{
  "name": "目標設定・人事評価・フィードバック・報酬 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": "tubbs-1986",
      "authors": "Tubbs, M. E.",
      "year": 1986,
      "title": "Goal Setting: A Meta-Analytic Examination of the Empirical Evidence",
      "journal": "Journal of Applied Psychology, 71(3), 474–483",
      "doi": "10.1037/0021-9010.71.3.474",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "課題遂行者",
      "sample": "先行研究群",
      "method": "目標設定研究を統合",
      "finding": "具体的で困難な目標と業績の平均的関係を整理",
      "limitations": [
        "古い研究群",
        "課題・能力・フィードバック条件",
        "健康・倫理を別途確認"
      ],
      "source_url": "https://doi.org/10.1037/0021-9010.71.3.474",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "mento-1987",
      "authors": "Mento, A. J., Steel, R. P., & Karren, R. J.",
      "year": 1987,
      "title": "A Meta-Analytic Study of the Effects of Goal Setting on Task Performance: 1966–1984",
      "journal": "Organizational Behavior and Human Decision Processes, 39(1), 52–83",
      "doi": "10.1016/0749-5978(87)90045-8",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "課題遂行者",
      "sample": "1966–1984年の研究群",
      "method": "目標の難度・具体性・参加等を統合",
      "finding": "困難で具体的な目標の平均効果を報告",
      "limitations": [
        "研究年代",
        "複雑課題・複数成果への一般化"
      ],
      "source_url": "https://doi.org/10.1016/0749-5978(87)90045-8",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "locke-2002",
      "authors": "Locke, E. A., & Latham, G. P.",
      "year": 2002,
      "title": "Building a Practically Useful Theory of Goal Setting and Task Motivation: A 35-Year Odyssey",
      "journal": "American Psychologist, 57(9), 705–717",
      "doi": "10.1037/0003-066X.57.9.705",
      "type": "integrative theory review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "仕事・実験課題の遂行者",
      "sample": "35年間の研究",
      "method": "目標難度・具体性、媒介、調整条件を統合",
      "finding": "目標が注意、努力、持続、方略へ作用する枠組みを提示",
      "limitations": [
        "レビュー",
        "目標外成果・倫理・健康を別途確認"
      ],
      "source_url": "https://doi.org/10.1037/0003-066X.57.9.705",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "locke-2006",
      "authors": "Locke, E. A., & Latham, G. P.",
      "year": 2006,
      "title": "New Directions in Goal-Setting Theory",
      "journal": "Current Directions in Psychological Science, 15(5), 265–268",
      "doi": "10.1111/j.1467-8721.2006.00449.x",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "目標設定研究",
      "sample": "先行研究群",
      "method": "学習目標、潜在目標、集団目標等の研究課題を整理",
      "finding": "目標理論の新しい境界・方向を提示",
      "limitations": [
        "短いレビュー",
        "効果量統合ではない"
      ],
      "source_url": "https://doi.org/10.1111/j.1467-8721.2006.00449.x",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "klein-1999",
      "authors": "Klein, H. J., Wesson, M. J., Hollenbeck, J. R., & Alge, B. J.",
      "year": 1999,
      "title": "Goal Commitment and the Goal-Setting Process: Conceptual Clarification and Empirical Synthesis",
      "journal": "Journal of Applied Psychology, 84(6), 885–896",
      "doi": "10.1037/0021-9010.84.6.885",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "目標遂行者",
      "sample": "先行研究群",
      "method": "目標コミットメントの定義・測定・条件を統合",
      "finding": "期待・魅力等とコミットメントの関連を整理",
      "limitations": [
        "相関研究を含む",
        "強いコミットメントを無条件に良いとしない"
      ],
      "source_url": "https://doi.org/10.1037/0021-9010.84.6.885",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "seijts-2004",
      "authors": "Seijts, G. H., Latham, G. P., Tasa, K., & Latham, B. W.",
      "year": 2004,
      "title": "Goal Setting and Goal Orientation: An Integration of Two Different Yet Related Literatures",
      "journal": "Academy of Management Journal, 47(2), 227–239",
      "doi": "10.5465/20159574",
      "type": "experiments",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "複雑課題の遂行者",
      "sample": "実験参加者",
