In recent years, the awareness of mental health is increasing in the industrial world. Some overwork suicide lawsuits of these days can be mentioned as its cause. The mental health management for employees will become to take more important part of business management in the future. The purpose of this paper is to analyze the various aspects of mental health of employees especially in relation to employee attitude and/or performance appraisals.

A company based survey that included engineers was conducted through the anonymous questionnaires on "mental health", "organizational commitment". "work motivation" and "work involvement". After comparative review of mental health and work motivation, it was found that work involvement and the internalization factor of organizational commitment give negative influence on mental health but positive influence on work motivation.

It can be interpreted that the concept of mental health should not be caught in the only context of work and organization. It is suggested that employees should work while they moderately commit to the organization in order to keep their mental health good. This is also supported by the findings of the other analysis that shows performance appraisals have no effect on mental health.

With the development of the industrial society, the workers to be thought as new professionals who are 'professionals in organizations' appeared in the European and American society. These professional employees in the corporate America are argued for their control and utilization as the management problems in 1950s.

The author defines the professionals in the organizations as "white-collars who have autonomy and specialty for the work and evaluated as core-talent in the organization". The professionals in the organizations are different from the specialists /experts as they are positioned to be core in organizations and are different from middle-class managers who may not have specialties and autonomy to the job in-charge.

In this article, my research with in-depth interview to middle management in automobile industries examines that middle-class managers in Japan's big business are engaged in highly specialized jobs and can be regarded as the professionals in organizations. Based on the result, the middle-class managers in Japan's big business can satisfy the requirements for the professionals in organizations such as autonomy, specialties, and core-position. They are considered to be professionals rather than managers with their real role and recognition.

Among the requirements for the professionals, specialties for job are important to study existence of professionals in organizations and new concept of specialties. In the interview, I found the following indications that are effective to consider job specialties and professionals in organizations.

They are that widening job fields can be included to pursue specialties, job-specialties are also required to management and necessary information is not taken from outside professional organizations. The present meaning of specialties is limited to the systematical knowledge outside corporations, which is the reason why activities with outside professional organizations are not common.

The knowledge and techniques, which are regarded as specialties, are part of the specialties of job and limited to articulable knowledge. Most of the specialties of job are in tacit knowledge and they can be added to new specialties if they were changed to be evaluated.

The practical ability to attain corporate goal is also specialties. These specialties for work are the valuable professionalities in organizations, which are never grasped outside. The professionals in organizations also play the role of connecting among the organizations with the broad related knowledge. The inter-organization connecting ability can be important specialties as really necessary knowledge is highly complicated.

The vertical professionals who specialize particular work and the horizontal professionals who connect among the organizations are two types of professionals in organizations. A professional in the Legal department is an example of the former type and professionals in the HRD and Sales departments can be samples of the later type.

Professionals in the organizations are increasingly expected to play the role of taking these new specialties in corporate jobs.

The purpose of this research is to examine the element of skill to solve skill-succession problem in fishing boat shipyard. This research focuses on multiskilled worker Mr. X in the small FRP fishing boat shipyard in Hokkaido. A qualitative research was used with on the job observation and literature survey. The known concepts of skill in Japan began from Seniority Skill, which is originally from Experimental Skill. The characteristic of Seniority Skill is technical skill, indefinite period to form skill, and seniority system in a factory. As a result of industrial rationalization and technology progress, Seniority Skill became irrational and began the era of Modern Skill. The characteristics of Modern Skill are definite period to form skill and the skill attaches greater importance knowledge about production machinery and work process than technical skill.

These concepts of the skill came from the workplace of factory with controllable work conditions, production management by management section (not work-site operator), and capital-intensive production. We, however, have also workplace with uncontrollable work condition, production management by work-site operator, and labor-intensive production. I definite such workplace "Outdoor Workplace" and the skill in the Outdoor Workplace "Field Skill".

The results indicate Field Skill is defined as follows: The ability that work-site operator can accomplish successful final products with good preparation through technical skill (which is correct scientifically) and accurate knowledge (which is from work experiment). In other word, Field Skill is process management by work-site operator. The skill is rational in terms of the amount of products, production technology, and uncontrollable work conditions. For example, fishing boat and equipment are custom-made products, The quality of products with FRP lamination and TIG welding is dependent on the skill of worker. And the manager cannot control weather condition, sea climate and worker in distant workplace.

Along with the swift internationalization of Japanese companies, numbers of Japanese expatriates dispatching to overseas subsidiaries have been steadily growing. It is also likely found that emerging demand for international job rotations for the third country nationals have been increasing with the developing need of the high potential managers at Japanese companies.

On the other hand, it has been pointed out that international relocation influence expatriates work and life, which causes serious deterioration of individual and organizational performances through failure of cross-cultural adjustments.

In this study, author investigated factors that promote every dimensions of cross-cultural adjustment in each adjustment stage. A total of 1,945 samples were divided into six adjustment stages based on the study of Black and Mendenhall (l991), and promoting factors on each stage of respected dimension were identified by multivariate regression analyses.

Result of the analysis clearly indicated that different factors significantly explain to promote cross-cultural adjustments of different dimensions and stages. Specifically, for general adjustment, overall satisfaction for local life effected in all stages, and significance of English ability at beginning, as well as satisfaction for food was identified. For interpersonal adjustment, local language skill at beginning and satisfaction to the relationship with local people is essentially important throughout the expatriation. Finally, for job adjustment, English ability at beginning and intrinsic satisfaction for work is the key to promote the level of adjustment. Also, stress was identified as causing a negative effect on job adjustment.

For implication, it was suggested for company to provide appropriate supports during expatriation, depending on individual's cross-cultural aptitude and stage of adjustment. On the other hand, this study also tested that pre-discovered importance of language skills both in English and local language for Japanese expatriates to promote cross-cultural adjustments for every stage of each dimension of adjustment.