The purpose of the present report was to study the verbal communication processes in a non-face-to-face dyadic interaction situation in relation to extreme high and low levels of Taylor's Manifest Anxiety Scale.
Female students were divided into H (high anxious) -H, L (low anxious) -L, and H-L groups. Each group had six dyads. The dyadic communications were repeated four times under the condition of two day intervals.
The dependent variables employed in this study were as follows: Common Silence (CS), Common Talking (CT), Only One Talking (OT), OT after CS, Switched Common Silence, Paused Common Silence, Active Common Talking, and Passive Common Talking.
The main results might be summarized as follows:
1. Concerning the activity as group, it was a general trend that the verbal activity increased with the passage of the sessions of dyadic communication, and the intensities of CT of each group were H-L>H-H>L-L.
2. L (H) showed the greatest activity among all three anxiety groups from the standpoints of a high intensity of OT after CS, high frequency of passive intrusion of H (L) into L (H) and long latency from L (H) 's utterance to H (L) 's. It was shown that the interrelations of verbal activity in general were L (H) >H (H) L (L) >H (L).
3. It was a general tendency that verbal activity increased more under no-acquaintance condition than under acquaintance condition. As for the transition of activity dominance in each dyad, H-H showed more frequency under no-acquaintance condition than another condition, L-L showed the inverse relation of H-H, and the tendency was not clear in H-L.
4. Integrating the above results with those of H-M, M-M, and L-M group (1973, 1974), the tendency of general activity was H-H>H-L>L-L>L-M>M-M>H-M in session 4. It was obvious that the activity of each subject interracted with the discrepancy of the partner's anxiety level in each dyad. It was suggested that the relationship between manifest anxiety and verbal activity was not linear but curvelinear.
We discussed the utility of the hypothesis of anxiety as drive and the hypothesis of personality similarity-attraction to these results.

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This study was designed to re-examine the validity of the defensive avoidance hypothesis in the study of fear-arousing communications.
In the present study, three independent variables were used-that is, fear, efficacy of coping behavior, and source credibility. And, it was hypothesized that recipients would be motivated for defensive avoidance if they received a high fear-arousing communication recommending noneffective coping behavior from a low credible source. The subjects were 342 female college students and they were each randomly assigned to one of the eight experimental groups and one control group. Experimental groups were exposed to fear-arousing communications which dealt with the threat of syphilis and therefore recommended a blood test as their coping behavior. They were asked to respond to questionnaires immediately after having been exposed to them.
Results were as follows.
(1) High fear arousal, effective coping behavior, and high credible source produced greater attitude change than low fear arousal, noneffective coping behavior, and low credible source did, respectively.
(2) When a source had high credibility, the relationships between fear and attitude change were positive in either of high and low efficacy conditions.
(3) When a source had low credibility, in the high efficacy condition a positive relationship was found between fear and attitude change, but in the low efficacy condition a neutral relationship was found.
The results in the present experiment generally supported the defensive avoidance hypothesis.

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In the understanding of employee's job behavior, it is useful to determine how important various aspects of the job are to the employees as well as how satisfied they are with each aspect.
The previous theory and research which analyzed the relationship between job satisfaction and job importance has not led to clear-cut findings. Some findings assert the significance of job importance but others do not. A major reason for this inconsistency of findings seems to consist in the incompleteness of job importance measurement and external criterion variables used.
In this study, these operational problems are overcome. The following two hypotheses are tested on data obtained from 297 male workers engaged in railroad maintenance.
Hypothesis 1: The correlation coefficients between job satisfaction ratings and the four criterion variables (likelihood of leaving one's present job, evaluation concerning the future of one's job, mental health, and feeling of job accomplishment) will be improved by weighting them with importance ratings. The product moment correlations, partial correlations, and multiple correlations methods are used to test this hypothesis.
The results reveal that weighting satisfaction ratings by importance ratings slightly increases these correlation coefficients.
Hypothesis 2: The effects of satisfaction and dissatisfaction of a job aspect upon the external criterion variable (likelihood of turnover) will be varied whether the job aspect is more important to him or not. The results of analysis of variance support this interactive model of job importance and job satisfaction. That is, employees who rate high importance-high satisfaction are less likely to turnover than those rate high importance-low satisfaction. In addition, there are no statistical differences between the likelihood of turnover of low importance-high satisfaction employees and that of low importance-low satisfaction employees.
It is argued that these findings provide the empirical support for the explanation that the prediction of the external criterion variables by job satisfaction is improved if job importance ratings are somehow taken into account simultaneously.
Finally, for the future research on the relationships between job satisfaction and job. importance, the necessity is emphasized to develop a more valid job importance measure and more appropriate methods of weighting.

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The purpose of this study is to investigate the relationship between reward magnitude and opinion change.
Two experiments were conducted similar to the one of Festinger & Carlsmith (1959). The subjects were 45 (in Exp. 1) and 40 female college students (in Exp. 2).
After Ss had copied inverted alphabet letters for 20 minutes (very monotonous task), they were induced to tell someone that the task had been very interesting and enjoyable.
In experiment I, Ss were paid ¥500 (¥5000) by check.
In Experiment 2, which was designed to test the roles of freedom not to comply and reward magnitude in producing opinion change, they were paid ¥100 (¥500) with cash.
The results can be summarized as follows;
(1) The payment of a large versus small monetary reward had no effect on the amount of opinion change.
(2) Free-choice was markedly more effective than No-choice, irrespective of whether the accompanying monetary reward was large or small.
In general, the results failed to verify predictions from dissonance theory and incentive theory.
These results were somewhat discussed from the cross-cultural point of view.