      "method": "学習目標と業績目標を複雑課題で比較",
      "finding": "複雑な新規課題で学習目標が方略獲得・業績を支え得ると報告",
      "limitations": [
        "実験課題",
        "職場への一般化",
        "目標文言だけで学習環境は生まれない"
      ],
      "source_url": "https://doi.org/10.5465/20159574",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "gilliland-1992",
      "authors": "Gilliland, S. W., & Landis, R. S.",
      "year": 1992,
      "title": "Quality and Quantity Goals in a Complex Decision Task: Strategies and Outcomes",
      "journal": "Journal of Applied Psychology, 77(4), 535–537",
      "doi": "10.1037/0021-9010.77.4.535",
      "type": "experiment",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "複雑課題の遂行者",
      "sample": "実験参加者",
      "method": "品質・量目標と方略・成果を比較",
      "finding": "複数目標の優先とトレードオフが方略・成果へ影響",
      "limitations": [
        "短報・実験課題",
        "実務の多目標へ直接一般化しない"
      ],
      "source_url": "https://doi.org/10.1037/0021-9010.77.4.535",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "schweitzer-2004",
      "authors": "Schweitzer, M. E., Ordóñez, L., & Douma, B.",
      "year": 2004,
      "title": "Goal Setting as a Motivator of Unethical Behavior",
      "journal": "Academy of Management Journal, 47(3), 422–432",
      "doi": "10.5465/20159591",
      "type": "experiments",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "目標遂行者",
      "sample": "複数実験",
      "method": "未達目標と虚偽報告等を検討",
      "finding": "難しい未達目標が不正行動を促す条件を報告",
      "limitations": [
        "実験課題",
        "倫理的組織制度を別途確認"
      ],
      "source_url": "https://doi.org/10.5465/20159591",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "ordonez-2009",
      "authors": "Ordóñez, L. D., Schweitzer, M. E., Galinsky, A. D., & Bazerman, M. H.",
      "year": 2009,
      "title": "Goals Gone Wild: The Systematic Side Effects of Overprescribing Goal Setting",
      "journal": "Academy of Management Perspectives, 23(1), 6–16",
      "doi": "10.5465/amp.2009.37007999",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "組織の目標制度",
      "sample": "研究・事例",
      "method": "狭い焦点、リスク、不正、学習阻害等を統合",
      "finding": "強い目標設定の副作用と処方条件を提示",
      "limitations": [
        "概念・事例を含む",
        "目標設定全般の否定ではない"
      ],
      "source_url": "https://doi.org/10.5465/amp.2009.37007999",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "kerr-1975",
      "authors": "Kerr, S.",
      "year": 1975,
      "title": "On the Folly of Rewarding A, While Hoping for B",
      "journal": "Academy of Management Journal, 18(4), 769–783",
      "doi": "10.2307/255378",
      "type": "conceptual analysis",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "組織の報酬制度",
      "sample": "組織例・理論",
      "method": "意図する成果と報酬対象の不一致を分析",
      "finding": "測りやすい代理指標が望ましくない行動を強化する問題を提示",
      "limitations": [
        "概念論文",
        "個別制度の効果量ではない"
      ],
      "source_url": "https://doi.org/10.2307/255378",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "bevan-2006",
      "authors": "Bevan, G., & Hood, C.",
      "year": 2006,
      "title": "What’s Measured Is What Matters: Targets and Gaming in the English Public Health Care System",
      "journal": "Public Administration, 84(3), 517–538",
      "doi": "10.1111/j.1467-9299.2006.00600.x",
      "type": "policy analysis",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "公共医療の目標制度",
      "sample": "英国制度データ・事例",
      "method": "目標・ランキングとゲーム化を分析",
      "finding": "閾値・ランキング・データ操作等の反応を整理",
      "limitations": [
        "特定国・公共医療",
        "因果識別の制約"
      ],
      "source_url": "https://doi.org/10.1111/j.1467-9299.2006.00600.x",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "rodgers-1991",
      "authors": "Rodgers, R., & Hunter, J. E.",
      "year": 1991,
      "title": "Impact of Management by Objectives on Organizational Productivity",
      "journal": "Journal of Applied Psychology, 76(2), 322–336",
      "doi": "10.1037/0021-9010.76.2.322",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "MBO導入組織",
