{
  "name": "リーダーシップ・管理職行動・フォロワーシップ 研究メタデータ",
  "version": "0.1",
  "notice": "論文本文・尺度項目は含みません。各権利者の条件に従ってください。",
  "studies": [
    {
      "id": "house-1971",
      "authors": "House, R. J.",
      "year": 1971,
      "title": "A Path Goal Theory of Leader Effectiveness",
      "journal": "Administrative Science Quarterly, 16(3), 321–339",
      "doi": "10.2307/2391905",
      "type": "contingency theory",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "組織のリーダーと構成員",
      "sample": "既存理論・研究",
      "method": "リーダー行動、部下特性、課題環境を結ぶ条件適合理論を提示",
      "finding": "有効な行動は状況・課題・構成員に依存すると整理",
      "limitations": [
        "古典理論",
        "現代の多様な雇用・デジタル環境へ直接適用しない"
      ],
      "source_url": "https://doi.org/10.2307/2391905",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "kerr-1978",
      "authors": "Kerr, S., & Jermier, J. M.",
      "year": 1978,
      "title": "Substitutes for Leadership: Their Meaning and Measurement",
      "journal": "Organizational Behavior and Human Performance, 22(3), 375–403",
      "doi": "10.1016/0030-5073(78)90023-5",
      "type": "theory and measurement",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "組織のリーダー・構成員",
      "sample": "既存理論・尺度開発",
      "method": "課題、構成員、組織の特性がリーダー行動を代替・中和する条件を整理",
      "finding": "リーダー個人以外の構造が方向づけ・支援を担い得ると提示",
      "limitations": [
        "古典理論・尺度",
        "公式責任が消えることを意味しない"
      ],
      "source_url": "https://doi.org/10.1016/0030-5073(78)90023-5",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "meindl-1985",
      "authors": "Meindl, J. R., Ehrlich, S. B., & Dukerich, J. M.",
      "year": 1985,
      "title": "The Romance of Leadership",
      "journal": "Administrative Science Quarterly, 30(1), 78–102",
      "doi": "10.2307/2392813",
      "type": "theory and experiments",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "組織成果を評価する人",
      "sample": "複数研究",
      "method": "成果をリーダーへ過大帰属する認知を検討",
      "finding": "組織成果を指導者へ過度に帰属する傾向を示した",
      "limitations": [
        "実験・帰属研究",
        "リーダーの実際の影響を否定しない"
      ],
      "source_url": "https://doi.org/10.2307/2392813",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "graen-1995",
      "authors": "Graen, G. B., & Uhl-Bien, M.",
      "year": 1995,
      "title": "Relationship-Based Approach to Leadership: Development of Leader–Member Exchange (LMX) Theory of Leadership Over 25 Years",
      "journal": "The Leadership Quarterly, 6(2), 219–247",
      "doi": "10.1016/1048-9843(95)90036-5",
      "type": "theory review",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "リーダーと構成員の二者関係",
      "sample": "LMX研究",
      "method": "二者関係からネットワークへ理論発展を整理",
      "finding": "リーダーシップを関係の質と交換過程から捉える",
      "limitations": [
        "レビュー",
        "内集団・外集団の固定化を正当化しない"
      ],
      "source_url": "https://doi.org/10.1016/1048-9843(95)90036-5",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "gerstner-1997",
      "authors": "Gerstner, C. R., & Day, D. V.",
      "year": 1997,
      "title": "Meta-Analytic Review of Leader–Member Exchange Theory: Correlates and Construct Issues",
      "journal": "Journal of Applied Psychology, 82(6), 827–844",
      "doi": "10.1037/0021-9010.82.6.827",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "職場のリーダー・構成員",
      "sample": "先行研究群",
      "method": "LMXの関連変数・測定を統合",
      "finding": "LMXは業績評価、満足、コミットメント、役割等と関連",
      "limitations": [
        "相関研究中心",
        "上司評価との共通方法",
        "二者の認識差"
      ],
      "source_url": "https://doi.org/10.1037/0021-9010.82.6.827",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "dulebohn-2012",
      "authors": "Dulebohn, J. H., Bommer, W. H., Liden, R. C., Brouer, R. L., & Ferris, G. R.",
      "year": 2012,
      "title": "A Meta-Analysis of Antecedents and Consequences of Leader–Member Exchange: Integrating the Past With an Eye Toward the Future",
      "journal": "Journal of Management, 38(6), 1715–1759",
      "doi": "10.1177/0149206311415280",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "職場のリーダー・構成員",
      "sample": "先行研究群",
      "method": "LMXの先行要因・結果を統合",
      "finding": "リーダー行動、相互関係、態度・業績等の関連を整理",
      "limitations": [
        "相関研究中心",
        "好意・類似性による選別を点検"
      ],
      "source_url": "https://doi.org/10.1177/0149206311415280",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "rockstuhl-2012",
      "authors": "Rockstuhl, T., Dulebohn, J. H., Ang, S., & Shore, L. M.",
      "year": 2012,
      "title": "Leader–Member Exchange (LMX) and Culture: A Meta-Analysis of Correlates of LMX Across 23 Countries",
      "journal": "Journal of Applied Psychology, 97(6), 1097–1130",
