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[in Japanese]

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The purpose of this study is to clear relation between self-assessment and performance, and to clear relation between consciousness of not good at making things and self-esteem in junior high school student's consciousness of not good at making things. The results of investigations had cleared the following. (1) There was not significant in performance between student's consciousness of good at making things and consciousness of not good at making things. (2) There was the variation in student's consciousness of good at making things as a function of the increase in performance, consciousness of good at making things decreases gradually with in accuracy and processing speed of work. (3) Self-esteem of student's consciousness of not good at making things was low when compared to consciousness of good at making things, and consciousness of not good at making things was a negative related to self-esteem.

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The purpose of this paper is to clarify the characteristics of support from an external organization in high school career and technical education (CTE) improvement in the U.S., focuses on the position and roles of the organization which has professional knowledge and experience. Especially, the author deals with the foundation and development of the CTE program operated by Southern Regional Education Board (SREB), High Schools That Work (HSTW), focusing on the position and roles of SREB in the design, practice and improvement of HSTW. In this paper, the development of HSTW is sectioned into three periods (the first, the second, and the third) according to Bottoms, because the development of HSTW influenced by the change of revenue. Although the first role of SREB in HSTW is to help planning of the CTE policies in member states, SREB gives the direct support to HSTW sites. This is the characteristics of support from SREB in HSTW, because HSTW is the school-based and the policy-based-program. It seems that the characteristics of the support from SREB makes HSTW can have such feature.

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The graduation research at the university is a maneuver of the problem solving type. But, this maneuver has a lot of problems. For instance, the guidance method is different depending on the professor. And, the level of student's attainment target is different depending on the professor. We think that the standardization and the improvement of productivity of the graduation research are important because these problems are solved. The system that we developed achieves these.

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In present, Specialized Colleges (Specialized Training Colleges Postsecondary Course) admit a lot of students as the institution for youth vocational education. This paper gives a general survey of researches about Specialized Colleges, and explains their diversity from three points: "institutional characteristics of Specialized Colleges system", "characteristics of founders", "their relationships between labor markets". In addition, this paper examines their prospects through analysis of political movements, the debates about "colleges based on the article 1 of the School Education Act", and in reference to vocational qualification. Finally, to define theoretical and actual dimensions of Specialized Colleges, this paper rises that it is required to characterize Specialized College as a "youth vocational education institution".

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The objective of the present study was to interview nurses who graduated from nursing schools and compare the life course of nurses who graduated during the 1970's (independent generation) and those who graduated after 1990 (self-actualization generation). Based on Glen, Elder, Janet and Giele's studies, life course was analyzed from the following four viewpoints: "temporospatial position (cultural factors)", "human behaviors (individual goal orientation)", "intertwined lives (social integration)" and "life timing (strategic adaptation)". The following results were obtained: 1. Regarding career selection, by reflecting the social circumstances of that time, the independent generation was influenced by economic conditions, while the self-actualization generation was influenced by the social value of nursing, which is social contribution. 2. Regarding individual goal orientation, the independent generation strived for independence and actively worked with the system, but could not challenge the system. Similar to the independent generation, the self-actualization generation also actively pursued the achievement of their goals despite some setbacks. 3. For the independent and self-actualization generations, career selection, continuation, and advancement were influenced by families, patients, coworkers, and nursing instructors. 4. The independent generation was in a professionally stable period and was trying to qualitatively enrich their professional lives, while the self-actualization generation was looking forward to their future and repeatedly facing short-term assignments and professional challenges.

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The purpose of this paper is to analyze careers of graduates at the Institute for Technical Teachers Training, Yokohama Higher Technical School, from 1932 to 1949. The following results were obtained: There were 289 graduates at the Institute for Technical Teachers Training from 1932 to 1949. More than the 60 percents of graduates at the Institute worked at company as engineers. Within the narrow limits of years that turned out to be detailed careers of graduates 1932 from 1938, there were 135 graduates at the Institute. 19 of them worked at technical school. Others worked at company, ministries and government offices, and so on. The Institute for Technical Teachers Training, Yokohama Higher Technical School functioned not only as give a supply of teachers but also as a course of successes. The number of teachers that graduates at the Institute for Technical Teachers Training was less than the number of teachers that graduates at the Institute for Technical Teachers Training, Tokyo Higher Technical School.

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Recently, adapting to rapid changing business environments, many companies require T-HRD (Total Human Resource Development) that is making consistency between long-term management of HRD (Human Resource Development) and short-term management of MBO (Management By Objectives). In this paper we describe a To-Be model of T-HRD management and analyze practical issues for realization of this model. Further, we propose a practical model of solving the issues based on Web 2.0, that is enable for T-HRD management to communicate and collaborate with company members and organizations effectively in the intranet.

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