaches to human resource management to promote the retention of employees with disabilities
Takashi Maruyama, Tomoyuiki Shimanuki
Hitotsubashi Business Review 70 ( 2 ) 134 - 147 2022.9
The Influence of Prosocial Motivation on Knowledge Sharing and Knowledge Hiding: From the Perspective of Autonomous and Controlled Aspects of Motivation Reviewed
Hayoung Shin, Tomoyuki Shimanuki
Journal of Business Management 50 73 - 86 2022.8
派遣労働者に対する二つのマネジメント：従業員と内部顧客の視点 Invited
島貫智行
中央労働時報 ( 1291 ) 13 - 17 2022.7
General Survey on Dispatched Workers Invited
Tomoyuki Shimanuki
The Japanese Journal of Labour Studies ( 741 ) 34 - 37 2022.3
Controlled forms of prosocial motivation: from a self-determination theory perspective Reviewed
Hayoung Shin, Tomoyuki Shimanuki
Organizational Science 55 ( 2 ) 61 - 73 2021.12
Daimaru Matsuzakaya Department Stores: HR roles in Transformation of Human Resource Management in M&A (jointly worked)
69 ( 2 ) 120 - 134 2021.9
Human Resource Management to Retain Persons with Disabilities: from a Social Identity Perspective (jointly worked) Reviewed
Takashi Maruyama, Tomoyuki Shimanuki
Organizational Science 55 ( 1 ) 54 - 66 2021.9
My Experiences as an Author and a Reviewer in Academic Journals Invited
22 ( 1 ) 2 - 3 2021.6
トラックドライバーの離職問題：海外研究からのインプリケーション Invited
島貫 智行
運輸と経済 ( 882 ) 40 - 47 2020.12
A Climate for Inclusion and Employee Creativity: The Mediating Effect of Perceived Organizational Support Reviewed
Yuki Sato, Tomoyuki Shimanuki, Shohei Hayashi, Yuta Morinaga
Organizational Science 54 ( 1 ) 16 - 31 2020.9
The Effect of Public Awards and Certification Systems on Recruitment and Retention of Human Resources in Small and Medium Enterprises: From the Perspective of Employer Branding Reviewed
Osamu Umezaki, Tomoyuki Shimanuki, Hiroki Sato
Organizational Science 54 ( 1 ) 2 - 15 2020.9
書評 上林憲雄・平野光俊編著『日本の人事システム：その伝統と革新』 Invited
島貫 智行
日本労働研究雑誌 ( 717 ) 62 - 64 2020.4
What Advantage Does Outsourcing of Recruitment and Selection of New Graduates Bring? From a Survey of HR Professionals on New Graduate Hiring in 2020 Invited
Takashi Nishimura, Tomoyuki Shimanuki
The Japanese Journal of Labour Studies ( 716 ) 130 - 142 2020.2
Effects of Management Philosophy and Supervisor Leadership on Co-op Employees' Intention to Continue Working
Tomoyuki Shimanuki
Diversity Management and Human Resource Management: The Role of Work-Life Balance and Organizational Philosophy in Co-op organization 51 - 74 2020.2
The Effect of Workplace Diversity on Cooperation-oriented Motivation Reviewed
Shohei Hayashi, Yuta Morinaga, Yuki Sato, Tomoyuki Shimanuki
Journal of Business Management 42 52 - 62 2019.3
書評 西岡由美著『多様化する雇用形態の人事管理：人材ポートフォリオの実証分析』 Invited
島貫 智行
日本労務学会誌 19 ( 2 ) 28 - 32 2018.12
Determinants of Wage Differences between Standard and Non-standard Employees in Japan: The Human Resources Management Perspective Invited
Tomoyuki Shimanuki
The Japanese Journal of Labour Studies ( 701 ) 52 - 66 2018.12
The Status of the HR Department of an Organization Invited
