Since the term “socialization”was defined, numerous researchers have studied its content and function in many fields of research: i. e., sociology, socia psychology, etc. Socialization is, in this sense, an interdisciplinary topic which contains subnotions that are peculiar to each field of study.In the field of organizational behavior, that is called “organizational socialization.”
The purpose of this study is to review the theories of organizational socialization critically and reconsider the characteristics of organizational socialization theoretically. The areas covered by this review are:(1) the comprehensive concept of socialization with organizational socialization as a subnotion, (2) a critical review of past research, and (3) the two major perspectives adopted in past research. This research has two major conclusions about (a) the difference in the perspectives of organizational socialization between the career development field and organizational behavior field, and (b) the insufficiency of empirical research approaches that focus on the “stage-model” and individual mechanisms which facilitate attitude change.

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The purpose of this study was to investigate the effects of disillusionment experience on perspectives in the adaptation process of newcomers. A questionnaire survey was conducted at the times of entrance and 8 months later.
In the questionnaire, each newcomer was asked to respond to items from three perspectives (career, human relations, and job). Disillusionment was defined to the change from high job perspective (including three sub-perspectives) to low job perspective.
The major findings were as follows:(1) During the first 8 months, newcomers began to lose interest in the job and human relations in the organization; and (2) The disillusionment was related to human relations with seniors.

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This field research used three classes of variables: stressor variables (work stress), moderating variables, and strain variables (psychological responses). The research Was conducted in a computer factory. One of the effective moderaters, the Purpose-in-Life (PIL) score was examined using ANOVA and regression methodologies. Significant impacts by the moderating PIL score were observed on “Anexity”, “Depression”, “Decline of working will” and “Anger”. Yet in cases of work overload, obstacle, failure, role underload, role. overload and cautious work, the moderating effects were shown on a few stress related responses. The moderating effect of PIL on fatigue was shown only when the work stress was general physical work. No moderating effect by PIL was observed on irritation. This study discusses the specific characteristics of PIL-score as a moderaler.

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This study examines the empirical validity of theuniqueness of Japanese employees' group orientation on the basis of the Japan-U. S. gender comparisons of individual work attitudes. The study investigates the persistence of cultural and gender discrepancies in group attitudes when considering structural factors of work. Analyses of the data from Japanese and American manufacturing employees suggest that job structures, in particular the degree to which team work is required and the level of intrinsic job rewards, are important determinants of work group attitudes for employees in Japan and the United States. The findings, however, indicate that gender and nationality differences in work group orientations do not necessarily stem from the fact that jobs are differently structured for men and women in organizations in the two countries.The possibility of cultural embeddedness of individual affective work orientations is discussed.

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Currently, China is promoting the reformation of its system of Chinese state enterprises by studing the manegement system of the advanced capitalist countries. It is generally believed that one of the major factors in the success of Japanese economic development was the big effort made by Japanese companies in training their employees. If this was true, it should now be possible to introduce this superior training system into China through Chinese-Japanese joint venture enterprises. Nevertheless it cannot be taken for granted that the employee training system of Japanese companies will besuitable for all Chinese companies. This means that the Japanese companies' education systems have to be introduced to Chinese companies in a way that fits the realities of these companies. Therefore, it is of major importance for the reformation of the system of Chinese enterprises to learn from the experiences of Chinese-Japanese joint venture companies.
The aim of this research is to investigate the educational realities of training management staff and general staff in Chinese-Japanese joint venture companies. It studies the adaptability of the Japanese employee training system to China, and points out the problems in thir system as it is being implemented in Chinese-Japanese joint venture companies. It also offers suggestions for improvement. Furthermore the focus of this study is to determine what kind of educational system should be introduced to all Chinese state enterprises who at present are undergoing reforms of their management.

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