The purpose of the present study was to review the studies on the measurements of organizational citizenship behavior (OCB), determinants of them, the similar and the related concepts of OCB. Several major definitions of OCB were indicated and compared with similar concept (i. e., prosocial organizational behavior, organizational spontaneity, extra-role behavior, contextual performance), and related concepts, i. e., whistle blowing, organizational retaliatory behavior. The author commented on the various OCB scales used in the previous studies, e. g., Smith et al.(1983) and Podsakoff, et al.(1990). Factors affected on OCB were examined: organizational justice (procedural justice, interactional justice, distributive justice), supervisor's leadership, job satisfaction, organizational support, organizational commitment, mood in workplace, personality factors, and demographic factors, and the reasons people performed OCB were examined. Finally, the future direction of studies on OCB was discussed.

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The importance of continuous learning for achieving sales success in ever-changing competitive environment is increasingly being recognized. In the present study, we hypothesized that the positive relationship between conscientiousness and sales performance, which had already been recognized in several literatures, would be mediated by continuous learning. We tested the hypothesis by the structural equation model with latent variable using the data gathered from the 139 sales representatives working for a large Japanese information system company listed on the Tokyo Stock Exchange, Part I. We found that conscientiousness significantly affected on continuous learning, but that continuous learning did not significantly influence sales performance. These findings indicated that our hypothesis was not supported by the data. We also found that openness to experience and the degree of the sales representative's perception of competitiveness in the market environment were positively correlated with continuous learning. We discuss implications of the study and give suggestions for future research.

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This study investigates female temporary workers who have increased in the labor market.Focusing on variables such as family status and career anchors, this study analyzes their relationships to the reasons of quitting full-time employment, reasons of choosing temporary employment, and the selection standards of temporary service agencies. Result showed the following three findings: 1) necessity of child-rearing is relation to different reasons of quitting full-time employment and of choosing temporary employment, yet has no relation to the choice of service agencies; 2) reasons of quitting full-time employment, reasons of choosing temporary employment, and selection standards of service agencies varied among career anchors such as technical/functional competence, security, and autonomy; and 3) the length of service as a temporary worker did not affect types of career anchors.

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This paper reviews literature concerning an applicant's self-presentation (ingratiation, self-promotion, exemplification) and nonverbal behaviors, e. g., eye contact, smiling behavior, and head nodding, and discusses the significance of these behaviors in job interviews. The extent to which a person engages in these nonverbal behaviors is influenced by gender, status, and personality. In the context of a job interview, these behaviors affect person perception, interpersonal attraction, and perceived job aptitude. These attributes of nonverbal behavior were associated with specific functions: there are an intimacyexpressing function of eye contact and smiling behavior, a reaction-feedback function of eye contact, an impression management function of smiling behavior, and a reinforcing function of head nodding. I propose that these nonverbal behaviors affected the interview as follows: these could be used for ingratiation, which provided a positive feeling to interviewers, self-promotion, which emphasized the competence of the applicants, or exemplification, which indicated the integrity of the applicants. Consequently, these results suggested that eye contact, smiling behavior, and head nodding by an applicant could affect the hiring decision.

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This paper investigates problems and conflicts which managers and employees of Japanese wholly owned ventures in the PRC face.Four type of gaps which seem to be causing the conflicts are discussed, which are: 1) Behavioral gaps, 2) Cross-cultural gaps, 3) Core value gaps, and 4) Ethnocentric gaps. From the interview data, the author concludes that in order to narrow these gaps, there needs to be efforts from both Japanese managers and Chinese employees to study and analyze the differences in their core values. Referring to one of the cases reported by interviewees, the author further suggests that integration of Third Culture or Charismatic Corporate Culture to existing “ Two-Cultures”environment may be alternative solutions to the on-going problems which threaten effective operations of the wholly owned ventures.

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This paper analyzes the global marketing activities of electronics industry enterprises in Asian Newly Industrializing Economies (A-NIES), by comparing case-study of Acer Group in Taiwan and Samsung Electronics in South Korea, both of which have been successfully catching up with Japanese and US corporations and developing into the global players. The prevalence of information technologies due to the IT revolution has enabled some of the A-NIES' enterprises to react promptly to diversifying and fluctuating consumers demands in the global market. Acer Group has achieved to establish the flexible and decentralized marketing model by restructuring its organizations enough to cope with these new demands. Samsung Electronics is seeking to be the biggest DRAM producer in coordination with the trend of establishing worldwide supply chain among the leading corporations by developing open-architectured production system. Concentrating its management resources on DRAM production, Samsung can become one of the most influential enterprises in the global semiconductor market. This study shows the importance of corporate reorganization to meet consumers needs and productive specialization. At the same time, however, both enterprises face some technological or financial difficulties. They need to renovate their marketing strategies in order to become more sophisticated or profitable players in the contemporary global market.

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