The purpose of this study is to analyze the effect of "superiors' compliments" which means affirmative communication superiors gave to their subordinates. A survey questionnaire was administered to 443 managers in 3 private companies. At the same time another questionnaire was administered to their 923 subordinates. The following three findings were revealed through the results: First, factor analysis indicated that "superiors compliments" given by managers consisted of 4 factors, such as, honest affirmations to subordinates, listening to their subordinates' stories untill the end, and so on. Second, superiors' compliments had effects on their subordinates' self-confidence, motivation for their work, positive feeling for their workplace and trust relationships to their superiors. Third, managers' self-cognition of giving compliments were consistent in some degree with subordinates' cognition compliments given by their managers. Implications and future research subjects were discussed.

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The purpose of this study is to examine the proactive behavior of young Japanese workers. Early socialization studies were limited because newcomers were often portrayed as passive or reactive. However, recent studies addressed these limitations by conceptualizing the newcomers as active participants who, during their induction period, are continually engaging in an individual adaptation process, characterized by patterns of proactivity. Proactive behavior is very important for organizational adaptation among young workers, but there is very little research into this topic in Japan. This, then, is the focus of this study, based on two research questions: first, what are the effects of proactive behavior on organizational adaptation among young workers; second, what are antecedents of young workers' proactive behavior. Through an analysis of quantitative data obtained from 165 young workers in a Japanese department store, we are able to understand both the effects and antecedents of proactive behavior. This study derives a lot of knowledge from a small sample of proactive behavior in Japan.

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The purpose of this study was to investigate the change of meaning-making in work among young adult employees, based on longitudinal data analysis. Semi-structured interviews were conducted with 18 business persons who had less than four years of working experiences in Japanese companies, at the time of the first interview. The first interview (T1) was conducted in 2011, and the second interview (T2) in approximately one year after the first interview. The verbal responses of each participant were analyzed by Qualification Method III. Our findings indicate that the change of meaning-making in work among young adult employees 1) waded through 3 steps, "apprentice", "significance of ordeal", and "ascertain way of working", 2) migrated in a certain direction which were shown by the data spatially, suggesting the possibility of formulating a hypothesis on the transition of personal meaning in work up to 5 years from employment in the firm.

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