This study examined the factor structure of symbiosis between individuals and organizations (SIO) scale using a sample of full-time workers with and without off-the-job activities such as volunteer work. The effects of SIO relating to self-development as a result of these off-the-job activities and work commitment were also examined. 413 respondents were used in the factor analysis of SIO items. Using a sample of 236 workers with off-the-job activities, a model regarding the interrelationships among the four commitment forms and self-development was assessed by using path analysis applying structural equation modeling. The findings revealed that SIO was constructed of three factors, (a) mutual respect, (b) dependence on organizations, and (c) respect for rights and that SIO was associated with self-development and work commitment via job involvement. The results suggested that SIO facilitated both on and off-the-job activities.

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Research purpose is to verify how tact time impact on teamwork awareness of Chinese line workers. Tact time is the production speed as whole in the plant. GITD (Global Industrial Teamwork Dynamics) as first step lists up China and examines the internal structure of the Chinese teamwork awareness. Empirical studies examined the relationship between tact time and teamwork awareness is hardly seen. This research focuses on Japanese-owned overseas subsidiaries which positively develop global production and utilize native employees in the local plants. Here, awareness concerning teamwork in daily production activity is caught as a group process in social psychology, and the internal structure is considered. This research was conducted at the electrical industry plants in China, during 2007 to 2008. Finally, the hypothesis is tested through statistical tests and multivariate analyses including discriminant analysis, principal component analysis and cluster analysis.

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Characteristics of the feeling of self-growth resulting from job hunting were investigated. New employees were interviewed about the reality and the effects of job hunting. Results indicated that the feeling of self-growth specific to job hunting included "understanding of society" and "the power to act." Next, a questionnaire was developed based on the concept that was extracted. New company employees with less than 6 months work experience (n = 296) responded to the questionnaire. Factor analysis of the responses indicated five factors: "Interpersonal relationship" "Self-understanding and self-acceptance" "Active participation in society" "Control of feelings" and "Acquisition of problem solving skills." It was also suggested that specialty, the amount of effort spent on the activity, the degree of difficulty of the activity, and the satisfaction from the results of the activity influenced the feeling of growth experienced through job hunting. Furthermore, path analysis was conducted and it was confirmed that "Acquisition of problem solving skills," "Self-understanding and self-acceptance" influenced the behavior before entering a company.

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The purpose of this research is to clarify the process of forming career support awareness in successful managers of large enterprises. Career support awareness is defined here as "A manager’s philosophy of how to capture strategies and measures about personnel training and career support, etc.." Semi-structured investigative interviews were conducted with ten Presidents and Representative Directors (aged between 40 and 60) of top enterprises listed in the Tokyo Stock Exchange, the interview results were analyzed utilizing the modified grounded theory approach (M-GTA). A hypothetic model of the above-mentioned process was constructed. As a result, 7 group categories, 23 categories, 61 concepts were created. It clarified that there are two career paths for forming career support awareness. The first path begins at "activity for work," and then progresses through "career development" and "psycho-social development," and culminates at "career support awareness." The other path is basically same as the first path, but it progresses through "maturation of one’s own philosophy for developing subordinates" along the path. It is expected that the content of this analysis will be applied to management and the personnel strategy for general enlightenment of managers, career support measures within the enterprise, and the selection and Ability Development, etc. for senior management candidates.

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This study aims to clarify how organizational adaptation in young workers, particularly nurses, is different in three mental states—reality shock, conformity, and positive surprise. These three states represent psychological conditions at the time of organization entry. The sample was of 237 young nurses. The analysis showed that in young nurses, organizational adaptation is different in psychological condition at the time of organizational entry. Young nurses who experienced a reality shock had shown low levels of organizational adaptation. And, young nurses who experienced a conformity and positive surprise had shown high levels of organizational adaptation.

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