      "sample": "先行研究群",
      "method": "目標による管理と生産性を統合",
      "finding": "MBO導入と生産性の改善、上位関与等の条件を報告",
      "limitations": [
        "古い研究・介入の異質性",
        "現代OKRへの直接適用不可"
      ],
      "source_url": "https://doi.org/10.1037/0021-9010.76.2.322",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "franco-2012",
      "authors": "Franco-Santos, M., Lucianetti, L., & Bourne, M.",
      "year": 2012,
      "title": "Contemporary Performance Measurement Systems: A Review of Their Consequences and a Framework for Research",
      "journal": "Management Accounting Research, 23(2), 79–119",
      "doi": "10.1016/j.mar.2012.04.001",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "組織の業績測定制度",
      "sample": "先行研究群",
      "method": "測定制度の特徴・結果・条件を統合",
      "finding": "測定制度が行動・能力・業績へ及ぼす複数経路を整理",
      "limitations": [
        "レビュー",
        "制度・研究の異質性"
      ],
      "source_url": "https://doi.org/10.1016/j.mar.2012.04.001",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "landy-1980",
      "authors": "Landy, F. J., & Farr, J. L.",
      "year": 1980,
      "title": "Performance Rating",
      "journal": "Psychological Bulletin, 87(1), 72–107",
      "doi": "10.1037/0033-2909.87.1.72",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "職務業績の評定",
      "sample": "先行研究群",
      "method": "評定者・被評定者・尺度・文脈を統合",
      "finding": "評定を認知・社会・組織過程として整理",
      "limitations": [
        "古典レビュー",
        "現代の継続的・AI評価を別途確認"
      ],
      "source_url": "https://doi.org/10.1037/0033-2909.87.1.72",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "viswesvaran-1996",
      "authors": "Viswesvaran, C., Ones, D. S., & Schmidt, F. L.",
      "year": 1996,
      "title": "Comparative Analysis of the Reliability of Job Performance Ratings",
      "journal": "Journal of Applied Psychology, 81(5), 557–574",
      "doi": "10.1037/0021-9010.81.5.557",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "職務業績評定",
      "sample": "先行研究群",
      "method": "評定の信頼性を方法別に統合",
      "finding": "単一評定者の評定に相当な測定誤差があることを整理",
      "limitations": [
        "研究年代",
        "信頼性は妥当性・公平性ではない"
      ],
      "source_url": "https://doi.org/10.1037/0021-9010.81.5.557",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "scullen-2000",
      "authors": "Scullen, S. E., Mount, M. K., & Goff, M.",
      "year": 2000,
      "title": "Understanding the Latent Structure of Job Performance Ratings",
      "journal": "Journal of Applied Psychology, 85(6), 956–970",
      "doi": "10.1037/0021-9010.85.6.956",
      "type": "variance decomposition and meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "職務業績評定",
      "sample": "複数データ・研究",
      "method": "業績、評定者、誤差の成分を分析",
      "finding": "評定者固有の影響が大きいことを示した",
      "limitations": [
        "評定データ",
        "真の業績構造の仮定"
      ],
      "source_url": "https://doi.org/10.1037/0021-9010.85.6.956",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "keeping-2000",
      "authors": "Keeping, L. M., & Levy, P. E.",
      "year": 2000,
      "title": "Performance Appraisal Reactions: Measurement, Modeling, and Method Bias",
      "journal": "Journal of Applied Psychology, 85(5), 708–723",
      "doi": "10.1037/0021-9010.85.5.708",
      "type": "measurement and field study",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "被評価者",
      "sample": "職場標本",
      "method": "評価反応の構成概念・測定を検討",
      "finding": "公正・有用性・満足等の反応を区別",
      "limitations": [
        "自己報告",
        "反応が評価精度そのものではない"
      ],
      "source_url": "https://doi.org/10.1037/0021-9010.85.5.708",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "levy-2004",
      "authors": "Levy, P. E., & Williams, J. R.",
      "year": 2004,
      "title": "The Social Context of Performance Appraisal: A Review and Framework for the Future",
      "journal": "Journal of Management, 30(6), 881–905",
      "doi": "10.1016/j.jm.2004.06.005",
