The present study is aimed to examine the correlation between interpersonal conflict and close relationship process. The participants were 317 undergraduates (104 males and 213 females). They were asked to imagine a person whom they kept company and to rate partner's fulfilling of their expectation about the role behaviors by the means of Role Behavior Expectation Scale (Shimotomai, 1991, 1999b). Then they were asked to show a recent conflict with the partner in writing. The main findings were as follow: (1) the discrepancy between expectation and fullfillment aroused dissatisfaction with the partner, but (2) whether or not dissatisfaction came to a salient conflict was depended on the different types of role behaviors according to stages in close relationship process. On these results, it was discussed the possibility that fulfilling of their expectation about the role behaviors was necessary to maintenance the relationship process and therefore was apt to cause a interpersonal conflict.

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This study examined the influence of subordinates' behavior and their leader's management priority on task-related and/or socio-emotional behavior change and formation of their leader. In Study 1, a questionnaire survey was conducted on sample of nurses to investigate the relationship between the chief nurse's cognition about subordinates' coping behavior with discontents and PM leadership behavior by her own evaluation (Misumi, 1978). The result indicated that Maintenance score assessed by the chief nurse who tended to recognize that her subordinates were even following her unacceptable instructions was higher than that assessed by the chief recognized that they were not. In Study 2, a 2 (Performance or Maintenance behavior of the leader) ×2 (task- or relation-oriented management priority of leader) factorial design was used. Thirty-eight university male students as subjects participated and played the role of the group's leader composed of four members in this experiment. Results were as follows: (1) The task-oriented leader came to use a lot of socio-emotional behavior for the workers who took P behavior with higher productivity than the workers took M behavior with strong solidarity among members. (2) The task-oriented leader has increased coercive instructions more than the relation-oriented leader. Especially, for the task-oriented leader, aggressive behavior to the workers who took M behavior has been increased remarkably. (3) The relation-oriented leader came to chat frequently with the workers who took M behavior, instead of not offering informations to them than the workers who took P behavior. (4) The relation-oriented leader increased to use considered behavior and decreased to offer informations to the workers who took P behavior. It was suggested that the PM leadership style of leader might be formed when the task-oriented leader directed the workers with high productivity.

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This study examined the effects of the following five types of messages toward deterring parking violation, in the context of bicycle parking: (1) Do not park your bike here; (2) Bike parking is strictly prohibited; (3) If you park your bike here, others will follow suit, so please park in another place; (4) Parking your bike here is dangerous, so please park in another place; (5) If you park your bike here, you will be penalized, so please park in another place. This study focused on parking violation of bicycle within University premises. In Experiment 1, two message boards were placed 3 meters apart. The effects of open space were so strong, no one parked their bicycle in open space. In experiment 2, 1 or 2 bicycles were placed in the space in advance. This manipulation was intended on presenting a prior violator, to see how it might affect subsequent rule-breaking behavior. Results showed the statement of concrete sanctions had the greatest deterring effect, while the others were not half as effective. In Experiment 3, the setting was aimed at suggesting the presence of multiple prior violators by placing five bicycles in advance. Results showed that message effects that were found under the 1 or 2 prior violator settings had dissipated. In all five message conditions, half the violators were persuaded to park elsewhere.

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The purpose of this paper was to investigate undergraduates' feelings and behaviors in and after the dissolution of romantic relationships from the view of sex differences and the intimacy of romantic relationships. The participants were 239 undergraduates (116 males and 123 females), who have dated for a while and experienced the dissolution of romantic relationships. Found were persuasion/negotiation, passive acceptance, and avoidance/escape as coping behaviors, and distress as feelngs in the dissolution. Further, regret/grief and attachment were found as behavioral responses after the dissolution. The more intimate their romantic relationships were, the more distress in the dissolution, the more regret/grief and attachment after the dissolution were. The more intimate the romantic relationships were, the more persuasion/negotiation behaviors were adopted. Only females adopted less avoidance/escape behaviors as the romantic relationships became more intimate. Irrespective of the intimacy of romantic relationships, males adopted more passive acceptance behaviors than females. At the most intimate level, females adopted more persuasion/negotiation behaviors and less avoidance/escape behaviors than males.

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We have conducted a series of fieldwork at Yasui-region in Nishinomiya-city over four years since the Great Hanshin Earthquake. At the region, two emergent organizations, called“Family Yasui”and“Yasui Machidukuri Organization”, and accordingly two different community constructions were observed. The present research demonstrated that multiple community constructions proceeded simultaneously and in the same area. We discussed the community construction in Yasui-region as a case of coexistence of modern societies in terms of a couple of concepts presented by Kawase Koichi Machidukuri Produce Research (1989), “Toshi keikaku gaku” [Urban planning studies] and“Machi sozo gaku” [Community creation studies], by Nakamura (1992), “Kindai no chi” [Modern knowledge] and“Rinsho no chi” [Clinical knowledge], respectively as well as model of“a collective improvisation game”proposed by Atsumi (1998).

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A mathematical model was proposed on the effectiveness of P (performance) and M (maintenance of group itself or human relations) oriented leadership behaviors. It was assumed that P behavior consisted of two sub-categories, i. e., P behavior for improving members' task-related abilities and P behavior for increasing cumulative task achievement, both of which, along with M behavior, were regarded as dynamically determining a dependent variable, the cumulative task achievement. First, it was assumed, in the formulation, that members' abilities and goodness of human relations determined group morale by using production function in economics. Second, it was assumed that group morale was utilized for either improving members' abilities, increasing cumulative task achievement, or improving human relations by the three leadership behaviors respectively. An optimal process that maximized the cumulative task achievement was obtained by using the Pontryagin's maximum principle. Results showed the model could provide plausible interpretation for empirical finding in the past.

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This article reviews the theory of autopoiesis and its mathematical models, and considers implications of mathematical description of autopoiesis in social psychology. First, the aspect and properties of autopoiesis, and the development of autopoiesis in research areas near social psycology were reviewd. Then, sources of difficulty in understanding autopoiesis was considered from viewpoints of outer observationism, which was defined in this paper. Then, some mathematical models of autopoiesis were shown and problems in the models were considered. Finally, implications of mathematical description of autopoiesis in the recent situation of social psychology was considered.

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