Intragenerational inequality and intergenerational sustainability

ISLAM Md Tawhidul

Department of Economics, Pabna University of Science and Technology, Pabna, Bangladesh., Kochi University of Technology, Kochi, Japan.

with Yuki Nasu, Moinul Islam, Kenta Tanaka and Koji Kotani

Many global agendas are intergenerational, such as climate change, environmental problems and financial sustainability, and resolving such an intergenerational sustainability (IS) problem is pivotal for survival of humans. While there have been several works that address intergenerational problems, little is known about how people behave towards IS under the presence (or absence) of inequality. We investigate how inequality in a generation, i.e., intragenerational inequality, affects the members, hypothesizing that they behave selfishly and IS is compromised under the inequality as compared to the equality. An online intergenerational goods game (IGG) experiment is conducted with 340 subjects under three treatments that correspond to equality, high inequality and super-high inequality in a generation. In IGG, each subject in a generation of five members decides how much she harvests for herself from an intergenerational common good, given some endowment. If the members (do not) harvest too much, the common good shall be (replenished) depleted and (be transferred) not be transferred to the next generation. Our results indicate that intragenerational inequality induces the members not to harvest both fairly and sustainably, adversely affecting IS. Although the members with high endowments tend to reduce their harvests as compared to those with low endowments under inequality, the reduction is not enough to maintain IS. Overall, this study demonstrates that intragenerational inequality and IS shall be in a trade-off relationship. Thus, optimally finding a balance between the two will be a practical resolution, as capitalism is so dominant that intragenerational inequality is widening in the world.

2024年10月16日(水) 12:00-13:00

永国寺キャンパス A327

Does future design induce people to make a persistent change to sustainable food consumption?

Md. Mostafizur Rahman

School of Economics and Management, Kochi University of Technology

with Khatun Mst. Asma, Moinul Islam, Tatsuyoshi Saijo and Koji Kotani

It is crucial whether or not people make sustainable food consumption (SFC) for resolving climate change, health and environmental problems as well as achieving SDGs. However, little is known about what encourages people to make a sustained shift to SFC. This research considers a future design (FD) approach where people are asked to think of a problem and take actions through taking a perspective of future generations, investigating the question ``how does the FD approach impact food consumption?'' and the hypothesis ``FD induces a lasting shift to SFC.'' We employ a social experiment with three treatments of ``baseline,'' ``deliberation'' and ``FD,'' collecting data on organic and nonorganic vegetable consumptions with 300 households in Bangladesh over three months. In baseline, households report the consumptions. In deliberation, they additionally deliberate among their family members to think of a vision, a mission and a strategy for the consumptions. In FD, they additionally take each perspective of past, current and future generations and then deliberate to think of the same issues. The result indicates that FD affects people to have a sustained increase (decrease) in organic (nonorganic) vegetable consumption as compared to any other treatment, and the effect under FD is approximately twice as much as that under deliberation in magnitude and in each round. Overall, FD demonstrates a great potential for inducing people to make a persistent change to SFC.

2024年11月06日(水) 12:00-13:00

永国寺キャンパス A327

共助活動への協力意向に影響を与える個人的・組織的要因の分析

長曽我部 まどか

鳥取大学工学部 社会システム土木系学科

with 中土 朋哉, 谷本 圭志, 山口 由美子

中山間地域では生活サービスの縮小や撤退に伴い，住民による送迎支援や買い物代行といった新たな共助活動を行う必要性が高まっている．自治体は組織に対し資金や物資による支援を行っている．一方で，共助活動の実現性や持続性を高める要因には，住民の協力意向，スキルといった個人的な要素や集落の雰囲気や組織体制といった組織的な要素が考えられることから，それらに対する支援も重要である．しかしながら，各要素が共助活動に対してどのように影響を与えているのかは不明である．本研究では，鳥取県西伯郡大山町の4つの地域に対するアンケート調査を行い，共助活動の実現可能性を高める要素および各要素と共助活動の関係を共分散構造分析により明らかにした．

2024年11月20日(水) 12:00-13:00

Online

Adaptation indicator to climate change and farm sizes in agriculture: A reflection of farming culture and history