      "doi": "10.1037/a0029978",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "23か国の職場",
      "sample": "先行研究群",
      "method": "文化文脈を調整要因としてLMX研究を統合",
      "finding": "LMXとの関連は一部の結果で文化文脈により異なる",
      "limitations": [
        "国単位文化指標の粗さ",
        "個人を国籍で推定しない"
      ],
      "source_url": "https://doi.org/10.1037/a0029978",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "judge-2004",
      "authors": "Judge, T. A., & Piccolo, R. F.",
      "year": 2004,
      "title": "Transformational and Transactional Leadership: A Meta-Analytic Test of Their Relative Validity",
      "journal": "Journal of Applied Psychology, 89(5), 755–768",
      "doi": "10.1037/0021-9010.89.5.755",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "組織・教育・軍事等のリーダーシップ",
      "sample": "先行研究群",
      "method": "変革型、条件付き報酬、例外管理、放任と結果を統合",
      "finding": "変革型と条件付き報酬は複数結果と関連、放任は負の関連を示す",
      "limitations": [
        "相関研究を含む",
        "尺度重複",
        "因果を断定しない"
      ],
      "source_url": "https://doi.org/10.1037/0021-9010.89.5.755",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "judge-2004-behavior",
      "authors": "Judge, T. A., Piccolo, R. F., & Ilies, R.",
      "year": 2004,
      "title": "The Forgotten Ones? The Validity of Consideration and Initiating Structure in Leadership Research",
      "journal": "Journal of Applied Psychology, 89(1), 36–51",
      "doi": "10.1037/0021-9010.89.1.36",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "職場のリーダーシップ",
      "sample": "先行研究群",
      "method": "配慮と構造づくりの関連を統合",
      "finding": "両行動は異なる態度・業績・有効性結果と関連",
      "limitations": [
        "相関研究を含む",
        "古典尺度",
        "行動の質・文脈差"
      ],
      "source_url": "https://doi.org/10.1037/0021-9010.89.1.36",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "kluger-1996",
      "authors": "Kluger, A. N., & DeNisi, A.",
      "year": 1996,
      "title": "The Effects of Feedback Interventions on Performance: A Historical Review, a Meta-Analysis, and a Preliminary Feedback Intervention Theory",
      "journal": "Psychological Bulletin, 119(2), 254–284",
      "doi": "10.1037/0033-2909.119.2.254",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "課題遂行へのフィードバック",
      "sample": "先行研究群",
      "method": "フィードバック介入と業績を統合し注意焦点の理論を提示",
      "finding": "平均的改善がある一方、相当数の介入で業績低下も示した",
      "limitations": [
        "多様な課題・標本",
        "現代の継続的評価技術へ直接適用しない"
      ],
      "source_url": "https://doi.org/10.1037/0033-2909.119.2.254",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "wang-shared-2014",
      "authors": "Wang, D., Waldman, D. A., & Zhang, Z.",
      "year": 2014,
      "title": "A Meta-Analysis of Shared Leadership and Team Effectiveness",
      "journal": "Journal of Applied Psychology, 99(2), 181–198",
      "doi": "10.1037/a0034531",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "組織・実験チーム",
      "sample": "先行研究群",
      "method": "共有リーダーシップとチーム有効性、条件を統合",
      "finding": "共有リーダーシップは平均として有効性と関連し、複雑な仕事等で強い傾向",
      "limitations": [
        "相関研究を含む",
        "公式責任者不要を意味しない"
      ],
      "source_url": "https://doi.org/10.1037/a0034531",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "wang-2011",
      "authors": "Wang, G., Oh, I.-S., Courtright, S. H., & Colbert, A. E.",
      "year": 2011,
      "title": "Transformational Leadership and Performance Across Criteria and Levels: A Meta-Analytic Review of 25 Years of Research",
      "journal": "Group & Organization Management, 36(2), 223–270",
      "doi": "10.1177/1059601111401017",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "個人・チーム・組織",
      "sample": "25年間の研究群",
      "method": "変革型リーダーシップと複数水準の業績を統合",
      "finding": "変革型と文脈的・課題・チーム・組織業績の関連を整理",
      "limitations": [
        "観察研究を多く含む",
        "同一尺度・同一回答者",
        "水準を混同しない"
      ],
      "source_url": "https://doi.org/10.1177/1059601111401017",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "brown-2005",
      "authors": "Brown, M. E., Treviño, L. K., & Harrison, D. A.",
      "year": 2005,
      "title": "Ethical Leadership: A Social Learning Perspective for Construct Development and Testing",
      "journal": "Organizational Behavior and Human Decision Processes, 97(2), 117–134",
      "doi": "10.1016/j.obhdp.2005.03.002",
      "type": "construct development and field studies",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "働く人と管理職",
      "sample": "複数研究",
      "method": "倫理的リーダーシップ尺度と関連を検討",
      "finding": "道徳的な人・管理者としての行動と結果の関連を提示",
      "limitations": [
        "自己報告・評定",
        "徳目ラベルだけで制度を評価しない"
      ],
