茨城県土浦市おおつ野におけるニュータウンの開発と変化

日本の高度経済成長期に「ニュータウン」と呼ばれる新興住宅地が郊外地域で多数形成された．今日，ニュータウンの課題として住民の高齢化や空き区画の増加などが指摘され，ニュータウンの再開発や再生が求められている．そこで本研究は，土浦協同病院の移転によって発展が加速する茨城県土浦市おおつ野を対象に，ニュータウンの再開発について考察した．聞き取りおよびアンケート調査を実施して，おおつ野の開発史，土浦協同病院の移転経緯，住民のライフコースと日常生活の変化を明らかにする．茨城県南部におけるニュータウンは，バブル崩壊後の都心回帰の傾向が強まる中で，東京大都市圏の郊外としての機能が低下し，地方都市の郊外として戸建住宅の用地を供給する役割を持つように変化した．その結果，おおつ野では空き区画が増加したが，土浦協同病院の移転により，商業施設が立地し，生活環境が改善され，ニュータウンとしての再発展が始まった．New residential areas called "new towns" have developed in the suburbs of Tokyo, Japan, since the 1960s. These new towns are now faced with such problems as an increased elderly population and growing numbers of vacant lots, and redevelopment is required. This study examines the redevelopment of the new town in Otsuno District, Tsuchiura City, Ibaraki Prefecture, where the relocation of the Tsuchiura Kyodo General Hospital triggered a new residential development. Interviews and questionnaire surveys were conducted in order to clarify the development history of Otsuno District, the reason for relocation of the hospital, and the changes in daily life for the residents. The characteristics of the new town changed from that of a bedroom community of the Greater Tokyo Metropolitan Area into a commuter town of Southern Ibaraki Prefecture after the collapse of Japan\u27s overheated stock and real estate markets, leaving Otsuno District with many vacant lots immediately after the collapse. However, the new town has been redeveloped since the relocation of the Tsuchiura Kyodo General Hospital, and the living environment has improved

Career Competencies and the Dual Ladder System for Corporate Researchers: the Case Studies of Nine Pharmaceutical Firms in Japan

Career development for corporate researchers is of growing importance for at knowledge intensive firms, as skills, knowledge and the innovative efforts of well-developed corporate researchers may enhance their performance of research and development (R & D). Several scholars of human resource management have recently raised the question of what career development for corporate researchers will lead to the development of the organizational capabilities requisite to firm-level R & D (Farris & Corredo, 2002; Jones & Lichtenstein, 2000). Traditionally, many scholars and practitioners have argued that the dual career, or dual ladder, system – with both managerial and technical path – matches the career development needs of corporate researchers and keeps their careers from plateauing (Baugh & Roberts, 1994; Tucker et al., 1994). However, there are several problems with the dual ladder system regarding to corporate researchers’ career development, not only because the technical path may be isolated and, unequal to the managerial path (Allen & Katz, 1986; Farris & Corredo, 2002; Igbaria et al., 1999), but also because researchers’ career paths become more dynamic and varied than it allows for. As DeFillipi & Arthur (1994) argue, that the concept of career competencies can shed lights on the relationships between cumulative career development and continuous organizational capability building. Assuming the actual situation that R & D departments are multi-project organizations and an increasing number of researchers, unlike technical experts on technical paths, experience several projects in their project-oriented careers, firms need many researchers with technical competence and basic project management skills. This paper attempts to examine whether, in terms of career competencies, firms desire for many of their researchers to develop such individual competencies through a career development process. This paper is divided into following four parts. First, reexamining the above argument regarding the dual ladder system, we are critical of its focus mainly on career orientation and satisfaction of corporate researchers, and its ignorance of dynamics that could multiply their career paths. Second, assuming that the concept of career contingencies reveals to us what individual contingencies firms demand to build organizational capability, firms may encourage many researchers to acquire appropriate technical competence and basic project management competence, responding to the increasing needs for project leaders and staffs. Third, using the case studies of nine pharmaceutical firms based in Japan, we will examine how their actual career path systems work and how these firms need and develop a mixture of technical and managerial competence to contribute to research projects. Finally, we will conclude that firms need specific career contingencies for corporate researchers to run multi-project organizations, and that they are attempting to develop them through their career management systems

A closed-form expression for pre-emphasis pulses with minimal RC delay time

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Design of Pre-Emphasis Pulses for Large Memory Arrays with Minimal Word-Line Delay Time

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Formulation of minimal delay time with pre-emphasis pulses for dense parallel RC lines

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A Circuit Analysis of Pre-Emphasis Pulses for RC Delay Lines

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A Pre-Emphasis Pulse Generator Insensitive to Process Variation for Driving Large Memory and Panel Display Arrays with Minimal Delay Time

Date of Conference: 11-14 Nov. 2019Conference Location: Bangkok, Thailand, Thailandautho