Husniddin Sharofiddinov

School of Economics and Management, Kochi University of Technology

with Moinul Islam and Koji Kotani

Climate change is a global concern, having a negative impact on agriculture, for food security and sustainability. Farmers' adaptations are known to be key drivers for the resolutions. However, little is established about relationships between farmers' characteristics and adaptation responses to climate change under irrigated agriculture. We investigate how farm sizes influence the adaptations in consideration to irrigation related, cognitive and socioecological factors reflecting farming culture and history, hypothesizing that large-size farms adapt to climate change as compared to small-size ones in Tajikistan, where collective farming, “Kolkhoz and Sovkhoz,’’ had been practiced. The data were collected through a questionnaire survey with 800 farmers on their adaptations, farm sizes, climatic perceptions, irrigation water availability and other factors. We conduct statistical analyses utilizing the indicator to characterize farmers' adaptation responses. The results indicate an importance of farm sizes on adaptations, demonstrating that small-size farms adapt less than large-size farms, but increases their adaptations when they have good climatic perceptions and irrigation water availability. Overall, this research confirms an advantage of large-size farms for adaptations based on Tajikistan farming culture and history. Thus, the ongoing land fragmentation policy should be reconsidered for possible losses in adaptations, as it has been drastically increasing the number of small-size farms. Otherwise, it is essential to support the small-size farms for acquiring good perceptions and enough water.

2024年12月04日(水) 12:00-13:00

永国寺キャンパス A327

部下のVoice行動がリーダーのエンパワーリーダーシップに与える影響について

張 森(チョウ シン)

早稲田大学 商学部

with Yang Yunyue (横浜国立大学)

本研究は、エンパワリング・リーダーシップの先行要因を検討し、特に部下のvoice行動がエンパワリング・リーダーシップに及ぼす影響を明らかにすることを目的としている。エンパワリング・リーダーシップとは、「権力共有を促進し、従業員の仕事への関与を動機づけることを意図したリーダーの行動」と定義される。グローバル化と不確実性が高まる現代の職場では、リーダーが全ての意思決定や業務プロセスを管理することは困難であり、部下への権限委譲の必要性が増している。そのため、エンパワリング・リーダーシップは現代組織において有効なリーダーシップスタイルとして注目されている。先行研究では、このリーダーシップが個人、チーム、組織のパフォーマンスに有意な効果をもたらすことが示されているが、その先行要因に関する研究は極めて少なく、特に部下関連要因の役割については十分な検討がなされていない。この研究課題に取り組むため、本研究では部下のvoice行動に着目する。voice行動とは、「従業員が建設的なアイデア、提案、または仕事に関する懸念を組織のリーダーに自発的に提供すること」と定義される。voice行動は組織に多くの利点をもたらす一方で、変革志向のアイデアが上司への批判として受け止められる可能性もある。そのため、voice行動の結果を検討する際には、その表明方法に注目することが重要とされている。本研究では、合理的アピール（rational appeal）と感情的アピール（emotional appeal）という2つの異なる方略に着目し、これらがエンパワリング・リーダーシップに与える影響を検討する。合理的アピールは証拠に基づく客観的な方法でアイデアを提示するのに対し、感情的アピールは受け手の感情的反応を主観的に喚起することを目的とする。フォロワーシップ理論の役割ベースアプローチとシグナリング理論に基づき、合理的アピールによるvoice行動が感情的アピールによるものよりも強い影響を持つと予測する。また、この関係は上司による従業員の主体性の帰属によって媒介されると考えられる。さらに、部下の性別による調整効果も検討し、特に女性従業員からの合理的アピールがより高い主体性の帰属につながると予測する。これらの仮説を検証するため、日本とイギリスという異なる文化的背景においてシナリオ実験を実施する。本研究は、エンパワリング・リーダーシップ、voice行動、ジェンダーに関する研究に理論的・実践的示唆を提供することを目指している。

2024年12月18日(水) 12:30-13:30

永国寺キャンパス A327

Unpacking the Child Penalty Using Personnel Data: How Promotion Practices Widen the Gender Pay Gap

Yoko Okuyama

Uppsala University

with Takeshi Murooka (Osaka University) and Shintaro Yamaguchi (University of Tokyo)

We estimate the child penalty using personnel data that enables us to decompose the penalty into different pay components. The estimated penalty is driven by time-based pay immediately after childbirth. Subsequently, however, job-rank-based pay becomes increasingly significant, eventually becoming the dominant factor by the 15-year mark. This shift is interconnected: reduced working hours lead to lower performance evaluations, which in turn limit promotion opportunities. Our theoretical model demonstrates that current promotion practices can cause production inefficiency. Addressing them would reduce the penalty and improve talent management, making a business case for gender equality.

2025年01月15日(水) 12:00-13:00

永国寺キャンパス A327

TBA

TBA

TBA

2025年02月05日(水) 12:00-13:00

永国寺キャンパス A327

TBA

Duncan James

Fordham University

with TBA

TBA

2025年03月19日(水) 12:00-13:00

永国寺キャンパス A327