      "source_url": "https://doi.org/10.1016/j.obhdp.2005.03.002",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "bedi-2016",
      "authors": "Bedi, A., Alpaslan, C. M., & Green, S.",
      "year": 2016,
      "title": "A Meta-Analytic Review of Ethical Leadership Outcomes and Moderators",
      "journal": "Journal of Business Ethics, 139, 517–536",
      "doi": "10.1007/s10551-015-2625-1",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "職場の倫理的リーダーシップ",
      "sample": "先行研究群",
      "method": "倫理的リーダーシップと態度・行動等を統合",
      "finding": "複数の望ましい結果との関連を報告",
      "limitations": [
        "相関研究中心",
        "概念・尺度の重なり",
        "倫理性を本人評判だけで判断しない"
      ],
      "source_url": "https://doi.org/10.1007/s10551-015-2625-1",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "gardner-2011",
      "authors": "Gardner, W. L., Cogliser, C. C., Davis, K. M., & Dickens, M. P.",
      "year": 2011,
      "title": "Authentic Leadership: A Review of the Literature and Research Agenda",
      "journal": "The Leadership Quarterly, 22(6), 1120–1145",
      "doi": "10.1016/j.leaqua.2011.09.007",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "オーセンティック・リーダーシップ研究",
      "sample": "先行研究群",
      "method": "定義、測定、理論、研究課題を検討",
      "finding": "自己認識、関係的透明性、内在化した道徳等の研究を整理",
      "limitations": [
        "概念の新規性・識別妥当性に課題",
        "真正さを私生活開示としない"
      ],
      "source_url": "https://doi.org/10.1016/j.leaqua.2011.09.007",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "banks-2016",
      "authors": "Banks, G. C., McCauley, K. D., Gardner, W. L., & Guler, C. E.",
      "year": 2016,
      "title": "A Meta-Analytic Review of Authentic and Transformational Leadership: A Test for Redundancy",
      "journal": "The Leadership Quarterly, 27(4), 634–652",
      "doi": "10.1016/j.leaqua.2016.02.006",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "職場のリーダーシップ",
      "sample": "先行研究群",
      "method": "オーセンティックと変革型の重複・増分妥当性を検討",
      "finding": "両概念に強い重複があることを示した",
      "limitations": [
        "研究数・測定",
        "ブランド化した概念を別物と断定しない"
      ],
      "source_url": "https://doi.org/10.1016/j.leaqua.2016.02.006",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "eva-2019",
      "authors": "Eva, N., Robin, M., Sendjaya, S., van Dierendonck, D., & Liden, R. C.",
      "year": 2019,
      "title": "Servant Leadership: A Systematic Review and Call for Future Research",
      "journal": "The Leadership Quarterly, 30(1), 111–132",
      "doi": "10.1016/j.leaqua.2018.07.004",
      "type": "systematic review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "サーバント・リーダーシップ研究",
      "sample": "先行研究群",
      "method": "定義、測定、先行要因・結果、研究課題を整理",
      "finding": "他者志向と共同体への責任を中心に概念を整理",
      "limitations": [
        "概念・尺度の乱立",
        "自己犠牲や無償ケアを強制しない"
      ],
      "source_url": "https://doi.org/10.1016/j.leaqua.2018.07.004",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "amundsen-2014",
      "authors": "Amundsen, S., & Martinsen, Ø. L.",
      "year": 2014,
      "title": "Empowering Leadership: Construct Clarification, Conceptualization, and Validation of a New Scale",
      "journal": "The Leadership Quarterly, 25(3), 487–511",
      "doi": "10.1016/j.leaqua.2013.11.009",
      "type": "construct development and field studies",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "職場の管理職・構成員",
      "sample": "複数研究",
      "method": "自律支援と発達支援から尺度を開発",
      "finding": "エンパワリング行動を権限移譲と成長支援として整理",
      "limitations": [
        "尺度開発",
        "責任だけの移譲と区別"
      ],
      "source_url": "https://doi.org/10.1016/j.leaqua.2013.11.009",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "lee-2018",
      "authors": "Lee, A., Willis, S., & Tian, A. W.",
      "year": 2018,
      "title": "Empowering Leadership: A Meta-Analytic Examination of Incremental Contribution, Mediation, and Moderation",
      "journal": "Journal of Organizational Behavior, 39(3), 306–325",
      "doi": "10.1002/job.2220",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "職場の管理職・構成員",
      "sample": "先行研究群",
      "method": "エンパワリングと態度・行動・業績、媒介・条件を統合",
      "finding": "心理的エンパワメント等を介した複数結果との関連を整理",
      "limitations": [
        "相関研究を含む",
        "職務・文化条件",
        "権限・資源の実態を確認"
      ],
      "source_url": "https://doi.org/10.1002/job.2220",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "cheong-2016",
      "authors": "Cheong, M., Spain, S. M., Yammarino, F. J., & Yun, S.",
      "year": 2016,
      "title": "Two Faces of Empowering Leadership: Enabling and Burdening",
      "journal": "The Leadership Quarterly, 27(4), 602–616",
      "doi": "10.1016/j.leaqua.2016.01.006",