      "type": "integrative review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "人事評価の当事者・組織",
      "sample": "先行研究群",
      "method": "評価の社会・組織文脈を統合",
      "finding": "文化、関係、目的、政治、信頼等の重要性を整理",
      "limitations": [
        "レビュー",
        "効果量統合ではない"
      ],
      "source_url": "https://doi.org/10.1016/j.jm.2004.06.005",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "denisi-2017",
      "authors": "DeNisi, A. S., & Murphy, K. R.",
      "year": 2017,
      "title": "Performance Appraisal and Performance Management: 100 Years of Progress?",
      "journal": "Journal of Applied Psychology, 102(3), 421–433",
      "doi": "10.1037/apl0000085",
      "type": "centennial review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "人事評価・業績管理",
      "sample": "100年間の研究",
      "method": "評定研究と業績改善を批判的に整理",
      "finding": "評定精度研究が業績改善へ十分結びついていないと指摘",
      "limitations": [
        "レビュー",
        "新しい継続的制度の長期証拠は限定"
      ],
      "source_url": "https://doi.org/10.1037/apl0000085",
      "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": "課題遂行者",
      "sample": "先行研究群",
      "method": "フィードバック介入と業績を統合",
      "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",
        "現代の常時評価へ直接適用しない"
      ],
      "source_url": "https://doi.org/10.1037/0033-2909.119.2.254",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "anseel-2015",
      "authors": "Anseel, F., Beatty, A. S., Shen, W., Lievens, F., & Sackett, P. R.",
      "year": 2015,
      "title": "How Are We Doing After 30 Years? A Meta-Analytic Review of the Antecedents and Outcomes of Feedback-Seeking Behavior",
      "journal": "Journal of Management, 41(1), 318–348",
      "doi": "10.1177/0149206313484521",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "働く人のフィードバック探索",
      "sample": "先行研究群",
      "method": "フィードバック探索の先行要因・結果を統合",
      "finding": "動機、コスト、方法、業績等の関連を整理",
      "limitations": [
        "相関研究中心",
        "探索量を成長意欲の代理にしない"
      ],
      "source_url": "https://doi.org/10.1177/0149206313484521",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "ashford-1983",
      "authors": "Ashford, S. J., & Cummings, L. L.",
      "year": 1983,
      "title": "Feedback as an Individual Resource: Personal Strategies of Creating Information",
      "journal": "Organizational Behavior and Human Performance, 32(3), 370–398",
      "doi": "10.1016/0030-5073(83)90156-3",
      "type": "conceptual theory",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "働く人",
      "sample": "先行理論",
      "method": "監視・問い合わせによるフィードバック探索を理論化",
      "finding": "人が能動的に評価情報を得る過程を提示",
      "limitations": [
        "概念論文",
        "権力・安全・コストを別途確認"
      ],
      "source_url": "https://doi.org/10.1016/0030-5073(83)90156-3",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "steelman-2004",
      "authors": "Steelman, L. A., Levy, P. E., & Snell, A. F.",
      "year": 2004,
      "title": "The Feedback Environment Scale: Construct Definition, Measurement, and Validation",
      "journal": "Educational and Psychological Measurement, 64(1), 165–184",
      "doi": "10.1177/0013164403258440",
      "type": "measurement and field studies",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "職場のフィードバック環境",
      "sample": "複数標本",
      "method": "情報源の信頼性、質、提供、利用可能性等の尺度を開発",
      "finding": "フィードバックを一回の面談でなく環境として測定",
      "limitations": [
        "自己報告",
        "尺度利用・翻訳条件"
      ],
      "source_url": "https://doi.org/10.1177/0013164403258440",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "smither-2005",
      "authors": "Smither, J. W., London, M., & Reilly, R. R.",
      "year": 2005,
      "title": "Does Performance Improve Following Multisource Feedback? A Theoretical Model, Meta-Analysis, and Review of Empirical Findings",
      "journal": "Personnel Psychology, 58(1), 33–66",
      "doi": "10.1111/j.1744-6570.2005.514_1.x",
