Despite the fact that the proportion of part-time workers in the labor force has increased considerably, there have been only a few studies to empirically analyze the work-related attitudes and behaviors of the part-time workers. This study attempted to provide an empirical analysis of differences in organizational commitment between part-time and full-time workers. The findings indicated that:(1) the positive relationship between job tenure and organizational commitment was weaker for part-time workers than for female full-time workers;(2) the positive relationship between organizational climate or leader positive reward behavior and organizational commitment was stronger for part-time workers than for full-time workers; and (3) the negative relationship between alternative job opportunity and organizational commitment was stronger for part-time workers than for male full-time workers.

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This study examined theoretical relationships among the three stress-related. variables:(1) perceived pressure of time for the school and hospital responsibilities as stressors, (2) job satisfaction, psychophisical exhausion, and school-life satisfaction as strain measures, and (3) a number of friends in school and hospital support for attending school as social support measures.
Perceived shortage of time highly correlated with two strain measures: psychophisical exhausion and job satisfaction with working conditions. Hospital support for attending school highly correlated with all of the strain measures.
A moderating effect of social support on the relationship between the time shortage and strain measures showed two different patterns, reflecting the differetial quality of social support measures (as moderators). One result obtained using hospital support as a moderator confirmed the hypothesis on the stress buffering effect. When a number of friends was employed as a moderator, students with both fewer and moderate number of friends confirmed the stress buffering hypothesis, but for the students with a large number of friends the result showed disagreement with this hypothesis.
As a conclusion, implications of the findings of this sutdy, especially of those regarding the social support effects were discussed for practices of the nurse education and development at the work place.

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The purpose of this study is to investigate effects of situational variables on the relationship between leadership behavior and personal power. A questionnairesurvey was conducted for 158 workers at the city office, 425 nurses at the hospital, and 289 workers at the steel company. They rated their own growth need, superior leadership behaviors, and social power (position, power and personal power) of the superior. The results showed that:(1) the leader's task oriented behavior (P behavior) and the human relations oriented behavior (M behavior) were closely related to personal power, but they were not related to position power, (2) the position power moderated the relationship between M behavior and personal power, (3) worker growth need moderated the relationship between planning behavior (one of P behaviors) and personal power, and (4) worker's age moderated the relationship between leadership behavior and personal power, but the direction of effects was found different among organizations.

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A mail questionnaire survey was conducted to examine relationships between the nature and the kind of past work experiences and the present quality of life perceived by the retirees from three large private corporations located in the Tokyo and Osaka areas. Out of 457 retired managers surveyed, 596 (74.8%) provided usable data for the present study. The respondents' average age was found to be 66.5, and average years after retirement 9.1.
A set of measures was developed to evaluate the quality of life after retirement, namely a Life Satisfaction Scale, a Degree of Contribution Scale, and a Sense of Life Meaningfulness Scale. Results of analyses indicated that past experiences of internal control on the job, intrinsic job satisfaction and work centrality significantly related to a set of QL measures, after controlling for age, income, and housing conditions. These findings were discussed regarding the corporate personnel policies involving older workers, and necessary training and education programs in the company to cope with the expected aging society in Japan toward the year 2000.

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The 40 women managers who work in Nagoya city and its vicinity were interviewed.The interviewee's mean age was 45.2 years, and the mean year with the companies was 19.4 years.
In this interview each female manager was asked about 1) career environment, 2) career consciousness, and 3) career stress. In addtion to stress factors identified by past studies based on male subjects, “female discrimination” and “compatibility with work and family” were found as two main stressors unique to the female managers.
Almost all respondents in this study felt stress attributable to discriminatory biases in thier work place, and difficulty of compatibility with work and family. Nonetheless, they seemed to work hard for converting these stressors into a driving force, which enabled them to have a present success. In other words, they were success women, whom we may call superwomen. However, we must concern for many women who could not make such a success in spite of their hope for the progress, faced with the stressful organizational environment in which most of the women were put to work.

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