      "type": "multisource field study",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "職場の構成員・管理職",
      "sample": "複数時点・複数情報源",
      "method": "エンパワリングの促進・負担経路を検討",
      "finding": "権限付与は自己効力感を高め得る一方、負担にもなり得る",
      "limitations": [
        "観察研究",
        "職務・資源・希望に依存"
      ],
      "source_url": "https://doi.org/10.1016/j.leaqua.2016.01.006",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "detert-2007",
      "authors": "Detert, J. R., & Burris, E. R.",
      "year": 2007,
      "title": "Leadership Behavior and Employee Voice: Is the Door Really Open?",
      "journal": "Academy of Management Journal, 50(4), 869–884",
      "doi": "10.5465/amj.2007.26279183",
      "type": "multisource field study",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "職場の従業員・管理職",
      "sample": "複数部門",
      "method": "変革型・開放性と従業員の発言を分析",
      "finding": "管理職の開放性が改善提案・問題提起に関係",
      "limitations": [
        "観察研究",
        "発言後の反映・報復を別途確認"
      ],
      "source_url": "https://doi.org/10.5465/amj.2007.26279183",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "morrison-2014",
      "authors": "Morrison, E. W.",
      "year": 2014,
      "title": "Employee Voice and Silence",
      "journal": "Annual Review of Organizational Psychology and Organizational Behavior, 1, 173–197",
      "doi": "10.1146/annurev-orgpsych-031413-091328",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "職場の発言・沈黙",
      "sample": "先行研究群",
      "method": "発言・沈黙の動機、対象、結果を統合",
      "finding": "発言は便益期待とリスク認識、文脈に依存すると整理",
      "limitations": [
        "レビュー",
        "発言量を忠誠心とみなさない"
      ],
      "source_url": "https://doi.org/10.1146/annurev-orgpsych-031413-091328",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "chamberlin-2017",
      "authors": "Chamberlin, M., Newton, D. W., & LePine, J. A.",
      "year": 2017,
      "title": "A Meta-Analysis of Voice and Its Promotive and Prohibitive Forms: Identification of Key Associations, Distinctions, and Future Research Directions",
      "journal": "Personnel Psychology, 70(1), 11–71",
      "doi": "10.1111/peps.12185",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "職場の従業員発言",
      "sample": "先行研究群",
      "method": "促進的・抑制的発言の先行要因・結果を統合",
      "finding": "発言形態により関連要因・評価が異なる",
      "limitations": [
        "相関研究中心",
        "発言者評価バイアス",
        "沈黙の理由を推定しない"
      ],
      "source_url": "https://doi.org/10.1111/peps.12185",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "owens-2013",
      "authors": "Owens, B. P., Johnson, M. D., & Mitchell, T. R.",
      "year": 2013,
      "title": "Expressed Humility in Organizations: Implications for Performance, Teams, and Leadership",
      "journal": "Organization Science, 24(5), 1517–1538",
      "doi": "10.1287/orsc.1120.0795",
      "type": "construct development and field studies",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "職場のリーダー・チーム",
      "sample": "複数研究",
      "method": "謙虚さの表明、学習志向、成果等を検討",
      "finding": "限界認識、他者の強みの評価、学習可能性を整理",
      "limitations": [
        "評価研究",
        "卑下・服従・責任回避と区別"
      ],
      "source_url": "https://doi.org/10.1287/orsc.1120.0795",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "uhlbien-2014",
      "authors": "Uhl-Bien, M., Riggio, R. E., Lowe, K. B., & Carsten, M. K.",
      "year": 2014,
      "title": "Followership Theory: A Review and Research Agenda",
      "journal": "The Leadership Quarterly, 25(1), 83–104",
      "doi": "10.1016/j.leaqua.2013.11.007",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "リーダーとフォロワー",
      "sample": "先行研究群",
      "method": "役割、関係、社会構築としてフォロワーシップを整理",
      "finding": "フォロワーを受動的受け手でなくリーダーシップ過程の共同生成者と捉える",
      "limitations": [
        "レビュー",
        "責任・権力差を対称化しない"
      ],
      "source_url": "https://doi.org/10.1016/j.leaqua.2013.11.007",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "carsten-2010",
      "authors": "Carsten, M. K., Uhl-Bien, M., West, B. J., Patera, J. L., & McGregor, R.",
      "year": 2010,
      "title": "Exploring Social Constructions of Followership: A Qualitative Study",
      "journal": "The Leadership Quarterly, 21(3), 543–562",
      "doi": "10.1016/j.leaqua.2010.03.015",
      "type": "qualitative study",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "働く人",
      "sample": "質的標本",
      "method": "フォロワー役割の構築を質的に分析",
      "finding": "受動、能動、積極的な共同生成等の多様な構成を示した",
      "limitations": [
        "質的・限定標本",
        "類型で個人を固定しない"
      ],
      "source_url": "https://doi.org/10.1016/j.leaqua.2010.03.015",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "howell-2005",