      "type": "meta-analysis and review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "多面評価を受けた管理職等",
      "sample": "先行研究群",
      "method": "多面フィードバック後の行動・業績変化を統合",
      "finding": "平均的改善は小さく、受容・目標・支援等が条件と整理",
      "limitations": [
        "研究・結果の異質性",
        "少人数の匿名性",
        "査定利用との混同"
      ],
      "source_url": "https://doi.org/10.1111/j.1744-6570.2005.514_1.x",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "scullen-2005",
      "authors": "Scullen, S. E., Bergey, P. K., & Aiman-Smith, L.",
      "year": 2005,
      "title": "Forced Distribution Rating Systems and the Improvement of Workforce Potential: A Baseline Simulation",
      "journal": "Personnel Psychology, 58(1), 1–32",
      "doi": "10.1111/j.1744-6570.2005.00471.x",
      "type": "simulation study",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "強制分布評価制度",
      "sample": "シミュレーション",
      "method": "強制分布と人員入替の潜在効果をモデル化",
      "finding": "仮定下で平均能力向上の可能性と逓減を示す",
      "limitations": [
        "シミュレーション",
        "健康・協働・公平・誤分類を十分扱わない"
      ],
      "source_url": "https://doi.org/10.1111/j.1744-6570.2005.00471.x",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "jenkins-1998",
      "authors": "Jenkins, G. D., Mitra, A., Gupta, N., & Shaw, J. D.",
      "year": 1998,
      "title": "Are Financial Incentives Related to Performance? A Meta-Analytic Review of Empirical Research",
      "journal": "Journal of Applied Psychology, 83(5), 777–787",
      "doi": "10.1037/0021-9010.83.5.777",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "金銭インセンティブ対象者",
      "sample": "先行研究群",
      "method": "金銭報酬と量・質業績を統合",
      "finding": "量的業績との関連を報告し質との証拠は限定",
      "limitations": [
        "研究年代",
        "仕事・制度の異質性",
        "選抜・ゲーム化"
      ],
      "source_url": "https://doi.org/10.1037/0021-9010.83.5.777",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "garbers-2014",
      "authors": "Garbers, Y., & Konradt, U.",
      "year": 2014,
      "title": "The Effect of Financial Incentives on Performance: A Quantitative Review of Individual and Team-Based Financial Incentives",
      "journal": "Journal of Occupational and Organizational Psychology, 87(1), 102–137",
      "doi": "10.1111/joop.12039",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "個人・チームの報酬制度",
      "sample": "先行研究群",
      "method": "個人・チーム金銭インセンティブと業績を統合",
      "finding": "平均的効果と制度・課題等の調整条件を報告",
      "limitations": [
        "異質性",
        "業績指標・期間差",
        "公平・健康を別途確認"
      ],
      "source_url": "https://doi.org/10.1111/joop.12039",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "cerasoli-2014",
      "authors": "Cerasoli, C. P., Nicklin, J. M., & Ford, M. T.",
      "year": 2014,
      "title": "Intrinsic Motivation and Extrinsic Incentives Jointly Predict Performance: A 40-Year Meta-Analysis",
      "journal": "Psychological Bulletin, 140(4), 980–1008",
      "doi": "10.1037/a0035661",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "課題遂行者",
      "sample": "40年間の研究群",
      "method": "内発的動機・外発的誘因と業績を統合",
      "finding": "両者は異なる形で業績を予測し、同時に存在し得ると整理",
      "limitations": [
        "相関・実験混在",
        "因果・制度差",
        "内外発の二分法を避ける"
      ],
      "source_url": "https://doi.org/10.1037/a0035661",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "deci-1999",
      "authors": "Deci, E. L., Koestner, R., & Ryan, R. M.",
      "year": 1999,
      "title": "A Meta-Analytic Review of Experiments Examining the Effects of Extrinsic Rewards on Intrinsic Motivation",
      "journal": "Psychological Bulletin, 125(6), 627–668",
      "doi": "10.1037/0033-2909.125.6.627",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "子ども・成人の課題遂行者",
      "sample": "実験研究群",
      "method": "報酬の種類・期待と内発的動機を統合",
      "finding": "期待された有形報酬等が内発的動機を低下させる条件を報告",
      "limitations": [
        "実験・教育課題を多く含む",
        "賃金一般の否定ではない"
      ],
      "source_url": "https://doi.org/10.1037/0033-2909.125.6.627",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "byron-2012",
