This research was concerned with the effects of the threat on the resistance to the dominating strategy in the interpersonal bargaining.
41 subjects participated in a Deutsch and Krauss's two-person bargaining game. In all conditions, a programmed confederate was used. He always took the shorter path and never com. promised. Four conditions were compared: in the equal condition (E), the usual version of the game was played. In the gate-no-use condition (GNU), only the confederate had a gate but never used it in the actual trials. In the gate-use condition (GU), only the confederate had a gate and closed it whenever the standoff occured on the one-way path. In the threat condition (T), only the confederate had a alternative choice. The gate could be used only when the standoff occured. If it was used, the trial would be terminated and both would then suffer the loss. But the magnitude of the loss was greater for the subject than for the confederate. In games, the gate was never used. The resistance was measured by the amount of time the subject spent attempting to go through the shorter path.
The results were clear. In all conditions, subjects tended to respond with the resistance to yielding to the dominating confederate, but it decreased with time. The amount of it was greater in E and GNU than in GU and T. This meant that when there was the possibility that the resistance might lead to negative consequences, the tendency to resist decreased. The threat, even if it is used to force the other person to yield, can clarify the threatner's position and provide the clue to reach an agreement.

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The main purpose of this study is to investigate the effects of performance-relevant reward on intrinsic motivation by examining both Deci's theory (1975) and Ross's one (1976).
Fifty-four female undergraduates were assingned to 6 conditions of 9 Ss each. Reward condition (performance-relevant reward or no reward) was combined factorially with the level of performance (high performance, low performance, or control) in a 2×3 design. The level of performance was manipulated with bogus feedback concerning Ss' ability at the task.
Each S performed “a shot game” in one of the 6 conditions, and then evaluated the task interest and enjoyment. Following this phase, Ss were given 8 minutes of free choice time during which observations were made on the amount of time they spent working on the task.
The principal findings were as follows;
(a) In the control condition, reward left intrinsic motivation unchanged.
(b) In both high and low performance condition, reward decreased intrinsic motivation.
(c) In no reward condition, intrinsic motiyation in both high and low performance condition enhanced compared with that in the control condition.
(d) The above effects were seen only in persistency Ss spent working on the task during free choice time, but no effects of reward occurred on the task evaluation.
(e) It was found that the above effects could not be attributed to the fatigue or satiation during the experimental performance phase.
Based on the above results, a figural model about the effects of the extrinsic reward and the level of performance upon intrinsic motivation (Fig. 1) was presented, where it was asserted that “the stability of the level of performance” as well as “the level of performance” should be taken account of as an important variable. For example, in “the stable low performance conditions” intrinsic motivation decreases, whereas in “the unstable low performance condtition” it enhances.

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This research examined the influences of subordinate growth needs and job characteristics on the relationships between perceived leader behavior and subordinate satisfaction with the leader. It was hypothesized that these two kinds of situational factors will interact to influence the relationships.
Data was collected from 369 employees of a department store.
The major results were as follows: When subordinates having high growth needs worked on the job high in cooperation requirements, a positive relationship was found between the group maintenance of the leader and subordinate satisfaction, and when subordinates having high growth needs worked on the job low in cooperation requirements, no significant relationship was found.
But, as for subordinates having low growth needs, positive relationships were found irrespective of these job characteristics.

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In an attempt to find a sufficient condition of minority influence, Kitayama (1979) proposed a concept of (a majority's) “Readiness for ackowledgement of other views as alternatives to one's own (Ralt) ” . In the present study, as a determinant of a majority's Ralt, the presence of an outgroup (OG) was examined. It was predicted that: (1) When an ingroup (IG) had a distinctiveness, Ralt of majority members in the IG would be lowered; and, (2) when it had no distinctiveness, their Ralt would be enhanced. Subsequently, (3) a minority in the IG would be more influential when the majority's Ralt was high than when it was low. It was further predicted that when the drive to maintain and enhance one's self-esteem of majority members in the IG was activated, IG Distinctiveness would have more effects on minority influence. OG's evaluation to IG's result of a previous task (psoitive/negative) was manipulated in order to vary the activation of that drive: It was considered that the drive of IG majority members would bemore (less) activated when the evaluation was negative (positive).
In the experiment, following the prior task, male high school students, in each of two sevenperson groups, discussed what guiding principle (Punnishment/Love) to take to correct a juvenile delinquent by written letters. Each of them was led to belive that he belonged to a majority in each group, and that two minority members who argued for the purport that both Punishment and Love were necessary were in his group. To test the above-mentioned hypothesis, IG Distinctiveness (High/Low) was manipulated in addition to Evaluation. The results showed that, although the manipulation of Evaluation failed, concerning IG Distinctiveness, as predicted, the minority members were more likely to be selected as a group representative in Low (64%) rather than in High IG Distinctiveness condition (39%).

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The purpose of this study is to investigate the relationships within the cognitive processes between Self (S) and Other (O) in an affective situation, and to show the structure of the cognitive processes by factor analysis.
The subjects were 56 pairs of male students in a medical college. They were administered the Self-Differential Scale to evaluate 1) self image; S→s or O→o, 2) image of the other person; S→o or O→s, 3) inference about the other person's self image; S→ (O→o) or O→ (S→s), 4) inference about the other person's image of me; S→ (O→s) or O→ (S→o), 5) ideal self image; S→Is or O→Io.
The results of the investigations are as follows:
1) The following 3 kinds of cognitive processes emerged as having the highest degree of concordance; S→Is: O→Io, S→s: S→ (O→s) and S→o: S→ (O→o).
2) According to the factor analysis based on the concordance of matched cognitive processes, 9 factors are obtained. These are termed “similarity of self images”, “disclosure of self image”, “idealization tendency”, “similarity between each other's images of the other person”, “self-esteem”, “disclosure of image of the other person”, “selforiented accuracy”, “idealization tendency by the other person”, “other-oriented accuracy”.
3) These factors are classified into 8 categories in two dimensions; namely the objects of cognition (self and other) and the characteristics of interpersonal perception (accuracy, disclosure, similarity an idealization).

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The present study aims to measure Amae (dependence) which was proposed by T. Doi. The purpose of the first study is to collect the basic information for unidimensional scaling of Amae and to explore the fundamental dimensions of Japanese interpersonal relations. Thirty five university students (16 males and 19 females) were asked to group 97 descriptive behaviors in a such way that similar behaviors were included in the same group. The similarity matrix was analysed using Hayashi's fourth formula of quantification theory. The following 8 clusters were found: 1. rejection, 2. intimacy, 3. a sense of superiority, 4. protection, 5. subordination, 6. the negative feeling due to lack of Amae, 7. Oime, 8. Amae.
The second study attempts to investigate to whom and in what situation Amae was most expressed. The 286 university students (112 males and 174 females) were asked to rate the feeling towards 12 stimulus persons in 11 embarrassing situations using 10 Amae scales.
The main results were as flloows:
1. Amae was more expressed towards lovers and intimate friends rather than parents.
2. The Amae score was greater in females than in males.
3. In family problem situations Amae was intensely expressed to parents, brothers and sisters, but in other situations which were related to their personal problems subjects expressed higher Amae scores for their lovers and intimate friends rather than for family members.
These results are discussed in terms of the theoretical implication of Amae and related problems.

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