This paper tries to capture the change in corporate governance and in the mindset of top executives in Japanese companies by analyzing executive compensation systems from recent years. The results reconfirm the positive relationship between executive cash compensation and accounting performance, consistent with previous research. The results also show that companies with higher foreign share ownership tend to have executive cash compensation that is less sensitive to accounting profit and tend to have stock option plans. These conclusions collectively imply that shareholder return gets a higher priority while accounting profit gets a lower priority for companies with more vocal shareholders. Japanese corporate governance used to be characterized as a mainbank oriented system in which main-banks played the role of shareholders. The results of this paper imply that as share ownership structure has changed in Japan, shareholders have emerged as "principals" as discussed in agency theory.

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The number of nonpermanent employees has been sharply increasing recently. With such situations, this paper aims to clarify the job attitude of the nonpermanent employees, focusing on organizational commitment, mental health and work motivation in particular. A survey was conducted among employees of 17 social welfare corporations. It was revealed that nonpermanent employees have higher levels of affective and internalized factors of organizational commitment and work motivation than permanent employees, and the complete opposite was suggested for continuance commitment. The survey showed no significant results for other variables. In conclusion, it is suggested that management should think about the various practices like job enrichment in order to enhance positive factors of organizational commitment and work motivation of permanent employees.

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This paper analyzes the characteristics of career counseling for young adults provided by a public employment service agency in Japan. Through a triangulation approach using archival records, field notes, case analysis, and mail survey, we report several findings regarding the counseling service provided by the agency. First, we analyze the agency's geographic location and accessibility for potential clients. Second, we examine the characteristics of clients who used the service and identified several different types of client. Third, we illustrate the typical process of career counseling. Fourth, we analyze the effect of career counseling on clients' future outcomes. This paper concludes with the implications for the future practice of career counseling.

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