Tomoyuki Shimanuki
The Japanese Journal of Labour Studies ( 698 ) 15 - 27 2018.8
勤務間インターバルが労働者のワーク・ライフ・バランスに与える効果
島貫智行, 佐藤博樹
季刊労働法 ( 258 ) 168 - 180 2017.9
Organizational Flexibility and Human Resource Management in Japanese Firms Invited
59 ( 683 ) 75 - 86 2017.6
人事管理研究とダイバーシティ・マネジメント
島貫智行, 永瀬伸子, 蔡イン錫, 大木清弘, 島田由香
経営行動科学 28 ( 2 ) 151 - 181 2016.3
ACADEMIC SURVEY : The Present Situation of Labour Research : A Review of Academic Works 2013-15 Invited
58 ( 688 ) 2 - 37 2016.2
人材管理の常識を問い直す
島貫 智行
経団連出版編『人事の潮流－人と組織の未来像』経団連出版 54 - 78 2015.9
（ビジネス・ケース）新日鉄住金エンジニアリング－異なる事業部の寄せ集めから１つのエンジニアリング企業へ
島貫 智行
一橋ビジネスレビュー 62 ( 3 ) 160 - 181 2014.12
事務系派遣営業所の運営と課題－独立系企業と資本系企業の比較分析
島貫 智行
佐藤博樹・大木栄一編『人材サービス業の新しい役割－就業機会とキャリアの質向上のために』有斐閣 144 - 176 2014.7
生産分野の派遣スタッフの仕事・労働条件とキャリア、就業意識
島貫 智行
佐藤博樹・大木栄一編『人材サービス業の新しい役割－就業機会とキャリアの質向上のために』有斐閣 96 - 120 2014.7
事務系派遣スタッフのキャリア－職種経験パターンからの分析
島貫 智行
佐藤博樹・大木栄一編『人材サービス業の新しい役割－就業機会とキャリアの質向上のために』有斐閣 18 - 43 2014.7
書評 鈴木竜太著『関わり合う職場のマネジメント』 Invited
島貫 智行
日本経営学会誌 ( 33 ) 112 - 117 2014.6
（ビジネス・ケース）良品計画－仕組みづくりと企業風土の醸成を通じた経営の革新
島貫 智行
一橋ビジネスレビュー 61 ( 1 ) 118 - 137 2013.6
Shimanuki Tomoyuki
JOURNAL OF BUSINESS MANAGEMENT 30 51 - 63 2012.12
島貫 智行
ジュリスト ( 1441 ) 12 - 17 2012.5
The diversification of utilization of non-standard employees and the equilibrium of treatment between standard and non-standard employees
The Japanese journal of labour studies 53 ( 607 ) 21 - 32 2011.1
The inter-organizational job rotation and information exchange: determinative factors on employees' satisfaction Reviewed
Organizational science 44 ( 2 ) 88 - 101 2010.12
The boundary of employment and evolution of internal labor markets of Japanese firms Invited
Organizational science 44 ( 2 ) 16 - 29 2010.12
登録型派遣スタッフのキャリア類型と仕事・スキル・賃金の関係
島貫 智行
佐藤博樹・佐野嘉秀・堀田聡子編『実証研究：日本の人材ビジネス－新しい人材マネジメントと働き方』日本経済新聞出版社 506 - 533 2010.4
派遣のメリット・デメリット Invited
島貫智行
日本労働研究雑誌 ( 597 ) 58 - 61 2010.4
Impacts of decentralization in human resource management on organizational performance Reviewed
Organizational science 42 ( 4 ) 77 - 91 2009.4
( 568 ) 63 - 76 2007.4
Influence of temporary worker human resource management on work motivation Invited
( 566 ) 17 - 36 2007.4
（ビジネス・ケース）ニチレイ－事業戦略の転換と人材マネジメントの変革
島貫 智行
一橋ビジネスレビュー 54 ( 4 ) 152 - 171 2007.3
事業経営者のキャリアと育成－「BU長のキャリア」データベースの分析
守島基博, 島貫智行, 西村孝史, 坂爪洋美
一橋大学日本企業研究センター編「日本企業研究のフロンティア２」有斐閣 31 - 52 2006.3
Challenges regarding Human Resource Management (HRM) of Temporary Workers in Japan Invited
Tomoyuki Shimanuki, Motohiro Morishima
The Japanese Journal of Labour Studies ( 526 ) 4 - 15 2004.4
Graphic Human Resource Management
Motohiro Morishima, Tomoyuki Shimanuki, Maki Tottoribe, Yasuyuki Hatsumi, Ikutaro Enatsu, Takashi Nishimura, Koichi Nakano, Lim Youjin, Yuki Sato（ Role： Joint editor）
Shinsei-sha Co., Ltd. 2023.2 （ ISBN:4883843645 ）
The 1st Step to Human Resource Management
Takashi Nishimiura, Tomoyuki Shimanuki, Yumi Nishioka（ Role： Joint editor）
Sekigakusha Inc. 2022.1 （ ISBN:4502407011 ）
Temporary Agency Work: Lives and Careers at the Boundary of Market and Organization
