The present study investigated the relationship among internal locus of control perceived creative work environment, and intrinsic job satisfaction. Two models were proposed based on past research. A first model tested a direct effect of internal locus of control on intrinsic job satisfaction (Direct Effect Model); and a second model tested a mediation effect of perceived creative environment linking internal locus of control to intrinsic job satisfaction (Mediational Model). Data were collected from those who graduated from a major research university in Japan (n=227). The study revealed that the direct effect of internal locus of control on intrinsic job satisfaction was positive and significant; also, the effect was partially mediated through perceived creative work environment. The meaning of the findings and directions for future research are discussed.

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Nowadays, the serious shortage of physicians is becoming a social problem in Japan. After having checked into the human networks possessed by female physicians, we found that their networks fall roughly into three categories starting with the one generated at the place of employment, followed by alumni network and others. Most female physicians conducted information-gathering activities only within medical-related networks. Female physicians should be more open to the outside world and, while at work, should talk to people other than those in the medical office, do some research, look around and build networks with a variety of people. They should proactively participate in medical study societies/training workshops so that they will acquaint themselves with different types of persons with whom they do not have daily contacts. For those with blanks in their careers due to bearing and raising children or for other reasons, it becomes very important to create a mechanism that gives access to updated professional information and to medical-related networks. The updated professional information will make a contribution in erasing or overcoming fear related to returning to medical practice after a long blank and to acquire reliable work leads.

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The purpose of this study was to identify the factors that cause female nurses to terminate work early in their nursing careers. A survey of 808 nurses less than ten years into their careers was conducted, covering background factors (age, education, workplace, night shifts, working hours, instructional role), psychological factors (organizational commitment, job satisfaction, reality shock), and the intention to continue work following marriage and/or childbirth. A covariant structure analysis was conducted on 405 valid samples to examine the relative influence of these three factors. The results indicated that working nights lowered nurses' organizational commitment and that reality shock had a negative effect on their intention to continue working. It was also found that playing an instructional role increased organizational commitment, helped nurses overcome reality shock, and had a positive effect on their intention to continue working.

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We discuss the trust of consumers regarding products and information sources. Today, securing the trust of consumers is a major issue. We verify the effect that the trust of an information source has on the trust of the products it describes. Furthermore, we verify the interdependence involved in trusting in different information sources. We propose a "trust network hypothesis" and use a network autocorrelation model to statically verify it. The result of this statistical investigation showed that trust in a product and trust in an information source describing it depend on each other. Especially, we found that trust in friends and acquaintances as an information source about food is important for developing trust for various information sources and trust in producers and retailers is important for developing the trust of the products.

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The purpose of this paper is to clarify the background of employees' perceived fairness of reward, by focusing on their opinions concerning rewards. For this purpose, an in-depth study of one firm's case was conducted where most employees were unable to understand how their reward is determined in line with the performance-based HRM policy. It was found, however, that in this firm some employees perceived fairness in their reward distribution. They believed that the reward process is inevitably covered, speculated that the reward was determined aptly, and weren't interested in issues concerning rewards. Employees' opinion concerning rewards are formed under the influence not only of factors concerning rewards, but also of factors embedded in employees' experience of daily working lives, such as the perception of fulfillment in work and the trust for their evaluators (their supervisors).

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