Relationships among individual stressors, organizational stressors, stress reactions, and coping strategies were investigated in company employees. Participants were employees of 14 companies (N= 5844). Their job stressors, stress reactions, and coping strategies were measured by using the Job Stress Scale - Revised version (JSS-R). The results indicated the following: (1) A clear recognition of individual and organizational stressors increased stress reactions. (2) Organizational stressors only increased inactive coping.Waseda University

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The present study discussed how organizational citizenship behavior, which is considered to improve the effectiveness of an organization, is affected by cultural views of self and work values. We surveyed university students who had working experience (N=115, mean age 21.7 years, SD=4.0). Independence of cultural views of self was positively correlated with two subscales of organizational citizenship behavior. However, Interdependence of cultural views of self was not significantly correlated with organizational citizenship behavior. Using hierarchical multiple regression analyses, Independence of cultural views of self and Development of Self of work values positively influenced part of organizational citizenship behavior, while Sense of Achievement of work values negatively did. In addition, Development of Self and Contribution to Society of work values indicated significant moderator effects. Therefore it was suggested that cultural views of self and work values were antecedence factors of organizational citizenship behavior.

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The purpose of this research was to study process of work behavior effecting on career perspective in vocational life among workers of early adulthood. A questionnaire was given to 253 employees of several Japanese companies with over 300 employees. A multistage path model was proposed a priori which was constructed by five variables: career perspective, work behavior, vocational identity, career adaptability, and meaning of work. Major findings were as follows: (1) not only behavior to step forward but also behavior to think through had an influence on vocational identity and career adaptability; (2) vocational identity affected career perspective the most. In addition, meaning of work was promoted by vocational identity and affected career perspective; (3) work behavior affected career perspective through vocational identity, career adaptability and meaning of work.

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This study aims to probe into the inferior aspects in the job characteristics of career supporting practitioners (CSPs), as well as to clarify the factors related to job characteristics and career maturity, and to verify the connections thereof. In this study, career supporting practitioners are defined as " those who are actually engaged in career support in various fields, including those with qualifications." Questionnaires were provided in which 451 responded. The results revealed that some of the main job characteristics were, " inner commitment," " task orientation," " coordinating the demands between the client and the organization," " knowledge about the profession," and " tolerance toward ambiguity." In addition, while factors related to job characteristics and career maturity were " good scheduling" and " autonomy," it was found that personal factors included " work experience," " initial professional education," and " cognitive empathy." Organizational factors included " salary," " support from superiors, senior staff members and supervisors" and " support from fellow workers and peers," and intermediate factors included " role recognition" and " continuous training." Factors varied depending on the basic attributes of the career supporting practioners. The interrelationships between the factors were also analyzed.

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