The purpose of this study is to investigate the process by which a particular company was compelled to engage in unethical behavior in meeting the requirements of a customer when manufacturing certain products. The results indicate that the company was faced with considerable difficulties in producing a sufficient number of the products according to the customer’s specifications within the required time frame. This in turn led the company to an ethical dilemma as to whether priority should be given to manufacturing the products according to the customer’s specifications or satisfying the contract to deliver the products within the required time frame.

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New Public Management (NPM) is to try to achieve the improvement of the organizational effectiveness by advancing the organization control based on Performance Evaluation System and the decentralization of the organization at the same time according to Aucoin (1995). This study aims at providing empirical evidence that NPM on which Aucoin insists is to promote intrinsic motivation and interpersonal facilitation of public officials Job characteristics, intrinsic motivation and interpersonal facilitation are measured by questionnaire and the causal structure is identified by SEM analysis. The main findings were as follows: (a) managerial behavior based on Performance Evaluation System promoted intrinsic motivation and interpersonal facilitation through public officials Job characteristics. (b) Furthermore, managerial behavior based on Performance Evaluation System in conjunction with decentralization of the organization simultaneously promoted intrinsic motivation and interpersonal facilitation through public officials Job characteristics more, compared with the organization in which decentralization of the organization is not performed.

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The factor structure of anticipated work-family conflict (WFC) and work-family facilitation (WFF) were studied among 1087 students from nine universities. In addition, we examined the association of gender attitudes, anticipated WFC and WFF, career perspectives, job motivation, and job anxiety. Results indicated that the bidirectional relationship between work and family life was also common to anticipated conflicts and facilitation. Moreover, a number of gender-related differences were found. Women anticipated higher levels of family-to-work conflict, time conflict, choice conflict and work-tofamily facilitation, whereas men anticipated higher levels of work-to-family conflict. Moreover, the analysis of covariance structures partially supported the process model of university students’ anticipated WFC and WFF. Furthermore, anticipated work-family balance correlated with higher career perspectives, higher job motivation and lower job anxiety.

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Perceived negative changes of organizational climate are commonly attributed to the stressful nature of the job. This study examines an occupation-specific model of the stress process in nurses in which perceived negative changes of specific organizational climate dimensions were hypothesized to distress indirectly through the mediating effects of specific occupational stressors. The model proposes three perceived negative changes of organizational climate, namely an increase in their working hours, dilution of their group-solidarity and workplace becoming more demanding (e.g. customers demand more service). The SEM analysis on the responses of 592 female nurses revealed that,1) excessive perceived negative changes of organizational climate was associated with higher nursing occupational stressors, qualitative work load,2) excessive perceived negative changes of organizational climate was associated with higher nursing occupational stressors, conflict with other nursing staffs,3) qualitative work load and conflict with other nursing staffs were associated with higher distress, confirming our hypotheses.

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The frameworks and cases are presented, about consultation regarding attitude survey as a form of procedures in which a clinical psychologist contributes to an organization. This is a unique approach, different from commission survey led by social survey professionals. Some social surveys conducted by non-professional in the industrial organizations may bare serious problems concerning research designing or interpretations of the results, thus misleading the actions not suitable for the organization. The attitude survey consultation provides supports to the process of planning, designing, operating, analyzing, and taking actions based on data from a viewpoint of action research so that the nonprofessionals conducting the survey and others involved will be able to take a leading role in the survey. We demonstrate three organizational studies conducted from such perspective. In the organization aiming to grasp how the time is managed and the amount of the employee stress, survey designs and analyses based on a theoretical model were provided. Results and the management of survey were demonstrated to be improved in the subsequent survey. In another organization where applicant for reemployment after the retirement were few, survey designs were made to identify the factors sustaining the problem based on both employee interviews and the hypotheses of the person in charge. In another organization requesting more effective use of the research they have conducted by themselves, improvement in their items and analyses based on the perspective of hypothesis verification were proposed. Measures were taken to increase the candidates and to expand the range of activities in their subsequent surveys. Although it is difficult to verify the effectiveness of attitude survey consultation quantitatively as an individual case in clinical psychology, there are certain demands as a service and the increases of the knowledge about survey and the motivation to utilize the survey in consultees were observed in these consultation process. When supporting an entire organization, consultation based on psychometrics and action research governed by clinical psychologists may be fruitful for the organizational improvement.

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