本研究は, リーダーシップ行動とモラールの関係に及ぼす上司のもつ社会的勢力の仲介効果についての検討を行なった。社会的勢力としては, 準拠勢力, 地位勢力, 専門家勢力が用いられた。調査対象者は地方公共団体の一般職員158名である。リーダーシップ行動の測定は, 三隅のPM式リーダーシップ測定尺度, LBDQX-IIの翻訳版が使用された。社会的勢力の測定は今井の方法に準じた。
得られた結果は, 以下のようであった。
1. 社会的勢力とリーダーシップ行動の相関はr=0.08～0.43の範囲にわたっていたが, 専門家勢力は道具的リーダーシップ行動と比較的高い相関を示した。
2. 社会的勢力とモラールの関連性は比較的低いものであった。
3.準拠勢力の仲介効果は, 課題達成行動 (P行動) と部下のモラールとの関係においてみられた。
4. 地位勢力の集団維持行動 (M行動) とモラールとの関係に及ぼす仲介効果はほとんど見られなかった。
5. 専門家勢力の道具的行動およびP行動と部下のモラールの関係に及ぼす仲介効果は, 道具的行動およびP行動ともに明確に仮説を支持しなかった。
6. リーダーシップ行動と部下のモラールの関係に及ぼす社会的勢力の組み合わせによる仲介効果は, 準拠勢力と地位勢力の組み合わせの条件下で顕著にみられた。

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The purpose of this study was to examine two aspects on the occupational-life consciousness among female clerical workers.
One of them was directed toward examining the difference of their occupational-life consciousness based on demographic factors (especially, their household types and educational background).
Regarding the household type, it was found that married women, and single women living alone were more positive toward their occupational lives than single women living with their parents. Moreover, regarding the educational background, it was found that university graduates and professional school graduates were more positive in their occupational orientations than junior college graduates and high school graduates.
The second purpose of the study was to examine the level- of women's ego-involvement in occupational lives as compared with their male counterparts, It was found that on the level of present job satisfaction and the level of life expectation in coming ten years, women were higher than men. Moreover, on the level of their commitment to the company, women were found lower than men. This result was discussed from the following point of view; Among female clerical workers for the present study, the occupational lives were chosen as a secondary area which is rather peripheral to their central ego identity.

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The present study tested a hypothesis that states middle managers with a high speed of promotion would perceive their organizational careers more positively, and engage in career development activities more rigorously relative to the low speed of promotion managers. To test this hypothesis, section managers (ka-cho, n=32) and assistant section managers (Kakari-cho, n=21) derived from a large manufacturing firm in the Nagoya area were both diveded into two groups in terms of a speed of promotion: High speed of promotion managers who spent less than 9 years to reach the kakari-cho level and Low speed managers who spent 10 years or more. Results of analyses indicated that the High speed managers see their careers with more investment done by the company and by themselves, and engage in career development activities more rigorously, compared to the Low speed colleagues. This result gave support to findings reported by Wakabayashi and Graen (1984, 1988).

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The purpose of this study was to explore employee consciousness on task ability: on its perceived components and on individual differences in task ability. Subjects consisted of 877 employees derived from 4 different companies.
Three questions were asked; 1) what are the components of task ability perceived by employees? 2) to what extent do they see individual differences associated with the task ability? and 3) what do they see are the determinants of task ability?
The following results were found.
1) Employees tend to see task ability as an integrated whole covering achievement, potential and personal characteristics, rather than as a narrow task performing ability.
2) Individual variations in the task ability were perceived to be large. This result contradicted prediction that stated employee would see no individual differences in the level of employees task ability.
3) Regarding the perceived determinants of task ability, it was found that employees see differenees in individual aptitudes and task efforts create differential quality of task ability among themselves.

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The present paper describes the result of a questionnaire survey designed to collect the adjectives associated with 4 key concepts: that is “nurse, ”“doctor, ”“patient, ” and “hostipal.”
The subjects were nursing school students: 2-year course students (n=36) and 2-year part-time course students (n=39), nursing junior college students (n=40), and other junior college students majoring in social science fields (n=40).
The result indicated that the adjectives strongly associated with “nurse” were tender, smart, clever, feminine. Those associated with “doctor” were found to be clever, rich, tender, terrible, and those associated with “patient” were alone, weak, pitiful, and lonely, while those associated with “hospital” were smell of disinfectant, white, terrible, and cold. These adjectives were considered appropriate for meaning respective concept that will have an important influence on the process of occupatianal development among nurses.

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