The usefulness of the flow construct (nagare in Japanese) in business and managementpractices is analyzed. It is considered that the flowconstruct in the practical context isessentially metaphorical and thus it is called a “conceptual metaphor.” The function ofconceptual metaphor explains how people use the flow construct in making sense ofchanging phenomena. Based on this, perspectives suchas cultural studies, evolutionarypsychology, and social constructionism are synthesizedto make arguments about whybeing conscious about flow in practice is considered effective especially for Japanesepeople. Limitations of using the flow construct in practice are also discussed.

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This study estimated the effects of the following 5 factors on the multi-observer ratings ofratees' job performance; the ratee's general level of performance, the ratee's performanceon the specific dimension, the rater's idiosyncratic rating tendencies, the rater'sorganizational perspective, and random error. The job performance ratings were gatheredfor developmental or administrative purposes in Japanese organizations with anassessment tool; MOA-M (Multi-Observer Assessment provided by Recruit Management Solutions Co., Ltd.). The data set analyzed in this study consists of 1380 managers' dataeach rated by 2 bosses, 2 peers, 2 subordinates, and self. The results indicated thatidiosyncratic rater effect dominated over half of rating variance in the data set. The rateeperformance levels in both general and dimensional factors explained less than 25% of thevariance. The average random error effect was 15%. These results were considered togenerally coincide with the prior research results reported by Scullen et al.(2000). This isthe first study focusing on the latent structure of job performance ratings in Japan.

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This paper verifies the assumption that home workers with higher autonomy havehigher job/life satisfaction and greater social capital.
A survey of self-employed home workers was conducted to study their attitudes towardtheir work, work environment, and networking in SOHO. 505 samples were collected. Based on this data, 4 scales representing autonomy of home workers were constructed byfactor analysis and they were named as “fullness by self-employed”, “career self-reliance”, “consciousness as a professional” and “practical use of work style”. In regard to thesescales, the data was classified into 3 clusters by cluster analysis. Then attributes andattitudes were studied and compared among clusters.
From the analysis, significant relevance was observed between the degree of autonomyand job/life satisfaction. The degrees of autonomy and job/life satisfaction of the “highlyautonomous” group were significantly higher than those of “dissatisfied” group. The resultssuggest that job/life satisfaction of home workers can be increased by becoming moreautonomous, and that autonomy of home-workers is influenced by networking with otherhome workers and utilizing the freedom of time and place of work.

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This study examined whether the effect of person-situation discrepancy on situational commitment was moderated by a person's self adjustment to the situation. The unit of inquiry consisted of dyadic working relationships between supervisors and subordinates, where the supervisors represented significant situations for the subordinates. It was hypothesized that self-adjustment interacts with person-situation discrepancy to affect situational commitment negatively. Contrary to the prediction, the results showed that the sign of the interactive effect was positive, indicating that the negative effect of personsituation discrepancy on situational commitment became less pronounced for those subordinates who had gone through greater self-adjustment in interacting with their supervisors. The meanings of the findings and directions for future research are discussed.

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This study empirically analyzed the determinants of a strategic alliance's stability based on the framework of game theory. We derived motivational cooperation (voluntary cooperation) and structural cooperation as management logics within strategic alliances and examined which approach is more effective. We analyed the data from the questionnaires obtained from 55 international joint ventures that had gained ground in 9 advanced countries. The results suggested that motivational cooperation (voluntary cooperation) has a stronger influence on the stability between partners than structural cooperation. As a new discovery, the study suggested that motivational cooperation (voluntary cooperation) and structural cooperation have a trade-off relationship

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This study is preliminary research examining how foreign owners have constrained Estonian top managers' actions and why they have forced them to leave their enterprises. It is based on eight cases. The research findings indicate that the executives trying to reach higher autonomy from the parent corporation may be forced to leave their companies. This might happen even if they are showing sound economic results and the two countries are (culturally) relatively close. The paper points out to some contradictions in the current literature regarding top managers' roles. It includes some future research implications.

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