ABSTRACT

Contemporary global migrant flows challenge national ingroup boundaries, leading to demands for greater inclusivity of those migrants in receiving societies worldwide. Utilizing the specific case of Japanese and foreigners in Japan, this study aimed to validate Komisarof's framework of workplace belonging. The framework refines understanding of how perceptions of belonging – particularly the degrees to which people see themselves accepted as members of another group’s cultural-linguistic community and as core members of their shared work organization – impact quality and effectiveness of intercultural work relations for both migrants and members of the host society. Instruments measuring both dimensions of belonging were validated first through a review of potential items by a panel of experts, followed by an exploratory factor analysis of retained items with a sample of 228 respondents (116 Japanese and 112 non-Japanese representing 24 nationalities). Relationships between four permutations of belonging, termed ontological interpretive spaces (“OIS”), and four outcome variables (job effectiveness, flourishing, organizational commitment, and intercultural competence) were hypothesized and tested. Significant effects of OIS were found for job effectiveness, flourishing, and organizational commitment, providing evidence of belonging’s effects on these crucial acculturation outcomes in intercultural work contexts.

摘要

当代全球移民流动挑战国家内部群体边界，导致要求这些移民在全球接收社会中具有更大的包容性。本研究利用日本人和外国人在日本的具体案例，旨在验证 Komisarof 的工作场所归属感框架。该框架提炼了对归属感的理解——尤其是人们认为自己被接受为另一个群体的文化-语言社区成员和共同工作组织的核心成员的程度——如何影响移民和移民的跨文化工作关系的质量和有效性。主办社会的成员。测量归属感两个维度的仪器首先通过专家小组对潜在项目的审查进行了验证，然后对保留项目进行探索性因素分析，样本为 228 名受访者（116 名日本人和 112 名非日本人，代表 24 个国家）。假设和测试了四种归属排列，称为本体解释空间（“OIS”）和四个结果变量（工作效率、繁荣、组织承诺和跨文化能力）之间的关系。发现 OIS 对工作效率、繁荣和组织承诺的显着影响，提供了归属感对跨文化工作环境中这些关键文化适应结果的影响的证据。并假设和测试了四个结果变量（工作效率、繁荣、组织承诺和跨文化能力）。发现 OIS 对工作效率、繁荣和组织承诺的显着影响，提供了归属感对跨文化工作环境中这些关键文化适应结果的影响的证据。并假设和测试了四个结果变量（工作效率、繁荣、组织承诺和跨文化能力）。发现 OIS 对工作效率、繁荣和组织承诺的显着影响，提供了归属感对跨文化工作环境中这些关键文化适应结果的影响的证据。