In organizational socialization, newcomers are bound to feel disillusionments and conflicts between their initial expectations and orgnizational reality. Wanous (1980) proposed an idea of realistic recruitment to deal with this problem on the basis of a vaccination effect theory (McGuire, 1964). A realistic job preview is hypothesized to provide power of resistance to the impact of negative aspects associated with the organizational reality.
The psychological reactance theory (Brehm, 1966) can also provide a basis to explain relationships between initial expections and organizational socialization. Newcomers will feel psychological reactance, the freedom restoring motivation that resists organizational norms, when they confront organizational forces different from their initial expectations, values, and norms. Based on the review of past studies in the area of psychological reactance theory, it was suggested that the release of this psychological reactance would facilitate the organizational socialization process.

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The purpose of this study is to examin the relationships between the following three data sets:(1) evaluative ratings (5-point scale) on 10 most advancedscientific technologies (i. e., artificial intelligence, bio-technology, nuclear power generation, space technology, linear motor car, tube baby, 5th generation computer, super conductivity, organ transplant, and high-speed reactor), (2) familiarity ratings (5-point scale) on the same technologies, and (3) ratings on the subject's own personality (Y-G Personality Inventory). A hierarchical component analysis technique for the multiset data (Murakami, 1989) was applied. Three first order components for the image data sets were interpreted as indicating dangerous and harmful, useful and development, and personally beneficial dimensions, while the two first order components for the familiarity, as industrial technology and medical technology. Second order components showed several intersting relationships between image and familiarity which were found to be specific to particular scientific technologies. For example, industrial technologies high in the familiarity demension tended to have an image of usefulness and development.

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Seniority and permanent employment systems of Japanese companies have been gradually eroded by recent drastic changes in the business environment. Many companies have begun to recognize the importance of utilization of contingent man power to attain their managerial goals. The purpose of this study is to investigate the characteristics of work stress, organizational commitment, and career plans of contingent workers. A questionnaire survey was conducted for 243 contingent and 163 full-time workers. The results showed that:(1) the contingent workers are exposed to work stressors (role ambiguity and conflict) more frequently and experience stronger depressional feelings than the fulltime workers, (2) the contingent workers have weaker organizational commitment than the full-time workers, and (3) intention of turnover is closely related to the extent of organizational commitment for both groups. The authors conclude that the mental and physical work conditions of contingent workers are not as good as we tend to expect to be. The authors suggest that contingent workers' confidence in their own professional skills and knowledge should play an important role to maintain their health conditions and vocational identity.

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Effects of CI (Corporate Identity) building activities upon employees' attitudes toward their organization was examined one year after the implementation of what they called the Image Reflesh Program. First, a degree of employee exposure to the company's CI media was examined. Then, a series of analysis were conducted to see how company's efforts to penetrate CI related communication were made successful in creating changes among employees in terms of their attitudes to and perceptions on their organizations. Results of the analysis indicated that the employees tended to show a higher exposure to the CIrelated information, better corporate images, higher evaluation of corporate performance, and stronger support of company's communication efforts after the one-year experience with the Reflesh Program.

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Presently, the number of female workers is incresing in Japan. In addition, social change toward equality among men and women at the workplace becomes accelerated after the enforcement of the EEO statute. But many studies reported that there are discriminations still existing in the organization. The purpose of this study is directed toward examining the equality consciousness of female workers in Aichi Prefecture in fifth year after implementation of the EEO Law of Japan. Amail questionnaire survey was conducted in August 1989. The 318 usable data (response rate 60.4%) were made available for the present study.
Results of the analysis indicated that female workers want equality at the workplace, however they think their co-workers do not appreciate their abilities highly. Next, it was found that opinions of female workers can be complex, because they have responsibilities at both offices and homes. Compared with clerical female workers, female managers tend to have more positive expectations of equality, and to place higher values on female workers. Comparing female workers in large-scale companies, those in the small-scale ones tend to have higer possibility to make full use of their capabilities.

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