This study tested a model of the relationship between job satisfaction, organizational commitment, stress, mentoring and organizational citizenship behavior. Most research on the nature of relationships between job performance has not yielded convincing evidence that such a relationship exists to the degree most managers believe. One reason for this might lie in the way in which job performance is measured. Numerous studies have reported that using organizational citizenship behavior to supplant more traditional measures of job performance may result in more robust relationship between job satisfaction and job performance. In this study 843 employees who provided self-report answers designed to examine the relationship between job satisfaction, organizational commitment, stress, mentoring, and organizational citizenship behavior. Results from Study supported the hypothesized model but also suggested that alternative models fit the data well.

The purpose of this study was to scrutinize the gender difference in developmental relationships offered in work organizations. The issue was explored based on the concept of mentoring, which is a kind of voluntary support from the seniors to the juniors including career-related and psychosocial help. A questionnaire survey was conducted to 553 male and 150 female employees under 39 years of age that were working for a computer software company. The respondents were asked to answer how much mentoring was offered from their seniors by checking 24 items Received Mentoring Scale (RMS). In order to clarify the effect of the gender difference, the matched data procedure was adopted. Namely 50 male-female pairs of data were selected, which were controlled by age, the length of service, and educational background.

The results of t-test revealed the following facts: (1) In general, female employees receive less amount of mentoring than male employees do. (2) Female employees who have high educational backgrounds tend to receive almost the same amount of mentoring as the male employees do. (3) It is difficult for female employees to receive the same kind of mentoring from the male mentors even if they have high educational backgrounds. (4) Female employees who have low educational backgrounds tend to receive almost the same amount of psychosocial support as the male and highly educated female employees do, but they tend to receive significantly less amount of career-related support compared with the counterparts.

A discussion was addressed to the inequality of developmental relationships offered in work organizations and future research on the gender difference of the relationships.

Through an extensive review of literature on unemployment from a viewpoint of psychological perspectives, it became obvious that reemployment itself does not always improve the dismissed employees’ psychological well-being even if they successfully got a new job. It could be assumed that involuntarily unemployed people should encounter psychological difficulties through a series of job searching process.

The purpose of this study is to scrutinize psychological tasks with which involuntary unemployed persons must cope through their job searching activities and the effect of the support that outplacement service provides for them.

An in-depth interview was conducted for a 39-years-old man who was dismissed by a large trading company. He utilized outplacement services to find his new job. From the interview, it was confirmed that he coped with six psychological tasks through his reemployment activities. And it was also confirmed that the various supports provided by outplacement service office took him effects his job searching activities, directly and/or indirectly. But along with these results, it becomes clear that outplacement service is not necessarily a panacea to resolve the all kind of psychological difficulties which dismissed persons should encounter.

金沢市が市職員を対象に公募制による「教育行政研究グループ」を始めた。これは地方自治体の中の資質や研究能力に富む職員を公募の上，養成し，結果として，住民のニーズを把握し政策を開発し具体化していくことを目指した画期的な試みといえる。筆者はこの企画に当初から研究指導スタッフとして参加した。本報告では，この研究グループヘの参加者43人へのアンケートをもとにコミュニティ心理学的考察を行なった。

研究グループの存在と目的のひとつは，その結果を政策に反映し，自分の仕事は金沢市のために役立っているという自覚を持ってもらうことにあった。結果的には，提案した政策がすぐに反映された場合もあったし，反映されるまでには至らなかったが，長期的にみて資質向上のよい研修になったなどの感想があった。