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Importance and time axes. (Source:Hiramoto,2014) 

Importance and time axes. (Source:Hiramoto,2014) 

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Companies are constantly seeking talented personnel who are highly engaged in their work. The factors that influence work engagement are job resources and personal resources. In this study, the progress in "positive self-evaluation related to the ability to control the surrounding environment and to resilience" and "fostering teamwork and the impro...

Context in source publication

Context 1
... priorities can be visualized with this method. As the priorities have been plotted on a graph with these axes as opposed to being itemized (Hiramoto, 2014), the decision making process in priority order is facilitated, a distinctive feature of this method ( Figure 1). The second graph enables participants to independently recognize non-urgent and important tasks and immediately set goals for future progress (Stephen R. Covey, 2015) (Figure 2). ...

Citations

... Then, the novelty of this study is described. Hamamoto et al. proposed educational programs to enhance work engagement [3], but this is not a study focusing on increasing work engagement through the visualization of employees' own thoughts. ...
... Figure 2 shows the relationship between the questions. Hamamoto et al. used Japanese translated the definition of personal resources translated by Shimazu and proposed by Hobfoll et al. [3,7,10]. Furthermore, according to Xanthopoulou et al. the definition of personal resources proposed by Hobfoll et al. is as follows. ...
... Increased feelings of selfesteem" and "6. Discovered hints to solve problems (tasks)" [3]. Based on the argument described above, we describe the overview of the WEDC (the relationship of the WEDC frame) below. ...
Chapter
Employee engagement is positively and significantly related to their productivity, creativity, innovativeness, customer service as well as in-role and extra-role behaviors. The purpose of this study is to propose the Work Engagement Develop Canvas (WEDC), which aims to enhance employee work engagement. The evaluation method of this study is to check outputs where participants described the WEDC as well as to collect two types of questionnaires: A Pre-implementation questionnaire and a post-implementation questionnaire. Additionally, the evaluation is carried out by (1) Checking the output (2) Paired t-test, and (3) Open Coding. The novelty of this study is to focus on enhancing work engagement through the visualization of employees’ own thoughts.