      "authors": "Howell, J. M., & Shamir, B.",
      "year": 2005,
      "title": "The Role of Followers in the Charismatic Leadership Process: Relationships and Their Consequences",
      "journal": "Academy of Management Review, 30(1), 96–112",
      "doi": "10.5465/amr.2005.15281435",
      "type": "conceptual theory",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "カリスマ的リーダーシップ関係",
      "sample": "既存理論",
      "method": "フォロワーの自己概念と関係がカリスマ過程を形づくるモデルを提示",
      "finding": "リーダーだけでなくフォロワー側の関係形成を理論化",
      "limitations": [
        "概念論文",
        "カリスマへの同一化の副作用を検討"
      ],
      "source_url": "https://doi.org/10.5465/amr.2005.15281435",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "dinh-2014",
      "authors": "Dinh, J. E., Lord, R. G., Gardner, W. L., Meuser, J. D., Liden, R. C., & Hu, J.",
      "year": 2014,
      "title": "Leadership Theory and Research in the New Millennium: Current Theoretical Trends and Changing Perspectives",
      "journal": "The Leadership Quarterly, 25(1), 36–62",
      "doi": "10.1016/j.leaqua.2013.11.005",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "主要リーダーシップ理論",
      "sample": "2000–2012年の文献",
      "method": "理論潮流、水準、方法をレビュー",
      "finding": "特性・行動・関係・文脈・共有・倫理等の多元化を整理",
      "limitations": [
        "レビュー期間",
        "理論数の多さは有効性確立を意味しない"
      ],
      "source_url": "https://doi.org/10.1016/j.leaqua.2013.11.005",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "avolio-2009",
      "authors": "Avolio, B. J., Walumbwa, F. O., & Weber, T. J.",
      "year": 2009,
      "title": "Leadership: Current Theories, Research, and Future Directions",
      "journal": "Annual Review of Psychology, 60, 421–449",
      "doi": "10.1146/annurev.psych.60.110707.163621",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "組織のリーダーシップ",
      "sample": "主要研究群",
      "method": "認知、共有、複雑性、倫理、発達等を統合",
      "finding": "リーダーシップ研究の多水準・文脈的発展を整理",
      "limitations": [
        "レビュー",
        "単一の最良理論を選ばない"
      ],
      "source_url": "https://doi.org/10.1146/annurev.psych.60.110707.163621",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "day-2000",
      "authors": "Day, D. V.",
      "year": 2000,
      "title": "Leadership Development: A Review in Context",
      "journal": "The Leadership Quarterly, 11(4), 581–613",
      "doi": "10.1016/S1048-9843(00)00061-8",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "組織のリーダー・関係",
      "sample": "育成研究",
      "method": "人的資本としてのリーダー開発と社会関係資本としてのリーダーシップ開発を区別",
      "finding": "個人能力と関係・ネットワークの発達を分けて整理",
      "limitations": [
        "レビュー",
        "研修参加を成果としない"
      ],
      "source_url": "https://doi.org/10.1016/S1048-9843(00)00061-8",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "day-2014",
      "authors": "Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., & McKee, R. A.",
      "year": 2014,
      "title": "Advances in Leader and Leadership Development: A Review of 25 Years of Research and Theory",
      "journal": "The Leadership Quarterly, 25(1), 63–82",
      "doi": "10.1016/j.leaqua.2013.11.004",
      "type": "25-year review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "リーダー・リーダーシップ育成",
      "sample": "25年間の研究",
      "method": "個人内・対人、アイデンティティ、経験、評価を統合",
      "finding": "発達は長期的・多水準で経験と文脈に依存",
      "limitations": [
        "レビュー",
        "長期追跡・移転の不足"
      ],
      "source_url": "https://doi.org/10.1016/j.leaqua.2013.11.004",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "lacerenza-2017",
      "authors": "Lacerenza, C. N., Reyes, D. L., Marlow, S. L., Joseph, D. L., & Salas, E.",
      "year": 2017,
      "title": "Leadership Training Design, Delivery, and Implementation: A Meta-Analysis",
      "journal": "Journal of Applied Psychology, 102(12), 1686–1718",
      "doi": "10.1037/apl0000241",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "リーダーシップ訓練参加者",
      "sample": "訓練研究群",
      "method": "設計、実施、評価条件と成果を統合",
      "finding": "リーダーシップ訓練は反応・学習・移転・成果に平均効果を示す",
      "limitations": [
        "介入・評価の異質性",
        "選抜・脱落",
        "組織制度の代替ではない"
      ],
      "source_url": "https://doi.org/10.1037/apl0000241",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "tepper-2000",
      "authors": "Tepper, B. J.",
      "year": 2000,
      "title": "Consequences of Abusive Supervision",
      "journal": "Academy of Management Journal, 43(2), 178–190",
      "doi": "10.2307/1556375",
      "type": "field study",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "働く人",
      "sample": "組織標本",
      "method": "虐待的監督知覚と態度・苦痛・行動等を分析",
