This research examines how local officials have their attitudes toward getting a promotion and what factors influence such attitudes. For pilot study, semi - structured interviews were conducted with local officials (N=16). Study results show they had self-avoidance of getting a promotion. Next, a questionnaire survey was conducted with local officials working in the Tokyo metropolitan area. With the data of 205 valid responses, findings indicate that attitudes toward promotion consist of four factors: (1) Motivation for promotion, (2) Avoidance of promotion due to lack of self -confidence, (3) Avoiding promotion due to heavier responsibilities, and (4) Avoidance of promotion due to emphasis on QOL. Comparison of these four factors indicates that “motivation for promotion” is low and “avoidance of promotion due to lack of self -confidence” is high. This tendency is more significant for women than men.

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In this study we examined a model of the work-family conflict process in which work environmental factors (i.e., support from one’s superior, family-unfriendly work climate) affect depression both directly and indirectly, via the mediating effects of work-family conflicts and coping behaviors. We analyzed self-reported responses to an anonymous questionnaire survey of dual-career couples, consisting of 97 full-time working male, 94 full-time working female, and 92 part-time working female participants. Results indicated the following: 1) While work role fulfillment coping reduced work depression, flexible work role assignment coping was more likely to be used in the work place when there was more support from one’s superior, and work role reduction coping was used more as family-work conflict increased. 2) For full-time males and part-time females, support from one’s superior impacted the promotion of behavior associated with traditional sex-role attitudes. 3) Family-unfriendly work climate enhanced work-family conflict and work depression. Finally, we discussed important implications for realizing work-life balance in the work place..

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The purposes of present study were to develop the Japanese version of work-family enrichment scale (WFES) and to examine psychological process of work-family enrichment (WFE). In Study 1, it was translated original WFES into Japanese and verified its reliability and validity. The confirmatory factor analysis showed that the Japanese version of WFES 6-factors model was the same as original WFES. Regarding the reliability and validity, the Japanese version of WFES had good internal consistency and adequate validity. In Study 2, psychological process of WFE verified the relationship between social support (work support, family support) and WFE, and the relationship between WFE and quality of life (work performance, family performance, positive affect). Results suggested that work support affected experience work-to-family enrichment and work-to-family enrichment affected experience family performance and positive affect. They also suggested that family support affected experience family-towork enrichment and family-to-work enrichment affected experience only work performance. Thus, WFE suggested to the function as mediator between social support and performance, positive affect. In addition to these results, gender difference confirmed.

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This study compares regular and involuntary non-regular workers who hold white-collar jobs regarding the relation between their job satisfaction and mental health. In determining job satisfaction, particular attention was given to the support provided by supervisors and co-workers. Data were collected from 441 regular workers and 311 involuntary non-regular workers using a web-based questionnaire survey and then analyzed. First, five subscales regarding job satisfaction were created using factor analysis: specifically, the individual contributions and activities, supervisors’ active listening attitude, amount of discretion allowed in their jobs, evaluation by others and treatment, and supervisors’ capabilities and ability to manage. In addition, a scale for the number of supportive coworkers and an index for determining mental health conditions were created. A t-test showed that compared to involuntary non-regular workers, regular workers had higher satisfaction regarding individual contributions and activities, the amount of discretion allowed in their jobs, and evaluation by others and treatment. However, they had lower satisfaction regarding the supervisors’ active listening attitude. Following this, using running multiple regression analysis, it was found that the mental health condition of regular workers was impacted by age and the extent to which they were satisfied with their supervisors’ active listening attitude. For the involuntary non-regular workers, this impact came from the amount of satisfaction associated with individual contributions and activities, the supervisors’ active listening attitude, as well as the number of supportive co-workers and age. Thus, these findings indicate that the supervisors’ positive and active listening attitude towards their subordinates who approach them for consultation is an ideal way to counter negative mental health conditions for both regular and involuntary non-regular workers.

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