The purpose of this study was to investigate the effect of job rotation on leadership behavior. Specifically, we examined the effect of similarities between initial and subsequent jobs and changes in subordinate personnel on the leadership behavior of rotated bank managers and supervisors.
We administered a leadership survey (PM leadership survey questionnaire-Misumi, 1970) to employees of two banks at one year intervals for five years and six years, respectively. The number of managers and supervisors was 565 at bank A. and 1, 489 at bank B. An average of six, subordinate evaluations per year rated the Performanceoriented and Maintenance-oriented leadership behavior of each manager or supervisor.
The main results were as follows:
1. The groups of non-rotated managers and supervisors showed considerably higher consistency in both their P behavior and M behavior (P: r=. 53-. 88; M: r=. 53-. 80) than the rotated groups (P-. 28-. 48: M-. 28-. 38).
2. Many changes occurred in the leadership PM pattern among rotated managers and supervisors, including an unexpected shift from the PM pattern to the pm pattern as well as the reverse.
3. Correlations were low both between leadership scores before and one year after job rotation (P. 30; M. 35) and between scores before and two years after job rotation (P. 34; M. 27). On the other hand, the correlations between scores one year and two years after job rotation were significantly higher than the above correlations (P. 71; M. 63). This suggeis that changes in leadership behavior persist for at least two years after job rotation.
4. The rotated groups with similar jobs showed higher consistency in their P behavior than those with dissimilar jobs (. 45>. 27).
5. The groups of rotated managers and supervisors who moved within the branch showed higher consistency in their M behavior than those moved to another branch (. 57>. 24).
6. Positive correlations were found between changes in P scores and changes in M scores (. 37-. 79).

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The purpose of this study was to investigate the effect of self-disclosure of desirable contents on interpersonal attraction. It was hypothesized that the disclosers who reveal either extremely positive or extremely negative aspects of themselves will be disliked more than those who reveal not only their positive aspects but also negative ones.
Fifty female lunior college students participated in the experiment. They were presented ascene of conversation of two women in the VTR, in which the proportion of self-enhancing (positive) disclosures was manipulated from 20% to 100% with 5 levels. Then, they rated the attraction for the disclosure from the point of view bf the listener in the VTR.
The obtained results clearly supported the hypothesis. That is, the disclosure of desirable self had the “reversed-U type” effect on the various attraction measures. Particularly, the discloser of 60% self-enhancing (moderately positive) disclosure condition was liked most of all the experimental conditions. This finding was dicussed in terms of Jones & Wortman's (1973) ingratiation theory.

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The main purpose of this study was to examine i) changes in loneliness assessed by the UCLA Loneliness Scale, ii) various aspects of social networks, and iii) the relationships between i) and ii), during the adaptive period to situational changes in the lives of freshmen.
Results of the preliminary survey (N=203) suggested that anonymous ratings for the UCLA Loneliness Scale were not biased by need for social approval.
The following results of the main follow-up survey (N=233) were obtained.
1) Only students separated from their family showed decreases in loneliness.
2) Students separated from their family formed new social networks actively, while students with their family kept friendships which they had formed before college entrance.
3) The relationships among loneliness and various aspects of social networks varied with both questionnaire sessions and living situations.

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The purpose of the present study was to investigate the determinants of aggressive responses through Averill's questionnaire “Everyday Experience of Anger. ” Frist, four dimensions were found by the varimax rotation of eleven items of response following anger. They were each interpreted as direct aggression, displaced aggression, nonaggressive problem-solving, and suppression of anger. The quantification analysis I was conducted with these dimensions as criteria. The independent variables for the analysis were personality, situational (harms and harm-doer), cognitive, and emotional factors. The results indicated that the occurrence of aggressive responses depends on the sex and status of the harm-doer, the causal attribution of harm, and differential arousal of hostile and instrumental motives.

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An experiment was conducted to examine whether self-awareness decreased the degree to which one made herself responsible for negative outcomes as a causal agent or not.
Much past research had found the opposite effects of self-awareness on the attribution of responsibility to the self. This time, however, it was found that self-attributions for hypothetical outcomes were less for those subjects in high private self-awareness conditions than in low conditions. This was clearer with dispositional private self-consciousness.
When subjects were low in private selfconsciousness, self-attributions were greater for those who were high in public self-consciousness than those low in it.
It is proposed in the discussion that “focus of attention on the self”, the definition of selfawareness, had better be modified.

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Many studies conducted in real-life stress situations are inconsistent with Schachter's affiliation theory derived from laboratory studies. This study aimed to clarify the issues by examining the effects of fear and embarrassment-inducing situations on affiliative choice behavior. Sixty male subjects were individually threatened with either the prospect of putting their finger into water, the prospect of electric shock, or the prospect of sucking on infantile oral objects. The affiliative choice behavior was measured by having the subjects go either to an empty room or to a room where another subject was ostensibly waiting. The major findings were as follows: (a) embarrassment manipulation was effective on self-ratings but not on affiliative choice behavior, (b) nonaffiliators (58%) scored higher on the Manifest Anxiety Scale, and showed shorter choice response latency than affiliators. The results suggest that Schachter's hypothesis is limited to cognitive aspects of affiliation and that the need for cognitive clarity may be an important factor in accounting for affiliative behavior. These results were discussed in relation to Rofe's utility affiliation theory.

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