      "finding": "虐待的監督知覚と不利な結果の関連を報告",
      "limitations": [
        "観察・自己報告",
        "知覚構成概念",
        "正式な事実認定とは別"
      ],
      "source_url": "https://doi.org/10.2307/1556375",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "tepper-2007",
      "authors": "Tepper, B. J.",
      "year": 2007,
      "title": "Abusive Supervision in Work Organizations: Review, Synthesis, and Research Agenda",
      "journal": "Journal of Management, 33(3), 261–289",
      "doi": "10.1177/0149206307300812",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "職場の虐待的監督",
      "sample": "先行研究群",
      "method": "定義、先行要因、結果、方法を統合",
      "finding": "持続的な敵対的言語・非言語行動の知覚と影響を整理",
      "limitations": [
        "レビュー",
        "暴力・ハラスメント法上の判断と同一ではない"
      ],
      "source_url": "https://doi.org/10.1177/0149206307300812",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "mackey-2017",
      "authors": "Mackey, J. D., Frieder, R. E., Brees, J. R., & Martinko, M. J.",
      "year": 2017,
      "title": "Abusive Supervision: A Meta-Analysis and Empirical Review",
      "journal": "Journal of Management, 43(6), 1940–1965",
      "doi": "10.1177/0149206315573997",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "職場の構成員・管理職",
      "sample": "先行研究群",
      "method": "虐待的監督の先行要因・結果を統合",
      "finding": "態度、健康、行動、業績等との不利な関連を整理",
      "limitations": [
        "相関・自己報告中心",
        "逆因果・共通方法",
        "被害者責任化を避ける"
      ],
      "source_url": "https://doi.org/10.1177/0149206315573997",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "schyns-2013",
      "authors": "Schyns, B., & Schilling, J.",
      "year": 2013,
      "title": "How Bad Are the Effects of Bad Leaders? A Meta-Analysis of Destructive Leadership and Its Outcomes",
      "journal": "The Leadership Quarterly, 24(1), 138–158",
      "doi": "10.1016/j.leaqua.2012.09.001",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "破壊的リーダーシップ下の働く人",
      "sample": "先行研究群",
      "method": "破壊的行動と複数結果を統合",
      "finding": "態度、抵抗、逸脱、健康等との不利な関連を整理",
      "limitations": [
        "構成概念の異質性",
        "自己報告中心",
        "制度的原因も確認"
      ],
      "source_url": "https://doi.org/10.1016/j.leaqua.2012.09.001",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "skogstad-2007",
      "authors": "Skogstad, A., Einarsen, S., Torsheim, T., Aasland, M. S., & Hetland, H.",
      "year": 2007,
      "title": "The Destructiveness of Laissez-Faire Leadership Behavior",
      "journal": "Journal of Occupational Health Psychology, 12(1), 80–92",
      "doi": "10.1037/1076-8998.12.1.80",
      "type": "field study",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "働く人",
      "sample": "職場標本",
      "method": "放任行動、役割ストレス、いじめ等の関連を分析",
      "finding": "放任は中立でなく破壊的結果と関係し得る",
      "limitations": [
        "観察研究",
        "裁量付与と責任放棄を区別"
      ],
      "source_url": "https://doi.org/10.1037/1076-8998.12.1.80",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "grijalva-2015",
      "authors": "Grijalva, E., Harms, P. D., Newman, D. A., Gaddis, B. H., & Fraley, R. C.",
      "year": 2015,
      "title": "Narcissism and Leadership: A Meta-Analytic Review of Linear and Nonlinear Relationships",
      "journal": "Personnel Psychology, 68(1), 1–47",
      "doi": "10.1111/peps.12072",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "リーダー出現・有効性研究",
      "sample": "先行研究群",
      "method": "ナルシシズムと出現・有効性、非線形関係を統合",
      "finding": "出現と有効性を区別し、過度・不足で関係が異なる可能性を示す",
      "limitations": [
        "測定・サンプルの異質性",
        "臨床診断ではない",
        "性格で採否を自動化しない"
      ],
      "source_url": "https://doi.org/10.1111/peps.12072",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "harms-2017",
      "authors": "Harms, P. D., Credé, M., Tynan, M., Leon, M., & Jeung, W.",
      "year": 2017,
      "title": "Leadership and Stress: A Meta-Analytic Review",
      "journal": "The Leadership Quarterly, 28(1), 178–194",
      "doi": "10.1016/j.leaqua.2016.10.006",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "リーダーシップと働く人のストレス",
      "sample": "先行研究群",
      "method": "建設的・破壊的リーダーシップとストレスを統合",
      "finding": "建設的行動は低いストレス、破壊的行動は高いストレスと関連",
      "limitations": [
        "相関研究中心",
        "因果方向",
        "仕事量等の構造要因を別途確認"
      ],
      "source_url": "https://doi.org/10.1016/j.leaqua.2016.10.006",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "montano-2017",
      "authors": "Montano, D., Reeske, A., Franke, F., & Hüffmeier, J.",
      "year": 2017,
      "title": "Leadership, Followers’ Mental Health and Job Performance in Organizations: A Comprehensive Meta-Analysis From an Occupational Health Perspective",