Tomoyuki Shimanuki（ Role： Sole author）
Yuhikaku Publishing Co., Ltd. 2017.4 （ ISBN:4641164975 ）
『組織科学』2024年度ベストSE賞
2024.9 組織学会
『組織科学』2022年度ベストSE賞
2022.10 組織学会
日本経営学会賞（論文部門）
2020.9 日本経営学会
組織学会高宮賞（著書部門）
2018.6 組織学会
日本労務学会賞（学術賞）
2018.6 日本労務学会
組織学会高宮賞（論文部門）
2010.6 組織学会
労働関係論文優秀賞
2008.8 労働政策研究・研修機構
リモートワーク下の企業組織における社会関係資本の形成と組織成果への影響
Grant number：22H00872 2022.4 - 2027.3
日本学術振興会 科学研究費助成事業 基盤研究(B) 一橋大学
加藤 俊彦, 佐々木 将人, 島貫 智行
Grant amount： \11050000 （ Direct Cost: \8500000 、 Indirect Cost： \2550000 ）
Empirical research on micro-foundations in human resource management
Grant number：20H01536 2022.4 - 2026.3
Japan Society for the Promotion of Science Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (B) Tokyo Metropolitan University
Grant amount： \17420000 （ Direct Cost: \13400000 、 Indirect Cost： \4020000 ）
グループ経営と人事管理の変化に関する実証研究
Grant number：21K01627 2021.4 - 2024.3
日本学術振興会 科学研究費助成事業 基盤研究(C) 一橋大学
島貫 智行
Grant amount： \4160000 （ Direct Cost: \3200000 、 Indirect Cost： \960000 ）
初年度となる令和３年度は、①文献レビュー、および②子会社・関連会社の雇用管理に関するデータベースの構築を行った。具体的には以下のとおりである。
①文献レビュー：グループ経営における人事管理のうち人員配置について出向や転籍に関する先行研究を中心に検討した。出向や転籍は、親会社と子会社・関連会社の間での従業員の雇用保障や、人材の適正配置や異動・配置転換、人材育成など複数の目的があるが、1980年代から現在までその目的は変化している。必ずしも研究の蓄積が豊富であるとはいえないものの、子会社・関連会社の事業や組織特性に応じてグループ経営における人事管理上の役割や目的は多様化していると推察される。
②子会社・関連会社の雇用管理に関するデータ整備：グループ経営における親会社と子会社・関連会社で雇用する従業員数の変化を分析することを目的として、2008～2020年の関係会社データベースを用いてパネルデータの構築を行った。関係会社データベースは、上場企業の国内子会社・関連会社とその親会社について、業種、事業内容、親会社の持株比率、設立年月、従業員数などの基本情報を備えていることから、グループ、親会社、子会社・関連会社ごとにデータを整備している。親会社と子会社・関連会社の間での雇用者数に関連して、グループ経営の人事管理にかかわる子会社・関連会社、すなわち人事アウトソーシング企業の設立時期や事業内容、従業員規模などについても分析できるようにデータ整備を進めている。
インクルーシブ・リーダーシップ概念の拡張とその促進要因－多様な部下の管理に向けて
Grant number：21H00745 2021.4 - 2024.3
日本学術振興会 科学研究費助成事業 基盤研究(B) 法政大学
坂爪 洋美, 島貫 智行, 松浦 民恵, 武石 惠美子
Grant amount： \11570000 （ Direct Cost: \8900000 、 Indirect Cost： \2670000 ）
Economic Analysis of Management, Organization and Market Structure by using JP-MOPS
Grant number：18H03633 2018.4 - 2022.3
Japan Society for the Promotion of Science Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (A) Hitotsubashi University
Grant amount： \42900000 （ Direct Cost: \33000000 、 Indirect Cost： \9900000 ）
Managerial Behaviors and Determinants of Gender Diversity for Performance
Grant number：18H00892 2018.4 - 2021.3
Japan Society for the Promotion of Science Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (B) Hosei University
Hiromi Sakazume
Grant amount： \9490000 （ Direct Cost: \7300000 、 Indirect Cost： \2190000 ）
When managing diverse subordinates, managers used a combination of two levels of communication: individual-focused communication aimed at enabling each subordinate to achieve his or her full potential, and team-focused communication aimed at achieving results as a team. In the individual-focused communication, managers emphasized understanding the needs of individual subordinates and removing factors that could lead to subordinates' disadvantages or subordinates' work problems.
