The current study extends recent research on personality vulnerability to distress by examining the congruency hypothesis. This hypothesis includes precise predictions on the congruence between the personality and stressor. Mediating models of work orientation serving as vulnerabilities to distress are linked to the stressor as mediators, assuming that individuals generate distress and use of avoidance coping. A total of 173 employees were administered measures of work orientation (interpersonal/ achievement), negative life events (interpersonal/achievement), coping style, and distress, and a structural equation modeling was conducted. The results indicated that interpersonal negative life events mediated the effect of interpersonal work orientation on avoidance coping. However, achievement negative life events did not mediate the effect of achievement work orientation on distress or coping. Thus, the results illuminate the need to assess personality vulnerabilities to distress and specific stressor domains and suggest that congruence of interpersonal work orientation and stressors contribute to distress in employees.

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Based on Affective Event theory (Weiss & Cropanzano, 1996) , the current study developed and tested a model examining the mediation effects of negative emotion of the relationship between coworker incivility and both job satisfaction and work withdrawal behavior. In addition, the study investigated the relationship between supervisor ostracism and the frequency of incivility among employees. Analyses based on a structural equation modeling (N = 693) suggested that employee negative emotion mediates the relationship between coworker incivility and both job satisfaction and work withdrawal behavior. Result also suggested that supervisor ostracism is positively related to coworker incivility. Finally, from a stress management perspective, the study investigated and showed a significant interaction effect of interpersonal justice perception for the relationship between negative emotion and work withdrawal behavior. Results and future implications of the study are discussed.

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The present study investigated the criteria used by Japanese college students in selecting a potential employer. A total of 154 undergraduate students majoring in social science at a major private university in a metropolitan area in Japan were asked to rate the importance of four criteria (including interest in work contents, salary, size of the company, and adaptability to corporate culture) when selecting an employer. The policy-capturing method and dominance analyses were used to predict the importance of each criterion, and the results were compared with the ratings obtained using direct questioning. The following major findings were obtained: (1) students valued interest in work contents most highly, while the size of the company was of relatively low importance, regardless of the method used; (2) for salary and students’ adaptability to corporate culture, results obtained using direct questioning were different from those obtained using the policy-capturing method; (3) students prioritized criteria differently according to differences in individual traits such as self-efficacy; and (4) adaptability to corporate culture most strongly affected students’ confidence in joining companies. Based on these results, we discussed appropriate recruitment and selection practices.

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The study in this paper aims to analyze a relationship between an eye movement and gazing and organizational factors by using a questionnaire survey. Analyses were made by applying factor analysis, and then by applying Structured Equation Modeling (pass analysis) based on factor analysis. Main findings are as follows: (a) generally an individual knowledge or ability regarding a degree of knowledge of safety actions and individual factor of cognition of usefulness and instrumentality of safety actions were related to a behavioral tendency of a confirmation action. At the same time, an organizational factor of the management commitment for safety (safety climate) has also a direct relationship to behavioral tendency. Moreover, an organizational factor about safety was related to a leadership. (b) As for difference caused by workplace or worksite, in site A, organizational factors of the management commitment for safety (safety climate) directly influence a behavioral tendency of a confirmation action. Furthermore the management commitment for safety (safety climate) has a relationship to a leadership. Other factors also have a significant relationship among them. (c) In site B and site C, the management commitment for safety (safety climate) doesn’t have a direct relationship to safety actions. But, it has an indirect relationship to safety actions via a degree of knowledge and usefulness/instrumentality of safety actions. This difference may result from different definitions of hazard. In other words, the difference will be caused by depending on whether hazard as a risky condition is grasped extensionally by enumerating accident cases in situations or services, or intentionally by understanding the statement ‘in any situations and services, an accident will occur almost always’. As described hereinbefore, it was found out that a tendency of eye movement and gazing which are basis for hazard perception is influenced by organizational factors. Furthermore it was found out that depending on an organization (workplace, site), hazard as risky condition is defined extensionally or intentionally.

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The purpose of this study was to describe the team competency and to present theoretical suggestions for the establishing processes of team competency. Previous studies have delineated team competency in terms of “task accomplishment” and “relationship maintenance.” Recent studies argued the necessity to incorporate “environment adaptation” as a team competency. This study focuses on three levels of team competency (task accomplishment and relationship maintenance, role enlargement, and adaptability for environment change)and examines the relationships of the degrees of team consciousness before and after team activities with the level of team competency. Questionnaires were administered to 89 business persons. The results showed that (1)teams with higher competency in task accomplishment and relationship maintenance tended to acquire more success lessons based on consciousness after the task accomplishment, and (2)this tendency was also shown for the team with higher competency in role enlargement. Furthermore, teams with higher adaptability were (3)more conscious of the learning goal before task activities as well as about lessons after task accomplishment. Based on these findings, we propose the theoretical suggestions for the processes on the establishment of team competency.

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To clarify the current situation of human resource management for part-time nursing staff in hospitals from the viewpoint of the organization and individual, a self-assessment questionnaire survey involving a total of 348 hospitals extracted from A, B, C, and D Prefectures employing a 50% proportionate stratified sampling method, and a qualitative and descriptive study involving 16 part-time hospital nurses in A Prefecture, who were aged 25 to 34, married and/or had children, were conducted. The results showed that nearly 90% of hospitals had employed part-time nurses as sub-core personnel, and half recognized that they had been practicing human resource management for part-time nursing staff, such as education, the clarification of career needs, and positioning. On the other hand, part-time nurses recognized the dilemma caused by unequal treatment in terms of human resource management, revealing the difference in recognition between both parties.

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This study aimed at demonstrating an effect of contribution to development of the company, an awareness of current condition, and group identity on change orientation in department in organization. The target of analysis was 297 office workers in eight companies. High membership workers had higher change orientation than low membership workers in a department which had been contributed much to the development of the company. Compared among high membership workers, workers in a department which had contributed to a company had higher change orientation those who in a department with less contribution. Each department is required to enhance membership in each department and contribute to development of companies in enhancing employees’ change orientation.

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