      "authors": "Byron, K., & Khazanchi, S.",
      "year": 2012,
      "title": "Rewards and Creative Performance: A Meta-Analytic Test of Theoretically Derived Hypotheses",
      "journal": "Psychological Bulletin, 138(4), 809–830",
      "doi": "10.1037/a0027652",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "創造的課題の遂行者",
      "sample": "先行研究群",
      "method": "報酬の予告・種類・創造性基準等を統合",
      "finding": "報酬と創造性の関係は設計条件により異なる",
      "limitations": [
        "実験を多く含む",
        "創造性の測定差"
      ],
      "source_url": "https://doi.org/10.1037/a0027652",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "weibel-2010",
      "authors": "Weibel, A., Rost, K., & Osterloh, M.",
      "year": 2010,
      "title": "Pay for Performance in the Public Sector—Benefits and (Hidden) Costs",
      "journal": "Journal of Public Administration Research and Theory, 20(2), 387–412",
      "doi": "10.1093/jopart/mup009",
      "type": "meta-analysis and review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "公共部門の成果報酬",
      "sample": "先行研究群",
      "method": "成果報酬の業績・動機への効果を統合",
      "finding": "仕事の興味・測定可能性等で便益と隠れた費用が異なると整理",
      "limitations": [
        "公共部門中心",
        "研究の異質性",
        "国制度差"
      ],
      "source_url": "https://doi.org/10.1093/jopart/mup009",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "lazear-2000",
      "authors": "Lazear, E. P.",
      "year": 2000,
      "title": "Performance Pay and Productivity",
      "journal": "American Economic Review, 90(5), 1346–1361",
      "doi": "10.1257/aer.90.5.1346",
      "type": "field study",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "製造労働者",
      "sample": "企業制度変更データ",
      "method": "時間給から出来高給への変更を分析",
      "finding": "生産性上昇に誘因効果と選抜効果の双方が関与と報告",
      "limitations": [
        "単一企業・特定仕事",
        "品質・健康・協働を別途確認"
      ],
      "source_url": "https://doi.org/10.1257/aer.90.5.1346",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "lazear-1981",
      "authors": "Lazear, E. P., & Rosen, S.",
      "year": 1981,
      "title": "Rank-Order Tournaments as Optimum Labor Contracts",
      "journal": "Journal of Political Economy, 89(5), 841–864",
      "doi": "10.1086/261010",
      "type": "economic theory",
      "status": "peer-reviewed",
      "evidence_role": "基礎理論・測定",
      "population": "組織の順位競争報酬",
      "sample": "理論モデル",
      "method": "相対順位に基づく報酬契約を理論化",
      "finding": "観察困難な努力を順位で誘発する条件を提示",
      "limitations": [
        "理論モデル",
        "協働・妨害・公平・リスクを別途評価"
      ],
      "source_url": "https://doi.org/10.1086/261010",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "shaw-2002",
      "authors": "Shaw, J. D., Gupta, N., & Delery, J. E.",
      "year": 2002,
      "title": "Pay Dispersion and Workforce Performance: Moderating Effects of Incentives and Interdependence",
      "journal": "Strategic Management Journal, 23(6), 491–512",
      "doi": "10.1002/smj.235",
      "type": "field study",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "事業所の労働者",
      "sample": "組織データ",
      "method": "賃金分散、相互依存、誘因と成果を分析",
      "finding": "賃金分散の関係は仕事相互依存・制度条件で異なると報告",
      "limitations": [
        "観察研究",
        "組織・産業文脈",
        "因果方向"
      ],
      "source_url": "https://doi.org/10.1002/smj.235",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "colella-2007",
      "authors": "Colella, A., Paetzold, R. L., Zardkoohi, A., & Wesson, M. J.",
      "year": 2007,
      "title": "Exposing Pay Secrecy",
      "journal": "Academy of Management Review, 32(1), 55–71",
      "doi": "10.5465/amr.2007.23463701",
      "type": "integrative conceptual review",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "賃金情報制度",
      "sample": "法・経済・組織研究",
      "method": "賃金秘密の理由と結果を理論統合",
      "finding": "秘密が交渉・公正知覚・格差・組織統制へ関係する経路を整理",
      "limitations": [
        "概念レビュー",
        "国法・労使制度差"
      ],