On the other hand, in team-oriented communication, managers emphasized the importance of team cohesion and the sharing of team policies and values by all subordinates, based on the premise that subordinates are diverse. In managing diverse subordinates, the discussion centers on how to deal with each individual subordinate who is different from the others, but it is also important to bring together a team that is at high risk of lacking cohesion by sharing values and policies.
The change of HR department and employment practices in Japanese firms
Grant number：17K03923 2017.4 - 2021.3
Japan Society for the Promotion of Science Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (C) Hitotsubashi University
SHIMANUKI Tomoyuki
Grant amount： \4420000 （ Direct Cost: \3400000 、 Indirect Cost： \1020000 ）
There are two approaches to the status of the HR departments in a company: one is to focus on their authority and power in HRM decisions, and the other is to focus on their authority and power in management decisions such as strategic planning, M&A, and restructuring. In the latter, the high status of the HR department is judged by whether the HR department plays a strategic role rather than an administrative role. In addition, the degree of HR department status can be measured by whether the HR executive is a board member. The analysis of data on directors of Japanese listed companies shows that companies with a board member in charge of HR have declined between 1990 and 2015. This result suggests that the HR department status in Japanese companies is becoming weaker over the past twenty-five years.
Research on Employment Boundary and Human Resource Management in Japanese Firms
Grant number：24530454 2012.4 - 2017.3
Japan Society for the Promotion of Science Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (C) Hitotsubashi University
Shimanuki Tomoyuki
Grant amount： \5070000 （ Direct Cost: \3900000 、 Indirect Cost： \1170000 ）
This study explores the effects of human resource management (HRM) on the morale of standard employees in Japanese firms from the perspective of employment boundary. Employment boundary was defined as an interface between HRM of standard employees and HRM of nonstandard employees (e.g. part-time employees), and was operationalized as 1) the degree of job similarity between standard and nonstandard employees and 2) the degree of transferability between the two. Survey data from standard employees were analyzed and results suggested employment boundary moderated effects on the morale of standard employees. Further research is needed to explore not only HRM for standard employees and HRM for nonstandard employees, but also the relationships between HRM of standard employees and HRM of nonstandard employees.
Employment Externalization and Strategic Human Resource Management
Grant number：22330110 2010 - 2012
Japan Society for the Promotion of Science Grants-in-Aid for Scientific Research Grant-in-Aid for Scientific Research (B) The University of Tokyo
SATO Hiroki, SANO Yoshihide, SHIMANUKI Tomoyuki
Grant amount： \11050000 （ Direct Cost: \8500000 、 Indirect Cost： \2550000 ）
Our study explored employment externalization (utilization of workers employed through temporary help agencies and contract companies) and strategic human resource management in Japanese firms. We investigated (1)Work activities and working conditions of temporary agency workers and contract company workers employed in assembly jobs, (2)Work activities, working conditions and careers of temporary workers employed in clerical and sales jobs, (3)Business strategies and human resource management at local offices of temporary agencies, and (4)Performance management and human resource development in retail firms. On the basis of this research, we discussed the effective utilization of external employment for client firms and the roles of temporary agencies and contract companies in the Japanese labor markets.
Career Development of Temporary Workers in Japan
Grant number：20730266 2008 - 2011
Japan Society for the Promotion of Science Grants-in-Aid for Scientific Research Grant-in-Aid for Young Scientists (B)
SHIMANUKI Tomoyuki
Grant amount： \4290000 （ Direct Cost: \3300000 、 Indirect Cost： \990000 ）
This study is about career development of temporary workers in Japan. Based on the results of interviews and surveys of temporary workers, client firms, and agency firms, we found that in most cases it is difficult for temporary workers to improve their skills and get higher wages. The results suggest that it is necessary to support temporary workers not only to have opportunities of training in client and agency firms but also to be hired as permanent employees.
2024 Special research on human resource management Graduate school
2024 Research guidance Graduate school
2024 Policy and System for HR Treatment Professional graduate school
2024 Project Research I Professional graduate school
2024 Project Research II Professional graduate school
2024 Human Resources Management Professional graduate school
2024 Research Project Professional graduate school
2024 Research Paper Professional graduate school
プロジェクト研究（MBAプログラム）
インセンティブマネジメント（MBAプログラム）
人的資源管理論（MBAプログラム）
ワークショップ（大学院MBAコース）
大学院演習（大学院研究者養成コース）
労務管理論（学部）
労務管理特論（大学院研究者養成コース）
人材マネジメント（大学院MBAコース）