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This study is to investigate, by laboratory experiment, the effects of the members' I-E scores and success vs. failure on the perception of members' behavior. The subjects of this experiment were senior high school girls in Japan.
Each experimental group, composed of 4 girls, was assigned to discuss problem behavior of youth. The condition of success vs. failure was operated by the false feedback that the outcome of group discussion was evaluated by the specialists. After the feedback, members described the task performance behavior and the group maintenance behavior of themselves and of the co-members of each group during the discussion.
The main results of this experiment were as follows:
1) In general, the members described their own performance behavior higher in the success condition than in the failure condition.
2) In general, the performance behavior of group members was rated higher by their co-members in the success condition than in the failure condition.
3) The internal control oriented members rated their own maintenance behavior high in the success condition, and low in the failure condition. The external control oriented members, however, showed the reverse tendency.
4) The internal control oriented members' maintenance behavior was rated high in the success condition and low in the failure condition by their co-members. But the external control oriented members' maintenance behavior showed little difference.

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The present research investigated the efficacy of sensitivity training in developing attitudes and skills which can further effective communication on the college campus. Two sensitivity training laboratories were conducted a year apart for Baylor University students. A pretestposttest quasi-experimental design was used in which the posttest was administered either immediately following or approximately three months after the laboratory. Changes attributable to the laboratories were measured by objective personality and attitude tests and sentence completion tests.
It was concluded that sensitivity training was instrumental in producing attitudinal and personality changes in the participants. These changes appeared to be relatively enduring and in some cases were greater three months after the laboratory than immediately afterwards. Students who attended the laboratory returned to the campus with attitudes and personality responses that were similar to those of college seniors. The participants increased in their tolerance of others, acceptance of others, and capacity for mature criticism of institutionalized authority.

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The functions of first-line supervisors in industrial organizations were divided into Performance-function and Maintenance-function according to the PM theory, and the relationship between the subordinates' perception scores and the size of the working groups was examined separately for each of the two functions.
The propositions that constituted the premises of working hypotheses were as follows. Namely, the leadership displayed by a leader is difficult to reach all the group members, if the group is large in size, and easier if the size of the group is small. If the size of the group becomes larger, the goal-orientedness and self preservation-orientedness of the group become diffuse, and the supervisor tries to strengthen his leadership in order to prevent the diffusion of his leadership and reinforce his leadership. The P function of leadership is more communicable, instrumental and, therefore, easier to adopt than is the M function. Since the M function is more face-to-facing, receptive, expressive and direct than is the P function, the former is probably more difficult than the latter to strengthen. Therefore, as the group grows in size, three situations in the supervisor's P function can possibly develop in relation to the diffusion of group function; namely, more strengthened, a balance is kept or inadequately strengthened.
As for the supervisor's M function, strengthening can not possibly catch up with the diffusion of the group function.
The results of the survey conducted by distributing PM questionnaire among employees in a total of 14 industrial organizations were analyzed separately for each organization. (1) The group size and P function perception scores, (2) group size and M function perception scores, and (3) the relationship of group size to the distribution of four PM-pattern supervisors were examined. The results can be summarized as follows.
1. Regarding the relationship between supervisors' P scores and group size, the cases of showing positive correlations, the cases of showing a very low degree of correlations, and the cases of showing negative correlations were found, but no one specific relationship was found. Generally speaking, there was found only a low degree of relationship between group size and P scores.
2. Found frequently between supervisors' M scores and group size were significantly negative correlations. In other words, it was found that as a group grew in size, its supervisor's M scores decreased.
3. More PM-type supervisors were found in small groups than in large groups. The ratio of distribution of M-type supervisors did not vary with group size. In many cases, P-type and pmtype supervisors were found in large groups.
4. To classify the results described in 3 on a M dimension, PM-type and M-type supervisors were frequently found in small groups, and Ptype and pm-type supervisors, both of which were low in M scores, were found frequently in large groups. To classify the same on a P dimension, PM-type and P-type, both of which are high in P scores, were some hat frequently found in small groups.
The conditions under which the phenomenon of an increase and decrease in the P function and a decrease in the M function of leadership with the expansion of group size occurs were pointed out as problems to be pursued in the future.

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The purpose of this paper is to explore the possibility of controlling the characteristics of a leadership situation in order to provide an effective performance comparison with leadership-style as an extension of Fiedler's contingency model in “Situational Engineering” .
Task structure as a situational variable was designed experimentally. The subjects were organized into twenty groups, each by three people.
The possibility of engineering job situation to increase efficiency was suggested by the results. Especially when the task structure was changed from a structured task to an unstructured task, the group effectiveness shifted up or down significantly as group effectiveness of the contingency model predicts. In the stituation where the order was reversed results were similar, but they were not significant.

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