The main purpose of this study was to examine the burnout process using longitudinal data.Questionnaires were administered to 138 human service professionals (nurses and caregivers) twice at intervals of a year.
The models of causal relations among three dimensions of burnout were examined by structural equation modelling (SEM). As a result of this analysis, the Leiter&Maslach (1988) model, which predicts that emotional exhaustion influences depersonalization, while depersonalization reduces personal accomplishment, was most consistent with the data.
Furthermore, the longitudinal model fits the data better than the synchronous one, suggesting that burnout should be considered as a developmental process.
Implications for understanding how to intervene into burnout process were discussed

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This study aimed at a Japanese organizational dysfunctional behavior (ODB) scale. Forty-two items were selected from our pilot study and from the existing research in the U.S. Japanese employees (n=326; mean age 37.8 years; 223 men, 103 women), working for corporations in Japan participated in this study answering the questionnaire tailored for this study. The results of factor analysis indicated that ODB in Japan consisted of four dimensions:(a)“serious dysfunctional behaviors for the job”(indicated by items such as: damaging public property in the workplace);(b)“sabotage”(indicated by items such as: sending private e-mails to someone during working hours);(c)“verbal harassment”(indicated by items such as speaking evil of someone in the workplace behind him or her); and (d)“verbal violence”(indicated by items such as arguing with someone at work). The alpha coefficient for each of the dimensions was. 889. 786. 747, and. 791 indicating that the levels of the reliability of the scales were substantially high. Confirmatory factor the analysis verified that 4-factor structure had acceptable fit. High correlations with organizational deviant scales by Bennett and Robinson (2000) indicated the Japanese ODB has concurrent validity. The results of the Item Response Theory (IRT) indicated that each of the scales consisted of items that appropriate for measuring ODB in Japan.

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This study reports the results of two meta-analyses of validation studies of a personality test using performance appraisals as criteria. The purpose of this study is twofold. Firstly we seek out the general levels of personality validity coefficients with Japanese samples and their generalizability across situations such as different jobs or organizations.Secondly we address issues of aggregating studies with different criteria, study purposes, and study periods.Five out of seventeen scales showedcorrected validity coefficients higher than. 10 in absolute value, with the highest coefficient of. 21 on “Vitality”. The results were similar with those of the previous meta-analyses on U. S. and European samples. Our second metaanalysis included only the studies that met the all three conditions of being conducted within a certain periods of time, using the same criterion, and being confined to researchpurposes. As a result, the validity coefficients became higher and more generalizable compared to the initial analysis. It is argued that the differences among studies that were often not dealtwith in preceding meta-analyses have a significant effect.

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The purpose of this research is to test the hypotheses suggested by the earlier interviewstudy (Ogawa, 2003a, b) which delved into the voluntary turnover process of modern Japanese youth.
The questionnaire survey was mail-administered with a sample drawn from those who visited the job placement office for 29 younger persons, and the samples were employees who visited the office in their teens or twenties in the past and were regular or contracted full-timers at the time of data collection.
The major findings are as follows:(1) Reality shock reduced the reliance of the employees on their bosses, and made their organizational commitment decline, (2) but wasn't much related to job satisfaction, and (3) could be a chance of self-understanding, especially one's aptitude-understanding.
Finally, several suggestions for future research are offered.

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We examined the effects of exit options and preliminary interaction on negotiators' perceptions and behaviors in the electronic negotiation. The exit option is that either negotiator could exit from the current negotiation.When the negotiators were allowed to exit anytime from the current negotiation, we predicted that they would perceive the negotiation as unsteady.When the negotiators had personal interaction with each other, we predicted that they would perceive the partners as faithful. In a role-play experiment, 78 students were paired to negotiate with each other by using e-mail. They were randomly assigned houng the exit into the four conditions: or not and preliminary interaction or no preliminary interaction.The results supported our two predictions.Further, it was found the preliminary interaction increased collaborative behaviors.

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The purpose of this study is to explore 1) the organizational conditions of the Service-Front Organization, which is a service-oriented organization providing good service by employees' autonomous judgment, and 2) the process and methods of organizational change to a service-front organization.Data were collected from two foreign-owned firms, which are well-known as an excellent service firm, and a hospital, which accomplished a successful change to service-front organization.The results indicate that 1) organizational cultures are placed at the core of organization, which enable workers to make good judgments independently in providing service to customer, 2) various and daily practices are employed to permeate organizational cultures among workers and translate them into action, and 3) organizational cultures are congruent with other organizational factors, such as an empowerment to workers, human resources practices, managerial behaviors, etc, which is considered to contribute to form competitive advantage of service-front organization.

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