This paper attempts to discuss the applicability of a multilevel analytical method to abroader domain of the research in the field of human resource management (HRM) and organizational behavior (OB).A multilevel analytical method has rapidly evolved for recent years, which seems to increase opportunities for HRM and OB researchers to use this method, especially when they focus on verifying the effects of organizational-and/or group-level variables (e.g., policies, practices, culture, climate, etc.) on individual-level variables (e.g., values, attitudes, behaviors, etc.).In this study, we first made an in-depth literature review for the two recently published articles, Whitener (2001) and Liao and Chuang (2004), both of which involved a verification of the organizational-level FIRM practice effects on individual attitudes and behaviors using hierarchical linear modeling (HLM). Then, we made an initial attempt to use this analytical tool over our existing dataset in order to explore the extent to which establishment-level HRM practices and organizational climate can account for both within-group and between-group variances of individual attitudes and behaviors, including work commitment and turnover intentions of employees.Our results of FILM indicated that an employee's work commitment and turnover intentions were explained not only by his/her individual-level attributes but also by the establishment-level practices and climate of his/her work organization.Findings as well as our review results were used to discuss the types of FIRM research that may fit in well with the use of a multilevel analytical method in its empirical research design.Possible extended research domains and some cautions needed to conduct research using multilevel analyses in HRM and OB fields were also discussed.

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Franchise chains generally operate with two distinct control mechanisms for the same function, characterized by the simultaneous presence of two different operational models, company-owned and franchised outlets. In this system, message transfer from headquarters to outlets composes an important aspect in understanding operational differences between company-owned and franchised outlets.
In this paper, we employed a questionnaire survey of store clerks in a Japanese franchise chain to clarify how they acquired the messages from headquarters and how that affected to communication structures in their workplaces. The results showed that similarity as well as middle-range similarity of obtaining the messages between message sender and receiver affected whether the messages could be transferred or not. Also, verifying the human relations between store clerks in this respect, we concluded that building the effective workrelations might be the basis of message transfer from franchise headquarters to outlets.

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The purpose of this research was to examine the relation between anxieties andpsychological mid-life crises, which middle-aged Japanese male workers might experienceand have to cope with.The hypothesis was that (1) there is a correlation between mid-lifecrisis and mental illness in Japanese male workers, (2) the mid-life crises they have to facewould be caused by their environmental or economical issues.
The questionnaire survey was administered to 207 employees, aged 33-59 years, by mail.Path analyses were used to examine the relationships.The major fmdings are as follows;(1) there is a relationship between mid-life crisis and mental illness, (2) in the age group 40-49, mental crisis is caused by labor and fmancial anxiety, passing through physical and mentalcapacities, (3) in the age group 50-59, mental crisis is caused by fmancial and familialanxiety passing through physical and mental capacities.

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This study investigated 145 Japanese domestic mergers and tender offers during 1981 to1998, and found close to zero 3-day abnormal returns for bidders but significantly positivereturns in a larger window period. No positive relationship exists between the bank borrowinglevel and the bidder's cumulative abnormal return. However, when using the bank directorshipto measure bank control, the result of study found that bidder's abnormal returns weresignificantly and adversely associated with bank directorship. The results also suggest thatthe costs of Japanese bank-firm relations may outnumber benefits due to changes in the macroeconomicand legal environment.

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This studyaims at developing and empirically testing a comprehensive model of organizationaljustice derived from prior empirical studies on organizational justice. The study seeksto understand its antecedents to and its consequences are addressed. The first question is whatcharacteristics of a human resource management (HRM) system determine the levels of perceiveddistributive and procedural justice. Hypotheses are derived from the two prominenttheoretical models, the self-interests model (SIM) and the group value model (GVM). Thosefactors include neutrality, consistency, accuracy, ethicality, credibility, and reciprocity in theprocesses of making HRM decisions. All nine factors suggested by the two models areadopted for this study as major determinants of both distributive and procedural justice. Thesecond question of this study is related to the moderating effects of individual differences onthe relationship between the SIM and GVM variables and perceived distributive and proceduraljustice in organizational contexts. The fmal research question deals with the consequencesof perceived organizational justice, specifically job-related attitudes and organizationalclimate. Job-related attitudes in this study refer to job satisfaction, job motivation, andorganizational climate, i.e., the willingness to make contributions, identification with organization, and intent to stay, In examining the consequence of perceived organizational justice, the study focuses on the interaction effects of procedural and distributive justice on the abovenine outcome variables. The results show that both SIM and GVM variables significantly influencedistributive and procedural justice. However, hierarchical regression analyses that revealedthat the GVM variables exert more influence have been focused on the consequencesof perceived distributive justice with regard to outcomes provided by the organization.

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The purpose of this research was to clarify how Organizational Citizenship Behavior (OCB) of male nurses was related to working in a small minority job in Japanese hospitals. The data were gathered through semi-structured interviews with 8 male nurses that worked athospitals in Japan. All participants showed OCB in their work place. The author focused onspecific actions of OCB and classified data into the following 9 categories.(1) Plan and holda seminars for other nurses.(2) Carry heavy things or carry patients.(3) Coach junior fellows.(4) Maintain medical equipment.(5) Play a buffer role between staff members.(6) Preparereports and manuals for using personal computers.(7) Keeping the work place clean (8) Holding roles other than those related to nursing.(9) Expressed opinions and incidentsrelated to being a male other than those above.Four items: 2, 4, 5, 8 were representative ofthe male role. The other categories however, indicated that male nurses behaved and workedjust as a nurse, no different to female nurses.

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In recent years, PC industry in Taiwan has grow rapidly.Particularly, Taiwanese motherboardproduction makers have been No.1 in global market share since the middle of the1990s. Facing global competition, a PC firm must develop adequate strategies in correspondenceto its own environmental challenges. This paper explores how Asustek could grow rapidlyand continue to remain in the position as a top maker.
The findings indicate that Asustek considered “Time To Market” as the most importantmajor strategic issue in business due to the short life cycle of products and technology. A fasttechnology integration strategy was very important to the success of business. Therefore, Asustek recognized the importance of fast technology integration and its correspondence tostrategic issues. This paper showed that inter-firm connections and internal core knowledgewere the foundation of its fast technology integration competence. As a consequence, it wasable to convert from a fast follower into a fast designer. In addition, this paper also proposesa new inter-firm system, the cooperative system under contestable market.

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After obtaining the Msc in forest ecology, the author participated in forest managementcooperation in Guatemala as a 2-year volunteer in the Japan Overseas Cooperation Volunteers (JOCV).
The present administration of JOCV in cooperation with Japanese ODA activity suffersfrom a number of problems, including sectional divisions among administrative organizations, lack of monitoring by specialists, a weak presence of Japanese civilian control, and absenceof Japanese political leadership. In this environment, JOCV environmental projects areunable to function effectively from the points of view of scientific accuracy, economic andfmancial efficiency, or political and cultural relations.
The theme of the present analysis is to address these problems.

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ABSTRACT Utilising renewable energy resources has become an internationally popular and discernible trend. Current impact of the second oil crisis is still being felt, and the prospect of a third crisis emerging cannot be ignored. The time is appropriate to focus on the importance of utilising renewable energy resources. Eventually, of course, oil resource will be exhausted, and adequate preparation for that circumstance is necessary. This research focuses on the changes of the coal and oil market structures under the evolution of the world economy.
The research fmdings would provide a reference for scholars and experts to investigate the impacts of these changes on the Australian economy.

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