This research presents the role of the epmloyee's mental health self-management activities in maintaining psychological wellbeing among industrial workers. A questionnaire survey was conducted for 197 workers at the manufacturing company in Nagoya. The respondents' average age was 38.6, and the mean years with the company were 17.7.
In this questionnaire, each employee was asked to respond to the following three measures: job stressor, mental health self-management activities, and strain measures. The aim of this research is to examine two hypothesis; 1) There will be a direct effect of mental health self-management activities upon the measure of strain; 2) The moderating effect of the mental health selfmanagement activities will work to buffer the negative impect of the stressor upon the psychological wellbeing of the respondents.
The result showed that the direct effect of the mental health self-management activities upon the strain measures was significant. However, despite the seeming interaction pattern between job stressor and mental health selfmanagement upon the strain variables, the result failed to show the statistically significant result. Thus, the second hypothesis was not supported.

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The purpose of this paper was to investigate the effects of verbal and nonverbal behaviors on a job interview through three experimental studies. Independent variables were verbal content (assertive or non-assertive: AS vs. NA) and nonverbal behaviors (low or high immediacy: L vs. H). Dependent variables were interpersonal impression (intimacy, social desirability, dynamism and general evaluation bias), job abilities (decisiveness, harmoniousness), and employment decisions. Presentations of the video tape consisted of three modes: Study 1 with an audiovisual mode, Study 2 with an audioonly mode, and Study 3 with a visual-only mode. Subjects were 12 students (6 males and 6 females) in each condition and 98 students in all three studies.
Major findings were as follows:(1) In an audiovisual mode of presentation, effects of verbal behaviors were greater than thoes of nonverbal behaviors. There were no effects of both behaviors on employment decisions.(2) In an audio-only mode, AS had higher scores in all measures than NA.(3) In a visual-only mode, H had higher scores than L except social desirability and job abilities.

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Effects of CI (Corporate Identity) building activities upon employees' attitudes toward their organization was examined two years 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 organization. Results of the analysis indicated that the employees tended to show a higher exposure to the CI related information. But, the corporate image, evaluation of corporate performance, and support of company's communication efforts were not found to be increasing in the second-year experience with the Reflesh Program, compared to those in the first year.

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The present study examined the effects of managdment training conducted for local government employees upon the changes in their self-evaluations of their managerial abilities in terms of the present level and the degree of needed reinforcement. The 98 lower managers (Kakaricho) participated in the management training carried out by Aichi Prefecture and asked to respond questionnairs before and after the training. The questionnairs were composed of 25 items of managerial abilities by using a 5-point scale regarding:(1) the present level of managerial abilities acquired by Kakaricho, and (2) the degree of reinforcement each ability should receive for funther development.
Results of the analysis indicated that self-evaluations of managerial abilities increased significantly both for the present level and for the degree of reinforcement. Especially self-evaluations of older participants (from 45 to 49 years old) decreased for the present level, while significantly decreased for the degree of reinforcement.

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To find the industrial differences in work environment among women, two contrasting companies, A manufacturing company and B service companies were compared. In B service company, it was found that respondents reported higher Career Formation Support, lower Discriminative Environment, higher Career Possibility, and lower Job Dissatisfaction than those in A manufacturing company. However, Career Motivation remained the same. These results suggested that in A manufacturing company the rigid and less equitable work environment reduced women's Career Consciousness. Particularly, it was found that the company differences were noticeable in Career Formation Support which plays an impotance role in enhancing women's career development in the industrial organization.

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Two former studies showed that kind of past work experiences influenced the quality of life after retirement. Mail questionnaire surveys were conducted in these studies and was answered by 898 retireers from four large private corporations. An open-ended question, asking for messages to the incumbent younger generations about their life-planning, was included in that questionnaire surveys.
For the present study, KJ Method (KJM) was conducted to analize the messages which were received from 566 retireers. The results of analyses reinforced those of the former studies and proved that voluntary self-planning and company training of people about retirement while they were in office are of great effects on their lives after retirement.

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