This study conducted a questionnaire survey (N = 2938) to examine the interaction effects on creativity between personal and workplace characteristics. The results show that several interaction effects tend to be different depending on the level of workplace characteristics. In other words, when creativity is encouraged at the low level of some workplace characteristics, creativity of people without creative personality increases, but creativity of the others does not increase. On the other hand, when creativity is encouraged at the high level of some workplace characteristics, creativity of people with creative personality increases, but creativity of the others does not increase or tends to decrease rather. These results will resolve the conflicts in the existing studies on creativity and give an integrated explanation.

This report analyzes about the graduates of the French high-level engineering schools who were given the "engineer" qualification (the advanced profession or people who go on senior management career). We surveyed about the industrial field where they work, the industrial field with high income, the tendency of the overtime hours, work satisfaction and norms. They were employed not only in fields where high incomes were obtained, but also in public institutions, government agencies, and international organizations, with less incomes. It was seen that the height of the social position of the organization was given priority over economic rewards. They were not only preferential in status and income, but also worked very long hours. However, young people tend to join in high-income fields such as the financial insurance business. They are in a harsh working situation, except that they can control the work time themselves, and their spirits are not altruistic, they work selfish, and the oblige seems to collapse. It is necessary to reconsider their way of working which is exhausted. In France, there is an educational inflation in the humanities, but educational investment is not rewarded by the way of working like a science profession in Japanese manufacturing industry.

This article conducts a comparative case study concerning institutional logic multiplicity in university-industry collaboration projects. The purpose of the study is to examine how organizations are able to response logic multiplicity formed by a pair of institutional logics, such as professional logic and managerial logic, and enjoy institutional rationality. We offer findings based on qualitative analysis of interviews; Organizations try to decrease conflict by using another new institutional logic as a toolkit, and the consequence is effected by the relationship between logic multiplicity. For example, uncertainty of knowledge application may effect the degree and quality of conflict and obstruct the organizations' strategy such as a toolkit.

The purpose of this research is to study mediation centrality in organizational relations when the relationship between organizations progresses. In this research about interchange between universities in Japan and Taiwan, mediation centrality is not fixed, sometimes it cannot be clearly recognized by the promotion of that relationship. In phase 1, the faculty of each universities established relations by the mediator who is both their friend. In phase 2, from the relationship between the two, it spread to relationship with other university faculty members. In Phase 3, the interexchange has resulted in a number of faculty members carrying out various activities mutually.