      "source_url": "https://doi.org/10.5465/amr.2007.23463701",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "colquitt-2001",
      "authors": "Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y.",
      "year": 2001,
      "title": "Justice at the Millennium: A Meta-Analytic Review of 25 Years of Organizational Justice Research",
      "journal": "Journal of Applied Psychology, 86(3), 425–445",
      "doi": "10.1037/0021-9010.86.3.425",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "職場の公正知覚",
      "sample": "25年間の研究群",
      "method": "分配・手続・対人・情報公正と結果を統合",
      "finding": "公正次元は関連しつつ異なる結果と結びつくと整理",
      "limitations": [
        "相関研究中心",
        "公正知覚と法的公正を区別"
      ],
      "source_url": "https://doi.org/10.1037/0021-9010.86.3.425",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "castilla-2010",
      "authors": "Castilla, E. J., & Benard, S.",
      "year": 2010,
      "title": "The Paradox of Meritocracy in Organizations",
      "journal": "Administrative Science Quarterly, 55(4), 543–676",
      "doi": "10.2189/asqu.2010.55.4.543",
      "type": "experiments",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "管理者役割の参加者",
      "sample": "複数実験",
      "method": "能力主義を掲げる組織文脈と報酬判断を検討",
      "finding": "能力主義の明示が性別に偏った報酬判断を増やす条件を報告",
      "limitations": [
        "実験シナリオ",
        "実組織への一般化",
        "性別二分法"
      ],
      "source_url": "https://doi.org/10.2189/asqu.2010.55.4.543",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "joshi-2015",
      "authors": "Joshi, A., Son, J., & Roh, H.",
      "year": 2015,
      "title": "When Can Women Close the Gap? A Meta-Analytic Test of Sex Differences in Performance and Rewards",
      "journal": "Academy of Management Journal, 58(5), 1516–1545",
      "doi": "10.5465/amj.2013.0721",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "職場の女性・男性",
      "sample": "先行研究群",
      "method": "自己・他者業績と報酬の性差、文脈を統合",
      "finding": "業績差が小さくても報酬差が残る条件を整理",
      "limitations": [
        "性別二分法",
        "職種・国・時代差",
        "交差性を十分扱わない"
      ],
      "source_url": "https://doi.org/10.5465/amj.2013.0721",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "benson-2019",
      "authors": "Benson, A., Li, D., & Shue, K.",
      "year": 2019,
      "title": "Promotions and the Peter Principle",
      "journal": "The Quarterly Journal of Economics, 134(4), 2085–2134",
      "doi": "10.1093/qje/qjz022",
      "type": "observational field study",
      "status": "peer-reviewed",
      "evidence_role": "介入・実証研究",
      "population": "営業職と管理職",
      "sample": "大規模企業データ",
      "method": "営業成績、昇進、管理職成果を分析",
      "finding": "高い個人成績が昇進を予測する一方、管理職成果と一致しない場合を報告",
      "limitations": [
        "特定職種・企業データ",
        "観察研究",
        "管理能力の測定制約"
      ],
      "source_url": "https://doi.org/10.1093/qje/qjz022",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "stajkovic-1997",
      "authors": "Stajkovic, A. D., & Luthans, F.",
      "year": 1997,
      "title": "A Meta-Analysis of the Effects of Organizational Behavior Modification on Task Performance, 1975–95",
      "journal": "Academy of Management Journal, 40(5), 1122–1149",
      "doi": "10.2307/256929",
      "type": "meta-analysis",
      "status": "peer-reviewed",
      "evidence_role": "統合研究",
      "population": "職場の行動変容介入",
      "sample": "先行研究群",
      "method": "金銭、フィードバック、社会的承認等を統合",
      "finding": "複数の行動随伴介入と課題業績の平均効果を報告",
      "limitations": [
        "研究年代",
        "介入パッケージ",
        "長期・健康・公平を別途確認"
      ],
      "source_url": "https://doi.org/10.2307/256929",
      "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": "nist-ai-100",
      "authors": "National Institute of Standards and Technology",
      "year": 2023,
      "title": "Artificial Intelligence Risk Management Framework (AI RMF 1.0)",
      "journal": "NIST AI 100-1",
      "doi": "10.6028/NIST.AI.100-1",
      "type": "official risk management framework",
