How does similarity in the views of most members in each of two groups modify the influence of the minority within each group? Similarity of the majority's view between groups (Similar/Dissimilar) and the Outcome of a prior intergroup cooperative act (Success/Failure) were varied. The results suggested the importance of a majority's readiness for acknowledgement of other views and the value of the assumption that the two groups were psychologically one group. A minority exerted less influence on a majority after a failure than after a success. Similarity was effective only in the Failure condition: A minority had the least influence in the Similar-Failure condition.

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Two evacuation methods in emergent situation were compared in a field experiment. One was a traditional method, named “Follow-direction method”, in which each leader indicated an exit for evacuees with loud voice and large gesture, while moving himself toward the exit. The other was a new method, named “Follow-me method”, in which each leader acted one on evacuee to follow him and actually proceeded to the exit without calling out to many evacuees nor indicating the direction of the exit.
The experiment focused on effects of a leader: evacuee ratio on the efficiency of these two methods. Both leaders and evacuees were university students, but leaders had been trained in their assigned method. Five conditions were introduced; (1) four leaders using Follow-direction method, (2) four leaders using Follow-me method, (3) two leaders using Follow-direction method, (4) two leaders using Follow-me method, and (5) two leaders, one using Follow-direction method and the other using Follow-me method. The number of evacuees was sixteen, fourteen males and two females, in each condition. At the beginning of evacuation, two exits were opened. One was close to and visible for evacuees, and the other was invisible from initial evacuee positions. Each leader, however, evacuated through the latter exit.
Leader: evacuee ratio was found to determine the effectiveness of the Follow-me method. When leader: evacuee ratio was 1: 4 (four leader condition), the Follow-me method achieved more rapid evacuation than the Follow-direction method as in the study of Sugiman, Misumi, and Sako (1983). Contrary, when leader: evacuee ratio was 1: 8 (two leader condition), eleven evacuees left through the exit to which leaders did not lead in the two leader Follow-me method. It was only in the two leader Follow-me method that evacuees appeared who used a wrong exit. Furthermore, the two leader mixed method achieved more rapid evacuation than the two leader Follow-direction method. This was considered to provide a basis for using Followdirection and Follow-me methods jointly in real evacuation planning.

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The present study was designed to examine how cue dominance in impression formation varied according to cognitive dimensions, sex of the perceiver, and sex of the stimulus person.
The following channels: face, voice, body, and dress were used as cues, and each perceiver was asked to rate the personalities of the same stimulus persons en each single cue condition and on a “whole cue condition” which involved the simultaneous presentation of all four cues. The index for each cue's dominance was the correlation coefficient which indicated profile similarity between single cue condition ratings and whole cue condition ratings.
The main results were as follows.
(1) Generally, the voice was the most dominant cue, and the body was the least dominant cue.
(2) Cue dominance varied according to the sex of the stimulus person. More specifically, the face was the most dominant cue when the stimulus person was male, and the voice was the most dominant cue when the stimulus person was female.

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The effects of intergroup relationships and individual and group performance on distributive justice in inter-and intragroup reward distribution were examined. Two experiments were done with (I) friendly and (II) unfriendly intergroup relationships. A pair of dyads (with High and Low Group performance; HG, LG), each consisting of two friends (with High and Low Individual performance; H, L) was paid inproportion to their total performance. Subjects were asked to choose one of the two distribution principles (Equity or Equality) for intra- and inter-group reward distribution in indivudual and group dicision making situation. Major results were as follows. (a) Intragroup distribuion; i) in the individual decision making situation, subjects with high performance chose the equality principle and subiects with low performance chose the equity principle, ii) in the group decision making situation, the equality priciple was chosen in each condition except for LG of Exp. I. (b) Intergroup distribution: i) in the individual dicision making situation, the equality principle was chosen more frequently than the equity principle in Exp. I and vice versa in Exp. II. ii) in the group dicision making situation, the equality principle was chosen in Exp. I, and in Exp. II the equality principle was chosen by LG. These results were discussed from the point of self-serving and non-self-serving distribution. It was concluded that individuals and groups are less self-serving in low performance condition.

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The purpose of this study was to investigate the effects of personality similarity on interpersonal attraction in case of the affective value of traits between an introversion-type stimulus person and an extraversion-type stimulus person being equivalent. Sixty male and female undergraduates participated in the experiment as subjects. They rated their personality on the version test. Then, they were presented a stimulus person's response on the same test which represented introversion or extraversion. Finally subjects were asked to rate attraction toward the stimulus person.
Personality similarity had the positive effects on some attraction scales. In addition, significant interactions between subjects'version and personality similarity were found, which indicated that the different version-type stimulus person was preferred according to the content of attraction scales. As a result, the proposition of Ajzen (1977) that personality similarity has no direct effect on attraction was dismissed.

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The present study was designed to investigate the effects of message repetition and the amount of threat to freedom on resistance to persuasion. This experiment focused on subjects whose initial attitude were in line with the position presented in the persuasive message.
Two factors were involved in this experiment, i, e., the number of message presentations (1 or 2), and the amount of threat (high or low), which constituted, then, a 2×2 before-after factorial design.
Regardless of the number of message presentations, reactance effects were found in the high threat condition and positive attitude change was induced in the low threat condition. But no interaction effect between message repetition and the arnount of threat was found.
The results were discussed in terms of the theory of psychological reactance. However, some doubt remained as to the validity of its basic propositions.

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