      "journal": "Journal of Organizational Behavior, 38(3), 327–350",
      "doi": "10.1002/job.2124",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "組織のリーダー・構成員",
      "sample": "先行研究群",
      "method": "リーダー行動、精神健康、業績を統合",
      "finding": "関係・課題・変革型等と精神健康・業績の関連を整理",
      "limitations": [
        "相関研究中心",
        "健康の自己報告",
        "臨床診断ではない"
      ],
      "source_url": "https://doi.org/10.1002/job.2124",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "clarke-2013",
      "authors": "Clarke, S.",
      "year": 2013,
      "title": "Safety Leadership: A Meta-Analytic Review of Transformational and Transactional Leadership Styles as Antecedents of Safety Behaviours",
      "journal": "Journal of Occupational and Organizational Psychology, 86(1), 22–49",
      "doi": "10.1111/j.2044-8325.2012.02064.x",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "安全が関わる職場",
      "sample": "先行研究群",
      "method": "変革型・取引型と安全参加・遵守を統合",
      "finding": "両スタイルは異なる安全行動と関連",
      "limitations": [
        "相関研究を含む",
        "リーダー行動で安全管理制度を代替しない"
      ],
      "source_url": "https://doi.org/10.1111/j.2044-8325.2012.02064.x",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "randel-2018",
      "authors": "Randel, A. E., Galvin, B. M., Shore, L. M., Ehrhart, K. H., Chung, B. G., Dean, M. A., & Kedharnath, U.",
      "year": 2018,
      "title": "Inclusive Leadership: Realizing Positive Outcomes Through Belongingness and Being Valued for Uniqueness",
      "journal": "Human Resource Management Review, 28(2), 190–203",
      "doi": "10.1016/j.hrmr.2017.07.002",
      "type": "integrative conceptual review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "多様な職場・チーム",
      "sample": "包摂・リーダーシップ研究",
      "method": "所属感と独自性尊重を結ぶ枠組みを提示",
      "finding": "包摂的行動を所属と独自性の両方から整理",
      "limitations": [
        "概念レビュー",
        "実証効果の確定ではない",
        "制度・配分を伴わせる"
      ],
      "source_url": "https://doi.org/10.1016/j.hrmr.2017.07.002",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "nembhard-2006",
      "authors": "Nembhard, I. M., & Edmondson, A. C.",
      "year": 2006,
      "title": "Making It Safe: The Effects of Leader Inclusiveness and Professional Status on Psychological Safety and Improvement Efforts in Health Care Teams",
      "journal": "Journal of Organizational Behavior, 27(7), 941–966",
      "doi": "10.1002/job.413",
      "type": "field study",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "医療チーム",
      "sample": "新生児集中治療チーム",
      "method": "リーダー包摂性、専門職地位、安全性、改善参加を分析",
      "finding": "包摂的行動が地位差のあるチームの安全性・改善関与に関係",
      "limitations": [
        "医療・観察研究",
        "他職種への一般化に注意"
      ],
      "source_url": "https://doi.org/10.1002/job.413",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "eagly-2003",
      "authors": "Eagly, A. H., Johannesen-Schmidt, M. C., & van Engen, M. L.",
      "year": 2003,
      "title": "Transformational, Transactional, and Laissez-Faire Leadership Styles: A Meta-Analysis Comparing Women and Men",
      "journal": "Psychological Bulletin, 129(4), 569–591",
      "doi": "10.1037/0033-2909.129.4.569",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "女性・男性リーダー",
      "sample": "先行研究群",
      "method": "性別とリーダーシップスタイルの平均差を統合",
      "finding": "小さな平均差を報告",
      "limitations": [
        "二分法カテゴリ",
        "個人へ平均差を適用しない",
        "制度・役割期待を含む"
      ],
      "source_url": "https://doi.org/10.1037/0033-2909.129.4.569",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "paustian-2014",
      "authors": "Paustian-Underdahl, S. C., Walker, L. S., & Woehr, D. J.",
      "year": 2014,
      "title": "Gender and Perceptions of Leadership Effectiveness: A Meta-Analysis of Contextual Moderators",
      "journal": "Journal of Applied Psychology, 99(6), 1129–1145",
      "doi": "10.1037/a0036751",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "リーダー有効性の評価",
      "sample": "先行研究群",
      "method": "性別と評価、文脈・評価者を統合",
      "finding": "自己評価・他者評価と文脈で関係が異なる",
      "limitations": [
        "二分法カテゴリ",
        "評価バイアス",
        "能力差の証明ではない"
      ],
      "source_url": "https://doi.org/10.1037/a0036751",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "eaglykarau-2002",
      "authors": "Eagly, A. H., & Karau, S. J.",
      "year": 2002,
      "title": "Role Congruity Theory of Prejudice Toward Female Leaders",
      "journal": "Psychological Review, 109(3), 573–598",
      "doi": "10.1037/0033-295X.109.3.573",
      "type": "integrative theory review",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "女性リーダーへの偏見",
      "sample": "社会心理研究",
