Books

1.	Psychology of teamwork: Looking for the better way to build up excellent teams..
2.	Readings for Psychology.
3.	Social psychology of majority formartion behaviors.

Reports

Papers

1.	Nawata, Kengo; Yamaguchi, Hiroyuki; Aoshima, Mika,, Team Implicit Coordination Based on Transactive Memory Systems, Team Performance and Management, DOI (10.1108/TPM-03-2020-0024), 2020.07.
2.	Takeru Miyajima, Hiroyuki Yamaguchi, I want to but i won't Pluralistic ignorance inhibits intentions to take paternity leave in Japan, Frontiers in Psychology, 10.3389/fpsyg.2017.01508, 8, SEP, 2017.09, The number of male employees who take paternity leave in Japan has been low in past decades. However, the majority of male employees actually wish to take paternity leave if they were to have a child. Previous studies have demonstrated that the organizational climate in workplaces is the major determinant of male employees' use of family-friendly policies, because males are often stigmatized and fear receiving negative evaluation from others. While such normative pressure might be derived from prevailing social practices relevant to people's expectation of social roles (e.g., "Men make houses, women make homes"), these social practices are often perpetuated even after the majority of group members have ceased to support them. The perpetuation of this unpopular norm could be caused by the social psychological phenomenon of pluralistic ignorance. While researches have explored people's beliefs about gender roles from various perspectives, profound understanding of these beliefs regarding gender role norms, and the accuracy of others' beliefs remains to be attained. The current research examined the association between pluralistic ignorance and the perpetually low rates of taking paternity leave in Japan. Specifically, Study 1 (n = 299) examined Japanese male employees' (ages ranging from the 20 s to the 40 s) attitudes toward paternity leave and to estimate attitudes of other men of the same age, as well as behavioral intentions (i.e., desire and willingness) to take paternity leave if they had a child in the future. The results demonstrated that male employees overestimated other men's negative attitudes toward paternity leave. Moreover, those who had positive attitudes toward taking leave and attributed negative attitudes to others were less willing to take paternity leave than were those who had positive attitudes and believed others shared those attitudes, although there was no significant difference between their desires to take paternity leave. Study 2 (n = 425) replicated these results and further indicated that they could not be explained by the participants' needs to be socially desirable. Together, our findings suggest that pluralistic ignorance occurs in the context of taking paternity leave in Japanese men, and this leads to the low use of available paternity leave..
3.	Kengo Nawata, Hiroyuki Yamaguchi, LiHua Huang, Anti-Japanese public attitude as conformity to social norm in China: Role of estimated attitude of others and pluralistic ignorance., 日本応用心理学会, 42, 16-24, 2016.09.
4.	Hiroshi Takeshita, Seiji Okuaki, Mizuho Nakamura, Hiroyuki Yamaguchi, Analysis of the teamwork formation process in manufacturing problem-based learning (PBL), Japanese Journal of Educational Psychology, 10.5926/jjep.64.423, 64, 3, 423-436, 2016.01, Recently, fostering industrial engineers has become an urgent need in Japanese manufacturing. Although manufacturing problem-based learning (PBL) has been initiated increasingly in higher education, the process of the formation of teamwork has not been explicated, even though an explication is necessary for establishing an effective method of evaluating classes. The present study describes a theoretical model for explaining and forecasting the process of teamwork formation in problem-based learning in manufacturing, and tests the model with data collected from 13 engineering students (12 males, 1 female) at 6 colleges. Analysis of the data with a Modified Grounded Theory Approach resulted in 42 concepts. Teamwork formation in manufacturing problem-based learning consisted of 3 processes: manufacturing, teamwork, and skill accumulation, and 3 main characteristics: (a) members' skills are challenged in relation to each manufacturing process, so that the manufacturing process forced teamwork formation, (b) the teamwork process started from the development of a sub-team (in this research, different engineering courses), and resulted in either collaboration or isolation, and (c) when members worked for the purpose of manufacturing, they acquired skills as a derivative of their teamwork. The discussion critiques previously published studies and provides suggestions for higher education and human resource management..
5.	Ryota Akiho, Hiroyuki Yamaguchi, The effect of cross-training on shared mental model., Journal of Strategic and International Studies, Institute of Strategic and International Studies, 9, 2, 13-17, 2014.03.
6.	Development of the teamwork measure for nursing teams.
7.	The functions of meta-congnition in group processes..
8.	The function of meta-cognition in group processes: Focusing on the sharing processes of cognitions, affects and behaviors among members..

Presentations

From the perspective of organizational psychology, action research in the medical and nursing industries was conducted in collaboration with the field. We are working to improve the quality of accident prevention and safety management. We are also making use of this to promote safety management in the railroad transportation business and in the power generation business in the field and in the We are engaged in joint research on

　collaborating with medical and organizational psychology in efforts to alleviate stress and restore the mental health of doctors and nurses in medical settings and teachers in educational settings.
　
　Collaborated with a private information equipment manufacturer to study the impact of internal information exchange systems using mobile computing and email on organizational decision-making, managerial leadership, communication among members, and good or bad performance.

　Collaborative research with a private company on a system to support the reemployment of people who have been laid off or voluntarily resigned from the company. We are starting to work on this. In addition, the system is designed to optimize the fit between individual characteristics and workplace team characteristics (chemistry). In collaboration with private companies, we are conducting a research project on Through this joint research, we have clarified the characteristics of people who die of overwork and burnout through international comparisons, and He is working to find effective responses that take into account the Japanese mentality..