The relationship between job characteristics and affective reactions of the employees of a department store (n=369) were investigated with the Hackman and Lawler hypothesis. Specially, the moderating effects of the higher-order need strength on the job characteristics-employee reaction relationships were discussed.
Significant positive correlations were found between job characteristics and employee reactions. These results support the findings of the previous studies, and are in accord with Hackman and Lawler's findings that higherorder, that is growth, needs moderated those relationships. Compared with those in the other studied, however, the relationship observed in this study was not remarkable.
The moderating effects of the extent of satisfaction with work context were also investigated. The results show that significant relationship between the job complexity and internal motivations was observed in those employees who experienced high satisfaction with equity in pay, promotion and so on, though the sense of equity did not directly correlate with the job characteristics. However, the high satisfaction with their supervisors and co-workers did not mnderate those relationships. On the contrary, those employees dissatisfied with interpersonal relations were motivated by the job complexity, although the extent of the motivation was not significant.
It seemed to be rather difficult to integrate the dimensions of the job characteristics and to set up a unidimensional scale. In addition, implications of the results for future research on the work design were discussed.

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The present paper attempted to investigate the relationship between social roles and interpersonal perceptions in terms of social interaction processes. 32 female students served as Ss ; half were assigned to the cooperative orientation group and half to the noncooperative orientation group. The experimental design was formed by placing together the pairs of subjects having different orientations and by having them to play the 15 trials of PD game. Af ter completion of the trials, Ss were asked to evaluate their own and the other's intentions in playing the games on 9 adjective scales, and to evaluate how successful they were in the games.
The main results and discussion were as follows :
When cooperative oriented and noncooperative oriented subjects interacted in the PD game,
(1) the noncooperater had a low rate of cooperative choices, and her rate is comparatively uniform throughout the trials. In contrast, the cooperator's rate of cooperative choices was higher, but it decreased markedly as the game went on.
Therefore, it can be said that the cooperator was behaviorally assimilated to the noncooperator.
(2) Because of this assimilation, the noncooperator perceived himself and the other as similar to each other on 9 adjective scales (convergent perception).
(3) The cooperator, however, having to give up his cooperative goal orientation, had strong feelings of failure. And he perceived himself and the other as dissimilar to each other on 9 adjective scales (divergent perception).

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The purpose of the present report is to study the relationhip between the impressions of persons and verbal activity measured in a nonface-to-face triadic communication.
Female students were divided into H (high anxious) -M (middle anxious) -M, L (low anxious) - M-M, and M-M-M groups. Each group had five triads. The triadic communications were repeated twice at twoday intervals. In each session, subjects made impression ratings of two persons in triads by means of 30 paired-adjective list. The verbal activity indices employed in this study were 4 indices as a zero-state sequence (Common Silence, Only One Talking, Double Talking, and Common Talking) and 8 indices as a one-or two-state sequence. Principle factor analysis was applied to the impression rating data. Then, six factors were obtained as follows : Cheerfulness, Social Activity, Attractiveness, Tolerance, Affability, and Dependability. The impression of L subject was affected Cheerfulness factor.
The verbal activity structure had nine factors. The main factors were three persons' cooperative activity, two persons' cooperative activity and individual activity. Concerning the activity as group, the tendency of general activity was H-M-M≥L-M-M>M-M-M and the verbal activity increased with the sessions of triadic communication. It was shown that the interrelation of verbal activity in general was H≅L>M.
Extreme high (or low) anxious person-middle anxious person interaction seems more active than two middle anxious persons interaction.
There were significant correlations between the impression rating and the verbal activity in triadic communication. In particular, the individual activity factor had strong correlation with some impression factors.
Furthermore, the fact that these impression factors differed from those in other studies suggests that the impression forming situation be analyzed in more detail.
The hypothesis of a U-shaped function between anxiety and verbal activity and the hypothesis of anxiety discrepancy-verbal activation were confirmed.

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This study aims at the investigation of the effects of self-esteem on attribution of one's own success or failure. Subjects were seventy 8th grade pupils, whose self-esteem scores measured by the questionnaire were high or low. Success-failure condition was manipulated by telling Ss a false score (9 or 24) as the average. After Ss performed the task of anagrams, they filled out the questionnaire about attribution of their performance and expectancy for success in next trial. Attribution was measured by method of paired comparisons of five factors: ability, effort, task difficulty, luck, and physical and mental conditions. Three trials were replicated.
Major findings were as follows.
1. As was expected, Ss with high self-esteem (H-SEs) attributed failure to effort and Ss with low self-esteem (L-SEs) attributed success to the task and luck. As to ability, the hypotheses that H-SEs would attribute success to it and L-SEs would attribute failure to it were not supported, But success was attributed more strongly to it by H-SEs than L-SEs, on the other hand in attribution of failure the inverse relationship was found.
2. L-SEs attributed failure to effort as strongly as H-SEs. This result was interpreted that H-SEs wanted their expectancy for success to be at a high level by attributing failure to effort as the unstable and intentional factor, and that L-SEs paid attention to the internality of effort and made selfconsistent attribution.
3. Generally, success was attributed to external factors and failure to internal factors. It was supposed that Ss in early adolescence avoided evaluating their own ability high.
4. The relationship between attribution and expectancy for success was not clearly found.

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This research examined the influences of job characteristics and individual growth needs upon the relationships between leader behavior and subordinate satisfaction with the leader.
Data was collected from 369 employees of a department store.
The results were as follows : (1) The relationship between the performance emphasis of the leader and subordinate satisfaction was negative for jobs low in autonomy, jobs low in variety, and jobs low in scope. But no significant relationship was found for jobs high in autonomy, jobs high in variety and jobs high in scope. (2) The relationship between the group maintenance of the leader and subordinate satisfaction was found positive in general. This relationship was less positive for jobs high in feedback and jobs high in scope, than for jobs low in feeedback and jobs low in scope. This relationship was more positive for jobs high in dealing with others, than for jobs low in dealing with others. (3) As for subordinates having low growth need, a negative relationship was found between performance emphasis and satisfaction, but, as for subordinates having high growth need, no significant relationship was found.

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The present study was conducted to exami-ne a function of equity norm under over-underrewarded conditions and to clarify the relation between equity norm and relevance to reward. It was hypothesized that tension, which was aroused by inequitable distribution, would be related to the magnitude of inequity (Hypo. 1) and a degree of relevance to reward (Hypo. 2). It was also predicted that tension would differentiate according to over-underrewarded conditions (Hypo. 3).
The subjects were sixty male students. A subject and a male confederate arrived at the laboratory and played the game. They aimed their laser guns at the mark. When the game was over, they were told their hits were equal. Chips which they were told would be distributed to them were then given to them. The distribution was in the ratio 7:3 (high inequity), or 3:2 (low inequity). In the overrewarded condition, a confederate distributed more chips to the subject and in the underrewarded condition a subject received less chips than the confederate. A degree of relevance to reward (three levels) was manipulated by varying the bet to chips.
Subjects had a chance of restoration, and they presented the rate of distribution to a confederate. At same time, subjects rated their satisfaction to the first distribution and their cooperativeness with a confederate in the next session.
The hypotheses were confirmed. The more inequitable the distribution was, the more eagerly subjects tried to restore equity. Overrewarded subjects engaged in self-deprivation behavior and underrewarded subjects wanted to deprive a confederate of his reward
This tendency was strikingly shown under higher relevnce conditions. Under high relevance condition, subjects, who were given reward at 70%, executed over-self-deprivation, and underrewarded subjects (30% given) tried to retaliate agsinst the confederates.

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[in Japanese]

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