      "method": "性別役割とリーダー役割の不一致による偏見モデルを提示",
      "finding": "選抜と行動評価の双方で不利が生じる理論を提示",
      "limitations": [
        "理論レビュー",
        "性別二分法・時代文脈",
        "交差性を十分扱わない"
      ],
      "source_url": "https://doi.org/10.1037/0033-295X.109.3.573",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "contreras-2020",
      "authors": "Contreras, F., Baykal, E., & Abid, G.",
      "year": 2020,
      "title": "E-Leadership and Teleworking in Times of COVID-19 and Beyond: What We Know and Where Do We Go",
      "journal": "Frontiers in Psychology, 11, 590271",
      "doi": "10.3389/fpsyg.2020.590271",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "遠隔勤務のリーダーシップ",
      "sample": "既存研究",
      "method": "Eリーダーシップ、信頼、通信、ウェルビーイングを整理",
      "finding": "遠隔環境でのコミュニケーション・信頼・技術・支援の課題を提示",
      "limitations": [
        "COVID-19期のレビュー",
        "技術更新",
        "効果量統合ではない"
      ],
      "source_url": "https://doi.org/10.3389/fpsyg.2020.590271",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "kellogg-2020",
      "authors": "Kellogg, K. C., Valentine, M. A., & Christin, A.",
      "year": 2020,
      "title": "Algorithms at Work: The New Contested Terrain of Control",
      "journal": "Academy of Management Annals, 14(1), 366–410",
      "doi": "10.5465/annals.2018.0174",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "アルゴリズムによる職場統制",
      "sample": "組織・労働研究文献",
      "method": "アルゴリズム統制と労働者の対応を統合",
      "finding": "推薦、制限、記録、評価、報酬等を通じた統制を整理",
      "limitations": [
        "レビュー",
        "産業・技術差",
        "効果量統合ではない"
      ],
      "source_url": "https://doi.org/10.5465/annals.2018.0174",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "parent-parker-2022",
      "authors": "Parent-Rocheleau, X., & Parker, S. K.",
      "year": 2022,
      "title": "Algorithms as Work Designers: How Algorithmic Management Influences the Design of Jobs",
      "journal": "Human Resource Management Review, 32(3), 100838",
      "doi": "10.1016/j.hrmr.2021.100838",
      "type": "integrative conceptual review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "アルゴリズム管理下の仕事",
      "sample": "仕事設計・管理研究",
      "method": "アルゴリズム管理が仕事特性へ及ぼす経路を統合",
      "finding": "自律性、課題、フィードバック、関係等への影響を整理",
      "limitations": [
        "概念・統合研究",
        "長期介入効果は未確立"
      ],
      "source_url": "https://doi.org/10.1016/j.hrmr.2021.100838",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "who-2022",
      "authors": "World Health Organization",
      "year": 2022,
      "title": "WHO Guidelines on Mental Health at Work",
      "journal": "World Health Organization",
      "url": "https://www.who.int/publications/i/item/9789240053052",
      "type": "official evidence-based guideline",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人と職場",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "心理社会的リスクへの組織介入、管理職訓練、労働者支援等を提示",
      "limitations": [
        "リーダーシップ専用ではない",
        "国内制度・個別状況を確認"
      ],
      "source_url": "https://www.who.int/publications/i/item/9789240053052",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "ilo-c190",
      "authors": "International Labour Organization",
      "year": 2019,
      "title": "Violence and Harassment Convention, 2019 (No. 190)",
      "journal": "International Labour Organization",
      "url": "https://normlex.ilo.org/dyn/nrmlx_en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C190",
      "type": "international labour convention",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人と職場",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "暴力・ハラスメントのない仕事の世界に関する権利と包括的予防を提示",
      "limitations": [
        "批准・国内法を確認",
        "研究上の虐待的監督と法的判断を区別"
      ],
      "source_url": "https://normlex.ilo.org/dyn/nrmlx_en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C190",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "ilo-data",
      "authors": "International Labour Organization",
      "year": 1997,
      "title": "Protection of Workers’ Personal Data: An ILO Code of Practice",
      "journal": "International Labour Organization",
      "url": "https://www.ilo.org/publications/protection-workers%E2%80%99-personal-data-ilo-code-practice",
      "type": "official code of practice",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人と職場",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "労働者個人データの目的限定、透明性、アクセス等の原則を提示",
      "limitations": [
        "拘束的条約ではない",
        "国内法を別途確認"
      ],
      "source_url": "https://www.ilo.org/publications/protection-workers%E2%80%99-personal-data-ilo-code-practice",
      "last_human_verified": "2026-07-12"
    }
  ]
}