      "status": "official technical report",
      "evidence_role": "公式指針・制度",
      "population": "AIを設計・導入・利用する組織",
      "sample": "該当なし",
      "method": "公式リスク管理枠組み",
      "finding": "AIリスクをGovern・Map・Measure・Manageで扱う枠組みを提示",
      "limitations": [
        "米国の自発的枠組み",
        "法的義務そのものではない",
        "用途固有評価が必要"
      ],
      "source_url": "https://doi.org/10.6028/NIST.AI.100-1",
      "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": "働く人と組織",
      "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"
    },
    {
      "id": "ilo-c100",
      "authors": "International Labour Organization",
      "year": 1951,
      "title": "Equal Remuneration Convention, 1951 (No. 100)",
      "journal": "International Labour Organization",
      "url": "https://normlex.ilo.org/dyn/nrmlx_en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C100",
      "type": "international labour convention",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人と組織",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "男女労働者への同一価値労働同一報酬の原則を提示",
      "limitations": [
        "批准・国内法を確認",
        "ジェンダー二分法の歴史的文書"
      ],
      "source_url": "https://normlex.ilo.org/dyn/nrmlx_en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C100",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "ilo-c111",
      "authors": "International Labour Organization",
      "year": 1958,
      "title": "Discrimination (Employment and Occupation) Convention, 1958 (No. 111)",
      "journal": "International Labour Organization",
      "url": "https://normlex.ilo.org/dyn/nrmlx_en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C111",
      "type": "international labour convention",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人と組織",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "雇用・職業における差別をなくし、機会・待遇の平等を促進する原則を提示",
      "limitations": [
        "批准・国内法上の保護事由を確認",
        "個別案件の法的判断ではない"
      ],
      "source_url": "https://normlex.ilo.org/dyn/nrmlx_en/f?p=NORMLEXPUB:12100:0::NO::P12100_ILO_CODE:C111",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "eu-pay-2023",
      "authors": "European Parliament and Council of the European Union",
      "year": 2023,
      "title": "Directive (EU) 2023/970 to Strengthen the Application of the Principle of Equal Pay for Equal Work or Work of Equal Value Through Pay Transparency and Enforcement Mechanisms",
      "journal": "Official Journal of the European Union",
      "url": "https://eur-lex.europa.eu/eli/dir/2023/970/oj/eng",
      "type": "official legal instrument",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人と組織",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "EUでの賃金透明性、報告、情報、救済等を規定",
      "limitations": [
        "EU法令",
        "日本へ直接適用されない",
        "国内実装を確認"
      ],
      "source_url": "https://eur-lex.europa.eu/eli/dir/2023/970/oj/eng",
      "last_human_verified": "2026-07-12"
    },
    {
      "id": "eu-platform-2024",
      "authors": "European Parliament and Council of the European Union",
      "year": 2024,
      "title": "Directive (EU) 2024/2831 on Improving Working Conditions in Platform Work",
      "journal": "Official Journal of the European Union",
      "url": "https://eur-lex.europa.eu/eli/dir/2024/2831/oj/eng",
      "type": "official legal instrument",
      "status": "official",
      "evidence_role": "公式指針・制度",
      "population": "働く人と組織",
      "sample": "該当なし",
      "method": "公式文書の原則・要件を整理",
      "finding": "プラットフォーム労働の自動監視・意思決定に透明性、人の監督、説明・異議等を規定",
      "limitations": [
        "EUプラットフォーム労働に関する法令",
        "日本へ直接適用されない"
      ],
      "source_url": "https://eur-lex.europa.eu/eli/dir/2024/2831/oj/eng",
      "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": "働く人と組織",
      "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": [
        "人事評価専用ではない",
        "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"
    }
  ]
}