In this article, we studied the difference in employees' job satisfaction depending on the existence of feedback meeting after personnel evaluation. First of all, we have identified 3 types of personnel evaluation systems; such as performance-based, seniority-based and the combination of them. We also examined whether the employees were feeling the difference between the system framework and its actual operation. According to our questionnaire survey, the employees recognizing their evaluation system as performance-based were more satisfied with their workplaces when they have feedback meetings. On the other hand, the employees recognizing their evaluation system as the combination of performance-based and seniority-based were more satisfied when they didn't have feedback meetings. Addition to this study, we also looked into the influence of the need towards personal appraisal (need for praise-seeking and need for rejection-avoidance) to the satisfaction of workplace. As a result, we found that the rejection-avoiders were feeling less satisfaction in their workplace when they had feedback meeting. Over all, the results showed that the consequence of the employees feeling the discrepancy between the framework evaluation system and its actual operation could possibly cause less-satisfaction in workplace.

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Abstract: As deregulation policy in Japan has been pushed forward for about the past 10 years, companies have come into contact with an unspecified number of partners and now use the judicial system to solve disputes with them more than before. In this study, we examined impressions of judges and the legal system by employees with experience in the corporate legal department in charge of dispute resolution. The results showed that if employees had positive impressions of judges, then they perceived the system to be more fair and accessible. It was suggested that they confirmed social status of self and the propriety of judicial results through the interaction with judges.

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The purpose of this study is twofold. First is to demonstrate the factor structure of subjective measures of person-environment fit (P-E fit) perceptions, especially subjective person-organization fit (P-O fit) and person-vocation fit (P-V fit). Second is to examine the effects of subjective P-O and P-V fit on the newcomers' organizational adjustment outcomes, including organizational commitment, achievement motivation, and turnover intentions among newcomers. A confirmatory factor analysis over a sample of 202 newcomers working for Japanese firms showed that newcomers could conceptually differentiate the items of P-O fit from those of P-V fit, providing strong support for the two dimensional model of the subjective P-E fit measures among Japanese newcomers sampled. In addition, the regression results indicated that newcomers' subjective P-O fit had significant effects on their organizational commitment and turnover intentions while their P-V fit had significant effects on their motivation and turnover intentions. Furthermore, the moderated regression analysis did indicate that there were significant interaction effects of subjective P-O and P-V fit on newcomers' achievement motivation at work. Findings are used to discuss the role of P-O and P-V fit plays in enhancing newcomers' organizational adjustments in Japanese firms. Limitations and the directions of future research are also discussed.

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The aim of this paper is to clarify the conditions of forming OJT (On-the-Job Training) using sociometric data, focusing on direct learning and modeling. The four characteristics related to identification and zone of indifference was regarded as condition variables. The results indicated that forming OJT required (a) trainer's higher (level of) identification and lower indifference, (b) trainee's higher identification and higher indifference, (c) trainer's and trainee's higher identification in relationships, (d) trainer's lower indifference and trainee's higher indifference in relationships. Also, additional analysis revealed that modeling needed the " adequate range of difference" in regard to identification.

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